Who did "formalist overtime" hurt?
"The kindergartens and schools where students have left school, and the securities management departments that are closed on holidays, also arrange staff on duty across the board to cope with inspections. This not only wastes manpower, material resources, and financial resources, but also gives birth to those who treat duty as overtime. Means and other undesirable phenomena." On the eve of the Spring Festival, on the message board of People's Daily Online, some netizens complained that during the holiday period, some units forced overtime to be too formalistic.
The formalism of working overtime as "time only depends on overtime" and "if the leader doesn't go, I won't go" makes young people in the workplace quite confused.
Meaningless overtime requirements, dedication, and abnormal overtime culture have changed the taste of work. It has also led to physical and mental exhaustion of young people who were originally efficient and capable, affecting their personal lives.
There is a kind of overtime called "The lights are on for the leadership"
At 9 o'clock in the evening, Guo Rong finished his day's work. He stood up and turned off the hot computer when he saw that the light in the department director's office went out.
He felt very tired when he walked out of the unit's door.
The work that could be done from 9 to 5 in the Ming and Ming dynasties was so busy.
In March last year, Guo Rong joined a public institution in Chengdu.
On the first day when he arrived at the unit, the head of the department clarified the “rules” for commuting to and from get off work: you must go to the office at 8:30 in the morning at the latest, and you cannot go to dinner before 12 noon. The principle of getting off work is "Leaders don’t talk about leaving Can't go".
"Leaders do not say that they can't leave after get off work" makes Guo Rong, who used to rarely work overtime, a little hard to accept.
Guo Rong, who had just arrived, could only follow this clear instruction silently.
He goes to work on time every day and completes tasks on the job.
Seeing that it was almost time to get off work, Guo Rong did not dare to take a half step away from his work station even if there was nothing on hand. He didn't start to pack things until he saw the group leader's "wink" and ended the day. jobs.
In addition, the department director often asks everyone to go to a meeting when he is about to leave work, and sees that employees who have completed their tasks "with nothing to do" will temporarily assign tasks.
"You can't get off work without instructions." Gradually, Guo Rong felt powerless.
An old colleague quietly gave him a "weapon": go to work during the day at will, and start working soon after get off work hours, "Anyway, you can't go anyway. The leader sees you are busy, and may not arrange work for you."
When the director and group leader were not there, the "old fritters" in the unit took out their mobile phones during working hours, read the news, chatted, and worked casually.
When I was close to get off work, I put down my phone and started working seriously.
When the leader passes by, you can see the employees staring at the screen and typing on the keyboard.
Things that could have been done during normal working hours, as a result, need to work overtime to make a difference.
Li Nian, a financial practitioner in Fuzhou, worked in a state-owned enterprise for two years. Although the company did not enforce overtime, he often saw two or three colleagues from the next department who went to the lounge to drink after checking in during the day. Tea, chatting, and playing mobile games, deliberately delayed until the end of get off work before starting to work on the job-just because the supervisor will pass the office when he is about to leave work.
During a meeting, the supervisor hinted that Li Nian was in the department. When he looked at the record of clocking in and out of get off work, he found that a colleague in the next department often took the initiative to work overtime.
Although the leader did not directly praise, Li Nian knew in his heart that this was tantamount to "publicly praising" colleagues who worked overtime.
At the same time, he also knew that these colleagues were just pretending to be working hard to work overtime, showing up in front of the supervisor and giving a good impression.
In fact, they often leave the company on their own shortly after the supervisor leaves. Behind the seemingly "dedication", they only fight for acting.
The reporter's search found that the topic of "formalism overtime" has repeatedly rushed into hot searches, triggering many netizens to participate in the discussion.
Many people are confused and distressed about "how to reject formalism overtime".
Behind the seemingly "dedication" is the change of struggle
Lu Jiahua is a product manager of an Internet company. He believes that there are several factors behind the popularity of formalism overtime.
"Many companies in the Internet industry where I work are popular overtime culture, and some are called the'struggle culture'. If the boss thinks that you work more overtime, you have a good working attitude, potential and worthy of training; if you don’t Overtime is not a struggler, so you won’t hire your boss to see you.” Lu Jiahua said that the bosses of some private enterprises have not formed modern management concepts. They always feel that employees are hired by themselves. The more employees work overtime, the more he I think the money is worth it.
