Top of the Great Era

Chapter 3065 Tone

After returning to the company, he grabbed another handful of wedding candy from Zhang Yiming.

Zhou Buqi took a bag and would share it with the secretaries in the office. However, Zhang Yiming knew no more about outsourcing than Zhou Buqi. This kind of human resource management was usually handled by He Yang.

So the two of them decided to go to the grassroots level to conduct investigations together.

Find a few more outsourced employees to ask.

The first stop was to Pengyou.com, where I met an outsourced front-end developer named Zheng Yu.

Zheng Yu is an optimist and is very open-minded. He said, "Outsourcing is good. You don't have to worry about anything at ordinary times. Just focus on writing requirements. If there is no urgent task, leave on time. If there is any external communication and negotiation activities, just give it to the supervisor. There is no document task, and you don't have to attend various meetings. You just need to listen to the requirements presentation at the beginning of each version."

When Zhou Buqi asked him if he wanted to be promoted, he said he didn't want to at all. "I've seen all kinds of abnormal internal assessments, and I can't stand it. That kind of work pressure is too great. It's good like this now."

I feel this kid is pretty good.

Instead, I went to meet the human resources director of my friend’s website.

The HR director is not surprised by this phenomenon. "Many people are like this. They are not motivated and lack a good career plan. This is often the case in the workplace. If you don't make progress, you will regress. If you work in an outsourcing position for a long time and don't take on important work for a long time, it's like a rusted iron nail. You really can't stand on your own anymore. Most people work as outsourcers because they have no choice. If you can't find a job temporarily and want to make a short-term transition, it's okay. But if you keep doing it for a long time, then there is something wrong with that person and he won't last long."

Zhou Buqi said: "Everyone has different choices."

The HR director said, "Yes, everyone has the freedom to choose. To be honest, there are too many grassroots programmers in China, and there is no shortage of them. We just feel sorry for some people who are obviously very capable but choose to give up. They are in their twenties now, and they are used to the technology. What will they do in the future? What about when they are thirty? Forty? That means they will definitely be unemployed."

Zhou Buqi smiled and said, "There shouldn't be any age limit for outsourced employees, right?"

Outsourced workers usually don’t have the anxiety of turning 35.

Anyway, it's all repetitive work with low technical requirements. There's no room for advancement. It's just work.

The 35-year-old anxiety that exists in large companies mainly refers to formal employees.

Because the most important thing for the existence of formal employees is "potential".

If an employee is 35 years old and still hasn't shown any ability and is still working at the grassroots level, then it can be said that he no longer has any potential. Without potential, there is naturally no logic in positioning him as a formal employee.

If we look at ability instead of potential, many outsourced employees are also very capable.

  Why not use cheaper and more flexible outsourcing instead of using a permanent employee who has lost his potential? Or why not just replace him with a fresh college graduate?

The final outcome is elimination.

The HR director said: "In theory, there is no age limit for outsourced employees, but there is a problem here. Would an outsourced employee in his thirties or forties who has worked in the workplace for more than ten or twenty years be willing to be led by a young guy who has just entered the workplace? Even if they are willing, would the young guy be willing to lead a group of uncles to carry out work? Can he command them? Another point is the upgrading of technology. In our technology industry, the biggest elimination factor is not the choice of HR, but the choice of technology."

Zhang Yiming explained: "Friends.com has also undergone two comprehensive technical upgrades, and many early employees left because of this. In a fast-growing company, there are not only rapid changes in business, but also constant changes in the technical system. Many people have weak learning abilities, and many people even don't like to learn. Technical experts can be proficient in multiple programming languages, but many people learn a small module in a language and think they can make a living with it for the rest of their lives. This doesn't work."

The HR director said: "Everyone's growth path is walked out by his own feet. Even if he doesn't care about the company, he should at least care about himself, right? I feel really sorry for many young people who don't even care about themselves. They just live in the present and have no plans for the future. It's OK when they are young, but what about in the future?"

Next, I met a backend outsourcing person named Liu Dean from my friends’ website.

