Is there a way out after the age of 30 for Huawei employees?

When talking about Huawei, employees in the IT industry do not know much, even in other industries.
It is also well known. The name of Huawei is unknown.

Huawei's high salary, innovation, and perfect training have won the aspirations of IT practitioners. templated management is Huawei's management.
. It is undeniable that templated management can improve the degree of specialization, improve efficiency, and create
Benefits.

However, some employees are not worried: in Huawei, modular operation is like a screw.
After a long time, although the technology is deep, the lack of breadth and adaptability is too narrow.
Without the original high salary. If I don't change jobs and I am older, I will be eliminated due to lack of innovation ability. What should I do?
What should I do?

Huawei employee crisis!

Yes, it is indeed a crisis! There is indeed a problem: Can employees of Huawei engaged in technology stay in Huawei for the rest of their lives?
? If you cannot, some technical staff, when you are older (such as 30 years old), are not promoted to management positions.
What should I do if I am eliminated due to lack of innovation?

This is not to mention the worries of employees!

How can this problem be solved? Switch to a small company? Small companies do not have modular operations, but need to have multiple hands. Obviously
The core competitiveness of the profession is insufficient. Even if you have a job in a small company, your salary is high because you don't have the ability to handle multiple jobs.
The psychological gap is too large. Willing to accept low salary? Working in sorrow?

Where is the development of enterprises and employees?

Where is the problem?

Huawei, it is time to plan career development for employees.

You may say that Huawei has been planning career development for its employees to avoid them from acquiring a single career skill.
There is an unwritten rule in Huawei that an employee cannot be in a position for more than three years. After this period
Adjust the positions and departments. This caused many excellent technical talents to do nothing or choose to leave. It seems
Huawei also provided a certain amount of space. Huawei once required 600 employees to switch to the technical department every year.
Sales Department. This provision itself is a possible opportunity for further development. But the so-called "people are doing things ",
In addition, the Management disadvantages of Chinese enterprises cannot be avoided by Huawei. Some leaders will make some "tricks" in the evaluation:
The retention of useful people should be "excellent" into "poor", and those who do not want to stay should be "bad"
To the sales department.

Why do Huawei's high-paying professional managers have to resign and leave Huawei? And they are often in new enterprises
The industry and position are far inferior to Huawei. The reason for this is probably due to the fact that there is no development opportunity. Because for China
For the middle-level management personnel, it is difficult to flourish from the job to a certain extent, especially
After being 30 years old, I was infatuated with the idea of being promoted. For the sake of personal development, I naturally chose to resign.
.

In addition, employees working in Huawei, especially intermediate and lower-level employees, have little or no contact with the outside world.
, Almost in a semi-closed state. If you want to jump out, you will suffer from a lack of self-confidence in the development after leaving.
Dare to leave. Do a job that is not in contact with the outside world, just like a frog at the bottom of the well, never knowing what happened outside
What is it, this is really frightening!

There are many success stories from Huawei, such as Li Yinan, Zhang Jianguo, and Li wujun ....... Look at this group
Group figures and experiences, you will firmly believe that Huawei has created a solid foundation and conditions for personal success. However
Yes, you should also see those who are difficult to get a proper job from Huawei.

Huawei's high salary has played a major role in retaining employees, and it has also hurt many people. A new graduate
After the Master's Degree arrives at Huawei, you can get an annual salary of 0.1 million yuan. A technician or marketing engineer who has just been working for two years and has graduated from undergraduate courses
You can also get about 80 thousand yuan, and an average of 3 million yuan for a director. These shares are of interest to all employees.
They are not concerned about the rise and fall of actual wages. More than double the number of other companies. Based on headhunting
According to the consultant, it is difficult for foreign companies such as Motorola and bell to mine Huawei, But Huawei will only be able to mine them.
Easier. Money is still an important factor. No one will reject the money.

It is precisely this high salary that makes it difficult for employees from Huawei to find a suitable job, because the original salary is too high
It is difficult for enterprises to meet the requirements of these employees, and the price is usually much lower than the previous salary. This makes this
Some employees cannot work in other enterprises, but they can only choose to return to Huawei or start a business.

But not everyone can start a business, so you will see a large number of employees leave Huawei and return to Huawei. Huawei is indeed training
The personal competence of employees is greatly improved by providing a lot of training. But it also instilled employee errors.
.

Many start-ups from Huawei will eventually drag the company down when developing the market at no cost or high cost.
. This is learned from Huawei. Huawei's market management model makes everyone think this is a feasible path. Indeed, this is
A feasible and effective path. But not everyone works. They tend to ignore their own company's reality
Cannot be compared with Huawei. Copy Huawei's model
The failure is actually foreseeable.

Huawei's training system is well-known and well-developed. Huawei has done a lot to cultivate the abilities of its employees.
What achievements have been made, but what is the true essence? I'm afraid only senior management personnel will have the opportunity to reach out.

In fact, if Huawei's intermediate management personnel were not promoted to senior management personnel at the age of 30
There is no way out, and there is no way out even in the outside world. Because they have made their heads inside Huawei, Huawei itself
The system does not allow them to have more room for growth. Out there, because they are not capable enough to support them to start their own business
Other enterprises cannot accommodate themselves. They are in a dilemma.

As for the data provided by the headhunting consultant, the number of resumes sent by Huawei employees to the headhunting company has increased dramatically. And big
Some are old Huawei employees who "have been working for Huawei for about five years and want to find new development for themselves", including technical developers
Staff accounts for 75% of data. Huawei, who has been away from Huawei for many years but still has a deep understanding of Huawei, claims that Huawei's Stream
The animation rate is at least 20%.

Think about it. The rate of staff leaving Huawei is too high. According to a statistical survey, Huawei employees
The next stop after the employee leaves Huawei is to select a company with the same business as Huawei. This indicates that after Huawei employees leave Huawei
Career choices are basically narrow and can only be considered by several competitors. Other enterprises generally
Both companies and individuals cannot see each other. Enterprises will think that the people from Huawei are too expensive to use.
For small and medium-sized enterprises, Huawei employees are specialized in the tree industry and lack facial skills. Therefore, they generally do not consider using China
For employees. Huawei employees are not able to give Huawei such generous treatment to new enterprises, but are extremely unbalanced and unwilling to do so.
To be in this enterprise. This puts employees from Huawei in a dilemma.

In fact, all kinds of data indicate that the technical staff at Huawei are 30 years old.
His career may have entered a dilemma that Huawei has given him. To the end
Should we thank Huawei for providing us with a systematic, sound, and scientific training system, or should we hate Huawei for having no church?
What is our true essence?

Huawei's career planning is for the enterprise's personal career planning, not for the individual's career planning
.