Career must go through four stages.

Career is a continuous experience process of all behaviors and activities related to career and related attitudes, values and wishes. It is also the process of career, position change and career goal realization in a person's life. Here are four stages I have to go through to help you organize your career. Welcome everyone to learn from it, I hope it will help you.

Work is not equal to occupation. Work is just a special position of a person in an organization. Maybe people are proud of it and work hard for it. But work does not necessarily provide a broad perspective on things, nor does it necessarily mean that someone has made progress because of this work. Occupation refers to the collection of work done by a person in his life and his attitude towards the work he is engaged in; Occupation includes a person's life in the working environment, which means psychological integration, so people with occupation will expand themselves beyond the requirements of a certain job.

Most occupations go through four stages, and each stage faces different problems and tasks.

The first stage: exploration and attempt. This stage generally occurs between 15-25 years old. For most people, after a period of intensive study, the problem of finding a job as an employee began to be taken seriously, and the first stage of their career began. This is a learning stage, including many firsts: the first interview, the first part-time job, the first full-time job and so on. This stage will also make people feel the challenges brought by work.

The second stage: the progressive stage. This stage takes place between the ages of 25 and 35. When people start their first real job, they will experience success, failure, promotion or transfer. At this stage, many people begin to measure and make their own career plans, and they begin to determine a special field in the hope of long-term success. At this stage, you will also face opportunities provided by other fields or other organizations.

The third stage: the middle of career. It happens between the ages of 35 and 50, and most people begin to face a turning point. There are three development directions at this stage: upward, downward and horizontal development. If it is upward development, individuals will be appreciated by the organization, promoted and take on greater responsibilities, which is the result of strengthening your skills and continuous learning. If it is horizontal development, individuals will be transferred instead of promoted, which may still be very safe, but there is no hope of promotion. At this time, individuals should consider changing careers. If it is downhill, then individuals are redundant, insecure and even frustrated in the organization. Individuals should try another company. Obviously, this stage is crucial. In today's business environment, it is difficult for companies to tolerate that there is no room for personal skills and career development, so it is very important to constantly improve themselves.

The fourth stage: the later stage of career. It happens between the age of 50 and retirement. For those who are on the rise in the previous stage, this stage means the peak of their career. His value lies in his judgment, his experience and his ability to share knowledge with others. They are the coaches of the next generation of managers.

The influence of the change of occupational environment on career.

In recent years, great changes have taken place in the professional environment, and the relationship between companies and employees has also changed. The era of lifelong employment has ended, and it has been replaced by "the ability to be employed for life". Companies and employees should share the responsibility, employers have the obligation to provide employees with opportunities for self-improvement, and employees must also grasp their own career.

With the rapid development of economy and industry, no company can know what it will be like in a year or a few years. In order to win competitiveness, measures such as layoffs, reorganization, business outsourcing, team formation and decentralization are changing the face of work and workshop, which also brings harm to employees' career. Process reengineering makes the original career path disappear, and middle managers lose the promotion channel. The company narrowed its business scope and outsourced non-core business. Therefore, this work has become a subcontracting mode, which is no longer vertical integration.

For professional managers, the information is clear, the rules have changed, they are looking for opportunities rather than guarantees, and planning for career achievements rather than positions. Occupation will be defined less and less by companies (for example, "I work at ibm") and more and more by specialization (for example, "I am a professional manager"). Here are seven rules on how to succeed in a changing environment, which also reflects the changes in the economic environment:

Don't rely on convention, the road to success in the past may not be as successful today.

Always pay attention to the influence of globalization, which is full of competition and opportunities. Success comes from quick, decisive and flexible response.

Turn to small or private companies, away from those big companies and government agencies.

Not only management, but also leadership. Managers only respond to change, and leaders can create change.

Never stop making progress. Lifelong learning is indispensable for success. Improve their own motivation, motivate employees to work hard and get the highest return.

Ability to bargain, take risks and look for opportunities.

The new rules triggered by these new environments make career planning and control particularly important.

The process of career planning

It is you who are responsible for your career. It is not enough to work hard and do your job well. Only those who plan their career well have a chance of long-term success.

