Office passions

    Are people with sad, gray faces flooded your office? Constant squabbles in the team, regular clarify the relationship of who and what should? Failed deadline as normal? A sysadmin with detached physiognomy wandering around the office, like a ghost, in search of "four sticks" WiFi? What is going on with these people? Where does the office with its inhabitants go? If you have this kind of situation at work, if you increasingly ask yourself similar questions without finding an obvious answer to them, then you are here. In this article we will try to figure out what is wrong with modern office staff, and what to do about it?


    Each time, reviving in your memory the dashing 90s with their total unemployment, meager wages, half-year delays in paying it, or simply frankly earned earnest money, they simply can’t help but feel the sorrows of today's young people, and not so many, the regulars of the offices. What is characteristic, the frequent dissatisfaction of the applicants of the 8-hour working day in an orthopedic chair, is manifested against the background of the fall of the latter production morale. The fact that some 10-15 years ago for an employee was an uppercase true: in relation to his place in the company's activities, in the implementation of urgent tasks, today one has not only to explain from scratch, but also to prove one's rationality. "In hot discussions.

    The fact that the labor market has changed seriously over the past decade, and especially sharply these changes have touched the IT industry, is simply absurd to deny. Unfortunately, the search for sane personnel every year becomes an increasingly difficult challenge for managers and HR managers.

    Where do legs grow

    Naturally, the change of generations leaves its mark on the face of any production team. The specificity of IT companies is that the average age of its employees is constantly striving for a conditional 25 years - the peak of the physical and mental abilities of a person. Apparently the ability to quickly and accurately understand the new direction is a decisive factor, which throws into the background the need to have a hefty baggage of experience, which the office old-timer can trump. The average, if I may say so young, age of employees is only slightly adjusted by 30–40 year-olds who possess the experience that is critical for the company's work. Yesterday's graduates unrestrainedly bred courses, training programs, universities preparing programmers, testers, web designers, and so on. massively storm IT companies, thus filling the frank personnel hunger in this industry. Having not yet overcome his rebellious age to the end, and often with a minimum, God forbid that a positive work experience is anywhere else, such a contingent can form from30% to 70% of the company's employees, and this reality has to deal with.

    The essence of the problem - the misunderstanding between the head of department held in his place, HR manager, founder and young specialist is as old as the world. New here are the conditions in which you have to interact with the personnel acquisition. External conditions are clearly not on the side of managers. The crowd of unbridled young, spoiled by “outsourcing” salaries ( at the domestic price of potatoes ), the ability to easily migrate between countless IT companies, gather into a heap and get these tasks to complete, with a hard deadline, becomes a very ambitious task.

    But besides the objective reasons for the rejuvenation of the labor market, it is also worth noting that in 2018 the young specialist is noticeably different from his colleague at least in 2008 as for his moral and business qualities.

    Generation of “Z”

    Conditional division into generations of people “X, Y, Z” is not new. A new reality when the representatives of this generation filled the space between the monitor and the keyboard. The network on this subject there are many materials and interesting research. Regarding our subject matter, it is possible to identify and analyze several of the most characteristic features of people formed in the “Internet” era, which need to be remembered when hiring them for a job, or setting a specific task before them.

    Fragmentary thinking

    Unfortunately, the general decline in the level of classical higher education, and its replacement by short-term courses, programs of narrowly focused subjects solve the problem of personnel hunger in ITshniki due to an obvious drop in their quality.

    At the same time, having wide access to the most variegated information, a conscious young man is lost in it and cannot concentrate on the right directions, overloading his brain with useless knowledge.

    In the above two cases, at the exit, we get a specialist with the problem of seeing the integrity of the “picture of the world”, as well as the processes that form it. People with such thinking, even being very informed about everything, in fact, will not understand anything concrete. As a result, it can be very problematic for such a “broad specialist” to achieve a solution to the task.

    Event concentration 8 seconds

    Our brain pays so much attention to the ordinary stimuli that enter it, be it a pop-up banner, a spectacular member of the opposite sex, a collegiate / manager remark. Although the statement is rather vague, its essence is understandable, which is also confirmed by personal, industrial experience. It is becoming more and more difficult to hold attention on details, more than conditional 8 seconds, to a person in an overflowing information space, because even during this meager time a more relevant information event may occur that crosses out its predecessor. Knowing this feature, the very presentation of information from the manager should not only be concise, but also as colorful as possible, or the information message risks being overwritten in the mind of the person with another “cat” from the FB tape.


    It is this parameter that can become the strength of a young employee who is willing to take responsibility for solving problems without counting on colleagues. But unfortunately, this quality is also not rarely responsible for terry narcissism formed by yesterday's "pioneer", which is correspondingly burdened by little life experience. And this not least leads to a reassessment of its, most often limited, possibilities. As a result, the solution of a simple problem may drag on for a long time, and the moment when the employee still voices its presence and bashfully asks for help may become critical for the project.

