想炒老板魷魚時 辭職信該怎么寫

　　職場生活中，難免會有想到要辭職的時刻，正如馬云爸爸說的那兩點：1、錢，沒給到位;2、心，委屈了。而當(dāng)你想要炒老板魷魚時，怎樣寫出一篇高逼格的辭職報告呢，以下是一篇雙語對照的高逼格辭職報告，歡迎閱讀。

　　想炒老板魷魚時 辭職信該怎么寫

　　I have, unfortunately, decided to resign from my job, and I will not be leaving on good terms. I have been subject to harassment and other unfair treatment, and have been fearful of being terminated. Rather than pursue the legal route, I would rather extract myself, at some urgency, and retain what integrity I can。

　　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，而且害怕被解雇。我沒有走法律途徑，而是決定在緊急情況下自己走人，并盡量保全自己僅剩的一點尊嚴(yán)。

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

　　盡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里，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(jīng)做出的負(fù)面評價。

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

　　關(guān)于辭職信里要寫什么，不要寫什么，有什么建議嗎?匿名讀者。

　　When the circumstances of one’s departure are unpleasant, it can be tempting to use the resignation letter as a forum for getting the last word. That’s a mistake. As a general rule, it’s better to keep a resignation letter as minimal as the circumstances allow。

　　當(dāng)辭職時的形勢不太好時，把辭職信當(dāng)做渠道來表達(dá)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，讓辭職信盡可能簡練。

　　In some cases — and, I suspect, in this one — that can be very minimal. State that you’re resigning, and give adequate notice. Your dissatisfaction will be clear enough from the fact of the resignation itself, so there’s no need to reiterate it. Limit any explanation to the boilerplate basics, whether you’re “accepting a new opportunity” or have concluded this job is “not an ideal fit。”

　　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，并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(nèi)，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 of future conference-circuit encounters, put in some vaguely positive statement: You’ve enjoyed “aspects of the job” or “learned a lot。” (The latter phrase is handy because it sounds nice but could mean almost anything。)

　　如果因為將來還會在會議圈里碰到，而希望傳達(dá)出你并未心懷怨恨的信號，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(xué)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。

　　如果不想僅限于此，那就仔細(xì)審視自己的動機：人們很容易給單純的發(fā)泄做出合理的解釋，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-former employer needs to be a priority; you’re better off focusing on your own future. And if your advice amounts to “So-and-so is a horrible manager,” you run the risk of your well-intentioned critique being interpreted as sour grapes — not helpful in a field where you may interact with past colleagues regularly。

　　正如我過去說過(當(dāng)時的背景是離職談話)的那樣，我認(rèn)為給即將成為前老板的人提供有用的建議，不必成為你優(yōu)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(dāng)于“某某是一個令人討厭的經(jīng)理”，你出于好意的評論，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(yè)，這么做于己無益。

　　Besides, if you think a frank discussion of your manager’s behavior with the higher-ups might make a difference, it would be far 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 first one, hold nothing back: Vent with ruthless honesty and achieve full catharsis。

　　此外，如果你覺得坦率地和高層討論你經(jīng)理的行為，可能會改變局勢，那么在辭職前進(jìn)行這樣的討論，不管是對你還是對你的老板，都會有用得多。因此，你可以寫兩封辭職信，在第一封里毫不掩飾：極其真誠地發(fā)泄，徹底宣泄情緒。

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

　　現(xiàn)在把它放到一邊，放到不會讓人無意中看到的地方，然后重新再寫一封。這次，內(nèi)容要精簡。如果你覺得還有可改變現(xiàn)狀的可能，就找老板誠懇地談?wù)勀愕膯栴}。如果對溝通結(jié)果還不滿意，就提交第二個版本的辭職信，然后義無反顧地離開。

　　Peer Review: Flexible Scheduling

　　同行評議：彈性工作制

　　I’m writing to object to your characterization of workplace scheduling that includes flexible hours as being a recipe for chaos. When I arrived almost five years ago to be director of social services at a hospital, the department was held in very low esteem by other departments. Staff members did not seem to be able to find a social worker when they needed one. And when they did track one down, the response time was too long and not necessarily helpful。

　　我寫這封信是為了駁斥你之前的觀點，即包括采用靈活的工作時間在內(nèi)的排班方式會導(dǎo)致混亂。大概五年前，我開始擔(dān)任一家醫(yī)院的社工部負(fù)責(zé)人，當(dāng)時這個部門非常不被其他部門尊重。醫(yī)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(yīng)時間太長，而且不一定起到幫助作用。

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

　　大多數(shù)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 my introduction of self-scheduling. Every social worker now works the hours he or she chooses. Chaos? To the contrary. I now have a happy, smoothly operating team with high morale. LOS ANGELES

　　后來我扭轉(zhuǎn)了這一局面，其中一個非常關(guān)鍵的原因在于引入了自我排班制度�，F(xiàn)在每個社工都按照自己選擇的時間工作。這會導(dǎo)致混亂嗎?恰恰相反。現(xiàn)在我的團(tuán)隊人員快樂，運轉(zhuǎn)自如，士氣高漲。(洛杉磯)

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

　　這個觀點很有道理：靈活的工作時間當(dāng)然是可行的，而我之前所說的并非否定這一點。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(dāng)然有用。

　　But it’s all in the details, and even the most open scheduling system still has to function as a system, with parameters and clear communication. If I can actually decide on the fly to leave early without warning anybody (the situation that the earlier reader described)， friction seems inevitable. And if everyone in your department takes Friday off, it’s hard for me to see how any colleague who needs a social worker that day will be satisfied。

　　但它取決于執(zhí)行細(xì)節(jié)，而且就算是最開放的排班制度，也需要作為一個系統(tǒng)去運轉(zhuǎn)，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(fā)生摩擦。而如果你部門里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愿。

　　So the trick would be determining a staffing (or even task-specific) baseline and then giving everyone as much freedom as possible. Even the much discussed “bossless” notion currently embraced by the online retailer Zappos, and intended to let workers manage themselves, has a lot of rules。

　　所以關(guān)鍵在于為員工行為設(shè)定底線(甚至為他們設(shè)定特定任務(wù))，在此基礎(chǔ)上給他們最大的自由。就連被熱議的“無老板”理念也有大量規(guī)則存在。在線零售商Zappos最近采取了這種管理方式，它旨在讓員工進(jìn)行自我管理。

　　Still, it’s certainly true that sometimes managers fail to recognize how significant it can be to give employees a sense of control over their work lives. Easing up on needlessly restrictive schedule 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么重要。放松一些不必要的強制性的工作時間限制，就可以實現(xiàn)這一點。

　　Reminder: Overcoming Age Bias

　　提醒：克服年齡歧視

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