Focusing On Career Middle Age: "4050", Is Your "Winter Of Workplace" Coming?

It seems that overnight, large and small companies are already full of young people: the 80% of their independence, the more advanced and open after 90.

After forty or fifty years of age 60 and 70, there are old and young people. They are squeezed in the workplace and their bodies are gradually going downhill.

Contrary to the old saying of "forty puzzles", they begin to question what they are doing. Do they want to do most? Are there any opportunities or changes in work or life? The pressure and inner struggle between them can only be deeply felt by one of them.

Also known as "grey middle age", high incidence at 39~50 years old refers to all kinds of hurdles and crises that may happen in this life stage, such as career, health, family and marriage.

How can we plan our career and maintain professional skills in a long term way to avoid "Resigning"? How can we fully recognize ourselves in a positive mental state and optimistic attitude, accept the reality of ourselves, and start again? How should the government enterprise society pay attention to this group and protect their rights and interests in accordance with the law?

An employee of a well-known communications equipment company, who was dismissed by the age of 35, wrote on the Internet that he could not afford mortgage loans, and became a hot topic at a time.

A female master who graduated from a famous university in China has worked in a foreign company for 10 years. Now, at the age of 37, she can not even find a job of 3000 yuan a month.

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At one time, the "4050" women who were 40 years old and 50 years old were regarded as a difficult group for employment and re employment.

But as the pace of society grows faster, the age line seems to be further compressed.

Is "4050" destined to be a group of people left behind? Does "4050" mean "professional winter" has arrived?

Micro survey:

"4050" personnel

Where is the way out? In the survey of what industry "4050 people are hard to find employment", netizens vote from more than at least the following options: service industry, IT industry, network anchors and other emerging industries, media industry, film and television industry.

Where is the way out for the "4050" workers' workplace? The most popular voting option for netizens is "work without fail, and live steadily", followed by "learning new skills and starting a new business", and again, "upgrading to managers"; and finally, "practicing hard work and becoming a leading talent in the industry".

What are the characteristics of the "4050" personnel? The most popular voting option is "experienced, at the critical moment", followed by "having the old, the small, the hard work", followed by "different people, different characteristics" and "ideological solidification, lack of momentum".

Is it right for enterprises to cut out "senior citizens"? 62% of netizens said, "they have made contributions and should not be" back to pot "; 29% of netizens said that" it should be decided according to the specific circumstances "; only 10% of netizens said that" enterprises must develop and lay off employees. "

Netizen "cactus" bluntly said: "now some enterprises are getting worse and worse. They have devoted their youth to the enterprise. They have given the best years and experiences to the enterprises, but the old employees have been laid off. Such enterprises have no conscience and no future!"

Where is the difficulty of "4050" personnel reemployment? The most popular option is "too many enterprises set limits on age", followed by "too old to learn new things and difficulties", followed by "single skill", and finally, "self positioning is not accurate enough".

Netizens "Tianyuan place" mentioned that "35 years old employment is a ridge".

Netizens "have a mind in the four corners" also mentioned, "now that college graduates are unemployed, there are quite a few. Who will have 4050 employees?"

How to protect the rights and interests of the "4050" personnel? The most popular voting option for netizens is "strengthening supervision by the government"; secondly, "trade unions should stand up and support them"; the next option is "enterprises should not blindly pursue".

"And" senior employees "should be bold in safeguarding their rights.

Be dismissed:

Middle-aged job crisis is embarrassing.

Chen Lin, 36, chose resignation at the beginning of the year.

She has worked for nearly 6 years in an international consulting company in Shanghai with a master's degree from a famous university in the United States.

"After 35 years of age, energy and energy are not as good as before.

But the company enters new people every year, and it also digs people from other companies, and internal competition pressure is great.

Chen Lin recalled, "the company will not deliberately dismiss, but it will not be able to evaluate all aspects of performance. It will force you to walk away from the cuts and the core projects."

This work atmosphere made Chen Lin feel angry and anxious, and repeatedly thought, she was forced to submit her resignation book.

At present, Chen Lin is still unemployed. "Although I have worked hard at home, I can not find the right job at this age, but I also need to see opportunities and connections."

Zhang Yu, a programmer of an Internet technology company in Beijing, has just been over 30 years old, but he is worried about his career after 40 years old.

"Too old to write code, but also can not stand the night.

If a programmer can be 40 years old, even if he is very old, he should either sharpen his head and rush to management, or he will have to change careers.

Zhang Yu said.

Nowadays, in some knowledge and technology intensive enterprises, the phenomenon that middle-aged employees encounter "ceiling" or even "leave" is becoming more and more prominent.

Why do these experienced and mature middle-aged employees encounter "workplace crisis"?

"A high degree of education does not mean that the core resources and core technologies are mastered. These two points are exactly what employers consider."

Liu Wenjun, director of the administration and research section of China Institute of Industrial Relations, said, "the upgrading of industries is always accelerating.

