“我们的上司，还ｏｋ吗？” 新来的经理战战兢兢地问我们。
“像天气。” 工作了十年的莫经理回答。
我迟疑了一阵，说“我们的上司提供很好的训练，将来无论你去到哪里，都没问题了。”
“哈哈你怎么迟疑了。。。而且你说的太圆滑了！” 另一个新男同事说。
我才加入这间公司１０个月，部门的同事却几乎每个月走了一个，如今同事全都来了个大洗牌，来了８个新同事，包括助理、执行员、副理和经理。而我，莫名其妙，变成了“老鸟”，新同事都在问我关于公司文化、上司喜好等等。
对于这一切改变，真的很令人错愕。反过来思考，这对我为尝不是件好事。因为我知道，作为部门最新的人，并不是很好的感觉。
昨天新旧同事们一起吃午餐，而上司出外工干了，大伙难得放松谈天，讨论起这里的工作状况来了。大家左一句、右一句，看的出来，新同事真的被我们吓坏了，对于公干的总经理，抱着忐忑不安的心情。我也不知道，这种预告，对他们而言，是不是好事。也许提前作心理准备是好事，但是从此建立了一种偏见，也可能不是件好事。
我加入的时候，并没有任何预告。对于上司的作风，我可是亲身经历了才学乖。对于这个总经理，我对他的心情，是五味杂全的。
他的能干有魄力、清晰有条理的思绪、认真要求完美的心态、聪慧的生意头脑、营养知识的渊博、做决定的果断、神速的领悟力，令我心悦诚服，誓要追寻。一个强势聪明的上司，可以让下属突飞猛进，快速成长。他给你的方向，是清晰的，是绝对的。
他要你思考不盲从，他要你追上他的步伐，以他的程度方式思考做事。他很注重汇报工作，他需要时时掌握你的进度。同时，他也爱恨分明，性格刚烈。他愤怒的时候，火焰滠入办公室各角。你看不见他，却可以在空气里感受到他的情绪，这种情绪，好像电波磁场，影响着你的心情，你快乐不起来。当电话响起，显现出他的名字，那一秒，你的心跳不是停止，就是加速。当你接下电话，从他喊你名字的方式，你就可以知道他的心情，你的命运。
因此，如果你没有一定的资质，你会窒息。
然而，当他称赞你的时候，你会觉得自己在九霄云外，精神气爽。你会觉得一切都值得，只要他一个眼神的肯定。他的能力很强，因此被这样一个人称赞，是一种无法言喻的满足。
他骂人的时候，声音从房里飘出，在座的所有同事都会把皮绷得超紧，坐如针毯，祈祷着自己不会中招。因为城门失火，殃及池鱼。
面对这样一个上司，岂是 ok 不 ok可以表达呢？
Saturday, May 19, 2012
Sunday, April 1, 2012
Top 10 Reasons Why Good Employees Quit
I came across this article and think it is very true. For sharing purpose:
Top 10 Reasons Why Good Employees Quit
By Shel Myeroff
According to the US Department of Labor and Statistics, turnover can cost an organization 33% of an employee’s total compensation including both salary and benefits. But the impact is not only financial it also affects employee morale. Therefore, it would be prudent for hiring managers to focus on reducing turnover rates but in order to do that they must first understand the reasons why employees quit.
There have been many studies and articles written on why good employees leave their current positions. As a veteran search consultant, I have heard an infinite number of reasons first hand. Over the years, I have identified and compiled a list of what I feel are the “Top Ten” reasons why good employees quit:
1) The job was not as expected. All too often the job changes from the original description and what was promised during the interviewing stages. It becomes painfully clear to the new hire that their new company played the bait and switch game which ultimately leads to mistrust. The new hire is now thinking, “What else are they lying about?”
2) Work/Life imbalance. There are times when management demands that one person do the jobs of two or more people. This is especially true when a company downsizes or restructures resulting in longer hours and possible weekend work. Employees are often forced to choose between a personal life and a career.
3) Mismatch between job and new hire. No matter how much you love the candidate, don’t hire them unless they are truly qualified for the job and they mesh with your company culture. Too many times, I’ve seen hiring managers try to fit a square peg into a round hole especially when it comes to a sales position.
4) Management freezes raises and promotions. Money isn’t usually the first reason why people leave an organization but it does rank especially when an employee can find a job earning 20-25% more somewhere else. Make sure your wages are competitive and your benefits package is attractive. Resources like www.salary.com can provide accurate and appropriate information.
