Workplace "35-Year-Old Crisis", Don't Think It Has Nothing To Do With Young People

When people reach the age of 35, it is not human resources, but labor costs? Recently, a number of media reports have brought the 35-year-old "workplace glory line" back into the spotlight.

I say "again" because the topic has become a cliché, and almost every once in a while, it will hit the hot search list. Of course, this is also from the side to show that the 35-year-old workplace anxiety has never dissipated, has been an inextricable problem.

In the office, many "middle-aged people" in the workplace lament and worry about their own prospects. On the side, freshly graduated, youthful young people cast sympathetic glances at them. However, 35 years of age, the "career line" really has nothing to do with young people?

Why is it that 35 year olds can't work anymore? News reports make it clear that most people in this group "have old and young children, many trivialities in life, and declining physical function." Moreover, senior employees are always paid more than young people, but not as "obedient" as they are. In short, employers do not like employees over 35 years old, seems to be a cost-effective point of view quite rational choice.

However, it is important to understand the subtext behind these reasons. Why are young people more popular in the workplace? It's because they don't have the burden of life - then they can devote themselves to their work without distractions; because they are paid less - then they can talk more about ideals and feelings and less about money; because they are better able to carry out instructions -then it is easier to make the call. From this, it is easy to understand why concepts such as overtime culture and in-roll competition have been buzzwords in recent years.

What about when these young people reach the age of 35?
Therefore, the 35-year-old "workplace crisis" is by no means just a middle-aged person's business, nor is it just a question of fairness and justice in the workplace. What we should reflect on is the mode of socio-economic development of society as a whole. After enjoying the dividends brought by labor-intensive industries and getting used to the overall economic uptrend, are we ready for structural adjustment?

Innovation and development has long been the keyword of the new era in China. To overcome the important areas of "neck" technology, effective breakthroughs in industrial bottlenecks, by no means inefficient competition. 35 years of age of the "career boring line" only shows that there are still many enterprises, many areas of the development of the operation mode is highly similar, lack of creativity.

More importantly, the era of unlimited supply of labor or unlimited supply of young labor is long gone. Relevant experts have long pointed out that population change has long-term and cyclical characteristics - 60 years ago, the size of the birth population will roughly determine the size of this year's retired population, and 20 years ago, the size of the birth population and determine the size of the young labor force. In view of the reality that our country is aging day by day, the decreasing of young labor force is an inevitable trend.

Young labor force is getting less and less, but employers are still "picking and choosing", disliking more than 35 years of age, high experience value, highly skilled old employees, not only people can not understand, but also unwise.

In a nutshell, in addition to the "social Darwinism" that advocates competition and winner-takes-all, we should build a diversified form of economic development, and a mode of employment that allows the majority of workers to have more room for growth and protection. The workers mentioned here, of course, do not only refer to those who are 35 years old in the workplace.