Level 1: don't be a "tool man", use growth to fight anxiety

今天的職場人正處于以智能和大數(shù)據(jù)為代表的第四次工業(yè)革命時代。 這意味著新經(jīng)濟(jì)時代的到來，隨著技術(shù)逐漸取代人力，只會重復(fù)機(jī)械化勞動，安于現(xiàn)狀。 職場工作者已不能適應(yīng)時代要求，被職場淘汰的風(fēng)險(xiǎn)逐漸增大。

Today's workers are in the era of the fourth industrial revolution represented by intelligence and big data. This means that with the advent of the new economic era, as technology gradually replaces manpower, it will only repeat mechanized labor and be content with the status quo. Workplace workers can no longer meet the requirements of the times, and the risk of being eliminated by the workplace is gradually increasing.

因此，面對時代變遷帶來的職場焦慮，學(xué)習(xí)能力是信心的核心。 終身教育可以使從業(yè)者不懼怕工作場所的變化。 人力資源建議，作為職場人，除了不斷努力，更重要的是要有終身學(xué)習(xí)的能力，不斷打破圈子，才能跟上時代的步伐。

Therefore, in the face of workplace anxiety brought by the changes of the times, learning ability is the core of confidence. Lifelong education can make practitioners not afraid of changes in the workplace. Human resources experts suggest that as a workplace person, in addition to continuous efforts, it is more important to have the ability of lifelong learning and constantly break the circle in order to keep up with the pace of the times.

第二層：感知員工內(nèi)心，創(chuàng)造快樂職場

Layer 2: perceive employees' hearts and create a happy workplace

有房有車、財(cái)務(wù)自由、提前退休……記者調(diào)查發(fā)現(xiàn)，現(xiàn)在的職場人士，尤其是一些年輕員工，對于“加班是福”的態(tài)度是矛盾的。 他們想要平衡工作和生活，減少加班時間，并且很難放棄加班費(fèi)的誘惑。

Having a house and a car, financial freedom and early retirement... The reporter's survey found that today's professionals, especially some young employees, have a contradictory attitude towards "overtime is a blessing". They want to balance work and life, reduce overtime, and it is difficult to give up the temptation of overtime pay.

對于部分員工在職場中的幸福感較低，這與企業(yè)管理者不了解一些基本的心理學(xué)理論有關(guān)。 每個人都知道“馬斯洛需求層次理論”，但他們在與員工溝通時并沒有真正使用它。 人們的基本需求得到滿足之后，就會有成長的需求，比如技能的提升和地位的改變。 企業(yè)管理者應(yīng)該意識到這一點(diǎn)，關(guān)注工作中的幸福指數(shù)，優(yōu)化員工的工作環(huán)境和氛圍，讓人們擁有快樂的職場體驗(yàn)。

For some employees, their happiness in the workplace is low, which is related to the fact that enterprise managers do not understand some basic psychological theories. Everyone knows Maslow's hierarchy of needs, but they don't really use it when communicating with employees. After people's basic needs are met, there will be growth needs, such as skill improvement and status change. Enterprise managers should be aware of this, pay attention to the happiness index at work, optimize employees' working environment and atmosphere, and let people have a happy workplace experience.

第三層：定位人生舞臺，做好自己就是成功

The third level: positioning the stage of life and being yourself is success

社會轉(zhuǎn)型期，浮躁的氣氛牽動人心，成功變得急躁甚偏執(zhí)。 人們對生活的理想和品味，不知不覺地被搭上了“成功”的枷鎖，焦急而迷失。 對成功的渴望已經(jīng)成為一種普遍的社交焦慮，“成功焦慮”成為現(xiàn)代人身心的一種折磨。 種病。

In the period of social transformation, the impetuous atmosphere affects people's hearts, and success becomes impatient and even paranoid. People's ideal and taste of life are unconsciously put in the shackles of "success", anxious and lost. The desire for success has become a common social anxiety, "success anxiety" has become a torture of modern people's body and mind. A disease.

成功絕不是名利的物質(zhì)化。 、名譽(yù)和地位等同于所有的成功。 失去的不僅是快樂，還有自我。 心理學(xué)家認(rèn)為，成功雖然有外在的評價指標(biāo)，但更多取決于當(dāng)事人的內(nèi)心感受； 一個人對他成功的認(rèn)可與他擁有的物質(zhì)財(cái)富的多少沒有必然的聯(lián)系。 在人生的舞臺上，每個人更適合的角色就是自己，每個人的成功就是做自己。 每個人努力工作，用心生活，都會有自己的尊嚴(yán)和成就感。

Success is by no means the materialization of fame and wealth. Money, fame and status are equal to all success. What is lost is not only happiness, but also self. Psychologists believe that although success has external evaluation indicators, it depends more on the inner feelings of the parties; A person's recognition of his success is not necessarily related to the amount of material wealth he has. On the stage of life, everyone's most suitable role is himself, and everyone's greatest success is to be himself. Everyone who works hard and lives with his heart will have his own dignity and sense of achievement.