The knowledge structure of middle age employees is basically stereotyped, the efficiency of learning new knowledge and new skills is relatively low, and the pformation is slow, so it is easy to face the fate of being eliminated.

The workplace crisis of older employees is not just "mixed up" in the original unit, but even more embarrassing is that it is hard to find "next door".

Mr. Liao, who worked for more than ten years in Fujian's foreign trade industry, was fired at the age of 50 because of the contraction of the company's business.

His daughter is still at university and can't lose his financial resources at home.

Mr. Liao said that in order to find a suitable job again, he had to help people everywhere, but they were all in the face. "Many units do not want to recruit people of our age. We are afraid that we will not listen to them.

"The general view of society is that people have limited prospects for middle age.

Enterprises are not willing to recruit, we can only arrange some public welfare posts, such as community security, street cleaning, and so on, but wages are nearly half lower than normal employment, about 1200 yuan per month. "

In Liaoning, a government agency in charge of relevant work, Ou Deyou told reporters.

Start again:

A skill must be lowered.

Master Qin used to work in an old state-owned textile enterprise in Northwest China.

The textile industry was originally a labor-intensive industry, but over the years, a large number of "4050" personnel were forced to lose their "iron rice bowl" because of the merger and reorganization of enterprises and the renovation of technology.

Master Qin is one of them.

"A man can only be a security guard, and a woman can only do housework with little choice."

Master Qin said.

But he was thankful that because he had a fitter certificate and rich technical experience, some small and medium-sized private enterprises asked him to do his old job.

Many middle-aged re employment people interviewed said that they would have to be strong enough to find a good job without any skills.

Cai Yujie lost her job when he was less than 40 years old because of bankruptcy. The technology she used to learn in the first-line workshop was totally useless in the job market.

So she made up her mind to start afresh, and obtained the relevant accounting and computer related qualifications through self-study and attending free training courses in local organizations.

With these new skills, she found an accountant job in a company.

"I think it's not terrible to get a job again. The key is to lower our figure.

We should learn new knowledge and change old concepts.

Cai Yujie said that some of his old colleagues are doing housekeeping now, some of them are running their own companies, others are doing business in private enterprises. "As long as they are willing to go out, everyone is doing well, and their income is even higher than before."

Xiao Chengping, who is engaged in employee selection and employment in enterprises, says that he lacks the motivation to learn, his skills can not be improved, and he does not want to lay down his body to do specific work. These are the problems they fear when choosing middle-aged employees.

"Now that society is developing so fast, enterprises are constantly seeking new changes.

If there is no sense of anxiety at ordinary times, relaxation of learning, regardless of age is large or small, being eliminated is inevitable.

Life arena:

How to kick the second half?

Middle age is often regarded as the most stressful stage of life. It is necessary to support parents and raise children. Many of them are also under financial pressure such as mortgage loans, car loans and so on.

Once these people encounter "Waterloo" in the workplace, it means that a family has lost important economic pillars.

So, is it right for enterprises to cut off "senior citizens"? Liu Qiusu, senior consultant of law firm of Jiangsu, said that the conditions for layoffs include bankruptcy, serious difficulties in production and operation, major changes in the objective economic situation and the failure to perform the labor contracts. "Only when these conditions are met can enterprises lay off employees."

Liu lawyers said that the "elderly" employees can be dismissed, is also limited by the employees themselves and labor contracts: "according to the provisions of the labor contract law, in this unit for 15 consecutive years, and less than 5 years from the statutory retirement age employees, the company can not terminate the labor contract.

When a company cuts personnel, it should also give priority to retaining employees with long term fixed term labor contracts and employees who have no fixed term labor contracts.

"Workplace crisis" is also a confused period. If we want to get through the confused period, we must have clear objectives and re planning.

How do people in the workplace respond to this?

Mei manager, who runs a small and medium products sales enterprise in Hubei, told reporters that if they wanted to employ middle-aged employees, they were two kinds of situations: "first, to take care of acquaintances, and two to have some connections in this field, so that they can expand the market."

A senior manager of an advertising and public relations company in Shanghai also said that their employees are generally young, and they need to recruit middle-aged employees with rich social resources.

"There are always visible or invisible interpersonal circles in the workplace. Re employment means entering a new interpersonal circle and starting from the natural difficulties."

Liu Wenjun believes that when middle-aged people are looking for a "new outlet" in the workplace, they should also analyze their own situations from time to time, and take advantages and avoid disadvantages. For example, if there are business resources and opportunities, they can choose to start their own businesses.

Liu Wenjun also said: "to avoid the problem of re employment for middle-aged people, the fundamental way is to prepare for the rainy days, to carry out long-term career development plans as early as possible, and to make frequent feedback and amendments, to adapt to the basic trend of industrial evolution, and constantly learn to recharge in order to never be outdated."

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