The "996" work system refers to the work system of working 6 hours a day, 9 days a week. This kind of work system is relatively common in industries such as China's internet companies, but it has also sparked widespread controversy and criticism. In order to break the 996 work system, we need to face the following difficulties:
1. Corporate culture: Many companies implement the 996 work system because their corporate culture emphasizes extreme hard work and work frenzy, believing that only in this way can they grow quickly and succeed. To break this culture, it is necessary to start from the corporate culture and values, take the health and quality of life of employees as one of the important factors in the development of the enterprise, and establish a harmonious and balanced working atmosphere.
2. Management mechanism: The enterprise management system is also a major difficulty of the 996 work system. Many companies lack effective management mechanisms, resulting in employees working overtime as the norm, often without overtime pay or rest compensation. It is necessary to establish a reasonable performance appraisal system and work evaluation standards, and give reasonable remuneration and benefits according to the actual performance of employees.
3. Industry habits: The 996 work system is common in some industries (such as the Internet industry), and there is competition between some companies, which often focuses on rapid iteration and efficiency, resulting in employees having to work overtime. To change this industry habit, we need the support and guidance of industry associations and government departments, strengthen industry norms and standardized management, and advocate a healthy work and lifestyle.
4. Employee awareness: Some employees also voluntarily work overtime or cannot refuse to work overtime, which is due to their lack of sufficient self-protection awareness or insufficient work ability. In order to break the 996 work system, it is necessary to strengthen the professionalism and self-protection ability of employees, improve the work efficiency and ability of employees, and avoid physical and psychological damage caused by long-term work.
996 is a deformed working model, and now it has become the standard configuration of Internet companies, which is why large Internet companies can dominate one side, recruit the best talents, let them do the longest work, such a mode of operation, no less than the efficiency of the assembly line.
At the same time, we should also see that this mode of work shows the ugly face of the capitalists at a glance. They have mastered the psychological state of the vast majority of people, and young people want to work more and earn more money, and they want to have a healthy working time, and under the balance of the two, they will choose the former without hesitation. According to their concept, this is how they come to study, and it is not bad to work for a few years, and achieving financial freedom as soon as possible is the king.
So, according to this logic, I can answer the question, is there any hope to see 996 disappear in this life? My answer is that there is no hope, it can't be, it will always exist.
Enterprises need to create value when recruiting people. Eight hours is far from satisfying the ambitions of entrepreneurs, and it is a kind of torture for them to be able to make themselves comfortable, even if the work content is no longer needed.
Industry needs. 996 is concentrated in some of the leading Internet companies, and the nature of their work is to operate 24 hours a day, so you can imagine how big their workload is. As a simple example, Taobao Double <>, the most important time to buy and sell is after midnight, and such a large transaction scale must require the support of thousands of technical staff to operate
The needs of workers. What migrant workers like most is to be able to achieve financial freedom early, which can be difficult if you follow the eight-hour work style. So a large part of them will choose to work overtime.
996 is not a simple exploitation of enterprises, existence is reasonable, if this work model cannot exist, it will definitely die out under social public opinion. But this is not the case, while complaining that the company is too capitalist, the workers enjoy the benefits brought by overtime, which will only make 996 continue to flourish until it becomes a habit.
I just hope that 996 will not become the standard for all companies in the future.
[Break 996] and [rectify illegal overtime], which is in line with the requirements of social development, but it is difficult to implement in many industries, and many employees in these industries are still being asked to extend their working hours indefinitely, and it seems that all your time should unconditionally accept overtime, even far beyond 996. For example, the Internet, finance, manufacturing, and so on. Take the manufacturing company I have worked in as an example, on weekends the default overtime is one day, training for one day, overtime pay is not more than ten yuan per hour, work at eight o'clock in the morning, and the end of work at night is not necessarily, the work intensity can be said to be very large, but the salary level is far from proportional to these.
It is not uncommon for employees to have a large number of family conflicts, parenting difficulties, and even sudden death due to excessive overtime, but it is very difficult to completely break them:
[1] Deep-rooted philosophy
The management of many companies is not aware of the disadvantages of excessive overtime, and they simply and rudely link work efficiency with working hours, take overtime for granted, and even promote the absurd "wolf spirit in the workplace".
By having two people do the work of five people and only pay three people's salaries, in order to save employment expenses, this leads to the main reason why employees extend overtime indefinitely, but their income does not rise. Therefore, the most stubborn obstacle is this deep-rooted ideology, which is actually a practice that lacks a long-term development vision, which will only cause the loss of talent, and the gains outweigh the losses.
[2] Unreasonable management mechanism
A lot of work is not done during normal working hours, but because of a variety of redundant department audit links and delays, so that when it is really done, it becomes "time tight and heavy tasks", and has to be completed through overtime, which is the problem caused by unreasonable management mechanism. For example, a document needs to be signed by the heads of several departments before it can really be done, and the department leaders are also very busy, and they have to run up and down for several days if they want to sign it all.
[3] PUA management methods
In order to increase the working hours of employees as much as possible, the boss endlessly tests the limit of overtime for employees. First of all, the work time is advanced, the end of work is delayed, and the number of punches is increased, and then PUA employees are found to find various excuses, and work overtime for one to two days by default on weekends, so they arrange some meaningless training, in short, they must occupy all the time of employees, and even call 996 "blessings". I think this is largely a bad taste of the boss, and when you encounter this kind of boss, you can run away quickly.
[4] Competition for employment is fierce
The fierce competition for employment is also a very important reason for the involution of the industry. Many employees feel that they have no irreplaceability by the boss PUA, and because of concerns such as mid-life crisis and layoffs, they think that they must work overtime to keep this job for a living, but who knows, this is the beginning of involution. Involution will not bring any good results, it will only lead to an indefinite extension of overtime hours, reaching a state of "work saturation" in the eyes of the boss, and finally having a limited income and losing physical health.
[5] The functions of the labor management department are missing
If we want to solve these problems once and for all, we need to increase our efforts in legislation and rectification, especially the labor management department should strengthen the punishment, so that those managers who ignore the labor law can really build up legal awareness, not just pay lip service.
