雙語揭秘想炒老闆魷魚時 辭職信該怎麼寫

雙語揭秘想炒老闆魷魚時 辭職信該怎麼寫

　　I have, unfortunately, decided to resign from my job, and Iwill not be leaving on good terms. I have been subject toharassment and other unfair treatment, and have been fearful ofbeing terminated. Rather than pursue the legal route, I wouldrather extract myself, at some urgency, and retain what integrity Ican。

　　我決定辭職，糟糕的是，這不是高高興興的離開。我一直遭受騷擾和其他不公平對待，而且害怕被解僱。我沒有走法律途徑，而是決定在緊急情況下自己走人，並儘量保全自己僅剩的一點尊嚴。

　　While it is my direct manager who I feel is mistreating me, itis likely that I will see this person on a regular basis atmeetings and conferences in our very small field. I do not wish toadd to any negativity that she has already created。

　　儘管我覺得對我不公平的是我的直屬上司，但在這個很小的圈子裡，我可能會頻繁地在各種會議上見到這個人。我不希望增加她已經做出的負面評價。

　　Any tips on what to include, and what not to include, in aresignation letter? ANONYMOUS

　　關於辭職信裡要寫什麼，不要寫什麼，有什麼建議嗎？匿名讀者。

　　When the circumstances of one’s departure are unpleasant, itcan be tempting to use the resignation letter as a forum forgetting the last word. That’s a mistake. As a general rule, it’sbetter to keep a resignation letter as minimal as the circumstancesallow。

　　當辭職時的形勢不太好時，把辭職信當做渠道來表達意見，希望擲地有聲的做法可能頗有吸引力。但這是錯誤的。一般的原則是，在情況允許的情況下，讓辭職信儘可能簡練。

　　In some cases — and, I suspect, in this one — that can be veryminimal. State that you’re resigning, and give adequate notice.Your dissatisfaction will be clear enough from the fact of theresignation itself, so there’s no need to reiterate it. Limit anyexplanation to the boilerplate basics, whether you’re 「accepting anew opportunity」 or have concluded this job is 「not an idealfit。」

　　在一些情況下——我想您的情況就是如此——辭職信可以非常簡練。說明你要辭職，並留出足夠的時間提前通知。從辭職這件事本身，就能非常清楚地表明你的不滿，因此沒有必要重申。把一切解釋都限制在常用的基本原因以內，不管是你「將接受一個新機會」，還是斷定這份工作「不是非常合適」。

　　If you want to send a no-hard-feelings signal for the sake offuture conference-circuit encounters, put in some vaguely positivestatement: You』ve enjoyed 「aspects of the job」 or 「learned a lot。」(The latter phrase is handy because it sounds nice but could meanalmost anything。)

　　如果因為將來還會在會議圈裡碰到，而希望傳達出你並未心懷怨恨的信號，那就寫一些稍微積極一點的話：比如你喜歡「這份工作的一些方面」或是「學到了很多」。(第二種說法很好用，因為它雖然聽起來不錯，但實際可能指的是任何含義。)

　　If you want to go beyond that, examine your motives carefully:It’s easy to rationalize mere venting as helpful advice。

　　如果不想僅限於此，那就仔細審視自己的動機：人們很容易給單純的發洩做出合理的解釋，以為那是有益的建議。

　　As I』ve said in the past (in the context of exit interviews)，I don’t think offering useful tips to your soon-to-be-formeremployer needs to be a priority; you’re better off focusing on yourown future. And if your advice amounts to 「So-and-so is a horriblemanager,」 you run the risk of your well-intentioned critique beinginterpreted as sour grapes — not helpful in a field where you mayinteract with past colleagues regularly。

　　正如我過去說過(當時的背景是離職談話)的那樣，我認為給即將成為前老闆的人提供有用的建議，不必成為你優先考慮的事。你把精力集中在自己的未來上會更好。而且如果你的建議相當於「某某是一個令人討厭的經理」，你出於好意的評論，就可能會被解讀為酸葡萄心理。在一個可能還會與前同事頻繁互動的行業，這麼做於己無益。

　　Besides, if you think a frank discussion of your manager’sbehavior with the higher-ups might make a difference, it would befar more helpful to you and your bosses to have it before you quit.So what you might do is write two resignation letters. In the firstone, hold nothing back: Vent with ruthless honesty and achieve fullcatharsis。