    Hyper mobility

    Another feature of modern youth is its mobility, in the broadest sense. What was in essence the achievement of our society — the ability to easily change our geographic location, quickly master new kinds of activities, for responsible employers turned into a staff turnover and lottery when hiring new team members. It is for this reason that now in serious companies so much attention is paid to competitive tasks when hiring a person. Skeptical attitude to all kinds of diplomas and certificates naturally dictated by the ease of obtaining them, the most outspoken dolt. After all, the lack of basic knowledge of mathematics in yesterday's schoolchild does not stop him from the desire to see himself as a programmer in a foreign salary.

    Random people

    The Ishnikov boom that has been going on for at least 15 years has played a cruel joke with so many people. Having access to the Western labor market and the corresponding material remuneration, an ordinary resident of a post-Soviet country, with a smoldering economy, faced a dilemma - to engage in his favorite activities for pennies, or to stick to a monitor equipped with cacti for three or four months of salary in his own factory.

    As a result, the IT people who were saddened by the office life — engineers, physicians, teachers, and military men who didn’t knock down IT with easy money, became a tangible problem of today. The solution to this problem, unfortunately, is not in our hands. Only awareness by the person of his place in life, and understanding for them that in the end happiness is not in money, as well as with an increase in the general welfare of society, the person who came to the office can make a more free choice of profession, deciding to devote himself to the keyboard and monitor, or return to more comfortable living environment for yourself.


    It would seem that there could be easier? The higher the material remuneration for the work and the higher the motivation of the employee to fulfill the tasks set by the manager. But as practice shows, this thought is far from the truth, and it concerns not only junior specialists, but also experienced office soldiers.

    Capitalism in the frantic form in which we observe it in the post-Soviet space cannot be seen even in the developed countries of the “West” for a banal reason — it is not viable.
    Now not the hungry 90s, the level of modern wages in the economies of Eastern European countries, allows for a minimum level of decent living. Accordingly, higher wages in such competitive areas of labor as IT, for the majority of people, have ceased to be a physiological necessity, as it was 15-20 years ago, forcing a more responsible approach to their duties and really value their workplace. The current trend states that the motivation of the size of the salary is increasingly receding into the background. Giving the possibility of implementing minor person's helpers, IT salary is sluggishly generating a desire to work for them.

    Stimulus, at the level of earnings, are increasingly distinct factors such as the legality of the company (this is especially relevant for the gray economies of the social camp), payment stability, career growth, specific tasks to be performed, a normalized schedule, management loyalty to the workforce, and working comfort. etc. The pursuit of a high salary in a semi-legal company, where there is at least no minimum "social sphere" - overtime pay and free barbaris in the buffet, for a self-respecting expert this is yesterday.

    Their morals

    Interesting here is the experience of our Western colleagues. On the one hand there is a clear trend of socialization of the workplace. In addition to a decent level of wages, providing a social package with honey. insurance, the ability to take long vacations, with paying a fitness visit / yoga, is becoming the norm. Moreover, once in the country of the Soviets called departmental clinics, kindergartens, sanatoriums are now increasingly used by large IT companies to attract and retain an employee, taking care of him from all life's adversities, giving him the opportunity to concentrate exclusively on production tasks. Such complexes as Apple Park and Googleple are an attempt to reach a new level, the desire to create not just a comfortable workplace, but rather a living space., the entrance ticket to which for a person there is complicity in the activities of the company. By creating a sphere of comfort, social contacts, and hobbies around a person, a company can bind to a useful specialist much more than an uncontrolled increase in earnings.

    Unfortunately, watching such an idyllic picture in the “West”, our average person often sees only bright facades of cozy offices with many “freebies” and freedoms. At the same time, in the shadow are the codes of written and unwritten rules, for non-compliance with which you can easily get a fine, dismissal, atoms and generally thunder under a criminal article.

    Often, the lack of understanding of limiters, the pitfalls of work in European and American companies, our ordinary employee unjustifiably corrupts him, which creates a lot of trouble not only for world-famous people - managers, but also for their sane colleagues. The reverse side of the coin is not often mentioned under colorful photographs of futuristic campuses.


    Yes, the post-Soviet countries are still attractive for European and overseas outsourcing, but if before we were an explosive mixture: a skilled workforce not spoiled by the attention, ready to solve complex problems for the salary of a vegetable baseman in Ohio, now the reality is not so colorful. Obviously, such a trend is a threat not only to respectable employees, but also to the entire IT industry as a whole, now it is far from uncommon when “our” companies are looking for sane ITshnikov abroad, giving away whole directions in their activities for a row. What is it? Inherent problems of growth of the industry with access to a qualitatively new, higher level of working conditions, wages, the ability to solve more complex problems, or, conversely, the general degradation? The answer to this question will already give a new, so soon coming, 2019.

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