However, when your subordinates are all post-90s, you feel like you are doing projects with a group of children:
Irresponsible: The scheduled work cannot be completed, and he has to clean up his mess.
Laziness: I don't check in on time every day, and I don't even bother to get the attendance award.
Don't think about making progress: Promote "Buddhist life", go home and spread on the sofa to start the glory of the king and eat chicken.
You can't fight, you can't scold you, and when you're angry, you're going to throw a punch.
"I'm not the boss, I'm the fucking child!"
You may not have found the right way to work with the post-90s. To understand how to work with the post - 90s , first understand what they really need.
We rely on Maslow's Hierarchy of Needs to analyze:
Physiological needs: Because most of the post-90s are only children, and they grew up in a period of rapid economic Latest Mailing Database development in China. Compared with the post-70s and post-80s, most post-90s were the "little princes" and "little princesses" at home when they were children. You don’t have to worry about food and clothing, you can buy whatever you need, and your parents are always on call. Therefore, the post-90s generation does not lack "physiological needs".
Safety needs: Similar to physiological needs, the post-90s have their parents as backing, and the support of the family can ensure their safety when they have just entered the society. Therefore, the post-90s generation rarely lacks "safety needs".
Emotional and belonging needs: As the popularizers of the first-generation Internet, the social convenience of the post-90s generation has been greatly improved. From the beginning of QQ group and Youku, to the later circle of friends, Douyin, and eating chicken. Chatting, short videos and online games have reduced the "emotional and belonging needs" of the post-90s generation, especially the face-to-face social needs in reality. You can look at the post-90s generation during lunch break, which one is not holding a mobile phone?
Respect Demand: Why is Douyin so popular? Because it can "record the good life". Some simple but real short videos often get a lot of likes and replies. Because these videos reflect a lot of the real life of the post-90s generation, which resonates with them highly. They want positive, positive comments about their lives. The post-90s need to respect and be respected by others has reached an unprecedented height.
Knowledge and aesthetic needs: From the popularity of "how to dress well for boys" and "men's makeup tutorials" in recent years, to the popularity of "little milk dogs" and "little fresh meat" by women born in the 1990s, we can see that the 90s Later, the demand for knowledge and aesthetics gradually increased. The best proof is the rise of "payment for knowledge", and "lifelong learning" has become the goal of many post-90s generation.
Self-actualization needs: Due to the popularity of college diplomas, most post-90s have entered the society for no more than 5 years. In a short period of time, the post-90s generation cannot become the leader of social discourse power. But over time, when the post-90s have a higher social status, their pursuit of personal ideals will reach a higher level. Therefore, the post-90s generation is gradually moving towards self-actualization needs.
From the above demand analysis, let's summarize the characteristics of the post-90s generation:
Affluent growth environment.
Partial house, willing to stay in the "small circle".
Pursue personalization and differentiation.
Willing to do research on new things.
Lack of clear plans for the future, but willing to work hard for the future.
So, what should we do to truly make the post-90s employees willing and happy to work?
Only 5 changes are required:
1. Safety and physiological needs: pay attention to humanistic care
Some old-generation managers are still stuck in the management style of " give you money and you can do things, if you don't do things, I will add more money, and if you don't do things, you will be fired ". The rest of the time is left to the staff.
The final result is that employees are listless every day, work on projects when they have projects, and slack off when they can.