At the grassroots level, there are some young cadres who are only in their thirties or forties, but they start work with the "old comrade mentality" of fifty or sixty years old -- they don't dare to do it, they don't know how to do it, they don't want to do it, they can't afford it. Spirit, no interest, no passion.
At a young age, he always puts on a posture of struggling to survive and looking forward to retirement, which seriously affects the operation of grassroots work.
Five types of mental aging
There are roughly five types of young cadres at work.
——Slowly, "do it at your leisure".
Holding the attitude of "do not seek merits but seek no faults", "do more and make more mistakes, and do less work and make fewer mistakes", do work only to make it passable, be content with the status quo, and take it slow.
In the face of new situations and new problems, there is no enthusiasm or initiative, the old methods will not work, and the new methods will not work.
—— Perfunctory and sloppy "coping with dryness".
It is accustomed to "calling, looking for statistics, and reporting data" in the office, and simply implement meetings with meetings and documents with documents.
Only look at immediate benefits and short-term effects, and often take some short-sighted measures at work.
- Stick to the rules and "do as you go".
In the work, "only documents are not factual", which seems to be based on principles, but the actual machinery is rigid and lacks flexibility.
One-sided understanding of "do not do without the authorization of the law" as "do not do without the authorization of the law", what the higher-level wants to do, it will be passed on to the lower-level.
——Personal interests take the lead and "look at it".
"Selective execution" of the tasks assigned by the leader, execute those that are beneficial to oneself and can be fooled, and push and delay other tasks that can be pushed or delayed, putting personal interests above the interests of the organization.
——Do not want to make progress and "push to do it".
Passive and negative work attitude, accustomed to "waiting and asking", not pushing.
Faced with innovative work, often overwhelmed.
Why is inertia
The mentality of young cadres at the grassroots level is aging for its own sake.
One is to escape the high-pressure work environment.
"Thousands of hammers on the top, one nail on the bottom" and "the leaders scolded the masses with blood, sweat and tears" have become a true portrayal of the working conditions of some young cadres.
High standards and strict requirements are needed, but if the pressure is too frequent or too strong, the grassroots work lacks room for action to adjust strategies, and some young cadres will inevitably experience "from taking credit to avoiding responsibility" and "from taking politics to being lazy." ” mentality and behavioral changes.
Second, the promotion "ceiling" is difficult to break.
It is difficult for grass-roots cadres with real grass-roots work experience to have the opportunity to be promoted to higher-level key positions. Often only clerks with grass-roots work experience or selected college students are promoted.
Some cadres who have just passed 40 years old were originally when they were showing off their skills at work, but because of rigid conditions such as age, they were "structured" and turned into "lying-flat" cadres.
Some young cadres lack upward mobility channels, lack motivation for career prospects and job promotion, and easily lose motivation and enthusiasm for active work.
The third is the lack of material incentives.
After the county and township governments implemented the Sunshine Wage System, each wage payment has a certain standard, and this is only to maintain the basic economic benefits of administrative and career personnel.
"What can you do with a salary of more than 2,000 yuan, it's not as good as the more money your classmates earn by working in other places." Some young cadres feel that they "pay more and get less" and are unwilling to take on extra work.
Institutional and mechanism guarantees must keep up
Suppressed work emotions, weakened enthusiasm, and lack of sense of gain... To solve these problems of young cadres, on the one hand, targeted education and guidance should be carried out to improve their ideological understanding; Entrepreneurship provides institutional guarantees.
The first is to promote innovation in organizational mechanisms.
Local governments need to innovate at the work mechanism level to stimulate the creativity of young cadres.
For example, the "joint village cadres" system in Ninghai, Zhejiang, and the "district management" system in Anqiu, Shandong, let young cadres get out of the office, sink down, deal with the masses, and exercise their true skills in real work.
The second is to improve the parallel system of ranks.
While providing more positions to the grassroots, the competition effect of rank promotion will be strengthened, so that young cadres can fully participate in the rank competition, and "promising positions" will give young cadres hope.
The third is to promote the change of work style.
Root out formalism and traceism, and promote truth-seeking and pragmatic work.
Don't let the idling of governance and the proliferation of formalism wear away the enthusiasm and sense of responsibility of young cadres.
(Author: School of Public Administration, Sichuan University)
Author: Liu Chao