職場英語:員工薪資是保密還是公開

　　Office workers have grown accustomed to knowing the intimate details of each other's lives—from a colleague's favorite cat video to a boss's vacation fiasco.

　　從同事最喜歡的貓咪視頻到老板假期泡湯，辦公室職員已經(jīng)習(xí)慣于打探每個(gè)人的私生活細(xì)節(jié)。

　　Now a small but growing number of private-sector firms are letting employees in on closely held company secrets: revealing details of company financials, staff performance reviews, even individual pay—and in doing so, walking a tightrope between information and TMI, or too much information.

　　現(xiàn)在，有些私營公司開始向員工公開通常屬于保密的公司信息：比如公布公司具體的財(cái)務(wù)狀況和員工績效考核，甚至每個(gè)人的薪水。采取這種方式的公司雖然不多，但卻在呈增長趨勢。這種做法需要拿捏好分寸，否則一不小心就會(huì)透露過多信息。

　　The warts-and-all approach, most often found in startups, builds trust among workers and makes employees more aware of how their particular contribution affects the company as a whole, advocates say.

　　支持者表示，這種方式在初創(chuàng)企業(yè)中最常見，雖然有弊端，但是可以建立員工之間的信任，并讓員工們更多地了解到自己對公司的貢獻(xiàn)。

　　Employees at SumAll, a Manhattan data-analytics company, can click on a shared drive to peruse investor agreements, company financials, performance appraisals, hiring decisions and employee pay, along with each worker's equity and bonuses.

　　在曼哈頓數(shù)據(jù)分析公司SumAll，公司員工可以進(jìn)入公司的'共享硬盤查看投資者協(xié)議、公司財(cái)務(wù)狀況、業(yè)績評估、聘用決定、員工工資以及每位員工的股權(quán)和獎(jiǎng)金。

　　SumAll Chief Executive Dane Atkinson says the company was launched as an open enterprise. He and his co-founders reasoned that people work more efficiently when freed of doubts about salary, and better understand their individual contribution to the whole group.

　　SumAll首席執(zhí)行長戴恩•阿特金森(Dane Atkinson)說，公司在建立之初就是開放型公司的定位。他和其他創(chuàng)始人認(rèn)為，讓員工們了解到薪水情況有利于提高其工作效率，并有助于他們了解自己對整個(gè)公司作出的貢獻(xiàn)。

　　Anyone hired into the company must be comfortable with the system, he says.

　　阿特金森說，任何受雇于公司的員工都要適應(yīng)這套系統(tǒng)。

　　The company's 30 or so employees are each assigned to one of nine fixed salaries, which range from about $35,000 for the lowest paid to $120,000 for the highest. Raises occur companywide, determined by performance and market conditions.

　　SumAll約有30名員工，他們的工資被分為九個(gè)等級，從最低的3.5萬美元到最高的12萬美元不等。根據(jù)員工的表現(xiàn)和市場情況，公司的全體員工都有機(jī)會(huì)得到加薪。

　　'It's not like you come in and [pay] is posted on your forehead,' but having the figures in the open alleviates co-workers' curiosity and anxiety, says Kimi Mongello, SumAll's office manager. 'When it's a secret you want to know it more,' she says, noting that she and her colleagues rarely look at the data.

　　公司行政經(jīng)理基米•蒙杰洛(Kimi Mongello)說，“并不是說你一進(jìn)門薪水的數(shù)字就貼在你的腦門上，而是公開每個(gè)人的薪水有利于消除同事的好奇和焦慮。她說：“人們總是會(huì)對秘密有很強(qiáng)的好奇心。”她說她和同事們其實(shí)很少去看那些數(shù)據(jù)

　　Ms. Mongello is in a low salary band, and is fine with it. 'I shouldn't be paid as much as an engineer,' she says. SumAll workers who feel they're unfairly paid can easily bring it up, she adds.

　　蒙杰洛的薪水在公司處于較低水平，但她卻很坦然。她說：“我不應(yīng)該和工程師拿同樣的薪水。”她還說，在SumAll，員工如果在薪水方面覺得不公平可以隨時(shí)提出來。

　　Little privacy remains in most offices, and as work becomes more collaborative, a move toward greater openness may be inevitable, even for larger firms. Companies 'don't really have a choice,' says Ed Lawler, director of the Center for Effective Organizations at the University of Southern California. (Public companies and government agencies, meanwhile, generally have disclosure requirements about firm performance or pay.)

　　大多數(shù)公司的辦公室都很少有隱私可言，隨著工作中需要越來越多的合作，采取更加開放的制度也許是不可避免的，即使大公司也是一樣。南加州大學(xué)(University of Southern California)高效組織研究中心主任埃德•勞勒(Ed Lawler)說，很多公司“其實(shí)沒有選擇的余地”。(上市公司和政府機(jī)構(gòu)一般在公司業(yè)績和薪水方面都有披露要求。)

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