2022年09月四级第1套仔细阅读 Passage 2 原文翻译及答案解析

Remote work is about more than just working from home—it means working differently. Organizations should reconsider the appropriateness of their performance evaluation procedures in light of the shift to remote work. This requires a fundamental rethinking of what organizations expect from employees and what companies would look for in a model employee in a remote work context.

远程工作不仅仅是关于在家工作——它意味着以不同的方式工作。鉴于向远程工作的转变，组织应重新考虑其绩效评估程序的适当性。这需要从根本上重新思考组织对员工的期望，以及在远程工作环境中公司会寻找什么样的模范员工。

It is likely that the "first to arrive and last to leave" mentality is no longer relevant, but should be replaced by a regard for the quality of an employee's contribution to the organization. This means that work should be measured in terms of the quality of the work, not just the quality of the process. As remote work is largely unobservable to supervisors, employers need to think about how they can objectively measure the quality of work in a way that is consistent for employees of similar rank.

"先到后走"的心态很可能不再适用，而应被对员工对组织贡献质量的重视所取代。这意味着工作应根据工作质量来衡量，而不仅仅是过程的质量。由于远程工作在很大程度上对主管来说是不可观察的，雇主需要思考如何以对同等级员工一致的方式客观地衡量工作质量。

Focusing on output alone can have unintended consequences. Employers should think instead about the values and soft skills they want to emphasize in a remote work environment. Qualities like flexibility and the ability to work under minimal supervision might become critical. Much has been written about the importance of timely feedback. In the context of a global pandemic (大流行病), firms may want to provide additional support to employees by providing more frequent communication. This allows managers to both keep an eye on struggling employees and provide ongoing feedback on how employees are adapting to their new work environment.

仅关注产出可能会带来意想不到的后果。雇主应转而思考在远程工作环境中他们希望强调的价值观和软技能。像灵活性和在最小监督下工作的能力这样的品质可能变得至关重要。关于及时反馈的重要性已有许多论述。在全球大流行的背景下，企业可能希望通过提供更频繁的沟通来为员工提供额外支持。这使管理者既能关注困难员工，又能就员工如何适应新工作环境提供持续反馈。

Compensation also needs to be revisited. The purpose of performance evaluation is ultimately to determine how to reward employees for their work. This means that pay structures need to adapt to the reality of working from home. However, organizations also need to be honest with employees about the financial impact of COVID-19.

薪酬也需要重新审视。绩效评估的最终目的是决定如何奖励员工的工作。这意味着薪酬结构需要适应在家工作的现实。然而，组织也需要诚实地告知员工COVID-19的财务影响。

For organizations that have struggled to keep the lights on due to the pandemic, this might mean thinking of non-financial ways to reward employees, like unpaid time off or flexible work schedules. Employers can also consider how to bundle different types of compensation to help employees cope with their unique situations.

对于因疫情而挣扎维持运营的组织来说，这可能意味着考虑非财务方式来奖励员工，如无薪休假或弹性工作时间。雇主还可以考虑如何捆绑不同类型的薪酬，以帮助员工应对他们的独特情况。