屬下說她給我２條路選：升她職或是等著簽她的離職單

我給丹妮兒的建議是：「雖然這只是暫時的，我明白妳目前確實分擔了額外的工作。這不會是常態，妳也知道我們正努力找尋新的營運主管來帶領營運組。我也要誠實跟妳說，我有幾個顧慮使我無法直接升妳當營運主管，第一個顧慮，就是妳的經驗還不足以帶領團隊。成為一個小主管，需要管理方面的技能，營運主管有太多面向要考慮，至少要可以分配團隊工作，並讓團隊成員可以順利合作，不是只有完成我們請妳幫忙的日常報表工作；第二個顧慮，我覺得就妳的職涯長期發展來看，有一個經驗豐富的營運主管帶領妳，讓妳有機會在這個領域發展，妳會看得更全面，我們甚至可以慢慢訓練妳成為營運主管副手。」

My response was: “I do understand that you carry extra work now，even though it's temporary. As you know，we are working on finding the new experienced operation supervisor to lead the operation team. There are several reasons why I don't recommend you to take over the supervisor position. First of all，yes，you are too inexperienced. Being a supervisor requires management skills. The supervisor should be able to access the team and manage the workload of the team well. The duties are not merely routine reports that we ask you to help on. Secondly，I think an experienced supervisor can help you to develop in this field. We can train you to become deputy supervisor. ”

「更重要的是，我想妳也注意到了，妳最大的癥結在於妳還不清楚自己要走哪個方向。這應該是妳現在最需要想清楚的，未來職涯妳想怎麼發展？而這部份我可以幫妳。我建議妳先想清楚究竟對什麼有興趣，如果妳真的想在現在這個領域發展妳的職涯，我們可以一起討論如何規劃。工作不該只是工作，如果妳有目標，工作起來會更開心。」

“However，I think you also notice that your biggest concern is that you don't know where you should go or work on for your career development. That should be the first important thing for you to find out. And I can help you. I suggest that you think through about what you are really interested in. If you do want to develop you career in this operation field，we can discuss together on how to develop your career. Work shouldn't be just work. You would be happier if you knew where you are going.”

丹妮兒被說服了，她說：「從來沒有經理會對我說這些話。妳是第一位會跟我分享職涯經驗的老闆，並跟我討論職涯發展，妳講話好像人資喔 (笑)，但是我覺得妳是對的，妳說的話確實值得我好好去思考，並找到未來發展目標。」

Danielle was convinced: “Other managers never told me these things before. You are the first manager sharing your own career experience with me，and giving me the career development idea. You talk like a HR person. (Laugh) But you are right. You give me the food for thought and motivation to pursue bigger goals.”

那次談話後，丹妮兒比之前更有動力了。

我覺得，丹妮兒之前只是找不到她的職涯方向，所以她無處施力。

身為一位主管，可以提供給她的，是幫助她成長並找到願景。

畢竟只有我們整個部門團隊一起成長，大家才能愈來愈強，共同迎接挑戰。

Danielle was motivated after the discussion. From my point of view，Danielle lacked vision in her career development. What I could provide to her as a leader is helping her to grow and articulating vision. After all，when my team members grow，our team will become stronger and stronger in achieving the greater vision.

（本文出自於Sherry Hsieh〈我的屬下說她給我兩條路選，升她職或是等著簽她的離職單〉，未經授權，請勿轉載。）＜本專欄反映作者意見，不代表本社立場＞