这是我从21岁至今梦寐以求，却舍不得下手的物品。
毕竟我不是100%的设计师。
尤其是上一份工作，
差不多把我所有的画画欲望给抹杀了。
甚至到后来我是完全没有参与任何的设计程式。
我也忘了画画带来的乐趣了。
老实说，我的绘画技术并不高超。
到现在还像以前一样，
无头无表情的木头人。
焦点永远在衣服上。
所以真的出了画衣服做衣服以外，
我真的不知道自己还可以做什么。
简单的DIY了一个布袋装着。
希望这架bamboo可以让工作更顺利 =)
Monday, April 30, 2012
Wacom Bamboo
这是我从21岁至今梦寐以求，却舍不得下手的物品。
毕竟我不是100%的设计师。
尤其是上一份工作，
差不多把我所有的画画欲望给抹杀了。
甚至到后来我是完全没有参与任何的设计程式。
我也忘了画画带来的乐趣了。
老实说，我的绘画技术并不高超。
到现在还像以前一样，
无头无表情的木头人。
焦点永远在衣服上。
所以真的出了画衣服做衣服以外，
我真的不知道自己还可以做什么。
简单的DIY了一个布袋装着。
希望这架bamboo可以让工作更顺利 =)
Saturday, April 28, 2012
择偶条件
用一个小时写的文章，
没有了。-______- 重写，沮丧。
这个年龄，很多人都对我们的“状态”，
也就是“status”感到好奇有兴趣。
更是多人对我们的单身抱着许多怀疑。
像我们这样的女生，怎么可能还是单身呢？
我在说着我们，不只是我，
包括我身旁许多单身的姐妹们。
我本身觉得这些女生，
论样貌，学历，家世，性格都在中上之上。
基本上比起许多女生还算条件不错。
虽然说，我们还没有达到剩女败犬的程度，
没有说特别担心自己销售量的问题，
（因为她们全都有养活自己的能力）
但也没有特别抗拒爱情的来访。
看看自己，到底是什么因素，
让自己这些年来一直维持单身状况呢？
单身的问题所在，
外人第一个印象就是觉得我太挑了。
其实我对择偶条件一片空白，
太挑的定义我实在搞不懂。
我认真地想想，
其实要求是真的有的。
而这个要求说似容易，
却或许世上难以找到那么的一个人。
我希望那个他。。。
我希望那个他可以接受真正的我，
不需要改变的我。
我希望我可以在他面前感性脆弱爱哭，
不需要隐瞒任何的情绪。
我希望他可以了解我的骄傲，
不拆穿我的倔强。
我希望他可以体谅爱情不是我的全部，
还坚信着他在我的心中是重要的。
我也希望我们享有一致的精神共鸣，
尊重彼此的喜好选择。
一个这样有默契的人，
是需要时间培养的。
矛盾的我，
隐瞒着100%的自己，
却希望那个人可以接受真正的我。
但其实，我连100%的自己也未必认识。
在精神层次面前，
外在条件显得如此的渺小。
而当我遇到一个可以与我精神共鸣的人，
却不忍心拿他当配偶选择来看。
因为潜意性感觉到，
一旦身份对调成情人，
将会破坏精神共鸣的美感。
而我还任性地，
坚持着自己所谓的完美主义和美感。
那么多年过去了，
我原来还没有学乖。
年纪的增加并没有带给我太大的威胁。
我还是任性地随感觉泛滥。
Monday, April 23, 2012
愛自己流程
７點到家，
匆匆以青菜配魚當晚餐，
餵過小姪兒後，
趕上了７.50的combat。
一個小時痛快地流汗。
9.30回到家，洗澡。
吹乾短髮，敷上青瓜面膜。
準備好明天的運動服和上班服。
再來為自己弄了杯火龍果奶昔，
營養流失前喝完。
洗過面膜，刷牙，漱口液，牙線清理。
上toner, eye cream, essence。
最後全身擦上lotion。
點了lavender香氛，
開了冥想音樂。
趕在11點前睡覺，
明天6點起床，
7點上瑜伽。
9點上班。
愛自己，一點也不容易。
匆匆以青菜配魚當晚餐，
餵過小姪兒後，
趕上了７.50的combat。
一個小時痛快地流汗。
9.30回到家，洗澡。
吹乾短髮，敷上青瓜面膜。
準備好明天的運動服和上班服。
再來為自己弄了杯火龍果奶昔，
營養流失前喝完。
洗過面膜，刷牙，漱口液，牙線清理。
上toner, eye cream, essence。
最後全身擦上lotion。
點了lavender香氛，
開了冥想音樂。
趕在11點前睡覺，
明天6點起床，
7點上瑜伽。
9點上班。
愛自己，一點也不容易。
Thursday, April 19, 2012
新的一章
随性的第一天。
没有紧逼的脚步，
没有吵杂的喧哗。
简简单单的人事，
自己空旷的房间。
自我感觉良好-ing。
除了必须适应恐龙电脑以外，
一切都还好。
有点想要带自己电脑的冲动。
希望这个新的转变会有更多的机会。
更多接触深一层。
更高兴的是，又可以继续画画了。
当然，每一个转折点，
我们总得到一些也失去一些看见或看不见的。
每踏前一步，无意中还是需要舍去手中抓着的。
很高兴，我任何决定都得到家人朋友的支持。
无论是面书上或Whatsapp的短讯，
你们可知道对我的意义可是重大。
谢谢你们，
陪伴着我翻开新的一章 =)
Sunday, April 8, 2012
模糊地带
对于感情，
最近有著不同的感想。
有人发现了，我们最近走的很近。
我没有特别宣扬，也没有特别隐瞒。
不说，不提，是因为我很珍惜我俩现在彼此的关系。
我不想有什么误会，导致分裂。
也没有特别想再近一步。
现在的温度刚刚好，不烫也不冷。
朋友的身份，可以成为我们彼此关心彼此最好的烟雾。
朋友的身份，不感冒，也不会有太大的期望。
朋友的身份，大家都不觉得有压力。
朋友的身份，让我不会过于在乎你的想法。
朋友的身份，让大家保持着联系，却过着自己各自的生活。
朋友的身份，让我们可以两翼插刀。
重要的是，
朋友的身份，我们可以光明正大的说，
我们只是朋友。
前阵的经历，
完全让我模糊了好朋友和情侣的极限。
更让我对此失去信心。
所以我承认，我是害怕的。
我害怕一旦踏前那一步，
一切的美感就消失了，
取而代之的是挂号的责任感。
