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管理80后和90后员工的妙招

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小编摘要:我们希望他们在工作场合的表现跟我们一样,但这种想法很不现实。 但我想问的是,对于我们这些雇佣和管理这些孩子的人来说,你能否也给支点招儿?写给夏季实习生的建议,真是妙趣横生;对于渴望找到工作的孩子来说,大





亲爱的安妮:我读了你最近那篇写给夏季实习生的建议,真是妙趣横生。对于那些绘着纹身又渴望找到工作的孩子来说,大概如饮甘泉。但我想问的是,对于我们这些雇佣和管理这些孩子的人来说,你能否也给支点招儿?我现在管理着一支由10名兼职员工组成的团队,他们全是17~20岁的孩子。与其某些恶劣的态度相比,我倒是更愿意接受他们的纹身。
Dear Annie: I read with amusement your recent advice to the summer intern who hoped for a job offer despite a tattoo. Great, but how about some help for those of us on the other side of the desk? I'm managing a team of 10 part timers between the ages of 17 and 20 -- and I'd gladly accept tattoos in place of some of their attitudes.
千万别误会我的意思。他们都是些懂事又聪明的好孩子。但是,让我举个例子,除非我提醒,他们会一而再、再而三地忘了完成一些我布置的任务。而当我提醒他们时,他们便会满脸不快,表现出抵触的情绪,好像我是个爱唠叨的妈妈。同时,那些年长一些的员工(多数都有三十几岁了)对这些“孩子”毫无耐心可言,对于芝麻大点的小错儿,他们都会吹毛求疵,小题大做一番,直到我快发火了他们方才罢休。对于处理这类代沟问题,你或者你的读者有什么诀窍吗?——来自内华达州的无名氏
Don't get me wrong, these are basically good, smart kids. But, for example, there are certain tasks they forget to do, over and over again, unless I remind them. When I do remind them, they turn sullen and rebellious, as if I were a nagging mom. My older employees (mostly in their 30s), meanwhile, get impatient with "the kids" and make a big deal out of every little mistake until I'm ready to scream. Have you or your readers got any tips for dealing with the generation gap? --No Name in Nevada
亲爱的无名氏:请将下面这句话谨记在心,也许会对你的工作有所助益:“青少年的大脑尚未完全发育成型”,这句话是梅根?约翰逊说的。多年来,她与父亲组成的咨询团队对美国运通公司(American Express)、哈雷戴维森公司(Harley-Davidson)、诺德斯特龙公司(Nordstrom)以及其他许多大型公司的管理人员进行训练,教会他们如何缓和工作中不同时代的员工之间不断升级的紧张关系。“我们希望他们在工作场合的表现跟我们一样,但这种想法很不现实。”
Dear No Name: It may help a little to bear in mind that "teenagers' brains are not yet completely formed," says Meagan Johnson, half of a father-and-daughter consulting team that's coached managers at American Express (AXP, Fortune 500), Harley-Davidson (HOG, Fortune 500), Nordstrom (JWN, Fortune 500), and many other big companies on how to defuse the tensions that arise at work between generations. "We expect them to act like us in the workplace, but that just isn't realistic."
“回想一下我们自己的青少年时期,那时的我们是自己现在心目中的明星员工吗?我们往往会美化自己过去的行为,”梅根的父亲拉里?约翰逊表示。
"Were we such stellar employees ourselves, in our teens? We tend to see our own past behavior through rose-colored glasses," says Larry Johnson, Meagan's father.
青少年员工与X世代(Gen X,指出生于上世纪60年代中期到70年代末的一代人——译注)同事之间之所以产生摩擦,原因可能在于:“X世代的人往往擅长独立工作,因为在我们长大成人的过程中,父母双方都要在外工作,我们需要独自处理许多事情,”梅根指出,她自己也是X世代的人。“与此相对照,现在这些孩子的父母采取的是包办代替的养育方式,”帮孩子扫除成长之路上的一切障碍。
One likely source of friction between your teen employees and their Gen X colleagues: "Gen Xers tend to be good at working independently, because we grew up with both parents working, and had to figure a lot of things out for ourselves," notes Meagan, herself a Gen Xer. "By contrast, many teens now have been raised by snowplow parents" who remove all obstacles from their child's path.
拉里指出,二者的另外一点区别在于,今天的青少年们[约翰逊父女称之为“互联网世代”(linkster)]“从出生就生活在高科技中”。
Another difference is that today's teens -- who the Johnsons dub "linksters" -- "have been linked into technology and the Internet since day one," says Larry.
