Operator workers: What are your plans after receiving your year-end bonus?

It’s the end of the year again. Regardless of whether or not you can get it in the end, or how much you can get in the end, discussing the year-end bonus is a common topic among employees of various units. In the context of the COVID-19 pandemic that began at the beginning of the year and has continued to recur throughout the year, as well as the complex and changing macroeconomic situation, it is not easy for companies to survive. Among them, companies that can make better profits and give year-end bonuses to employees should be a minority. After the communications industry as a whole entered the twilight stage, operators are no longer suitable for young people to stay. After receiving the year-end bonus, are you ready to jump?

1. The glory days of operators are a thing of the past

This is equivalent to the unlimited glory before 2008. At this time, operators have not only lost the policy dividends, but also the monopoly dividends. Since the regulators strongly promoted the speed increase and fee reduction, the internal competition in the industry has been escalating from small-scale to naked fighting. In order to sell a number card, grassroots employees are willing to fight.

The KPIs that grassroots employees have to work hard to achieve by sweeping the streets and buildings have become less and less valuable. According to survey statistics, 80% of operators' employees earn less than 3,000 yuan per month, and these employees are basically in a 24/7 routine. 10086 needs to be on duty, and the network must be online at all times.

The overall salary of operators is not only far lower than that of Internet companies, but also far behind that of financial companies, and it is also incomparable with Huawei, which is also in the communications industry. Data shows that the average salary and benefits of operators is 210,000 yuan/year, which is not comparable to the average 280,000 yuan/year of financial companies, nor the 700,000 yuan/year of Huawei.

In 2019, the average salary of employees of the five largest state-owned banks was 280,000 yuan, and the average annual salary of employees of Tencent, a representative of the leading Internet companies, was as high as 840,000 yuan. Huawei's 2019 financial report shows that its expenditure on wages, salaries and other benefits reached 134.937 billion yuan. Based on 194,000 employees, the average salary of Huawei employees reached 695,000 yuan.

2. Aging has penetrated deeply into the bones of operators

Grassroots employees are mostly concentrated in towns, county towns and other areas. Most of these people have more than ten years of work experience. Most of them have a car, a house, a wife and children. They are basically in the stage of working to make a living. They do not need to work hard for a house, a car and a wife like young people who have just graduated, so most of them are still stable.

The pretty girls and handsome boys who had the last contact with users in business halls, 10086, etc. have become aunts and uncles. Under the influence of multiple factors such as poor salary and benefits, narrow room for advancement, and complex interpersonal relationships, the grassroots are increasingly unable to retain young people, which is why the grassroots of operators lack young blood.

In fact, not only are grassroots employees getting older, but even municipal and provincial companies are facing the same problem. People with more than ten years of work experience have enjoyed the super dividends of the explosive growth period of the communications industry, and most of them are in leadership positions. They have already got positions, money, cars, houses, etc., but it is still early for them to retire.

3. Competing with operators is far less effective than competing with their fathers

In addition to the above, the second and third generations of telecommunications have also joined in. Those who take small steps every two to three years and big steps every three to five years, in addition to their work performance, their other abilities are more the result of the hard work of their parents or even grandparents. Relying on one's father is increasingly becoming a hard currency for job competition within operators.

Young people who have no other resources except study and various certificates, after coming to operators, neither get the super high salaries of their classmates in Internet companies nor the unlimited glory of their classmates who have entered the civil service. Apart from sweating, struggle and twists, the decision of whether to stay or leave will accompany them for a long time.

A telecom operator in an eastern provincial capital recruited more than 30 985 graduates, but more than 70% of them left in five years. What kind of experience and bitterness is behind this? It is not just the impact of salary differences. Those 985 graduates simply cannot compete with the second generation, or even the third generation. This is the real reason.

4. The complexity of companies above the provincial level is beyond imagination

The threshold for group headquarters and provincial companies is very high, not only professional ability, but also social ability. Even if you enter the door of a provincial company, it does not mean that you can rise to the top, because although the succession system of state-owned enterprises has been abolished, the influence of the system has not yet dissipated.

If you have entered a company above the provincial level, unless you can quickly master the environment you are in, you are very likely to bleed (low performance, low salary) in addition to sweating. People who have no one to rely on do more and make more mistakes, and the ultimate benefit is those who are more capable.

Some readers may think that this article is too pessimistic. No matter how you view your own environment, it is not a bad thing to at least understand the situation of operators from multiple dimensions. If you are still looking for a job and are considering whether to enter the operator industry, then this article is definitely worth reading carefully several times.

5. Can PPT increase the success rate of employment?

Operators have a deep-rooted PPT tradition and culture. Whether it is the highest group headquarters or the lowest level county-level company, all reports must be in PPT, under the pretext of being clear at a glance. It is not that PPT is bad, but that the fancy PPT writing, although it is uncertain how much benefit it brings to the company, is very time-consuming.

Whether you are an undergraduate, a master's student, or even a doctoral student, if your PPT skills are not good enough, then this will directly affect your position in the eyes of your leaders. Training young people's PPT skills within the operator is far more important than cultivating your communication professional ability. After all, pleasing superiors and leaders is the first priority.

If someone asks, what skills can be learned in an operator? I think the biggest skill is the sharp increase in PPT ability. As for communication professional ability, it is basically done by third parties such as Huawei and ZTE. Apart from writing PPT reports, the operators' employees basically do not need to do other work by themselves, so it is naturally difficult to improve their abilities.

6. The deepening reform of operators cannot be just empty talk

The annual salary of grassroots employees is about 50,000 yuan, the general manager of a county-level company earns between 280,000 and 350,000 yuan, the general manager of a prefecture-level company earns between 450,000 and 650,000 yuan, and the general manager of a provincial and municipal company earns around 1.1 million yuan. The annual income of provincial company bosses in developed regions such as Guangdong is close to 2 million yuan.

The regulators have set a salary cap for operators, and annual salary changes must comply with the increase limit. Even if the regulators allow operators to increase salaries, how many of the policy-making leaders are willing to give the money to ordinary employees? How did the huge salary multiple difference between grassroots employees and leaders at all levels come about?

The top leaders of the operator groups are also very aware of the huge salary gap between grassroots employees and leaders at all levels, but why don't they manage it? In fact, this directly involves the deepening reform of the operators. The cadres can be promoted or demoted, and the salaries can be increased or decreased. These operations to move the cheese of the leaders have been verbal so far.

35 is a very important age node. Most of the competitions, including the civil service examination, have set the age requirement of no more than 35 years old. If you have just graduated, in addition to your daily work, you must maintain your ability to take the exam. If you are about to turn 35, you must be determined to acquire the ability to find a better job in advance. If you are over 35, then learn to accept life, then you may be able to improve your sense of happiness.

The year-end bonus is not worth too much attention from young people at the grassroots level under the age of 35. After all, having the ability to find a better job at any time will give you a more competitive advantage.