That information became the basis of his decision to leave his job just three months later, after he realized -- thanks to the performance data managers shared with their teams every week -- that he was twice as productive as the lowest performer on the team, yet earned only 20% more.
这一信息成为了巴德仅在三个月后就决定离职的根据。由于经理每周都要和他们的团队分享业绩数据,他了解到自己的工作效率是其所在团队业绩最差者的两倍,而他的工资却只高出20%。
'It irked me. If I'm doing double the work, why am I not seeing double the pay?' said Mr. Bader, who is about to graduate from California State University, Sacramento.
巴德说:“那让我有些恼火。如果我干的活是别人的两倍,那我的工资怎么不是别人的两倍?”他即将从加州州立大学萨克拉门托分校(California State University, Sacramento)毕业。
Comparing salaries among colleagues has long been a taboo of workplace chatter, but that is changing as Millennials -- individuals born in the 1980s and 1990s -- join the labor force. Accustomed to documenting their lives in real time on social-media forums like Facebook and Twitter, they are bringing their embrace of self-disclosure into the office with them. And they're using this information to negotiate raises at their current employer or higher salaries when moving to a new job.
长期以来,同事之间的薪水比较一直都是办公室闲谈的禁忌。不过,随着“千禧一代”──出生于上世纪80年代和90年代的一代人──加入职场,这种状况逐渐发生了转变。他们习惯了在Facebook和Twitter等社交媒体平台上实时记录他们的生活,因此也将他们信奉的自我表露原则一同带入了职场。他们也利用这些信息在自己当前工作的企业商谈加薪或是在跳槽到新公司时提出更高的薪资要求。
【职场常识: 与同事谈论工资话题的技巧】相关文章:
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