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2014-04-28    来源:fortune    【      美国外教 在线口语培训


Dear Annie: Your column about staying in one's current job (for now) struck a chord with me, because I too am stuck working for a boss who drives me crazy. I've had a couple of other job offers, but I'm only 18 months away from being vested in this company's defined-benefit pension plan, and -- partly because I never stayed anywhere long enough to get vested before -- I think it would be smart to stick around at least until then.
亲爱的安妮:您关于(目前)《坚守岗位不跳槽的4个理由》 的文章引起了我的共鸣,因为我现在的老板快把我逼疯了。我也收到过其他的工作邀请,可再有18个月,我就能被纳入这家公司的固定收益退休金计划,所以我认为至少在此之前,我应该留下来。当然,这在一定程度上是因为,我在其他地方从未等到能享受这种福利就离开了。

The problem is, I report to someone who is a classic example of the Peter Principle -- he's been promoted beyond his ability -- and he's making mistakes that are costing the company money and starting to damage our whole team's reputation with higher-ups and customers. He also has no sense of boundaries and emails or texts me at all hours of the day and night, and on weekends, over and over again, to ask about things that are not urgent at all. Do you have any suggestions for me? --Counting the Hours

Dear Counting: You probably won't be surprised to hear that about 75% of people who quit their jobs do so because they can't stand their bosses, according to a recent Gallup poll of more than a million U.S. employees.

That's unfortunate, says Jayne Mattson, a senior vice president and executive coach at Boston-based career development firm Keystone Associates, because a little honest communication might go a long way toward fixing at least some of what bugs you. "So many people don't ever have a candid conversation with their boss about what's wrong," she notes. "Instead of trying to make the relationship better, they just leave -- and, too often, repeat the same mistake in their next job."
波士顿职业发展公司凯斯通联合公司(Keystone Associates)高级副总裁兼高管导师杰恩•马特森称,这种情况非常可惜,因为只要一点真诚的沟通,就能解决你的一些烦恼。她说:“对于上司所犯的错误,许多人从来不会进行坦诚的交流。他们不会努力改善与上司的关系,而是选择离开——而通常情况下,他们在下一份工作当中也会重复同样的错误。”

In short, maybe you need to learn to manage your boss. "There are lots of things you can do to make yourself happier," says Mattson. "If you manage your boss well, he or she won't even realize you're doing it. You'll just get points for being really helpful." The key, she explains, is to get what you want by emphasizing how it would benefit him.

First, let's talk about those incessant texts and emails. About one-third (36%) of employees in a poll last month by consultants Right Management said they work for people who bombard them with emails after regular work hours, and another 15% complained of the same thing on weekends and vacations.
首先,来说一下不停发来的短信和邮件。睿仕管理咨询公司(Right Management)上个月进行的调查显示,约有三分之一(36%)的员工表示,上司在正常工作时间之外,依然用电子邮件对他们狂轰滥炸,另外有15%抱怨在周末和假期也有同样的遭遇。

It's easy to blame technology, and your boss's lack of boundaries, since both play a part, for sure -- but are you unwittingly encouraging these intrusions by answering them right away? "If you respond to every message as soon as you receive it, you're indicating that you're available," says Mattson. "Don't do that."

Instead, wait until five or six of them have piled up in your inbox and then respond with a brief message of your own: "I see you have lots of questions about the Ostrich account. Let's meet first thing tomorrow morning (or Monday morning), when I can give you all the details, and discuss it." Then stop answering.

"When you do meet, mention that you aren't always available to reply right away," Mattson suggests. "Your boss may not even expect you to. Rather than assuming that an immediate answer is required, clarify what it is he actually wants." There's always a chance you'll be pleasantly surprised. Even if not, by declining to answer every time he pings you, you'll have politely but firmly established the boundaries your boss seems to lack.

Do this now, before you get any more ticked off about it, Mattson adds: "So many people suffer in silence for too long and then blow their stack. But if you have these calm, tactful conversations about relatively minor things, it builds a foundation of trust for when you have to tackle the really tough issues."

One such issue, clearly: Those costly and reputation-tarnishing errors your boss has been making. "Does he know he's making these mistakes?" Mattson wonders. "Start by giving him the benefit of the doubt and assuming he's unaware of the problem."

Your mission, should you decide to accept it, is to point out what's going on without blaming anyone in particular. "Describe the errors in terms of the department or the team, and ask whether there's anything you can do to help prevent any more mistakes," Mattson says. "Instead of accusing the boss, make it more about the effect on the whole group. Above all, express concern for his reputation, as the leader, if the errors continue, and offer to help develop

If this discussion leads nowhere, well, you did what you could. It's possible, though, that your boss knows things aren't going well and will react as if you had thrown him a much-needed life preserver -- which could be very nice for your own career, too. "If you really make it a priority to build a good rapport with this boss, and help him save face with higher-ups, who knows, you might even decide to stay beyond the next 18 months," Mattson says. It's worth a try.
就算讨论没有任何效果,至少你已经尽力了。但也有可能,你的老板认识到问题所在,还把你当成了他潜在的“救命恩人”—— 这对你的职业发展非常有益。马特森表示:“如果你真的把与老板和谐相处作为首要任务,同时帮他在高层面前保全了面子,在18个月后,你或许会选择继续留在这里,谁知道呢?”这值得一试。

Talkback: Have you ever had a difficult or incompetent boss? How did you deal with him or her? Leave a comment below.

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