News-making events
Not long ago, an employee who was in love in a famous shopping center revealed his distress to reporters, saying that there was a "hidden rule" in the unit, and colleagues were not allowed to talk about friends. At present, he is in a dilemma. Because once the leader finds out, one of the men and women must resign and leave the company. The investigation conducted by the reporter immediately confirmed the employee's complaint. It is understood that several pairs of male and female colleagues in the shopping center fell in love and got married. Under the pressure of management, almost all of them were forced to leave their jobs, and those who did not leave their jobs had a great impact on their career development.
A recent survey shows that "hidden rules" that make people in the workplace quite cold exist in many units, and more than 70% of the respondents admit that they have encountered similar problems in their own units.
Phenomenon 1: "overtime culture". Mr. Zhang, who used to work in an American-funded enterprise, moved to a Japanese-funded enterprise under the temptation of a high-paying "olive branch". However, within a few months, Mr. Zhang handed his resignation to the general manager's desk. It turns out that the working hours of Mr. Zhang's former American-funded enterprises were relatively normal, but from the first day he entered a Japanese-funded enterprise, Mr. Zhang found a phenomenon that he could not understand: the daily off-duty time had passed, not only the boss was sitting in the office, but even his colleagues around him were "forgetting their work". It was not until seven or eight o'clock that my colleagues left one after another.
Phenomenon 2: Birth ban. 28-year-old Linlin applied for a joint venture manufacturing enterprise. Just as the two sides reached an intention to sign a labor contract, the personnel manager took out a paper agreement that read "Don't have children within three years". At that time, Linlin was preparing to get married, thinking that it should be no problem not to have children for two or three years, so she gritted her teeth and signed the agreement. Who knows, when I went home to tell my parents, I was immediately strongly opposed by my family. My mother thought that Linlin would be 30 years old soon, and it would be bad for adults and children to pass the best childbearing age. It is best to give birth to her child in these two years. Linlin left the company before the probation period because his family disagreed.
Phenomenon 3: brand "obsessive-compulsive disorder". A cosmetics company stipulates that employees must use this brand of cosmetics when they go to work. Amy belongs to allergic skin. After using the brand's foundation and eye shadow for a few days, many red pimples appeared on my face. She asked the supervisor if she could stop using it for a while, but the supervisor refused her request and said she would leave without makeup. Coincidentally, Xiaoping, who works in a casual brand clothing factory, has a similar experience. Xiao Ping, who likes a brand-name casual dress, once spent hundreds of dollars to buy a dress of this brand, happily wore it to the unit and showed it off among the young ladies. Who knows, she was scolded by her boss: "Why don't you wear your own clothes and other people's brands?" Next time, be careful to deduct the bonus! "
The reporter's investigation has caused substantial harm to employees.
It is not difficult to follow the employee handbook, because it is clearly written in the employee handbook, as long as it does not violate the regulations. However, it is not easy to really understand and abide by another set of "hidden rules" besides the employee handbook. Relevant surveys show that nearly 80% people think that they don't know enough about the hidden rules in the company, and even if they do, there is nothing they can do. Most employees believe that the appearance of "hidden rules" is entirely the performance of the boss or the management of the company, which violates their labor rights and even personal freedom to varying degrees.
Employees: It is hard to say that their rights and interests have been violated.
Miss Li, a manufacturing employee, told the reporter painfully that because the company stipulated that she could not have children within five years, she could only secretly have an abortion without telling her family. Who knows that this abortion has hurt the uterus, and I can no longer have children, and I will never lose my qualification as a mother.
Because of falling in love with a female colleague in the same unit, Mr. Wang, who is in the rising stage of his position, was forced to leave his original unit, and his love fell through due to various pressures. "This incident has given me a lot of psychological pressure. Now in the new unit, except for work, I don't even dare to talk to my female colleagues, for fear of an accident and losing my job. " He said rather helplessly: "The' hidden rules' in the workplace are like an invisible baton, which always affects us, but makes us unable to resist. Nowadays, the competition in the workplace is fierce and the pressure is great. It is difficult to find a better position. Sometimes, we know that these rules are not good for us, but for the salary of several thousand yuan a month, we can only jump in involuntarily. It's really bitter. "
Boss: This "last resort" is a last resort.