5) Feeling undervalued. It’s human nature to want to be recognized and praised for a job well done. And in business, recognizing employees is not simply a nice thing to do but an effective way to communicate your appreciation for their efforts and successes while also reinforcing those actions and behaviors that make a difference in your organization.
6) Lack of decision-making power. Too many managers micromanage down to the finest detail. Empower your employees and allow them the freedom make suggestions and decisions. I realize that Empowerment is a ‘catch-all’ term for many ideas on employee authority and responsibility; but as a broad definition it means giving employees latitude to do their jobs and placing trust in them.
7) Too little coaching & feedback. Many managers have no clue on how to help employees improve their performance. In addition, many managers put off giving feedback to employees even though they instinctively know that giving and getting honest feedback is essential for growth and in building successful teams and organizations. Your role as a manager is to help your people find the right behavior, not just tell them what to do.
8) Management lacks people skills. Remember that many managers were promoted because they did their first job well, but that doesn’t mean they know how to lead others. People skills can be learned and developed but it really helps if a manager has the natural ability to get along with people and motivate them.
9) Too few growth opportunities. One of the most common reasons employees express for leaving their jobs is lack of challenge and potential for career growth. The most successful employers find ways to help employees develop new skills and responsibilities in their current positions.
10) Loss of faith and confidence in corporate leaders. With employees being asked to do more and more, they see less evidence that they will share in the fruits of their successes. More often than not, when revenues and profits are up, employers are still thinking competitive wages but employees are thinking bonuses, stock options and creative development opportunities.
Top 10 Reasons Why Good Employees Quit
By Shel Myeroff
According to the US Department of Labor and Statistics, turnover can cost an organization 33% of an employee’s total compensation including both salary and benefits. But the impact is not only financial it also affects employee morale. Therefore, it would be prudent for hiring managers to focus on reducing turnover rates but in order to do that they must first understand the reasons why employees quit.
There have been many studies and articles written on why good employees leave their current positions. As a veteran search consultant, I have heard an infinite number of reasons first hand. Over the years, I have identified and compiled a list of what I feel are the “Top Ten” reasons why good employees quit:
1) The job was not as expected. All too often the job changes from the original description and what was promised during the interviewing stages. It becomes painfully clear to the new hire that their new company played the bait and switch game which ultimately leads to mistrust. The new hire is now thinking, “What else are they lying about?”
2) Work/Life imbalance. There are times when management demands that one person do the jobs of two or more people. This is especially true when a company downsizes or restructures resulting in longer hours and possible weekend work. Employees are often forced to choose between a personal life and a career.
3) Mismatch between job and new hire. No matter how much you love the candidate, don’t hire them unless they are truly qualified for the job and they mesh with your company culture. Too many times, I’ve seen hiring managers try to fit a square peg into a round hole especially when it comes to a sales position.
4) Management freezes raises and promotions. Money isn’t usually the first reason why people leave an organization but it does rank especially when an employee can find a job earning 20-25% more somewhere else. Make sure your wages are competitive and your benefits package is attractive. Resources like www.salary.com can provide accurate and appropriate information.
5) Feeling undervalued. It’s human nature to want to be recognized and praised for a job well done. And in business, recognizing employees is not simply a nice thing to do but an effective way to communicate your appreciation for their efforts and successes while also reinforcing those actions and behaviors that make a difference in your organization.
6) Lack of decision-making power. Too many managers micromanage down to the finest detail. Empower your employees and allow them the freedom make suggestions and decisions. I realize that Empowerment is a ‘catch-all’ term for many ideas on employee authority and responsibility; but as a broad definition it means giving employees latitude to do their jobs and placing trust in them.
7) Too little coaching & feedback. Many managers have no clue on how to help employees improve their performance. In addition, many managers put off giving feedback to employees even though they instinctively know that giving and getting honest feedback is essential for growth and in building successful teams and organizations. Your role as a manager is to help your people find the right behavior, not just tell them what to do.
8) Management lacks people skills. Remember that many managers were promoted because they did their first job well, but that doesn’t mean they know how to lead others. People skills can be learned and developed but it really helps if a manager has the natural ability to get along with people and motivate them.
9) Too few growth opportunities. One of the most common reasons employees express for leaving their jobs is lack of challenge and potential for career growth. The most successful employers find ways to help employees develop new skills and responsibilities in their current positions.
10) Loss of faith and confidence in corporate leaders. With employees being asked to do more and more, they see less evidence that they will share in the fruits of their successes. More often than not, when revenues and profits are up, employers are still thinking competitive wages but employees are thinking bonuses, stock options and creative development opportunities.