Career planning is a process from defining how to develop your desired career to making plans and implementing them. It links personal needs and skills with career goals, which is also a systematic and gradual process. The steps of career planning are as follows:

Self assessment. You need to collect all-round information such as your values, hobbies, skills and experience. (for example, what do you think is the most important, what makes you happy at work, and what kind of remuneration do you want most) Make clear your existing abilities and advantages. Today's requirements for a manager are: independence, flexibility, ability to lead a team, good at learning, self-confidence and courage to change. Do you have these abilities? In the whole career, this kind of self-assessment should be carried out frequently to determine whether it is suitable for the development of organizational goals and whether it is necessary to supplement new skills. In this process, it is very important to avoid being "behind the times" in your own ability. "Out of date" means that he can't finish his work and reach his goal. For example, in the process of organizational process reengineering, team management replaces vertical management, which makes managers unable to rely solely on personal performance; If outsourcing is involved, managers can only be eliminated without learning new skills.

Explore opportunities and options. At the beginning of your career, you have to determine several questions: What are the future prospects of your industry? What career opportunities exist? What kind of job can I get? What is the job related to occupation? In the middle of a career, the focus should shift to measuring opportunities inside and outside the organization: what is the future of the company? What positions are available for competition? What technology does the company rely on? What training and development can I get? When and who will be promoted? What about the external labor market? This step is particularly important in flat and team-managed organizations. The answer to each of the above questions changes almost every day, so you should learn to analyze comprehensively, be flexible and find all kinds of signs that may bring trouble to your career. If you can't tell what you have learned in the past six months, or what you will learn next, be on your guard; If you can't learn anything from your field, you should leave. If your job is open recruitment, can you win the recruitment? You should constantly adjust your skill structure. What would you do if your present job disappeared tomorrow? Therefore, you should have the marketing ability to promote yourself.

Set goals. Once the opportunity is clear, we should set short-term and long-term goals. Here are two important questions to consider: What do you want to do before you retire? What field do you want to set foot in? For the latter question, because everyone's abilities and hobbies are more or less only suitable for certain industries, and in the future development, the prospects of each industry are different. As for the former question, it is better to put it another way: that is, you should consider the products or services you want to produce like an operator, which involves whether you specialize in one field or choose to be a generalist. The traditional view is that generalist is a wise choice, and choosing to be a specialist is undoubtedly putting all the eggs in the same basket; On the other hand, choosing to be a generalist is also risky, because some companies treat professionals (scarce resources) better than cross-industry talents. After analyzing these problems, it is necessary to be clear: what knowledge and skills to learn; What kind of work or experience do you need to achieve your career goals? Who and what resources are needed to achieve the goal? What is the work distribution method recognized by the organization?

The above three steps involve the process of socialization: all organizations are unique and have their own unique methods, values and salary systems. You must be clear: what abilities the organization recognizes, what behaviors, and how to motivate employees. You must accept the organization and be accepted by the organization. This process is socialization: new employees not only get information about the organization's values, policies, habits, procedures, but also know who has power, what behavioral restrictions, and how to survive and develop.

Organizational psychologists divide this process into three stages: candidates form their initial impressions and expectations of the organization; New employees match their needs with those of the organization; Mutual recognition between organizations and employees. Not all employees can go through the last two stages. When faced with too many contradictions and compromises, they may not be able to adapt and will choose to leave or be eliminated. After the completion of these three stages, the organization and individual employees enter a psychological contract stage: that is, employees reach an invisible agreement on how much to pay and how much to get based on their experience, commitment and observation of organizational operation. This consistency is the result of the interaction between employees' first experience with bosses, colleagues and employees and the organization's enhanced experience of certain behaviors of employees. Fairness, equality and mutual trust between employees and bosses.

Therefore, socialization provides individuals with an opportunity to understand the organization and clarify what the organization respects. For example, what ability is associated with development? What behavior is valuable? Make an action plan. Establish a timetable, whether through formal study or in the form of training courses.

Implement and evaluate the plan. In the process of implementation, the plan should be revised at any time with the changes of internal and external conditions of the organization.

