巴铎曾经加入一家公司不到三个月就离开,因为他感到该公司在招聘过程中对他描述的情形“并不真实。他表示:“如果事情进展不顺,在入职的头三个月内离开不会对你造成太大伤害。你必须态度强硬地与公司沟通,尽早离开可以使你减小损失。
One senior executive who did not want to be named says he found the size of a company made no difference to its induction process – it was down to culture.
一位不愿透露姓名的高级经理人表示,他发现公司规模大小与其入职培训的质量无关——企业文化才是根本因素。
“In my role as a senior operations director, I have to build relationships across the company very quickly and I’m at a disadvantage if there isn’t a good onboarding process. It slows me down, he says.
这位高管指出:“对于我所担任的高级运营主管职位而言,我必须快速与公司各个部门建立联系。如果公司缺乏一个好的入职培训机制,我将处于不利地位,因为这将延长我建立内部联系所需的时间。
“I need to learn the basics and link things together quickly and it’s better if there’s a structured process. Business runs at a fast pace so I need to run to keep up. I want to be impressive and make an impact but I might be running in the wrong direction.
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