Wednesday, February 1, 2012
They came all the way from Hokkaido
Office life could be plain dull and not exciting at times.
Pressure from the superior,
Never finished tasks,
Changes to your already familiar job scope,
Sometimes I start wondering the meaning of life...
It had been half a year since I started working for my current company. It is not an MNC, but considered very established with business crossing several countries, being well-known in Malaysia, Hong Kong and Taiwan. As I am in the product development department for health foods, we are constantly approached by suppliers, proposing products to us, and followed by business talks that lasts for hours.
I am still new to the company, thus, I really don't have much experience on talking face-to-face with suppliers, especially Foreign Suppliers! Yesterday, 2 Japanese suppliers flew all the way from Hokkaido to my office to have a session with my GM and I, wanting to discuss about 2 on-going projects. It was the 1st time I spent time with Japanese, though I had seen Japanese dramas for ages.
1 of them, Kohei, is a phD holder , standing all tall, confident and witty. He doesn't look Japanese, but like an American born Chinese. I later learned that he worked as research lecturer in Nebraska for several years before coming back to Japan. The other one, Takashi, has the classic Japanese appearance, and he totally reminds me of the Crown Prince Naruhito. They presented us with some small gifts, nicely wrapped green tea and lavender essence. Japanese has one of the prettiest packaging, and I love it!
We talked business for 2 hours. They were wearing tux and ties, being all formal, which is predicted. My GM is a smart & quick lady, she has a business mind, fast to pick up hints/clues/opportunies in each word uttered by suppliers. The day before, I had informed her about the inconclusive and less than convincing lab report supplier had sent to us on the product efficacy. I didn't expect her to talk about that matter 1st thing in the meeting. But that truly made the suppliers nervous. I had to gave her credit for such a choice. Kohei took out his handkerchief and started wiping his forehead. Later on, he removed his coat. I suppressed a grin, my GM clearly could make a man nervous! Even a Dr!
It is tradition I guess, for us to have lunch with suppliers. This is the time to try out nice and expensive food. But it is not a time to enjoy, because that's a business lunch. I hate this kind of meals actually, this is when the superior keeps on judging on your behaviour and performance, leaving me with no more appetite. So 3 females (me, GM, Senior Manager) ate together with 6 men (Japanese + Americans). When the main course arrived, GM and Senior Manager started spooning dishes into our suppliers' plates, playing host. For a minute, I was wondering whether I should follow suit , but I held my ground, because I was worried of making a mess amidst the spooning act eg. dropping dishes half way on the table blah blah, that would be embarrasing. But GM spoke to me in Cantonese : Samantha, start working! That was her way of telling you, serve the suppliers & start spooning dishes for them. I did as instructed. But I must admit, it's funny to be serving men who are so much older than I am.
Communication was all in English. But it isn't easy to understand their English, due to accent. Sometimes they sound Japanese, even though they are speaking in English. But overall, I really like them, my Japanese suppliers. They are different from Malaysians, but not totally different, like Westerners. We talked about non-business things over the meal. Sometimes we run out of things to say, and the table turns quiet. There goes the art of socialising. It is challenging actually.
The old Japanese gentleman beside me tried to make conversations. He asked me about my Zodiac! He actually knows about the 12 animals and each year represented by a different animal zodiac. I knew then he wanted to guess my age, well, not a problem. I told him I am born in the Tiger year. And he was counting on his fingers straight away, successfully guess on my age. Then he asked whether I am single. Well, it doesn't sound that strange when it is asked by a grandfatherly man in 70s. He then pointed to Takashi on my other side, saying, "He is single". Lol!
After lunch, the suppliers stayed in our office , since they flight is late at night. I were to have dinner with them as well, meaning OT. This round, we let them tried typical Malaysian food such as Nasi Lemak, Fried Kuey Tiao, Prawn Mee, Asam Laksa, ABC, Chendol, Otak-otak and Bubu caca. These food are so typical, that I really wont have a second look at them. But Japanese isn't familiar with these food. And it was cute listening to my Senior Manager explaning about each dish to them, what it is made of, how does it taste blah blah. I really need to learn the art of being a good host, cause I didn't think about explaining the dishes at all. Believe me, it is totally not easy, when you want to explain and describe your everyday food, from another person's view.
At night after dinner, we had some group photoes and I waved them off in front of my office building. They were heading towards the airport. Guess what, they would arrive Tokyo in the morning. And they had go enter the office straight to work! If I were them, I would surely take a day's leave :P! I need to salute to their professional etique .
Their visit seems like a fresh flow of spring into the dull office life. If only my company will send me to Hokkaido for a visit ..... Well, extremely unlikely.
