考研英语阅览《经济学人》读译参阅Day1736_there_an_说话

• gong2022



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• on 8月 20, 2023

原标题：考研英语阅览 | 《经济学人》读译参阅 day1736

本系列给同学们推送的是经济学人读译参阅文章，我们可以测验翻译一下，坚持操练，不只对考研英语的阅览了解有所协助，还能前进翻译水平。记住和研友们共享哦，等待持续重视~

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后台回复“经济学人”，可以查看合集哟

text 1736

离任说话有意义吗？（上）

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is there a point to exit interviews?“do you feel your job deion has changed since you were hired?”“what prompted you to start looking for another position?”such questions are typical of the exit interview, to which an email from hr may invite you after you’ve handed in your notice.do you accept?and if so, how honest should you be with your soon-to-be-ex-employer during the discussion?just like humans, corporate entities do not want to admit their faults.as such, many companies deal with resignations badly.exit interviews may help them do better.more important, understanding why workers leave is critical if you want to stop more of them heading for the exit.recruiting and training top talent is a big cost for firms, particularly those in the service sector, so anything that can be done to reduce staff turnover is valuable.poaching is part of any competitive industry, so knowing what drew an employee to a different firm can be useful, too.

译文

离任说话有意义吗？“自从你被选用以来，你是不是觉得你的岗位责任发生了改变？”“是啥让你初步想换作业？”这样的疑问在离任说话中很常见，在你递送辞去职务信后，人力本钱部可以会发电子邮件，请你参加离任说话。你情愿去吗？情愿的话，在说话时，你大约对你的准前雇主多诚笃呢？就像人相同，公司也不想招认自个的差错。因而，许多公司都处置不好辞去职务疑问。离任说话可以会有所助益。更重要的是，要想阻挡更多职工离任，晓得离任缘由至关重要。招聘和培训顶尖人才对公司来说是一笔无量的本钱，特别是那些效能作业的公司，所以任何可以降低职工活动率的作业都是有价值的。任何竞赛剧烈的作业都少不了挖墙脚，所以晓得职工为啥会被另外公司挖墙脚也是很有用的。

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former employees who leave happy can in future fill a role as corporate ambassadors.for firms the best exit interview is the one that doesn’t happen.a study conducted by the harvard business review concluded that they should be “the culmination of a series of regular retention conversations”.such attempts will not work every time, or even often—staff churn is a fact of corporate life.for unsalvageable cases, some firms arrange a one-to-one conversation with the leaver’s manager.others offer an online form, which is less personal but provides the opportunity to collate feedback easily.such exchanges are best scheduled after the initial rush of emotion has passed but before the employee has checked out mentally.the information gleaned can be revealing.in some firms, it travels all the way up to the board.the incentives for a departing employee are less clear.(if you are pursuing legal action against your employer, your lawyer is likely to tell you to avoid the interview altogether.)it is tempting either to ignore everyone and just walk away or, conversely, to really let rip.“when one burns one’s bridges,” wrote dylan thomas, “what a very nice fire it makes.”but le

tting off steam by unburdening yourself of all the wrongs and little things that ever upset you is a shallow game.

译文

职工假定在离任的时分很满足，将来或许能 公司做宣传。关于公司来说，最佳的离任说话其实是不会发生的说话。《哈佛商业谈论》的一项研讨结论称，进行究竟的离任说话前，公司大约好时进行一系列留用说话。这些说话不会每次都收效，甚至不会常常收效–关于公司而言，职工丢掉在所不免。关于无法款留的职工，一些公司会组织与离任人员的司理进行一对一说话。其他公司则会供给在线表格，尽管不那么私家化，但可以便利地收拾反应。这样的交流最佳组织在职工萌发去意的激动不见之后，和职工去意已决之前。这时搜集到的信息会很有启示性。在一些公司，这些信息会一路传到董事会。对离任职工的鼓励办法则不那么清楚。(假定你要对雇主采纳法令行为，你的律师很可以会劝你爽性不要参加离任说话。)无视一切人，一走了之，或许与之相反，撕破脸皮，不管哪种做法都对离任职工很有引诱力。狄兰·托马斯写道：“当一自个把后路烧掉时，发生的火焰是多么美啊。”可是，脱节一切让你烦恼的差错和小事，以此来发泄心境，这种做法很浅陋。回来搜狐，查看更多

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