Guangming.com commentator: "rectifying the workplace after 00" has frequently attracted public attention. But when such "rectification" behavior first appeared, the workplace took action. According to media reports, a company in Guangdong has set up a new Department called "new generation" to include all employees after 00 for unified management. It is understood that the reason for the establishment of the Department was that an employee after 00 was inefficient. When the leader questioned him, he said back, "let others do it.". The company said that the establishment of such a department was not due to the poor performance of the Post-00 period, but rather that the Post-00 period of the company did not agree with the general framework of the current management system. After the establishment of a new Department to take charge of the 00's, even though this department has a nice name - "new generation", what we read is all about the apparent strength and the tension behind it. In the face of those who not only wrote "700w+ for a single piece of work" and "50w+ for likes" in their resumes, but also dared to write "they have some legal consulting experience and have made decisions in the idle fish small court for more than 10 times"; In the face of the soul's question "put aside the salary first, what do you think you need most now" and the answer "you put aside the salary first" after 00; It is not difficult to understand that the existing management structure expressed the feeling of "difficult to manage" after 00 when they frankly said that they "can't participate in league construction, ask for leave and want to keep fit". Everything has two sides. It may be really difficult to "manage" the newly born Post-00 generation, but perhaps the "management" itself has become less reasonable. The typical working scenes in modern times are workshops and companies, which gave birth to a set of "management" ideas. At present, the typical work scene has already broken through the boundary between the workshop and the company, and is more and more inclined to online communities that can gather and disperse at any time. It is in this scenario that the post-2000 generation grew up. So should we reflect on whether the once effective "management" theory still works? When the management logic has failed, is it still meaningful to endure the traditional workplace? 2022 is the 20th year for the first group of post-80s to officially enter the workplace, the 10th year for the first group of post-90s to start their career, and the first year for the first group of post-00s to enter the society. Every generation of young people with intergenerational labels on the stage of history will bring various impacts and impacts to the adult society. This kind of impact includes not only the change of social structure power, but also the change of public opinion power, political power and other dominant power. It is necessary to pay attention to the risks and challenges brought by the new generation to maintain the existing order. However, we should also see that today's Post-00 generation has entered the workplace with the slogan of "the realist is not utilitarian, the idealist is not empty talk, the benevolent is not weak, and the upright is not extreme". It is with the idea of "I hope everyone can expand the depth of their happiness. As long as we move forward, this country will move forward". On the other side of "disobedience", "disobedience" and "stubbornness", it is "innovation", "equality" and "persistence". The spiritual characteristics they present are endowed by the Internet age and also depend to a large extent on the material and spiritual foundation laid by their predecessors. Cherish some of the personality traits shown in the workplace after 00, because this is what we used to be, or what we wanted to show but didn't dare to show. After entering the workplace, what you need is head up vision. Such a level of vision includes not only relatively equal workplace relations, but also a clear career plan from the perspective of the Post-00 generation, but also workplace operation rules within the legal framework. In fact, in real life, Post-00 may not be a strong group in the workplace. The total number of fresh graduates and the breakthrough in the unemployment rate of urban youth are the background of workplace life. It is their non strong position that leads to the frequent appearance of such cool articles as "rectifying the workplace after 00", which is in line with the weak theorem in communication. Behind this, there is the complacency of the post-00s, and more of them also repose on the dissatisfaction and alternative satisfaction of the post-80s and post-90s with the current situation of the workplace. When they grow up after 00, with more fetters and burdens, their own ways may change. But at least now, we see the hope that they are more reluctant to accept changes easily. When the proportion in the workplace after 00 exceeds a threshold, it may be us who will change. But before that, please take more time to listen and solve some real workplace problems after 00. (outlook new era)