我害怕那一步，
就是走向失去友谊的程途，
我承受不了再次失去友谊。
我不知道是不是吃不到的葡萄‘总是酸的。
至少这样的想法让我自己好过很多。
虽然我不是没有幻想，
不过大家毕竟过了恋爱大过天的年龄。
我不想因为满足世人的“应该不应该”想法而勉强自己。
我自己现在也过得好好，
而他，我没有看过比他更适应单身生活的人。
我不想破坏这种平衡。
就让我们继续保持模糊，
到无法继续的一天吧。
至少我坚信，
除了自己的想法，
没有什么真正可以伤害自己的。
Monday, April 2, 2012
煲电话粥
煲电话粥给我感觉就像是年轻时才会做的事。
十三岁，和闺蜜的谈天说地。
十五岁，初恋每个晚上的分享。
二十岁，分隔两地的小小联系。
几时开始，短讯面书MsnWhatsapp渐渐地代替了那段煲电话粥的时光？
我忘了有多久没有打电话给朋友，
只为了好想和你聊天。
说起来，打电话的内容大概都是“在哪里？”，“到了吗？”，“我到了。”，“在XXX见”之类。
顶多都是简单地交待一切。
反之，打电话来的多数是工作上的事务。
人类越来越进步，
一个短讯就可以交待一切。
不需要有Misscall，不担心你在忙，
不担心Line被Hold住，不担心浪费时间。
总之就等你空闲再来回复都不迟。
Whatsapp更是方便，就像无线MSN一样。
只要有网络，随时随地都可以聊天。
但是冷冰冰的短讯就是少了一丝丝的温度。
我听不出你的语气，你会是在不耐烦吗？
所谓的LOL，是真的在笑，还是只是敷衍而已？
想问，现在的情侣还都会像从前的我们，
每个晚上来个谈天说地吗？
Top 10 Reasons Why Good Employees Quit
今天一早看了个文章，
应该和她们分享下。
Top 10 Reasons Why Good Employees Quit
By Shel Myeroff
According to the US Department of Labor and Statistics, turnover can cost an organization 33% of an employee’s total compensation including both salary and benefits. But the impact is not only financial it also affects employee morale. Therefore, it would be prudent for hiring managers to focus on reducing turnover rates but in order to do that they must first understand the reasons why employees quit.
There have been many studies and articles written on why good employees leave their current positions. As a veteran search consultant, I have heard an infinite number of reasons first hand. Over the years, I have identified and compiled a list of what I feel are the “Top Ten” reasons why good employees quit:
1) The job was not as expected. All too often the job changes from the original description and what was promised during the interviewing stages. It becomes painfully clear to the new hire that their new company played the bait and switch game which ultimately leads to mistrust. The new hire is now thinking, “What else are they lying about?”
2) Work/Life imbalance. There are times when management demands that one person do the jobs of two or more people. This is especially true when a company downsizes or restructures resulting in longer hours and possible weekend work. Employees are often forced to choose between a personal life and a career.
3) Mismatch between job and new hire. No matter how much you love the candidate, don’t hire them unless they are truly qualified for the job and they mesh with your company culture. Too many times, I’ve seen hiring managers try to fit a square peg into a round hole especially when it comes to a sales position.
