金融時(shí)報(bào):不要過早夸贊員工

不要過早夸贊員工

新員工入職時(shí)像陽光般溫暖反而會埋下問題的隱患？

測試中可能遇到的詞匯和知識：

haphazardly偶然地，隨意地[,h?p'h?z?dli]

indication指示，指出；跡象；象征[?nd?'ke??(?)n]

niggl拘泥小節(jié)；為瑣事費(fèi)時(shí)；挑剔['n?g(?)l]

disengage脫出；松開[,d?s?n'ge?d?; ,d?sen-]

drain消耗[dre?n]

succumb屈服[s?'k?m]

gratification滿意；喜悅[ɡr?t?f?'ke??n]

misery痛苦，悲慘；不幸；苦惱['m?z(?)r?]

frustrate挫敗的；無益的[fr?'stre?t; 'fr?s-]

refrain節(jié)制，克制；避免；制止[r?'fre?n]

indulge沉溺；滿足；放任[?n'd?ld?]

sword刀，劍；武力，戰(zhàn)爭[s??d]

domestic bliss家庭的極大幸福

Why being too nice to new staff can store up problems （510 words）

By Emma De Vita

It may feel right to go easy on a new member of staff but failing to give critical feedback early on will only store up trouble. By the time they receive real feedback, they may already have made substantial mistakes, damaged relationships and undermined their credibility.

“Negative impressions of a new hire tend to stick and can be virtually impossible to turn around,” says Professor Michael Watkins of IMD, the Swiss business school.

His advice is to give your new hire honest feedback early on but in a systematic way. If you give it haphazardly they might feel they are being singled out or are in serious trouble, he says. It is better instead to give a comprehensive verbal assessment around the 60-day mark.

“Enough time has gone by for the new person and the organisation to get to know each other but it happens soon enough to catch early indications of trouble.”

Judge carefully whether an error is worth discussing in the first few weeks, says Edward Houghton, of the Chartered Institute of Personnel and Development. “If it's a minor niggle, wait,” he says.

“If you pick up on small mistakes you might give the wrong impression and they might disengage.”

Prof Watkins recommends allowing 30 days for someone to demonstrate corrective action. If a new recruit ignores your advice, “it is never a good sign — you should prepare for their departure,” he adds.

Turn the music off

A morning commute need not be a drain, so long as you use it to plan work rather than succumbing to instant gratification, such as listening to music. Harvard Business School research finds that commuters who use their journey to think through daily tasks are less emotionally exhausted and more satisfied in their jobs than commuters who do not.

By preparing ahead, they use their time at work more effectively and so are less time-pressed and stressed. Using the morning commute to think about work also helps you to go from being “home” you to “work” you.

While it has previously been found that a long commute might not necessarily equate to misery, this research goes some way to understanding why that might be.

It comes down to self-control, say the authors of the study. Commuters with less self-control tend to view their commute as something frustrating to endure and prefer to distract themselves with non-work pleasures: music or daydreaming. While those activities might be more pleasurable than thinking about work, it is the commuters who refrain from indulging that end up happier at work.

When two become one

“We were worried it could all turn a bit Game of Thrones — you know, swords through the head-type problems.” So Sebastian James, chief executive of Dixons Carphone told Management Today recently about the 2014 merger of Dixons and Carphone Warehouse.

“But no. We've moved into our boyfriend's flat, we're off the honeymoon period now and have decided who puts the bins out and who does the washing up.” If only all mergers ended in such domestic bliss.

請根據(jù)你所讀到的文章內(nèi)容，完成以下自測題目：

1.Which is not right about failing to give critical feedback early to the new member?

A.good performance

B.have made substantial mistakes

C.have made substantial mistakes

D.undermined their credibility

答案(1)

2.When is appropriate time to give the new hire comprehensive verbal assessment?

A.30-day

B.45-day

C.60-day

D.70-day

答案(2)

3.How long does someone need to demonstrate corrective action?

A.20 days

B.30 days

C.45 days

D.50 days

答案(3)

4.Which is not the result of preparing ahead?

A.use time at work more effectively

B.less protracted

C.less time-pressed

D.less stressed

答案(4)

* * *

(1)答案：A.good performance

解釋：過早的給新員工評價(jià)會導(dǎo)致員工在真正得到實(shí)際評價(jià)的時(shí)候，已經(jīng)犯了錯(cuò)誤，影響了員工之間的關(guān)系以及破壞了員工的可信度。

(2)答案：C.60-day

解釋：一個(gè)新的員工給出綜合的口頭評價(jià)時(shí)，時(shí)間最好掌握在其進(jìn)入工作崗位的六十天左右。

(3)答案：B.30 days

解釋：新的員工最好在三十天左右就能表現(xiàn)出其對錯(cuò)誤做法的及時(shí)改正。

(4)答案：B.less protracted

解釋：提前準(zhǔn)備好理清一天的工作會使員工在工作時(shí)更加有效率，減少時(shí)間給予的壓力以及實(shí)際的壓力。