When it comes to women achieving real, meaningful success in the workplace, much of the popular advice given over the past couple of years revolves around the role women play in determining their career. But a new report reveals that the responsibility falls on their managers, too.
每当谈及职场女性实现事业成功之道的时候，过去几年最热门的建议便都围绕女性在职场中所扮演的角色。但是最近一份报告显示，女性能否攀上事业的巅峰，也与她们的管理层有关。
In the latest white paper from management consulting firm Bain & Co., Everyday Moments Of Truth: Frontline Managers Are Key To Women's Career Aspirations, co-authors Julie Coffman and Bill Neuenfeldt explored why, despite the high number of women who earn an advanced degree and succeed in entry and midlevel positions, there are still too few thriving at the top. The study looked at women in corporate settings across a variety of industries.
最近一份来自管理咨询公司Bain &Co.的官方报告——Everyday Moments Of Truth: Frontline Managers Are Key To Women’s Career Aspirations，它的两位合著者Julie Coffman和Bill Neuenfeldt就阐述了这个问题的原因：尽管很多女性拥有高学历并能在基层和中层职位取得成功，但只有极少数的女性能够晋升至高级管理层。这份报告深入调查了来自不同行业公司架构的职场女性。
The sample in the study showed no discernible difference in the responses from women with and without kids who were both new and experienced employees. Instead, the report exposed three elements in particular that affect a woman's career success and, it turns out, have less to do with them specifically and more to do with their surrounding environment.
报告中的调查样本显示，无论是出入职场还是经验丰富的女性，她们是否生育都不影响这个调查的结果。相反，报告特别提出了3个影响职场女性成功的因素，并且，这些因素大多数与她们个人的特点关系不大，而与工作环境的关系非常大。
Here are three workplace factors that keep women from aspiring to top jobs, according to the report.
根据报告显示，下面便是让职场女性止步于高级管理阶层的3个因素：
1. The conventional profile of the successful leader doesn’t look that appealing.
1. 传统的成功领导形象对她们来说没多大吸引力。
Many of the women did not find the values and ideals encouraged within their company for promotions to be particularly inspirational.
许多职场女性认为，公司所坚持的价值观和理想状况，对推动她们追求更高的职业目标不能起到多大的作用。
"This idea that you have to always be 'on' or take the highest profile client or be a very adept networker -- which may or may not be written down as promotion criteria but yet are the perceived important things to accomplish in order to get ahead -- were less motivating to the women," said Coffman, who has also served as the chair of Bain's Global Women's Leadership Council for the past five years. "They didn’t feel like they could be that person, that the profile of the successful person was perhaps too limited."
“这种你必须随时待命，照顾高端客户或者成为一名圆滑老练的客户联系人的想法，可能或不能作为晋升的标准，虽确实能够为事业前进作为重要的参考内容，但这对职场女性来说没有多大的吸引力，”Coffman，这位过去5年在贝恩资本的全球女性领导委员会担任主席的学者在报告中说道。“她们不认为自己能够晋升到那么高的职位，因为成功人士的职场形象太局限了。”
2.They lack an active, supportive relationship with their supervisors.
2.她们没有得到上司的积极主动的支持。
Participants who could positively answer the question, "Do you feel like you have a supportive supervisor who is interested in helping you develop your career?" maintained higher levels of remaining aspiration to reach the senior level than those who answered negatively.
对于这个问题“你能感受到你的上司很乐意为你的事业晋升助你一把吗？”给予积极回答的受访者，比消极回答的受访者，对于晋升高层管理的目标抱有更大的期望。
The presence of a supervisor who is actively trying to help employees further their careers has a substantial effect on employees' level of interest in progress -- especially with women. Men want supervisor support as well, but the absence of it doesn't seem to affect them as much. Having that built-in support system not only provides a morale boost for employees but helps them produce higher quality work that can, in turn, advance their careers.
上司积极参与帮助员工事业前进的举措，对激发员工对晋升的兴趣起着实质性的作用，特别是女性的员工。男性员工同样也需要上司的鼓励帮助，不过即使没有上司的帮助，也不会对他们追求更高职位产生多大影响。采用植入式的支援系统，不仅能够鼓舞员工的士气，还能帮助他们创造更高质量的工作效果，然后最终推动事业的发展。
3.They don't see a relatable role model within their company.
3. 她们在公司找不到可以借鉴的榜样。
"Do they look up and see that their leadership or feedback style is being personified by the leaders of the company?" Coffman asked. "Do they feel like they see anybody in senior leadership that they would view as a role model?"
转载请注明出处。
相关推荐