A Brief Talk On the Sense of Belonging and Trust

        At the weekend, I had a drink with my friends of the post-90s, and the topic was unconsciously about work. My steady little friend talked about his difficulties in work through alcohol. The content is nothing more than: why am I the most unlucky? Why is it all my fault? I can only comfort the post-80s lightly: this may be because the common people have prejudice against the post-90s.

        Many people are lamenting that the post-80s and post-90s have different attitudes towards work. The former is practical and diligent, while the latter is high minded and low handed. With the development of society, the original mode of "spreading, helping and leading" of enterprises has gradually evolved into the mode of independent individuals. In other words, there is no master, only colleagues, which also causes the fresh people to lack the necessary awe for the people and things around them, and they do not know how to advance or retreat. This is not the fault of the modern enterprise system or the post-90s, but whose fault is it?
        
         Organizations all say people-oriented. However, compared with the past, the concept and connotation of people have changed dramatically. It is not only simple legal employment, signing labor contracts, paying social insurance in full, but also extends to innovation of work mode, improvement of work efficiency and Realization of personal value. If we just stay at the previous level, it is obviously not what the post-90s want, of course, emotions and complaints will follow.
        
         The post-90s are active in thinking, easy to accept new things and have a strong desire for knowledge. However, their strong self-awareness often makes them in trouble. As managers of organizations, they need proper guidance and strengthen their sense of belonging and trust, which is also the most important point of human resource management.
        
         Maslow, a famous American psychologist, put forward the theory of "hierarchy of needs" in 1943. He believed that "belonging" and "love" are one of the important psychological needs. Only by meeting these needs can people realize themselves.
        
         The slogan of "take factory as home, love factory as home" is no stranger to us. It emphasizes the personal sense of belonging to the organization, but this sense of belonging is passive and unacceptable to the post-90s. They believe that the sense of belonging comes from the recognition of the organization. Entering and integrating into the organization is the most important experience. One contract, simple induction training, job training, etc. are not enough to let new employees have a comprehensive understanding of the organization. The organization's value objectives and personal value realization must be highly matched to truly generate a sense of belonging.

        What is the goal of organizational value? What is the vision of the organization? What are the measures taken to achieve organizational value? These are the concerns of the post-90s. Through a comprehensive understanding of the organization and matching with their own values, we can judge whether there is a sense of belonging. Therefore, the embodiment of the sense of belonging is actually the realization of individual self-worth.
        
         In other words, the sense of belonging is based on the sense of trust, and the basis of trust is mutual. Both individuals and organizations believe that each other can bring good prospects. However, due to the basic inequality between individuals and organizations, the bottom line of organizational fault tolerance determines whether trust can be effectively established.

        Many organizations have set up the "induction guide" system (similar to "pass on, help, take"). They hope that individuals can quickly understand the organizational structure and workflow, so as to reduce errors and quickly build a sense of trust. However, the results of these systems are often unsatisfactory. The question is whether the source of the guide has been effectively evaluated. How to identify the relationship between the guide and the guided? How to evaluate the guide? If there is a big deviation between the final result and the expected value, it may not be the problem of individuals and organizations, but the process of building trust.
        
         On the other hand, for individuals, to trust each other with the organization, realize the sense of belonging within the organization, and self-regulation is particularly important. They should actively cooperate with each other to rebuild their personal quality, strive to improve their interpersonal communication ability, problem-solving ability, emotional management ability, resistance to setbacks, and have self-confidence, responsibility, empathy, self-discipline. Independence. The ability and mind (sex) mentioned above come down to the popular emotional quotient (EQ).
        
         Some people say that the realization of organizational goals and personal values is contradictory, and the importance of team should be emphasized, but I think: organizational goals and personal values are interrelated, individuals who are separated from the organization cannot realize their personal values, and the realization of personal values will eventually bring about the realization of organizational goals. The post-90s are bound to come, and organizations should also be eager for the post-90s, so that young people full of vitality can start the engine of progress.
        
         Finally, answer the two questions of the post-90s again: on the surface, it is the emotional performance of specific work, but in fact, it has no sense of belonging and trust to the organization, and is more willing to believe that it is the marginalization of the organization. So don't be too quick to know how to change. Think about it first. Do you have awe? Do you communicate well with the organization? Is emotional control achieved? Can you face a lot of pressure?