英汉文章Motivatingyourstaff–激励你的员工.docVIP

Motivating your staff 激励你的员工 赠人玫瑰手有余香，谢谢参阅！ Every manager wants to be in charge of an effective, hard working and motivated team. However, teams only perform like this if their managers are motivating them effectively. An increasingly popular way in business to increase both a workforces productivity, and their motivation, is a three point plan of action called ABR. Analyze. Benchmark. Reward. Analyze. Benchmark. 每位經理人都希望自己能帶領有效率、勤奮和自動自發的團隊。 然而，團隊要有這樣的表現，首先需要經理人能夠有效的激勵團隊。 商場上越來越多人使用「ABR」三點行動計劃這個方法，來增進勞動人口的生產力、提升他們的士氣。「ABR」分別指的是分析 (Analyze)、基準 (Benchmark)、獎勵 (Reward)。 分析(Analyze) 基準點(Benchmark) Reward. First, a manager has to sit down with each of their staff to analyze the skills they need to complete their daily work, and what are their most common mistakes. This is done in a collaborative way, as (a)) it gives employees a chance to tell their manager the problems they have, and (b)) the employees feel theyve got a say in their future objectives. Both of these increase staff motivation. Its a big job. 獎勵(Rewards) 第一，經理必須和每位員工一同坐下並分析他們完成日常工作所需的能力，已及他們最常出現的錯誤。 這必須要透過共同合作才能完成，a.這讓員工有機會告訴經理他們遇到的問題，b.則是這麼做讓員工感覺自己對未來的目標能表達意見。 這兩者都能增加員工的工作動力。 這是個很大的工作。 But when its done, the managers can set realistic benchmarks for their employees. In other words, just how much of a realistic improvement can each team member make during a three month period? And how can their manager help them do this? Again, because the employees are involved in setting these benchmarks, they feel more motivated to reach them. After three months their performance is assessed, and those who have reached or surpassed their targets are rewarded. 但當這項任務完成後，經理就能設定實際的基準點給員工。 換句話說，每位團員在三個月內能達到多少實際的改善？ 他們的經理又能怎麼協助他們呢？ 再強調一次，因為員工在設定標準時有參與感，他們在執行的時候也會較有達成的動力。 三個月後會評估他們的表現，有達到或超越表準的人會受到獎勵。 High achievers dont necessarily have to be rewarded with cash. They can be rewarded with vouchers that allow them to buy your companys product cheaply. Or, if theyre not interested in this, they can be given vouchers that add up