4) Management freezes raises and promotions. Money isn’t usually the first reason why people leave an organization but it does rank especially when an employee can find a job earning 20-25% more somewhere else. Make sure your wages are competitive and your benefits package is attractive. Resources like www.salary.com can provide accurate and appropriate information.
5) Feeling undervalued. It’s human nature to want to be recognized and praised for a job well done. And in business, recognizing employees is not simply a nice thing to do but an effective way to communicate your appreciation for their efforts and successes while also reinforcing those actions and behaviors that make a difference in your organization.
6) Lack of decision-making power. Too many managers micromanage down to the finest detail. Empower your employees and allow them the freedom make suggestions and decisions. I realize that Empowerment is a ‘catch-all’ term for many ideas on employee authority and responsibility; but as a broad definition it means giving employees latitude to do their jobs and placing trust in them.
7) Too little coaching & feedback. Many managers have no clue on how to help employees improve their performance. In addition, many managers put off giving feedback to employees even though they instinctively know that giving and getting honest feedback is essential for growth and in building successful teams and organizations. Your role as a manager is to help your people find the right behavior, not just tell them what to do.
8) Management lacks people skills. Remember that many managers were promoted because they did their first job well, but that doesn’t mean they know how to lead others. People skills can be learned and developed but it really helps if a manager has the natural ability to get along with people and motivate them.
9) Too few growth opportunities. One of the most common reasons employees express for leaving their jobs is lack of challenge and potential for career growth. The most successful employers find ways to help employees develop new skills and responsibilities in their current positions.
10) Loss of faith and confidence in corporate leaders. With employees being asked to do more and more, they see less evidence that they will share in the fruits of their successes. More often than not, when revenues and profits are up, employers are still thinking competitive wages but employees are thinking bonuses, stock options and creative development opportunities.
应该和她们分享下。
Top 10 Reasons Why Good Employees Quit
By Shel Myeroff
According to the US Department of Labor and Statistics, turnover can cost an organization 33% of an employee’s total compensation including both salary and benefits. But the impact is not only financial it also affects employee morale. Therefore, it would be prudent for hiring managers to focus on reducing turnover rates but in order to do that they must first understand the reasons why employees quit.
There have been many studies and articles written on why good employees leave their current positions. As a veteran search consultant, I have heard an infinite number of reasons first hand. Over the years, I have identified and compiled a list of what I feel are the “Top Ten” reasons why good employees quit:
1) The job was not as expected. All too often the job changes from the original description and what was promised during the interviewing stages. It becomes painfully clear to the new hire that their new company played the bait and switch game which ultimately leads to mistrust. The new hire is now thinking, “What else are they lying about?”
2) Work/Life imbalance. There are times when management demands that one person do the jobs of two or more people. This is especially true when a company downsizes or restructures resulting in longer hours and possible weekend work. Employees are often forced to choose between a personal life and a career.
3) Mismatch between job and new hire. No matter how much you love the candidate, don’t hire them unless they are truly qualified for the job and they mesh with your company culture. Too many times, I’ve seen hiring managers try to fit a square peg into a round hole especially when it comes to a sales position.
4) Management freezes raises and promotions. Money isn’t usually the first reason why people leave an organization but it does rank especially when an employee can find a job earning 20-25% more somewhere else. Make sure your wages are competitive and your benefits package is attractive. Resources like www.salary.com can provide accurate and appropriate information.
5) Feeling undervalued. It’s human nature to want to be recognized and praised for a job well done. And in business, recognizing employees is not simply a nice thing to do but an effective way to communicate your appreciation for their efforts and successes while also reinforcing those actions and behaviors that make a difference in your organization.
6) Lack of decision-making power. Too many managers micromanage down to the finest detail. Empower your employees and allow them the freedom make suggestions and decisions. I realize that Empowerment is a ‘catch-all’ term for many ideas on employee authority and responsibility; but as a broad definition it means giving employees latitude to do their jobs and placing trust in them.
7) Too little coaching & feedback. Many managers have no clue on how to help employees improve their performance. In addition, many managers put off giving feedback to employees even though they instinctively know that giving and getting honest feedback is essential for growth and in building successful teams and organizations. Your role as a manager is to help your people find the right behavior, not just tell them what to do.
8) Management lacks people skills. Remember that many managers were promoted because they did their first job well, but that doesn’t mean they know how to lead others. People skills can be learned and developed but it really helps if a manager has the natural ability to get along with people and motivate them.
9) Too few growth opportunities. One of the most common reasons employees express for leaving their jobs is lack of challenge and potential for career growth. The most successful employers find ways to help employees develop new skills and responsibilities in their current positions.
10) Loss of faith and confidence in corporate leaders. With employees being asked to do more and more, they see less evidence that they will share in the fruits of their successes. More often than not, when revenues and profits are up, employers are still thinking competitive wages but employees are thinking bonuses, stock options and creative development opportunities.
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