When Du Fu wrote "But when new people laugh, but old people cry", he never thought that these two sentences would be vividly expressed in the workplace more than 2,000 years later. Daxian is a senior employee in the company and has always been reused by the leaders. In the first two months, the leaders began to ask him to bring two new people, saying that the company focuses on cultivating talents. Daxian also tried his best, until he accidentally saw the salary slip of the newcomer, which was more than a thousand higher than him. He was angry and hesitant at the same time, if he continued to bring it, would the newcomer take his place, and if he didn't bring it, he was afraid that the leadership would have a big opinion. How to do?

The attitude is sincere, and the core technology is reserved

The most well-known sentence of "The Romance of the Sui and Tang Dynasties" is that "the people do not fight with officials, and the poor do not fight against the rich", especially in the workplace. Employees must not oppose the leader, and obey the leader's arrangements as much as possible. If the leader wants us to bring new people, we have to bring them, but how we bring them is up to us. The attitude must be sincere. The leaders will see it and ask the newcomers. Don’t be too perfunctory. The basic things are taught with heart and have little impact. Newcomers are the key training targets of the company, and there is no need to lower their identities, communicate on an equal footing, and gain the respect of the other party.

As the saying goes, "Teach the apprentice, starve the master", which is a well-known saying in the workplace. No matter how good the relationship between the two is, the workplace is a place where interests are concerned. If an old employee does not have outstanding advantages or top technology, it is easy to be taken by newcomers. Replace it, after all, the company hopes to cultivate people who have room for growth. Therefore, we should have reservations about core technologies or businesses, especially what we are good at. Simply put, let the other party realize it by himself.

Insufficient analysis, grow together, learn from each other's strengths

Leaders let old employees bring new ones, and the salary of new employees is higher than that of old employees, which not only shows the recognition of new employees, but also shows that old employees are beginning to fail to meet the expectations of leaders. The company consciously cultivates new employees. We should first analyze where our shortcomings lie. Failure to meet the expectations of leaders is in terms of performance output, problem-solving ability, work efficiency or work attitude. In the process of bringing new people, we can understand what leaders value more about new people. This is Where we need to improve.

In the process of bringing new people, we should have a mutual learning mentality. We can teach experience, new knowledge on new people, new insights on work, and new methods of work, which are also worthy of our learning and reference. Listen to the newcomers' thoughts on work, think about the reasons, don't "rely on the old and sell the old", absorb the strengths of the newcomers, fill in our shortcomings, and let the leaders see our progress and growth, so that we can be reused.

Get out of your comfort zone, meet challenges, and keep learning

Old employees have been working in a company for a long time, and it is easy to produce inertia. They are accustomed to using old methods and old experiences to deal with new jobs and new problems. They do not want to change their work habits. There is no pressure or growth. work environment. This is also the reason why the company prefers to use new employees. Old employees should be vigilant. If they stay in the comfort zone for a long time, their personal competitiveness will become weaker and weaker.

When you find that you have not made progress for a long time and have not learned new knowledge, you must step out of your comfort zone, actively seek new job challenges, and get in touch with more challenging jobs. Only under pressure can you be motivated and make continuous progress. To maintain the habit of continuous learning, experience is the advantage of old employees. If they can persist in learning, it will be difficult for new employees to surpass them, and leaders will only reuse old employees.

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