Pressure from the superior,
Never finished tasks,
Changes to your already familiar job scope,
Sometimes I start wondering the meaning of life...
It had been half a year since I started working for my current company. It is not an MNC, but considered very established with business crossing several countries, being well-known in Malaysia, Hong Kong and Taiwan. As I am in the product development department for health foods, we are constantly approached by suppliers, proposing products to us, and followed by business talks that lasts for hours.
I am still new to the company, thus, I really don't have much experience on talking face-to-face with suppliers, especially Foreign Suppliers! Yesterday, 2 Japanese suppliers flew all the way from Hokkaido to my office to have a session with my GM and I, wanting to discuss about 2 on-going projects. It was the 1st time I spent time with Japanese, though I had seen Japanese dramas for ages.
1 of them, Kohei, is a phD holder , standing all tall, confident and witty. He doesn't look Japanese, but like an American born Chinese. I later learned that he worked as research lecturer in Nebraska for several years before coming back to Japan. The other one, Takashi, has the classic Japanese appearance, and he totally reminds me of the Crown Prince Naruhito. They presented us with some small gifts, nicely wrapped green tea and lavender essence. Japanese has one of the prettiest packaging, and I love it!
We talked business for 2 hours. They were wearing tux and ties, being all formal, which is predicted. My GM is a smart & quick lady, she has a business mind, fast to pick up hints/clues/opportunies in each word uttered by suppliers. The day before, I had informed her about the inconclusive and less than convincing lab report supplier had sent to us on the product efficacy. I didn't expect her to talk about that matter 1st thing in the meeting. But that truly made the suppliers nervous. I had to gave her credit for such a choice. Kohei took out his handkerchief and started wiping his forehead. Later on, he removed his coat. I suppressed a grin, my GM clearly could make a man nervous! Even a Dr!
It is tradition I guess, for us to have lunch with suppliers. This is the time to try out nice and expensive food. But it is not a time to enjoy, because that's a business lunch. I hate this kind of meals actually, this is when the superior keeps on judging on your behaviour and performance, leaving me with no more appetite. So 3 females (me, GM, Senior Manager) ate together with 6 men (Japanese + Americans). When the main course arrived, GM and Senior Manager started spooning dishes into our suppliers' plates, playing host. For a minute, I was wondering whether I should follow suit , but I held my ground, because I was worried of making a mess amidst the spooning act eg. dropping dishes half way on the table blah blah, that would be embarrasing. But GM spoke to me in Cantonese : Samantha, start working! That was her way of telling you, serve the suppliers & start spooning dishes for them. I did as instructed. But I must admit, it's funny to be serving men who are so much older than I am.
Communication was all in English. But it isn't easy to understand their English, due to accent. Sometimes they sound Japanese, even though they are speaking in English. But overall, I really like them, my Japanese suppliers. They are different from Malaysians, but not totally different, like Westerners. We talked about non-business things over the meal. Sometimes we run out of things to say, and the table turns quiet. There goes the art of socialising. It is challenging actually.
The old Japanese gentleman beside me tried to make conversations. He asked me about my Zodiac! He actually knows about the 12 animals and each year represented by a different animal zodiac. I knew then he wanted to guess my age, well, not a problem. I told him I am born in the Tiger year. And he was counting on his fingers straight away, successfully guess on my age. Then he asked whether I am single. Well, it doesn't sound that strange when it is asked by a grandfatherly man in 70s. He then pointed to Takashi on my other side, saying, "He is single". Lol!
After lunch, the suppliers stayed in our office , since they flight is late at night. I were to have dinner with them as well, meaning OT. This round, we let them tried typical Malaysian food such as Nasi Lemak, Fried Kuey Tiao, Prawn Mee, Asam Laksa, ABC, Chendol, Otak-otak and Bubu caca. These food are so typical, that I really wont have a second look at them. But Japanese isn't familiar with these food. And it was cute listening to my Senior Manager explaning about each dish to them, what it is made of, how does it taste blah blah. I really need to learn the art of being a good host, cause I didn't think about explaining the dishes at all. Believe me, it is totally not easy, when you want to explain and describe your everyday food, from another person's view.
At night after dinner, we had some group photoes and I waved them off in front of my office building. They were heading towards the airport. Guess what, they would arrive Tokyo in the morning. And they had go enter the office straight to work! If I were them, I would surely take a day's leave :P! I need to salute to their professional etique .
Their visit seems like a fresh flow of spring into the dull office life. If only my company will send me to Hokkaido for a visit ..... Well, extremely unlikely.
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