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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 =)
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。
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？
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.
