職場雙語：老板該如何歡迎新員工

時間：2020-10-25 19:10:33 商務英語我要投稿

職場雙語：老板該如何歡迎新員工

　　For most managers, finding the right person for an open position is the biggest hurdle in hiring. But getting new hires on solid ground is key to making sure they will be effective on the job, says Karen Lawson, president of Landsdale, Pa.-based Lawson Consulting Group Inc. and author of, ’New Employee Orientation Training.’
　　對大多數管理者來說，為一個崗位找到合適的人選是招聘時的最大挑戰；但只有讓新員工適應新的工作環境，才能確保他們能把工作做好，賓夕法尼亞州 Landsdale市羅森咨詢集團公司(Lawson Consulting Group Inc.)的總裁凱倫.羅森(Karen Lawson)說，她也是《新員工入職培訓》(New Employee Orientation Training)一書的作者。
　　Here are some steps managers can take to make the transition smooth:
　　管理者可以采取以下一些方法，讓新員工的轉型更為順利。
　　-- Inform your staff. --通知老員工。
　　Even a simple email will help put staff at ease when an unfamiliar face shows up at the office. If the new hire is part of a structural change, Ms. Lawson recommends managers be as open as possible with existing staff to avoidtension. Host an informal meeting or send a memo detailing how the new employee’s responsibilities will fit in with other roles.來源：

職場雙語：老板該如何歡迎新員工

　　當有陌生的臉出現在辦公室時，一份簡單的電子郵件通知能讓老員工感覺更舒服。如果新員工的到來是一種結構上的調整，羅森建議管理者向現有的員工開誠布公地進行溝通，以免產生緊張情緒。舉行一個非正式會議，或者發一份備忘錄，詳細說明新員工在職責定位上如何與其他員工互動。
　　-- Make space. --給新員工空間。
　　It’s important for new hires to have an office or cubicle space to call their own off the bat. While it sounds simple enough, securing a desk, computer, phone and email address for a new employee can become a logistical nightmare when left to the last minute, says Ms. Lawson. Without it, a new hire’s first few days on the job will be unsettling -- and it is something most people don’t forget, even if a joke is made of it later on.
　　讓新員工有一個能稱之為獨立空間的辦公室或小隔間非常重要。雖然聽上去很簡單，但在很短的時間內安排出一張辦公桌、一臺電腦、一部電話和相應的電子郵件可能非常困難，羅森說道。沒有獨立辦公空間的話，新員工頭幾天的日子會很不好過。這種窘迫會讓大多數新員工終生難忘，即使將來他們只是帶著調侃的語氣來回顧那段日子。
　　-- Find face time. --找時間當面溝通。
　　It’s tempting to send an assistant to bring in a new employee from the reception desk or to have your new hire ask a neighbor where to go for pens or coffee, but taking the time to greet new employees in person and show them the ropes makes a critical first impression. ’This is not something that can be delegated,’ says Ms. Lawson. ’It really sets the tone.’ And be sure to also include those people who may be out of sight, but who are critical to know. The shipping clerk in the basement might be the person everyone needs to know, but rarely sees, says George Bradt, author of ’Onboarding: How to Get Your New Employees Up to Speed in Half the Time.’ Mr. Bradt advises managers keep in mind the social network of the office, for example, pointing out the person in charge of the softball team. It is important for a new hire to have someone on his or her level to turn to for help. Assign a ’buddy’ to help make a new hire feel more connected to colleagues.
　　讓助手把新員工從前臺帶進辦公室，或讓新人自己去問旁邊的'同事筆在哪兒取，咖啡在哪兒拿，這樣做似乎很省事，但花時間親自迎接新員工并給予一些幫助，會讓他們對你的第一印象極其深刻。“這些事情不能授權，”羅森說，“因為它能確定員工關系的基調。”此外，還要確保讓新員工認識那些不常露面但很重要的人，比如地下室負責收發工作的辦事員，因為每個人都需要認識他，卻很少看到他，《如何讓你的新雇員迅速適應工作》(How to Get Your New Employees Up to Speed in Half the Time)一書的作者喬治.布萊特(George Bradt)說道。布萊特建議管理者關注辦公室里的社交網絡，比如告訴新員工哪個是壘球隊的隊長。對新人來說，在同一級找到一個能幫忙的人非常重要。派一個“搭檔”給新員工，能讓他感到自己與同事之間的關系更為融洽。
　　-- The unwritten rules. --點出潛規則。
　　Every office has rules you won’t find in the HR manual. Be sure on the first few days to point out those subtleties to new employees. Think about daily routines while giving a tour of the office -- the coffee pot everyone on staff is responsible for, the lunch room, the places where bosses tend to congregate -- and highlight those so that a new hire can feel familiar with the office culture. ’I’ve seen people have really bad experiences because no one ever told them what the unwritten practices are,’ says Ms. Lawson.來源：考試大
　　每個辦公室都有在人力資源手冊中找不到的潛規則，一定要在新員工上班的頭幾天里，把這些微妙的東西向他們挑明。在帶他們熟悉辦公室時，想想自己平時都干些什么，并把一些值得注意的地方告訴他們，比如咖啡機每個人都要負責清洗，在哪個房間吃午飯，老板們通常在哪兒碰頭聊天等等。這樣一來，新員工就能感覺自己正在融入辦公室的文化之中。“我見過有些新員工剛進公司就把事情搞得一團糟，因為沒人告訴他們辦公室里有哪些潛規則。” 羅森說道。來源：考試大
　　-- Set goals. --設定目標。
　　Once a new employee is settled into the office, it is important to sit down to discuss and establish a short- and long-term plan. Early on, employees should have a clear understanding of management’s expectations and how they will be reviewed. From there, Ms. Lawson suggests holding weekly one-on-one meetings for the first month or so. ’Bringing an employee on board is a process that needs to take place over weeks and months,’ she says. ’It’s not just a one-time event.’

　　新員工一旦安頓下來，管理者就有必要和他們一起坐下來，討論并確定一個他們在公司發展的短期和長期規劃。剛開始的時候，新員工就應該對管理者的期望值以及對工作表現的考核方式有一個清晰的認識。在此基礎上，羅森建議在新員工入司的頭一個月左右，管理者每周與他們一對一地談一次。“讓新員工適應新環境需要一個過程，可能要花幾周時間，甚至幾個月時間。”她說，“這不能一蹴而就。”:

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