To see how well they are doing in this task, there are two statistics they should monitor, both of which are objective and impossible to game.
要了解它们在这项任务中做得如何,应该追踪两项统计数据,这两项数据都是客观的、而且不可能作假。
The first is staff turnover. If people are more than normally unhappy, they tend to leave. So if your staff turnover is greater than that of your competitors, you know at once you have a problem.
首先是员工流失率。如果员工感到异常不快乐,他们往往会离开。所以,如果你的员工流失率高于你的竞争对手,你立刻就知道出问题了。
The second measure is the ratio of what the bank’s hotshots get paid to what the security guard gets. We know that perceived unfairness and inequality both make people unhappy; so when this gap gets wider the culture worsens.
第二个的指标是,银行内明星员工与保安的报酬之比。我们知道,人们感受到的不公平和不平等都会让人不快乐;所以,当这个差距扩大时,公司文化在恶化。
There is a third measure that is less objective and harder to measure, but may be even more important than the other two. It is to monitor how many friends people have at work. All the general happiness data show a powerful correlation between the number of close friends and happiness; the same surely holds in the office — at least, it holds in mine. The main reason I am never abnormally unhappy at work is because I have three true friends among my colleagues.
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