这些搞不清状况的员工怎么会如此夜郎自大?乔治敦大学麦克多诺商学院(Georgetown University's McDonough School of Business)的助教布鲁克斯•霍尔顿(Brooks Holtom)认为,对一些在客户服务等领域工作的员工来说,很难实行明确的考核办法;而销售人员则不同,他们可以把一段时间的销售量加总起来进行比较和考核。因此,有些人更容易高估自己的能力,霍尔顿说道。
Poorly designed reward systems are sometimes to blame for overinflating egos, says Roy Saunderson, president of Recognition Management Institute, a New York provider of workplace-consulting services. 'If you read the criteria, they're so loose, almost anyone can get rewards, he says. Of course, career experts say that some self-promotion can be helpful for moving up the corporate ladder. 'A lot of times, managers have a tendency not to think about how much work went into an accomplishment,' says Jo-Ann Gastin, senior vice president of human resources at Lockton Cos. LLC, an insurance brokerage firm in Kansas City, Mo. 'When an employee does go above and beyond, they should make it known to their supervisor.'
有时,不合理的奖赏办法也会导致某些员工过于自负,纽约职场咨询服务公司Recognition Management Institute的总裁罗伊•桑德森(Roy Saunderson)说。“有些奖赏办法把标准定得太低了,几乎每个人都能完成指标拿到奖金。”当然,职场专家表示,有时候自我表现还是有助于职位晋升的。“大多数时候,经理们都不太注意下属为达成一个目标所付出的辛劳,” 密苏里州坎萨斯城保险经纪公司Lockton Cos. LLC人力资源部的资深副总裁乔-安•加斯汀(Jo-Ann Gastin)说。“如果一个员工真的有出色表现,就应该让自己的上司知道。”
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