It is a well-known fact that state-owned enterprises have good salaries and benefits. Together with various subsidies and benefits, the sum of these visible and invisible benefits is generally higher than that of private enterprises. Furthermore, state-owned enterprises are relatively stable. Under normal circumstances, as long as employees do not make major mistakes and do not make principled mistakes, employees will not be fired easily. "Iron rice bowl", many large state-owned enterprises are monopolies, such as power grid, tobacco, Sinopec, the three major operators, etc., and their employees' salaries are high and stable.

Quite busy. Those who talk about leisure probably heard from some old state-owned enterprises or hearsay. Young people and even middle-aged people in large state-owned enterprises have very little free time. All kinds of communication, meetings, reports, summaries, leadership surveys, etc. require materials. PPT is not instant. Can it be done? All kinds of temporary emergencies are even more frustrating. The grassroots are busy, and the leaders are even busier. Of course, the higher the position, the greater the freedom of time control. I don’t know what percentage of the communication meeting report summary survey mentioned above is really carried out for the purpose of getting things done. Almost most of the work revolves around leadership.

The relationship between grassroots employees in state-owned enterprises is relatively simple, but the relationship becomes more complicated as you get promoted. To be promoted quickly, you need a certain degree of workplace emotional intelligence and know some upward management methods and skills. From a management perspective alone, it is not comprehensive, or the intensity of management is unbalanced. What should be managed is not managed or not managed well, and too much effort is often put into what should not be managed. First, the management method is single, focusing too much on direct management, and replacing delegation with delegation (appointment) of corporate executives. Although there is only one word difference between delegation and delegation, their connotations are very different. Delegation is an administrative means, while entrustment reflects more of an economic relationship.

The response to changes is very slow, especially at work. The approval of a file requires the signatures of layers of high-level officials. The result is that it takes half a month to approve a file, usually half a month. It's pretty quick. Also, in state-owned enterprises, qualifications are mainly looked at, not ability. The longer you stay in the company, the more authoritative you will be. In state-owned enterprises, it is basically difficult to improve through hard work alone. It usually requires special methods to make it easier!