Should the Over 35 Years' Old Employees be the Target in the Layoff Decisions?

As we all know, the world economy is not doing very well these days, and layoffs are happening in all walks of life, and the hardest-hit groups are mostly experienced workers in their late 30s. Many employees who have not been affected are already feeling the chill of pre-winter. Should the old staff be laid off? In my opinion, it depends on the real situation. Are all the old staff are lazy, not enterprising, and should they become the victim of the enterprise in economic layoffs or blood exchange?

First of all, there is no disputing the fact that old employees have followed the company through ups and downs and deserve to be treated well. Older employees were also young, high-spirited new employees when they first joined the enterprise. There are a lot of fresh graduates who have never worked in other organizations, whose horizon may probably be limited to a certain degree. However, there are still a lot of old employees who are open-minded, willing to accept new things, and try a variety of new challenges. Some of them have been almost middle-aged and even older but they are willing to accept the assignment to take charge of a new program in a strange city. Why are they willing to try new fields when they are not so young anymore, or with a big family? It is actually the powerful backing given by the enterprise. From the bottom of his heart, he trusts the company and the boss. If such employees become the first to be laid off at a later stage, it does not make sense. What's more, some old employees are seriously ill because of their work. The first thing the enterprise thinks is how to dissolve the labor relationship as soon as possible, even if it violates the law to terminate the contract. This is enough to show the mind and moralities of the enterprises and leaders.

Secondly, new employees, new leaders also have a lot of poor quality. but it takes time for the leader or bass to realize them. New employees, new leaders are new to the job, in order to be able to quickly stay in the enterprise, there is no lack of use of some strategies. In our era, as a new employee knew well how to act properly with a tail between the legs. If he wanted to get a seat in the new working place, he really needs to use his strength and continuous efforts to finally win everyone's recognition. But times have changed, and in many cases, new employees are no longer the "little wives" as they used to be. Instead, they are tougher and more aggressive than older employees. Why is that? Investigate its reason, it is actually the boss or leader gives them the hard spirit. Many leaders use the new employees to suppress, or even bully older employees, in order to dampen the morale of older employees for salary raises or promotions. In daily work, the old staff have to cooperate wholeheartedly; otherwise, there would be vicious complaints and criticism from the leaders. To tell the truth, the new employees are really good at complaining about the old employees as they know well who is not popular in the eyes of the boss. New employees have just joined the enterprise, which means unlimited hope to the boss or leaders, even if their performance will not be as good as expected, but it is the future thing, at least now they are perfect. On the contrary, the old staff is always full of holes, not perfect at all. I've heard the story of the toughest new leader, he bullies all the old staff and drove them out of the company, then ended up hiring all the new ones herself. Until one year later, the boss gradually found that there were many problems with this new leader actually due to the unsatisfactory and declining performance of this department since he arrived. After all, the main business represented by the old employees had been replaced completely by new ones. Thinking of this, the boss just wanted to cry, but it was late. It's always the biggest loss of the enterprise when the most loyal and capable employees are driven out of the enterprise. Today, the new employees are really not weak groups at all, their working ability may not be so strong, but their ability to bring disaster to the enterprise can be unparalleled. Senior employees are often loyal partners of the company, and many of them may be too sincere, not radical enough, or can not speak beautifully, which will easily make the boss feel a kind of aesthetic fatigue. However, for new leaders, the presence of old employees is often a threat despite their abundant resources and wide knowledge. Therefore, the target of team optimization is usually old employees.

Thirdly, enterprises lay off employees who are unambitious and willing to be at ease. But what exactly causes employees to stay aloof from worldly strife? The paths of their promotions are limited. Those who can be promoted are always a minority of them. It will always need someone who would like to act as an audience for a long time and help applaud! If they don't stand aloof from worldly success, then what the enterprise expect them to do? In fact, many people's standing aloof from worldly success is a helpless choice. After all, the rising path in many enterprises is not so broad. In this case, if you don't want your employees to study Buddhism, then what shall they do? Driven into depression? The opposite of being aloof from fame and wealth is being distressed all day long because of not being valued. Do you want them to learn from Qu Yuan and commit suicide by jumping into a river? Some old employees really want to contribute more to the enterprise, but they have low positions and are not even qualified to participate in middle and high-level meetings. How can they form a larger pattern and understand the needs of the boss and the enterprise under such circumstances? Can they really think like a boss or an executive when you read the "thinking" and "pattern" of success all day? If they really look as far as the executive, then can the executive see his vision? Many of the middle-aged and elderly employees I know are not unambitious in their bones. In fact, they all have their own private space to operate, and if given a seat to their talents based on their interests, it is believed that they will not behave like a clerk just waiting to be assigned tasks and follow the routine. Therefore, under the circumstance that the rising channel of the enterprise has not really opened, do not judge that the old employees are unambitious and willing to be at ease. Their comfort comes from being able to control their work and resources in a way that newcomers can't.

In conclusion, although the main targets of the layoffs are older employees, this does not necessarily mean that older employees are lazy, unmotivated, and unmanageable. In the development process of the enterprise, the old employees once have made the biggest contribution or sacrifice, while the new employees, no matter how excellent they are, still need time to prove their real value, loyalty, and character. It is better for some enterprises to lay off employees over the age of 35, rather than to mislead society and let small and medium-sized enterprises learn from it. In fact, whether an employee is useful or not and can play a greater value depends on the specific needs of the enterprise and the specific use and promotion mechanism of talents. If small and medium-sized firms also learn to lay off employees over the age of 35, it may probably disastrous hit to the development of an enterprise that has not stood well in the market.