Although employees are picky about the so-called "hidden rules", they are convincing to the boss. Many corporate executives said that it is necessary to formulate "hidden rules" in many cases.
The human resources director of a manufacturing enterprise said: "In fact, employees are not allowed to have children for several years, and there is nothing we can do. Our company is small in scale, and its employees are' a radish and a pit', which are indispensable. A few years ago, an employee of the company gave birth to a child, but no one could replace her, which led to a' fault' in her position and even affected the normal operation of the company. We have no choice but to make this decision. "
Managers of individual companies also told reporters that the rule that husband and wife can't work in the same company is actually that enterprises are worried that husband and wife will exchange information when they communicate privately in different departments, which is unfavorable to the decision-making and development of enterprises.
Say "No" to the "hidden rules" in the workplace
Hao, a human resources consulting company in Shanghai, said that there are "hidden rules" hidden in corporate culture. In foreign-funded enterprises, the corporate culture of different countries has different requirements for employees, especially European and American enterprises are completely different from Japanese and Korean enterprises in some management, and enterprise managers will copy the management rules of their own companies one by one. For example, the "overtime culture" of Japanese and Korean enterprises is relatively rare in European and American enterprises; Second, enterprises lack relevant human reserve mechanism. In order to save labor costs, maximize profits and ensure company operation, many small and medium-sized enterprises have formed various "hidden rules"; Third, the special rules of special industries. For example, cosmetics companies stipulate that employees must use the products of this brand, mostly to promote the products of this brand. In fact, this rule cannot completely control the loyalty of employees to the enterprise. If employees have confidence in the enterprise and love the brand, even without this regulation, employees will consciously use the products of this brand.
Therefore, it is the key for employees to fully understand the corporate culture of the company they choose before applying for a job or changing jobs. If they don't feel right for themselves, they should think twice. Of course, jobs are hard to find now. In the face of fierce competition in the workplace, if you think this position is hard to find and you don't want to lose it, and the so-called "hidden rules" are harmless, you can also change yourself appropriately to adapt to the "hidden rules"; However, there is no need to accept the unreasonable rule of infertility at the expense of one's own interests.
As an enterprise, establishing a perfect mechanism is the key to put an end to "hidden rules". In order to prevent employees from having a "fault" due to childbirth, the correct approach is to establish a better human resources defense mechanism and training mechanism, and important positions can make a "successor" plan, so that once employees temporarily leave their jobs due to childbirth or other reasons, they can immediately find someone to replace them and avoid the "fault" phenomenon, instead of achieving their goals through the negative practice of "prohibiting employees from having children". At the same time, it is not necessary for employees to use their own products to test employee loyalty. If the enterprise has strong cohesion and brand influence, employees will naturally use it and publicize it.
Hu Shoujun, a sociology professor at Fudan University, said that the phenomenon of "hidden rules" has existed since ancient times, and there are "hidden rules" at all levels of society. In a sense, "hidden rules" have their rationality. In the workplace, any enterprise inevitably has open rules and regulations and another set of rules of the game in actual operation. However, if the "hidden rules" in the workplace go beyond the employee handbook and play a leading role or even violate the law, it will not only harm the interests of employees, but also have a negative impact on the enterprise itself and even the whole society.
Faced with the "hidden rules" that infringe employees' interests, people in the workplace generally have three ways, namely, choosing to intervene, leaving, or challenging the "hidden rules". If the basic human rights such as marriage and childbearing are violated, for example, employees can't get married and have children in the same unit for several years, of course, they should seek help through legal channels.
Xiang Kai, Vice Chairman of Shanghai Zhabei District Federation of Trade Unions: From the above examples, the "hidden rules" in the workplace have obviously caused different degrees of damage to the rights and interests of employees. As a trade union, we should also take all appropriate measures to prevent these "hidden rules" from appearing. First of all, trade unions can define the legitimate rights and interests of employees through collective negotiation and collective contracts, and can also protect the special rights and interests of female employees through special collective contracts for female employees. If the "hidden rules" are violated in daily work, trade unions should of course stand out clearly to safeguard the legitimate rights and interests of employees, or they can join the labor law enforcement departments to resolutely say "no" to the "hidden rules" at an appropriate time.
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