Unit 1家庭教育重要性
As the owner of a small business lling software I find it hard to recruit good people in today‘s tight labor market and having got people on board, there is an equally, if not more difficult task of keeping them happy. Staff turnover is a real problem. Two years ago our staff turnover at Epmus plc was out of control. We were consistently losing staff across the spectrum from clerical workers to nior managers, but our real worry was the skilled tehdnical people who were leaving us. They comprid a bulk of our work force so we brought in a group of consultants to help us figure out why they were leaving. It wasn‘t too difficult to e what had gone wrong. Getting new recruits磨锤子 to deal with clients without any specialist training wasn‘t a good idea. We were putting our staff in an unfair position, especially when they had to reach sales targets. Nor was the system of evaluating employee performance only once a year a good idea. It meant we won't pick up potential problems early enough. So having conducted our asssment we established a formal plan to retain the people who had worked so hard to recruit and hire. We laid heatsout specific steps for communicating with our staff.
作为一家销售软件的小企业的所有者，我发现在当今紧张的劳动力市场中很难招募到优秀的人才，而且已经有人加入了公司，这是一项同样的任务，即使不是更困难，也要让他们快乐。人员流动是一个真正的问题。两年前，我们在爱普斯公司的员工流动失控了。从文书工作者到高级管理人员，我们一直在裁员，但我们真正担心的是那些离开我们的技术熟练的技术人员。他们占了我们大部分的劳动力，因此，我们请了一群顾问来帮助我们弄清楚他们为什么要离开。不难看出出了什么问题。让新员工在没有任何专业培训的情况下与客户打交道不是一个好主意。我们让我们的员工处于不公平的地位，特别是当他们必须达到销售目标时。一年只评估一次员工绩效的制度也不是一个好主意。这意味着我们不能及早发现潜在的问题。因此，在进行了评估之后，我们制定了一个正式的计划，以留住那些努力招聘和雇用的人。我们制定了与员工沟通的具体步骤。
Firstly, every year we clo down the company and invite our entire staff to an off-site meeting公车上的. We talk shop and it gives us a chance to reinforce what the wps云文档company vision is. It is after all esntial that everyone is aware of where we are going and what we have to achieve. Then to build on this ground work, the ction managers nd e-mail messages every 3 months to describe any modifications there have been to that divisio
n. As the process took hold we noticed that doing this quarterly wasn‘t adequate. As a result I now have a meeting once a week with the managers who are directly responsible to me to review and revi their departmental goals. However, in my view, communicating the plan of where the company is headed is something let me down on a continual basis ever amid the often chaotic day-to-day undertakings of our fast-growing company. I think that this jogs to the memory or to be incorporated into every CEO’s usual interaction with their staff. Our staff turnover rate has fallen to just over 30 percent this year which we were very plead with. And the steps we took might prove uful to other enterpreneurs. There are key things that need to be done. For example, t up meetings every 3 months or so with your most important personnel and u the occasions to provide feedback, and talk about any problems the staff may have. In addition, make sure new recruits are put through a proper 2-week training period and spend time with a mentor who has been formally delegated to look after them and answer their questions.
首先，每年我们关闭公司并邀请我们全体员工参加场外会议。我们谈论商店，它给了我们校园经历
一个机会来强化公司的愿景。毕竟，每个人都必须知道我们要去哪里，我们要实现什么。然后，为了在此基础上进行工作，部门经理每3个月向发送一次电子邮件，描述对该部门所做的任何修改。在这个过程中，我们注意到每季度做这个是不够的。因此，我现在每周与直接负责我的经理开会一次，审查和修改他们的部门目标。然而，在我看来，在我们快速发展的公司经常混乱的日常工作中，沟通公司发展方向的计划是让我不断失望的事情。Mpany.我认为这是一种让人想起或融入每一位首席执行官与员工的日常互动中的方式。我们的员工流动率今年已经下降到30%以上，我们对此非常满意。我们采取的措施可能对其他企业家有用。有一些关键的事情需要做。例如，每隔3个月左右与最重要的员工召开一次会议，并利用这些机会提供反馈，并讨论员工可能遇到的任何问题。此外，确保新员工经过适当的2周培训期，并与正式授权的导师共度时光，以照顾他们。回答他们的问题。
Also when looking to retain staff, don‘t just focus on compensation. Bear in mind that when it comes to keeping people you need to show publicly that you value their contribution. There are also other methods of rewarding staff who stay with you, such as stock options and in the long term our goal is for all employees to be receiving the.
高薪行业另外，在寻找留住员工时，不要只关注薪酬。记住，在留住员工时，你需要公开表明你重视他们的贡献。还有其他奖励与你在一起的员工的方法，比如股票期权，从长远来看，我们的目标是让所有员工都能得到这些。
Unit 2
Youth is not a time of life; it is a state of mind. It is not a matter of rosy cheeks, red lips and supple knees; it is a matter of the will, a quality of the imagination,a vigor of the emotions; it is the freshness of deep springs of life. Youth means temperamental predominance of courage over timidity, of the appetite for adventure over the love of ea. This often exists in a man of 60 more than in a boy of 20. Nobody grows older merely by the number of years. We grow old by derting our ideals.
青春不是人生的一段时间，而是一种精神状态。这不是粉红的脸颊、红润的嘴唇和柔软的膝盖的问题；而是意志的问题、想象力的品质、情感的活力；它是生命之泉的清新。青春意味着勇气胜过胆怯，冒险欲望胜过安逸。这通常存在于一个60岁的男人身上，而不是一个20岁的男孩身上。没有人仅仅靠年龄增长。我们抛弃理想而变老。
Years may wrinkle the skin, but to give up enthusiasm wrinkles the soul. Worry, fear, lf-distrust bows the heart and turn the spirit back to dust.
岁月可以使皮肤起皱纹，但放弃热情会使灵魂起皱纹。忧虑、恐惧、自我怀疑会使心灵弯曲，使灵魂归于尘土。
Whether 60 or 16, there is in every human being’s heart the lure of wonder, the unfailing
childlike appetite of what’s next and the joy of the game of living.In the center of your heart and my heart there is a wireless station; so long as it receives messages of beauty, hope, courage and
power from men and from the infinite, so long are you young.
When the aerials are down, and your spirit is covered with snows of cynicism and the ice of
pessimism, then you’ve grown old, even at 20; but as long as your aerials are up, to catch waves of optimism, there is hope that you may die young at 80.
无论是60岁还是16岁，每个人心中都有奇迹的诱惑，永恒的诱惑。
孩子般的对下一步的渴望和生活游戏的乐趣。在你我的心的中心有一个无线电台，只要它接收到美丽、希望、勇气和
来自人类和无穷大的力量，你年轻的时候已经很久了。当天线落下，你的灵魂被冰雪覆盖，充满了愤世嫉俗和冰封悲观主义，那么你已经老了，即使是20岁；但是只要你的天线升起，捕捉乐观的浪潮，就有希望你在80岁时早死。
白话文翻译
