Three watershed points of career development after graduation

At the age of 23, when I graduated from college, the college students' career path began to go ups and downs. For example, in the middle of the world, a group of people who couldn't keep up with the pace will be dumped in several watershed ways. Although there may also be people after and after this age, the watershed that makes up the past and the future is clearly divided into seed 1 and seed 2 players.

 

Watershed 1: 25 years old -- identifying the workplace

Generally, a 23-year-old college student graduated, and the 25-Year-Old will enter the workplace for 1-2 years. For most people, although most people are employees of the company at this stage, they live nine to five days with caution. However, "without a long journey, without a thousand miles; without a small stream, there is no river or sea ", in this period, the "Walking" and "small stream" may be the prelude to the rapid cross-column run and the Pentium roar after a few years.

For college graduates who have developed smoothly after the age of 25, do a good job planning before the age of 25 to find a career location that matches their interests, abilities, and values, it is critical to reduce detours and accumulate useful experience. Training and charging, expanding connections, and training vocational skills are also urgently needed skills in this period. At present, there are many students in this age group.

 

Watershed 2: 30 years old -- the beginning of business

"Thirty likes" is like a warning that all professionals approaching this age are required to start their own business. At the age of 30, most people have been working for 6-7 years. For most recruitment enterprises, education, Major, and working life are no longer the most important references, on the contrary, experience, ability, and professional attitude have become the key to success or failure in the age of 30.

The 30-year-old is a period of test of the previous stage and a critical period for making important decisions. Many people have also adjusted their own lives: Some employees have started their own businesses, some people have jumped from this industry to another industry. At this time, their thoughts and adjustments are relatively mature and rational, so the so-called "Thirty-year-old phenomenon" has emerged ".

For women in the workplace, the dividing line between the ages of 30 is even more significant. During this period, women often encounter such problems in career planning, that is, the sense of direction is not obvious and the sense of Job Burnout. At this time, they need to consider their own career sustainability, balance, and economic development. It is often a dilemma for women in the workplace who are already wives and mothers to move their work centers to their families or stay focused on career development.

 

Watershed 3: 35-job Watershed

The 35-year-old is an embarrassment for many people in the workplace. Some recruitment agencies include "Free talk over 35" in grass-roots recruitment conditions, which indicates that the 35-year-old has been branded, this means that it would be embarrassing to be a basic person or even a supervisor at this age.

The HR manager of a well-known recruitment website said: "If you are not promoted to a middle-level position as a manager at the age of 35, there will be little chance of further improvement, this shows that your previous job achievements and abilities have not been fully recognized. A 35-Year-Old professional who has not yet been promoted will be suspected in the future." A 35-year-old working experience of about 12 years is sufficient to gain some benefits at this age. If nothing is available, the ability will also be marked with "limited potential.

 

Appendix: eight types of business anchor:

The concept of "Career anchor" was developed by the Massachusetts Institute of Technology, USA. Professor schön proposed. It is actually a kind of career positioning formed by an individual through actual work experience that matches his abilities, motivations, and values. In 1992, scholars and experts from the Massachusetts Institute of Technology expanded the "career anchor" type to eight.

Technology/rank: Seeks to grow and improve skills in the technical and functional fields, as well as opportunities to apply such technologies and functions. My recognition mainly comes from my own professional level. I like to accept the challenges of professional technologies and do not like to engage in general management work.

Management type: the ultimate goal is to obtain a management position with greater responsibilities. Positioning "career anchor" in this type of person usually has three capabilities: analytical ability (ability to discover, analyze, and solve problems in the case of incomplete or uncertain information) interpersonal communication skills (the ability to influence, supervise, lead, manipulate, and control others at various levels), emotional ability (in the face of emotional and interpersonal crisis, it is only the ability to be motivated, not troubled or weakened, and the ability to become inactive under the pressure of greater responsibility ).

Independent/independent: You can arrange your work style, work habits, and lifestyle as you like, to get rid of the limitations and constraints of your organization and display your personal abilities.

Safety/Stability: security means that the organization on which it relies is secure, has a long-term and stable career environment, has a guaranteed job, decent income, and reliable future life, A reliable future life is usually guaranteed by a high amount of retirement money.

Creation/start-up: Create your own company or product with your own abilities. The whole career development is centered on a certain kind of creativity. Most people who position "career anchor" in this type are entrepreneurs who may be working in other companies, but once they feel the time is ripe, they will go out and start their own business.

Service/offering type: positioning "career anchor" in this type of person to pursue their own recognized core values, such as helping others, advocating environmental protection, and so on. They have been pursuing this opportunity, even with low salaries. They will not accept jobs that do not realize their own value, even in the face of the temptation of high salaries and high positions, they will not be tempted.

Classification: positioning the "career anchor" in this type of people like to solve "impossible tasks", overcome tough opponents, and overcome insurmountable difficulties and obstacles. For them, the reason for a job is that work allows them to overcome various difficulties. Novelty and change are the motivation for their ultimate goal.

Life Model: work environment can balance and meet the needs of individuals, families and occupations. People of this type want to integrate all major aspects of life into one. Because of this, they need a career environment that provides enough flexibility for them to achieve this goal, or even lower their career requirements, such as salaries and positions.