要有效缓解90后员工的心理缺口，就要帮助他们做好职业生涯规划，减少对未

To effectively alleviate the psychological gap of post-90s employees, it is necessary to help them make good career plans, reduce confusion about the future, and reduce the possibility of leaving [15]. This not only helps them to form a correct evaluation standard for their careers, but also is conducive to the strategic and forward-looking management of the company's human resources, and is more conducive to the formation of the company's human resources allocation. At the same time, it is best to show some successful examples of predecessors to enhance their confidence in the company's development

To effectively alleviate the psychological gap of post-90s employees, it is necessary to help them plan their careers, reduce confusion about the future, and reduce the likelihood of leaving. This not only helps them to form the correct evaluation criteria for their own career, but also conducive to the company's human resources management strategy and forward-looking, but also conducive to the formation of the company's human resources allocation more reasonable. At the same time, it is best to show some examples of previous success and increase their confidence in the company's development

In order to effectively alleviate the psychological gap of post-90s employees, it is necessary to help them make career planning, reduce their confusion about the future and reduce the possibility of leaving [15]. This will not only help them to form a correct evaluation standard for their own career, but also be conducive to the strategic and forward-looking human resource management of the company, and more conducive to the formation of a more reasonable human resource allocation of the company. At the same time, it is better to show some successful examples of predecessors and enhance their confidence in the development of the company