　　此外，如果你覺得坦率地和高層討論你經理的行為，可能會改變局勢，那麼在辭職前進行這樣的討論，不管是對你還是對你的老闆，都會有用得多。因此，你可以寫兩封辭職信，在第一封裡毫不掩飾：極其真誠地發洩，徹底宣洩情緒。

　　Now set that aside (where no one else will stumble upon it)and start over. This time, keep it concise. Then, if you thinkthere’s a chance of fixing the situation, have that honestconversation about your issues. If you’re not satisfied with theresults, hand over Version 2 — and don’t look back。

　　現在把它放到一邊，放到不會讓人無意中看到的地方，然後重新再寫一封。這次，內容要精簡。如果你覺得還有可改變現狀的可能，就找老闆誠懇地談談你的問題。如果對溝通結果還不滿意，就提交第二個版本的辭職信，然後義無反顧地離開。

　　Peer Review: Flexible Scheduling

　　同行評議：彈性工作制

　　I’m writing to object to your characterization of workplacescheduling that includes flexible hours as being a recipe forchaos. When I arrived almost five years ago to be director ofsocial services at a hospital, the department was held in very lowesteem by other departments. Staff members did not seem to be ableto find a social worker when they needed one. And when they didtrack one down, the response time was too long and not necessarilyhelpful。

　　我寫這封信是為了駁斥你之前的觀點，即包括採用靈活的工作時間在內的排班方式會導致混亂。大概五年前，我開始擔任一家醫院的社工部負責人，當時這個部門非常不被其他部門尊重。醫院工作人員在需要社工時往往找不到人。就算找到了，也會是響應時間太長，而且不一定起到幫助作用。

　　Most of the social workers felt overworked, underpaid andunappreciated. Staff morale was in the tank。

　　大多數社工都覺得自己工作強度過大，工資過低，且不被賞識。整體員工士氣非常低落。

　　One of the critical components to turning this around was myintroduction of self-scheduling. Every social worker now works thehours he or she chooses. Chaos? To the contrary. I now have ahappy, smoothly operating team with high morale. LOS ANGELES

　　後來我扭轉了這一局面，其中一個非常關鍵的原因在於引入了自我排班制度。現在每個社工都按照自己選擇的時間工作。這會導致混亂嗎？恰恰相反。現在我的團隊人員快樂，運轉自如，士氣高漲。(洛杉磯)

　　It’s a fair point: Flexible scheduling systems can certainlywork, and I did not mean to imply otherwise. It’s useful toremember that freeing workers from overscheduling can definitelyhave benefits — on morale and effectiveness。

　　這個觀點很有道理：靈活的工作時間當然是可行的，而我之前所說的並非否定這一點。避免讓員工過度勞累肯定可以帶來好處，諸如提高士氣活和效率。記住這一點當然有用。

　　But it’s all in the details, and even the most open schedulingsystem still has to function as a system, with parameters and clearcommunication. If I can actually decide on the fly to leave earlywithout warning anybody (the situation that the earlier readerdescribed)， friction seems inevitable. And if everyone in yourdepartment takes Friday off, it’s hard for me to see how anycolleague who needs a social worker that day will be satisfied。

　　但它取決於執行細節，而且就算是最開放的排班制度，也需要作為一個系統去運轉，要有限定因素，有清楚的溝通。如果我可以臨時決定提早離開而又不通知任何人，(這種情況之前有讀者描述過)，似乎就難免會發生摩擦。而如果你部門裡的所有員工都在周五休息，那天需要找社工的同事們想必沒有人會如願。

　　So the trick would be determining a staffing (or eventask-specific) baseline and then giving everyone as much freedom aspossible. Even the much discussed 「bossless」 notion currentlyembraced by the online retailer Zappos, and intended to let workersmanage themselves, has a lot of rules。

　　所以關鍵在於為員工行為設定底線(甚至為他們設定特定任務)，在此基礎上給他們最大的自由。就連被熱議的「無老闆」理念也有大量規則存在。在線零售商Zappos最近採取了這種管理方式，它旨在讓員工進行自我管理。

　　Still, it’s certainly true that sometimes managers fail torecognize how significant it can be to give employees a sense ofcontrol over their work lives. Easing up on needlessly restrictiveschedule demands can do just that。

　　話說回來，有時候管理者的確意識不到，讓員工對自己的工作有掌控感是多麼重要。放鬆一些不必要的強制性的工作時間限制，就可以實現這一點。

　　Reminder: Overcoming Age Bias

　　提醒：克服年齡歧視