Why do the post-80s cadres lie flat?
Recently, I heard that several post-80s cadres working in townships and towns have been working hard and taking on many important tasks, but due to various reasons, they have never been promoted. As they grow older, they feel hopeless and eventually choose to lie flat.
Among these post-80s cadres, many of them have become reserve cadres two or three times, but every time they are promoted, they pass by. Despite this, they never flinch in their work and always do their best. They crave the recognition of their leaders and the organization through their efforts, but they backfire and fail to be promoted every time.
The original intention of promoting the rejuvenation of cadres is good, but if one size fits all, it will be unreasonable. Both promoted and unpromoted cadres will be harmed, which is not conducive to the growth and development of cadres. Some young people in their 30s have taken the lead in townships and townships, and they may lack work experience and mass base, which is not conducive to the development of grassroots work.
The excessive pursuit of younger cadres will also seriously discourage many people's enthusiasm and initiative in their work. Nowadays, the age of 35 seems to be a threshold for promotion, and such a restriction is very inappropriate. Age should be a reference factor, not a decisive factor.
Otherwise, the term "late bloomer" would have no meaning in existing. Moreover, now that life expectancy has increased, 35 years old is in the prime of life, and it is obviously too low to use this age as a threshold.
Although it is always said that those who are willing and capable will not suffer, the future of these people is worrying. If they lose hope, they may choose to lie flat. Therefore, it is very necessary to improve the parallel system of ranks and strictly implement it. For those cadres with high ideological awareness, they may continue to do their own work, but they will not take the initiative to take on more tasks.
In an administrative system, leadership positions are limited, and the number of people who wish to be promoted is unlimited, so it is necessary to compensate in terms of economic benefits. Isn't that exactly what the parallel rank system was intended to be? However, there may be deviations in actual implementation that need to be corrected.
It is necessary to make cadres younger, but we should not apply a one-size-fits-all approach, but should adjust and reform them according to the actual work situation. Therefore, when selecting and appointing cadres, it is necessary to see whether they meet this requirement. The local people have the best right to speak, and we should listen to their voices more. Historical experience and practice have repeatedly proved that it is often difficult to achieve good results in one-size-fits-all work.