This encourages some employees in disguise to work overtime in front of their bosses, regardless of whether they have necessary work or not.
Some companies are not doing well, and employees working hard overtime can alleviate boss anxiety.
Another situation encountered by Lu Jiahua at work is that some people are inefficient at the job and have to spend time to complete tasks after get off work. If this happens, they will develop a habit of working overtime, and they can leave leaders who do not understand the truth. The impression of hard work.
Once, a project manager working with Lu Jiahua came to work on time at 8 o’clock every morning. After assigning tasks to the team members, he went to the company’s pantry for coffee or chatted with the project manager of the next group. He often faced the computer during the day. The screen is in a daze, or there is no one at all.
As soon as it was close to the end of get off work time, he became excited, pulling the whole group of colleagues to have a meeting with him, doing project analysis, and after working overtime, he would send a state of being home with stars and moon to his circle of friends.
During company meetings, senior leaders often praise the project manager for his hard work.
"The company's atmosphere is good or not, the key depends on the leadership. This kind of person is clearly unable to lead the team, and he also forces the underlings to get off work overtime. If he doesn't leave, the underlings can't leave. If you leave work on time, you will be asked to talk." Lu Jiahua , When you encounter this kind of person, you either think you are unlucky and work overtime together, or you can only choose to quit.
In Li Nian's view, if a company has a culture that encourages formalism to work overtime, it will have an unfair and negative impact on those employees who are originally capable and efficient.
If you are focused during working hours and complete tasks on time instead of working overtime, over time, everyone will feel that you have less work, and the leader will keep assigning more work to you, causing you to be always busy and busy. .
"For a long time like this, do you think you should work hard, or follow along with you?" Li Nian asked.
Beware of formalism and overtime work affecting youth professional values
A media once launched an online survey on Weibo, "Do you think'formalistic overtime' is necessary?"
Among the 3712 netizens who participated in the voting, 87.5% believed that “formalistic overtime” was not necessary, as long as the work was completed efficiently; 5.9% worried that leaders who did not work overtime would not see their own efforts; only 4.3% Of people think that "formalistic overtime" can create an atmosphere of struggle.
For any enterprise and unit, the essence of “formalistic overtime” is “show” rather than “overtime”. This phenomenon prolongs the working hours of employees and reduces their rest time.
Wu Fan, director of the China Human Resources Development Research Association and the director of the China Human Resources Research Association, believes that if a company develops a formalistic overtime culture, employees will develop the habit of opportunism and the enthusiasm of dedicated and dedicated people will be undermined, especially individuals The professional values of young people who have just entered the job will be adversely affected.
In Wu Fan's view, the existence of formalism overtime indicates that the performance management system of this unit does not really motivate individuals.
She believes that managers must have the ability to identify. Some people work very efficiently at work, and the same workload is done in half a day, and the remaining half day can be a little idle; some people work overtime for two days and can’t do the same job. The latter must not be allowed to drag the former away, and formalism overtime must be restricted through the assessment system.
Wu Fan gave suggestions on how to avoid formalism at work from both the individual and collective levels: Workers should understand the culture of the company or unit before entering the job, such as whether there is an overtime culture or formalism for overtime; secondly We must adhere to the correct professional values, and do not be opportunistic and observant.
There are also people who are not very busy at work, but because other teams in the same department are working overtime, the boss forces everyone to work overtime in order to balance everyone's mind. What should I do if I cannot refuse?
Chen Lei, the human resources supervisor, said that you can turn overtime without substantive work into your own study time and charge yourself. Usually, the leader will not interfere when you see that you are studying without affecting the progress of normal work.
"Employees who work overtime by'acting skills' may get short-term appreciation and benefits. After a long time, there will always be a time of'turnover'." said Ye Yilin, a senior HR of a foreign company in Qingdao, Shandong, who is smart at work. Show it to the leader or show it to your colleagues. One or two performances may get everyone's good comments, but over time this crooked mind will always be discovered by others.
Facts have proved that working hard is the magic weapon to win in the workplace.
(At the request of interviewees, Guo Rong, Li Nian, and Lu Jiahua have pseudonyms)
China Youth Daily·China Youth Daily reporter Xie Yang, intern Wang Xiaoran, Luo Jie