Ask yourself at any time: Do your abilities match those recognized by the organization? Do I have these abilities? Do you need other preparatory work (such as education)?

Everyone has his own career plan, which is not a once-and-for-all process. Only by analyzing the industry development and organizational characteristics under the economic environment and combining with our own comprehensive quality can we constantly improve our career planning in the highly competitive workplace!

Extended reading: career goals

The feedback and adjustment of career goals involves a concept, namely career evaluation. Career evaluation refers to consciously summing up experience and lessons, adjusting self-awareness and ultimate career goals in the process of achieving career goals. A person's description and definition of career goals are mostly vague and abstract at first, and some are even wrong. After a period of hard work, consciously reviewing the gains and losses in your words and deeds and work feelings can check whether the conclusion of self-awakening is appropriate, not only to measure the level of goals, but also to prove that your vision of career goals is correct.

The survey shows that many people only know which field and level they are suitable for after a period of professional practice. Without feedback and adjustment, this period of time may be as long as more than ten years, or it may take many setbacks to make people suddenly wake up to their career bottlenecks, or through continuous learning, they can more clearly discover their potential, advantages and disadvantages. When a person's self-cognition and goal setting are correct, feedback and adjustment can also correct the deviation in the phased goals and greatly enhance the confidence in achieving the goals. The feedback and adjustment of career goals is an unavoidable problem in career, and it is also one of the important means to ensure career success and achieve career goals. The feedback and adjustment of career goals need to pay attention to the following principles:

1. The goal should be flexible. With the rapid development of economy, society and science and technology, according to the changes of environment and objective conditions, through trial and practice, we need to constantly adjust and improve our understanding of ourselves, feedback and adjust in time, and fine-tune in time, which is more conducive to the realization of career goals. Today, with diversification and globalization, the pace of career renewal is accelerating, so we must always be ready to change our professional roles frequently, be good at changing from one role to another quickly and flexibly, and adapt to the changes of society and environment with a proactive attitude. However, the goal has some flexibility, and there is also a problem of degree. Flexibility cannot be an excuse for your weakness and retreat.

2. Goals should reflect development. A compound society needs not only professional knowledge, but also universal and diversified skills. For the future career, don't just "pull the cart with your head down" and concentrate on learning a certain professional knowledge. At the same time, we should "look up at the road" to see if this professional knowledge is still needed by people in the future society, and see what changes are taking place in the present society and what new skills have emerged, which need to be learned and mastered as soon as possible. In the long run, in the workplace, mastering more skills is more promising than mastering only one narrow professional knowledge.

3. Pursuing the consistency of personal career goals and organizational development goals. Personal career goals are consistent with organizational development goals, which is of great significance to individuals, organizations and society. How to make personal development consistent with organizational development is a problem that organizations must solve when developing talents, and it is also an unavoidable problem in personal career development. In the process of employees' growth and development, it is necessary for the personnel department to provide necessary information, create opportunities for success, and give employees necessary help and guidance. This is an important measure to develop talents, and it is also an important prerequisite for employees' personal career goals to be consistent with organizational development goals. As an individual, whether you like it or not, everyone is a member of society and a working group, and each organization has its own unique norms, culture and development goals. Individuals must live in these norms, cultures and organizations in order to be accepted by the group and have a sense of belonging. Of course, everything in the organization is not necessarily consistent with the individual's own needs and values, and sometimes even conflicts. But in any case, personal career goals, strategies or decisions must take into account the reality of the organization, and career development cannot be divorced from the norms defined by the organization and the development goals of the organization. Individuals cannot be self-sufficient. Many things depend on others, organizations or society, and individuals can only gain recognition and sense of value in groups and society. It can not only make individuals become talents, but also meet the needs of organizations. This is the best choice.

4. Balance other goals. Career strategies also include efforts to balance career goals with other goals (such as life goals and family goals). Because life is not just a person, life is not just a job, and we are not just playing the role of professionals. If we ignore life goals and family goals and don't coordinate many needs in life, it is almost impossible to maintain excellent performance in work for a long time, and the realization of career goals will encounter many obstacles involving energy.

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