今天的孩子们不太擅长完成需要面对面交流的任务,此时可能需要成年人从旁多加指点,梅根表示。他们可能看似很成熟,但在布置完任务后,务必确认他们理解了你布置的任务,而且千万不要指望他们能读懂你的心思。
Today's teens may need more direction on tasks that require face-to-face contact, where they may be less adept, notes Meagan. They may seem mature, but make sure they really know how to do what you're asking them to do, and don't expect them to read your mind.
“即使对于像迎接客户这样‘简单’的工作,你在布置工作时,也需要注意到所有细节。告诉他们,你希望他们微笑,向客户行注目礼,诸如此类。然后,花点儿时间,示范一下怎么做才够合格,”梅根?约翰逊表示。
"Even for an 'easy' task like greeting customers, you need to be specific. Explain that you want them to smile, make eye contact, and so on. Then take the time to demonstrate how you want it done," Meagan Johnson says.
同时,还要争取得到X世代员工的支持,让他们帮助你培训这些年轻人。“与二战后婴儿潮期间出生的一代人相比,X世代的人对这些孩子往往缺乏耐心,”拉里指出,他自己就是婴儿潮期间出生的。“你需要提醒X世代的员工,对孩子们保持耐心非常重要,这是他们工作的一部分。”
At the same time, enlist your Gen X employees' help in coaching the youngsters. "Xers generally have less patience for this than Boomers do," says Larry, himself a Boomer. "Remind them that it's important. Make it part of their job."
约翰逊父女提供了如下沟通技巧,所有这些内容都涵盖在他们的著作《公司中的不同世代》一书中:
They suggest these tips, all of which can be found in the Johnsons' book, Generations, Inc.:
提供书面职位描述。“人们往往视兼职工作为临时工作,因此这些工作给人以‘一次性的’感觉,”拉里指出。
Provide written job descriptions. "Part-time jobs are often treated provisionally and have a 'disposable' feel," says Larry.
在工作面试时,清晰、准确地说明与该工作有关的方方面面,包括工作时间、薪水以及责任——这些要求就是新员工需要遵守的内容。
As part of the job interview, spell out exactly what the job entails, including hours, pay, and duties -- and consider this a blueprint new hires can follow.
把这些孩子作为有价值的员工平等对待。“记住,互联网世代的人习惯于不断得到来自家人和朋友的反馈意见和强有力的支持,”梅根表示,“如果工作氛围不是那么友好平等,他们会将其视为敌意。”
Treat them like valued co-workers. "Remember that linksters are used to a steady diet of feedback and positive reinforcement from their family and friends," says Meagan. "A work atmosphere that is less than collegial will seem hostile to them."
鼓励公司中年纪较长的员工,邀请这些年轻的同事参与办公室闲聊、会议以及其他社会活动。“你让他们参与得越多,他们会感觉与你以及工作环境的关系越紧密,其工作也会更出色,”拉里指出。
Encourage your older employees to include their younger colleagues in office chitchat, meetings, and social events. "The more you include them, the tighter the connection they'll feel to you and the workplace and the better their work will be," Larry says.
以身作则。“在工作环境中,互联网世代的人就好比刚刚孵化出来的小鸡,”梅根比喻道,“他们刚刚开始学习如何为人做事,将我们视为效仿的榜样。如果你希望他们上班准时,那你自己先得做到不迟到。如果你希望他们为客户提供更细致的服务,你自己先做样子给他们看。”
Lead by example. "Linksters are hatchlings in the workplace," says Meagan. "They're still learning how to behave, and they look to us to provide examples. If you want them to come in on time, get there on time yourself. If you expect them to go the extra mile for customers, make sure they see you doing it."
感谢他们的父母。“父亲或者母亲可能起个大早,驱车送孩子们到公司,然后傍晚时分又在黑暗的停车场里等着接他们回家,”拉里分析说,“所以,花上几分钟时间,去见见这些孩子的父母,对他们的所有善意表示感谢。让家长参与进来有个好处,就是当孩子在工作中遇到挑战时,他们会帮助子女克服困难。”
Thank their parents. "Mom or Dad may be getting up early to drive the kids to work and waiting in a dark parking lot to take them home," says Larry. "So taking a few minutes to meet the parents and thank them creates a tremendous amount of goodwill -- and having the parents on board increases the chance that they will help their child overcome work challenges."
还有一点:“互联网世代的人有些‘表里不一’,不加以注意,就会产生误解。”梅根分析道:“他们看似非常成熟,但实际上内心仍是孩子。”
One additional thought: "Linksters often have a patina of sophistication that can be misleading," observes Meagan. "They seem so grown up! But underneath, they are still kids."
换而言之,对待这些孩子,只需多一点耐心和包容,特别是有些幽默感,就可以做到游刃有余了。
In other words, a little patience and forbearance -- not to mention a sense of humor -- can go a long way.
6
2011-02-10 12:27 编辑:kuaileyingyu
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