Core Viewpoint - The article discusses the concept of "original company trauma," highlighting the negative experiences young professionals face in their first jobs, which can lead to long-lasting psychological impacts [6][7]. Group 1: Experiences of Original Company Trauma - Many young professionals enter their first jobs with unrealistic expectations, often facing harsh realities that lead to feelings of inadequacy and self-doubt [7]. - Specific stories illustrate the trauma, such as a pharmacy employee facing constant criticism and confusion over job performance [9], and another employee feeling exploited by a boss who demanded personal favors [10]. - The article emphasizes that these experiences are not isolated, as over 100 individuals shared similar sentiments, indicating a widespread issue among young workers [7]. Group 2: Work Environment and Culture - The work culture in some companies is described as toxic, with practices that prioritize blame over solutions, leading to a hostile environment for employees [15]. - Instances of excessive work hours and unrealistic expectations are common, with one employee recounting a 996 work schedule that left them feeling dehumanized [18]. - The article also highlights the prevalence of harassment and inappropriate behavior in the workplace, contributing to a culture of fear and discomfort among employees [28][31]. Group 3: Positive Experiences - Despite the focus on trauma, some individuals report positive experiences in their first jobs, where supportive environments fostered professional growth and healthy work relationships [40][42]. - These contrasting experiences underscore the variability in workplace culture and the importance of choosing the right company for career development [40][41].

Core Viewpoint - The article discusses the concept of "original company trauma," highlighting the negative experiences young professionals often face in their first jobs, which can lead to long-lasting psychological impacts [5]. Group 1: Experiences of Original Company Trauma - Many young professionals enter their first jobs with unrealistic expectations, leading to confusion and potential psychological harm due to the stark differences between academic and corporate environments [5]. - Numerous stories shared by individuals illustrate various forms of trauma, such as excessive criticism, lack of support, and toxic work cultures that contribute to feelings of inadequacy and anxiety [7][9][11][15][17][19][21][23][33]. - The prevalence of toxic management practices, including manipulation and emotional abuse (PUA), is a common theme in these narratives, indicating a systemic issue within certain corporate cultures [11][15][41]. Group 2: Cultural and Structural Issues in Companies - The article highlights the detrimental effects of a culture that prioritizes overwork, such as the expectation to work long hours without regard for personal well-being, which can lead to burnout and mental health issues [17][21][22][41]. - There are accounts of companies implementing punitive measures for absenteeism, which can create a fear-based environment that discourages employees from taking necessary breaks or sick leave [17][19]. - The narratives also reflect a lack of accountability and support within organizations, where employees feel they are blamed for failures without constructive feedback or solutions [15][19][23]. Group 3: Positive Experiences and Reflections - Some individuals report positive experiences in their first jobs, emphasizing supportive environments that foster growth and healthy work relationships, contrasting sharply with the negative experiences shared by others [42][43][45]. - These positive accounts suggest that not all companies contribute to original company trauma, and that a nurturing workplace can significantly influence an employee's career trajectory and mental health [42][43][45].

Core Insights - The concept of "original company trauma" is introduced, highlighting the psychological impact of early career experiences on individuals [1] - Many young professionals are experiencing negative and lasting effects from their first companies, leading to symptoms akin to PTSD [1] - The article invites individuals to share their stories to collectively seek healing from "original company trauma" [1] Group 1 - "Original company trauma" can manifest in various ways, such as anxiety over work messages and reluctance to take leave [1] - The phenomenon affects the mental well-being of employees, causing ongoing emotional distress even after leaving the company [1] - The article emphasizes the need for awareness and discussion around the psychological effects of early career experiences [1]

Core Points - The concept of "original company trauma" describes the emotional struggles faced by employees due to negative experiences in their first job or early career, which can have long-lasting psychological effects [1][2][3] - Many young professionals experience recurring trauma from their initial workplace, which manifests in various ways, such as anxiety triggered by familiar sounds or situations [6][9][12] - The trauma often stems from systemic issues within the workplace, where employees feel pressured to conform and suppress their emotions, leading to a cycle of self-blame and fear [20][32][36] Group 1 - "Original company trauma" refers to the significant negative experiences in early career stages that leave lasting psychological impacts [2][3] - Employees often internalize their experiences, leading to feelings of inadequacy and anxiety that persist even after leaving the company [11][12][19] - The pressure to conform and the fear of authority can create a toxic work environment, making it difficult for employees to voice their concerns or leave [20][32][36] Group 2 - The experiences of individuals like Wang Ke, Tina, and Xia Mi illustrate the pervasive nature of workplace trauma, highlighting how it can affect mental health and job performance [6][9][12] - The emotional scars from early career experiences can lead to physical symptoms and a long-lasting impact on self-esteem and workplace relationships [14][30][34] - The societal and structural factors contributing to these traumas include high competition for jobs, lack of clear career paths, and the normalization of unhealthy workplace dynamics [37][43][44] Group 3 - Healing from workplace trauma requires both individual efforts and systemic changes within organizations to create healthier work environments [39][42][43] - Establishing transparent evaluation mechanisms and improving labor laws can help mitigate the effects of workplace trauma and support employee well-being [43][44] - A supportive workplace culture that respects individual dignity and promotes growth can serve as a healing environment for those affected by original company trauma [41][44]