During the Spring Festival in 2023, a sketch "The Pit" has aroused widespread attention in the society. The sketch satirized a "lying cadre" who "does not take responsibility and does not act, does not want to do it and does not dare to do it, and rolls up his sleeves to watch on the side", which aroused the resonance and reflection of the audience. In December 2023, Nanshan Town, Sanshui District, Foshan City, Guangdong Province, announced the "2023 Announcement of the Proposed List of Lying Flat Leisure Personnel", naming some grassroots cadres who "do not act, do not take responsibility, and are not responsible", which has aroused heated discussions. People can't help but ask: Why are more and more grassroots cadres choosing to lie down? What are the reasons and consequences behind their lying flat? This article will reveal the truth of grassroots cadres lying flat from the three killer features in the system - assessment, promotion, and accountability, and at the same time put forward some suggestions for improvement and perfection, in order to provide some enlightenment and help for the work and life of grassroots cadres.
The first killer feature: assessment, from the source of power to the mountain of pressure.
Appraisal is a mechanism for evaluating, rewarding, and punishing cadres' work performance, and its purpose is to motivate and supervise cadres and improve the quality and efficiency of their work. However, in practice, the assessment has gradually become a mountain of pressure for grassroots cadres, leaving them breathless. At the grassroots level, what cadres are most afraid of hearing is "weekly scheduling, monthly appraisal, and annual appraisal." Under the beating of the assessment stick, the pressure is transmitted to the cadres at the grassroots level, so that they are shrouded in the shadow of work assessment throughout the year. Moreover, grass-roots cadres often take on the role of reporting on their work, and one person corresponds to a number of higher-level departments, and each department stresses the importance of its own work, and all of them must be included in the year-end appraisal regardless of whether they are 3721, which invisibly increases the burden on grassroots cadres. In addition, when these assessment indicators are too complicated, the way is single.
1. When the results are rigid, the content is formalized, the process is not transparent, and the standards are unfair, the original intention of the assessment is distorted. By the end of the year, "5+2" and "white + black" for grassroots cadres are the norm. A grassroots cadre joked with a smile: I don't know if there is any progress in the work, anyway, the annual assessment data has piled up to a new height. Every year, in the process of coping with lengthy and formalized appraisals, grassroots cadres gradually lose their fighting spirit and become only seeking no faults and not meritorious service. They began to cope with the assessment, and every year they carried out their work step by step according to the key points of the work, carefully avoiding mistakes, and no longer pursuing progress and innovation. Assessment, which was supposed to stimulate potential, has now become a shackle that binds grassroots cadres.
According to a survey, there is a significant negative correlation between the job satisfaction of grassroots cadres and the rationality of the appraisal system, that is, the more unreasonable the appraisal system, the lower the job satisfaction of grassroots cadres. Job satisfaction is an important factor affecting the enthusiasm and efficiency of grassroots cadres. Therefore, in order to improve the job satisfaction of grassroots cadres, it is necessary to reform and improve the appraisal system to make it more scientific, reasonable, fair, and transparent, and to truly bring into play the role of appraisal in encouraging and supervising.
The second killer feature: promotion, from the road of struggle to the state of despair.
Promotion is a mechanism to recognize and reward cadres' work ability and contributions, and its purpose is to encourage cadres to pursue progress, stimulate their entrepreneurial enthusiasm, better benefit one party, and realize their self-worth.
However, at the grassroots level, promotion has often become an unattainable dream. Many cadres have come to the grassroots level with lofty ideals, hoping to do a good job at the grassroots level, accumulate work experience and work ability at the grassroots level, and then jump to a bigger platform. However, when they came to the grassroots level, they found that not only the working conditions were difficult, but also the opportunities for promotion and even selection were scarce. Moreover, the conditions for promotion at the grassroots level are harsh, the paths are narrow, the rules are vague, the factors are complex, and the environment is ...... sinisterThese problems have made grassroots cadres feel powerless, gradually lose their motivation to move forward, and feel confused, disappointed, and helpless. After seeing the truth clearly, the grassroots cadres began to choose to "lie flat" and no longer seek breakthroughs, but only to maintain the status quo and avoid retrogression. Promotion, the sword that was supposed to lead grassroots cadres upward, has now become a pain in their hearts.
According to the survey, there is a significant positive correlation between the promotion satisfaction of grassroots cadres and the number of promotion opportunities, that is, the more promotion opportunities, the higher the promotion satisfaction of grassroots cadres. Promotion satisfaction is an important factor affecting the work engagement and loyalty of grassroots cadres. Therefore, in order to improve the satisfaction of grassroots cadres with their promotions, it is necessary to reform and improve the promotion system to make it more open, fair, and transparent, and to truly bring into play the role of recognition and reward for promotions.
The third killer feature: accountability, from the benefits of correcting mistakes to the harm of stifling.
Accountability is a mechanism for investigating and punishing cadres for their work mistakes and disciplinary violations, and its purpose is to maintain organizational discipline and play a warning and corrective role. However, when the standards of accountability are too strict and the methods are too simple, it will not only fail to achieve the desired effect, but will stifle the innovative spirit and work enthusiasm of grassroots cadres. Lao Zhang is a grassroots leading cadre at the deputy section level, mainly in charge of forest fire prevention, traffic and road safety, emergency rescue and other work. Once, a forest fire broke out in the jurisdiction, and rescue equipment and personnel could not rush up in time, resulting in the continuous expansion of the burned area and the occurrence of villagers. Later, Lao Zhang was held accountable by the Commission for Discipline Inspection and admonished, and Lao Zhang's promotion was forced to be postponed for 2 years. Lao Zhang complained aggrievedly: I worked hard to lead the team to rush forward, there was no credit and hard work, and I was the one who was injured in the end! Under such a strict accountability system all year round, grassroots cadres feel that with great power comes great responsibility, and that they have nowhere to escape and are unable to express their grievances. They began to choose to follow the rules silently, no longer seeking innovation, but only to be safe and avoid touching taboos. Accountability, the sword that was supposed to maintain discipline, has now become a shackle that restricts the innovative spirit of grassroots cadres.
According to the survey, there is a significant negative correlation between the accountability satisfaction of grassroots cadres and the rationality of accountability standards, that is, the more unreasonable the accountability standards, the lower the accountability satisfaction of grassroots cadres. Accountability satisfaction is an important factor affecting the confidence and loyalty of grassroots cadres. Therefore, in order to improve the satisfaction of grassroots cadres with accountability, it is necessary to reform and improve the accountability system, make it more scientific, reasonable, fair, and transparent, and truly give play to the warning and corrective role of accountability.
Grassroots cadres are an important cornerstone of the party and the state, a bridge and link with the masses, and a new force for promoting development. Their work attitude and work results have a direct bearing on the cause and image of the party and the state, and have a direct impact on the interests and happiness of the masses. Therefore, we must show concern for and support the work and life of grassroots cadres, ease their burdens, and create a good working environment and atmosphere. For the three killer features in the system - assessment, promotion, and accountability, we must fundamentally reform and improve, so that assessment can become a source of motivation, promotion can become the goal of struggle, and accountability can become a weapon for error correction, so that grassroots cadres can have more motivation, ability, confidence and happiness, and contribute to the realization of the Chinese dream of the great rejuvenation of the Chinese nation.