Liu Dean is already in his early thirties this year.

I am a second-tier university student. It has not been easy to struggle for so many years.

Speaking of outsourcing, a position that seems to be somewhat discriminated against, Liu Dean said nonchalantly: "What's there to look down on for working to earn money? If you don't do it, someone else will. Why do others become formal employees? They didn't win the lottery! Who would be willing to do outsourcing if they can get into a big company? The problem is that their academic qualifications and abilities block a lot of people. Some young people do outsourcing, but I'm afraid they will have some misunderstandings."

Zhou Buqi asked: "What misunderstanding?"

Liu Dean said: "Outsourcing positions really have little technical content, little project experience, and lack of process and modeling design experience. Everything is decided by others and outsourced for execution. If people don't participate, don't think about it, and don't consider the application of architecture, it is impossible to grow technically. If they can expand a little bit of what they don't know, they will feel very proud. There is one person around me who said he knew this and that technical framework, but when asked about it, he was exposed. In fact, someone else built it, and he followed suit. It's a bit like outputting hello world as mastering a new technology."

Afterwards, Zhou Buqi and Zhang Yiming went to Ziweiyun together again.

After asking, I found out that there was no outsourcing team here.

Zhang Yiming said: "Ziwei Cloud is the most technically demanding business in the company. It is really difficult to hire an outsourcing team. Firstly, the technical requirements are high, and secondly, it may also be due to the need for confidentiality. Now domestic companies are all doing cloud computing, and they are all eyeing us."

Zhou Buqi smiled and pointed to the office building next to him, "Let's go over there and take a look!"

That's the Micropoint Division.

There are too many outsourced employees here.

In the corridor, there were a few people smoking. Upon asking, we found out that they were outsourced employees.

Wu Hanlin, who graduated from a 211 university a few years ago, sighed when talking about work: "Work matters... Everything else is fine, but I just feel that I am not trusted and I am never assigned important tasks. I have more than four years of work experience, but... but a newcomer in our team has only graduated from college for more than a month and has not even finished his probation period, but he has been assigned an important task by his leader. He doesn't know anything, and I often have to teach him."

"Nothing?"

Zhang Yiming was smiling, but it felt a little eerie.

It is obvious that what the other party said is not true.

Joined Ziweixing after graduating from university... This is a fresh graduate, selected from the best in China, how could he not know anything? Moreover, he was reused before the probation period was over. It is very likely that he "joined" Ziweixing very early, and may have come here for internship during college, so he is very familiar with Ziweixing's work process, business and technical environment.

Sure enough, after further questioning, Wu Hanlin admitted it and said, "He is from Tsinghua University and learns things quickly. Sometimes I just say the beginning and he understands everything. He is smart. I don't have any opinion on the treatment of regular employees and outsourced employees. I have changed three jobs in total, and the salary the company gives me now is already the highest. It's just that the work I do is too marginal, trivial and routine, and I feel that I can't bring out my abilities."

Zhou Buqi asked: "Many people say that outsourced workers are second-class citizens. What do you think?"

Wu Hanlin didn't take it seriously and said calmly, "Second-class citizens, but at least they are citizens. In other places, it's not an exaggeration to say that they are slaves. In my last job, not only was the salary low, but I was also scolded every day... It's true. The regular employees in our company are all highly educated and well-educated. They always talk with a smile, and I really don't feel that they discriminate against me. Sometimes when the project progress is behind schedule, they communicate calmly and manage their emotions well. If it was in my last job, I would have been scolded a lot."

Zhou Buqi asked again: "Then what do you think needs to be improved?"

"Uh..." Wu Hanlin hesitated for a moment. He was too embarrassed to ask for a raise. His job at Ziweixing was already the highest paid in his years of work. He said, "Actually, I only have one request. It would be best if there is a nameplate on the workstation. Formal employees and the administrative staff will take the initiative to arrange one. I printed my nameplate myself."

"Change it, you must change it!"

Zhou Buqi gave him a guarantee.