Quando dico “bonus,” I’m not talking about a Christmas card from the boss with a $20 buono regalo per Starbucks. Non sto parlando di token di apprezzamento. Sto parlando di un bel bonus di fine anno che dice che il tuo datore di lavoro ritiene che valga la pena investire.
Nella nostra ultima lezione, Ho parlato di come dimostrare il tuo valore attraverso il tuo approccio al lavoro. Oggi, Voglio concentrarmi non solo sul tuo approccio, ma sul lavoro stesso. Quando tutto è detto e fatto, è la tua performance che verrà valutata sopra ogni altra cosa. Quindi come puoi dimostrarlo?
Sappiamo tutti che il denaro non è l'unico incentivo sul posto di lavoro, ma è sicuramente efficace. Nothing beats a nice cheque at the end of the year to say “thanks for all the hard work.” That bonus can help us enjoy the holiday season more, e sentiti meglio quando torni in ufficio al termine della vacanza.
Così, come puoi assicurarti di ottenere quel bonus? O come puoi aumentare la dimensione del tuo bonus? Bene, prima di tutto, se hai appena iniziato a pensarci adesso, potresti essere sfortunato. A dicembre non puoi semplicemente fare schifo al tuo capo e aspettarti di essere ricompensato. Se stai cercando una soluzione semplice al duro lavoro, Mi dispiace deluderti.
E se pensi di meritare un bonus perché ti sei presentato puntualmente ogni giorno e non sei mai uscito presto, poi ripensaci. Se produci hamburger al McDonalds, allora il tuo datore di lavoro ti paga per il tuo tempo, sotto forma di un salario. Ma in contesti professionali, dove le persone guadagnano stipendi, non è il tuo tempo che paga il tuo datore di lavoro. È il tuo valore.
Bentornato al Business English Pod per la lezione di oggi su resolving conflictin the workplace.
Conflict happens. There’s no way around it. But not everyone has the same attitude toward conflict. Some people run from it, or refuse to even admit it exists. Other people acknowledge it but simply hope it goes away on its own. And some people are able to approach it with confidence, dealing with it openly and honestly.
The first step in conflict resolution is for the people involved to sit down and try to work it out themselves. But that doesn’t always work, and in many cases it takes a third party to attempt to find solutions. That third party might be a peer, o collega. But mostly it’s a manager or leader. Infatti, helping mediate conflict between people is an important function of a manager.
Effective mediation is a tricky business. You need to help people have the open and honest conversations that they might not be able to have on their own. Part of that involves ensuring each person has their turn to speak. One of your aims, ovviamente, is common understanding, so you may need to encourage empathy and confirm understanding at different steps along the way.
As a conflict mediator, your ultimate aim it to find a solution. Fare quello, you’ll want to have people agree on a common goal. You may also ask them to focus on positive actions, rather than negative ones. Positive actions are more solution-focused.
Nella finestra di dialogo di oggi, we’ll continue hearing about a conflict between Trevor and Andrew, two retail managers in the same company. Trevor has tried talking with Andrew about their personal conflict, but they haven’t been able to reach a clear solution. So their boss Ann has stepped in as a third-party to help resolve the conflict.
Domande d'ascolto
1. What does Ann do when Trevor interrupts Andrew at the start of the dialog? 2. After Andrew explains his side of the story, what does Ann ask Trevor? 3. What is the common goal for the solution Ann proposes?
Welcome back to Business English Pod for today’s lesson on how to resolve conflict.
Just say the word “conflict” and people usually get uncomfortable. Most people want to avoid conflict at all costs. But conflict in the workplace is unavoidable. Infatti, it’s a natural result of people working in groups. And in a healthy organization, conflict can actually be constructive. It can lead to personal and professional growth, as well as new ideas and ways of working.
But those positive results of conflict can only be realized if people are willing to face conflict directly and honestly. If people ignore conflict, or refuse to face it, then bad things can happen. Unresolved conflict leads to toxicity and poisoned relationships or teams. Given enough time, it can destroy a company.
So if you experience conflict with someone at work, what can you do? Bene, the first step involves trying to work things out one-on-one. You need to talk, privately and openly. And when you do, it’s important to focus on the impact of the other person’s behavior and to try to identify the root cause of the problem. Allo stesso tempo, you should consider the other sides views and ask them about their perceptions, rather than just focusing on yours. Stick to the facts as you try to resist arguing, and always look for possible solutions.
Nella finestra di dialogo di oggi, we’ll hear a retail manager named Trevor try to resolve a conflict he’s having with Andrew, a manager at another store in the same company. Trevor is trying to calmly deal with the situation and find a way to improve their working relationship.
Domande d'ascolto
1. What does Trevor say he felt as a result of Andrew’s behavior? 2. How does Trevor respond when Andrew gives him examples of employees that have changed workplaces? 3. What solution does Trevor propose?
Welcome back to Business English Pod for today’s lesson about discussing staffing issues over the phone.
One of a company’s most valuable assets is its staff. A good staff can mean the difference between success and failure. But even with an excellent staff, every manager knows there will be challenges. I don’t mean big problems, just the regular, ongoing challenges of planning, hiring, training, and support.
Everyone knows the importance ofcapacità di comunicazionein business, especially when it comes to HR and staffing. But effective communication is even more important on the phone, because everything depends on technique and your choice of words.
Discussing any sort of issue on the phone might start with informing someone, like your boss, of a problem or challenge. And when you do that, you should also be sure to show how you’ve taken ownership of the challenge. Ovviamente, staffing costs money, which means dealing with issues might involve asking for budget approval. E, if you’re discussing turnover of staff, you might also have to outline retention strategies, or ways of keeping good people around. Finalmente, any time you present an idea, you’ll probably want to want to gauge support for that idea.
Nella finestra di dialogo di oggi, we’ll hear Cam and Annette. Cam is a production manager for Boston Vintage, an American clothing company with an office in China. Annette works in the China office, and she’s calling Cam to discuss some staffing issues. Come sentirai, she’s dealing with the resignation of an important company employee.
Domande d'ascolto
1. What does Annette say she could have done to avoid the issue? 2. What are Annette’s ideas about retention, or how to keep good people at the company? 3. Why does Annette ask about “head office” near the end of the dialog?