Lao Wang is a senior technical worker in the company and plays an important role. Many employees follow his lead. After the company airborne a new leader, it recruited two new people in technical positions and handed it over to Lao Wang. Lao Wang took the new person very carefully, hoping to gain the approval of the new leader. However, the leader slowly asked Lao Wang to hand over the work to the new person. In the end, Lao Wang was replaced by the new person and was not reused. The situation of Lao Wang is not a special case. Many old employees have been working for a long time, and the leaders will find new people to replace them. This is a crisis that every old employee will face. We should be vigilant and take the following 3 tricks to avoid being eliminated:

Professional technology continues to update, in-depth study

Although company leaders always hope that the turnover rate of employees is not too high, for old employees who have worked in the company for many years, out of various considerations, leaders will think about replacing old employees with new ones. Jack Ma said that in the future, Alibaba will send 1,000 talents who have worked in Alibaba for more than ten years to the society every year. It sounds bright and beautiful, but behind it is the sadness of the old employees being eliminated.

There are also senior employees who become more and more popular in the workplace. Their primary feature is that they can achieve the top professional skills corresponding to the positions, not to mention becoming an "expert" level, but they must also be at a level that most people can't match. Such people They often become scarce talents, and the company is eager to support them as treasures. In order to achieve this, professionals in the workplace must understand that they must maintain the habit of learning after leaving school, and constantly update their professional skills, especially the rapid development of science and technology, to master the latest technical information, not to mention rapid progress, at least not in the new Technologically behind the newcomers. If you have the conditions, you can study the technology in depth. Even if you are stupid, as long as you stick to it, you can definitely reach the "expert" level, and no one dares to eliminate you.

Continuously expand human resources and expand cooperation

The biggest gap between old employees and new employees is often reflected in network resources. Newcomers need a period of time to adapt to the company environment, and then contact people in the industry, it is not so fast to establish network resources. As for the old employees, because they have already established themselves in the company and have been in the industry for many years, as long as they understand the world, go out and communicate with their peers, participate in training courses or salon activities, etc., they can establish a good network of contacts.

Human resources are of great benefit to the promotion of work. Work that is difficult for individuals to complete can often be solved quickly with the help of human resources, and can even help companies get projects, so that the value and performance created often exceed personal capabilities. These are the levels that newcomers cannot match in the short term. Therefore, old employees should know how to actively expand their network resources and not indulge in their own world. Even if they are introverts, they should at least make colleagues in the company and get support at work. The richer the network resources, the more solid their status.

The core value is vigorously exported, irreplaceable

Each team or position has its core business or project, which is generally in the hands of old employees, and newcomers will not be so quick to contact and get started. In order not to be replaced by newcomers, we must output more value in the core business and drive the performance of the team. Naturally, the leader will not easily want to touch us, which also involves his vital interests. The more core businesses we have in the team and the greater the value we create, the more difficult our position is to be replaced, otherwise the loss will be the interests of the team and the leadership. Therefore, we must export more core values, grasp more core businesses in our hands, and build a good relationship with the leader. If we don’t disobey him, the leader does not need to find new people to replace us.