The “Meaning-Driven” Approach of Post-00s Employees and the Reshaping of Organizational Culture

“00后”员工作为企业新生力量的重要组成部分，他们的工作动机和行为模式与传统员工有着显著差异。本文从“00后”员工的成长背景出发，分析“00后”员工的个性特征和工作动机，剖析其在组织管理沟通中出现的问题以及背后原因。从“意义驱动”的视角出发，探讨“00后”员工如何在工作中追求意义感，结合“00后”员工的独特特征，并提出相应的组织文化重塑策略和沟通策略，以期建立更为包容的组织文化，丰富员工组织管理的方式，为管理者与本单位“00后”员工的沟通提供一定的参考。As an integral part of the new workforce in enterprises, employees born post-2000 exhibit significant differences in work motivations and behavioral patterns compared to traditional employees. This article begins by examining the upbringing and background of the post-2000 generation, analyzing their distinctive personality traits and work motivations, and dissecting the issues that arise in organizational management communication along with the underlying reasons. From the perspective of “meaning-driven” motivations, it explores how post-2000 employees seek a sense of purpose in their work. Taking into account their unique characteristics, the article proposes corresponding strategies for reshaping organizational culture and communication approaches. The aim is to foster a more inclusive organizational culture, enrich employee management practices, and provide valuable insights for managers in communicating with the post-2000 employees within their organizations.