How to Extend "Honeymoon with Employer"

如何使雇主和雇员的结合坚固而长久，以确保关系不会在 "蜜月 "后结束，以及应该立即提醒候选人注意什么。

CleverControl询问了营销、公关和沟通策略方面的专家Larry Warren。

• 拉里，什么才是公司和雇员之间关系的美好开端？

• In practice of successful professionals quite interesting stories "conquest" happen quite often. Firstly, let’s define "the honeymoon period"? It is actually just like that pre-purchase buzz you might get. It is the moment when the interest in some employee or employer is so high that all your further actions are aimed at the realization of the desire "to get him/her/it". But, as in human relationships, in work it is very important to have the desire balanced. An emotional impulse purchase based on someone else's successful market experience sometimes has nothing to do with the goal of the employer. And the substitution of concepts most often leads to disappointment. First, the employer needs time to define what tasks he or she will set before the future employee, which of them to define as a priority, and what he or she is willing to sacrifice. Second, the applicant must also consider what he or she "sells", "earns", and for what price. All these questions are specific enough to require serious consideration and it's important to separate emotions in making such decisions.

• 在什么情况下，你建议员工要有怀疑？什么应该是红旗？

• For example, you get a call from an HR specialist and off the bat he or she starts to praise you and all of your projects. And this flattery is followed by the invitation for a meeting where everything is made just for you and even the boss meets you with a smile. The intention is clear: everyone is excited to meet you, you really have something to respect you for but where does all of this excessive "gallantry" come from. It creates suspicion. It all would be fine if it was not for this weird aftertaste of some kind of catch... And now, at home, in a comfortable chair, you start recalling rather strange inconsistencies in the manner of communication with you and the current employees, such as rudeness with the secretary or assistant, and that nasty feeling of insincerity. Or, let's imagine a completely opposite experience when the calling recruiter tells you how lucky you are to be addressed by such a company. Most often, such interview continues with a general feeling of an “exam” and questions like "Well? What do you know about us?" The feeling is often reinforced by phrases like: "Next time I want you to prepare a presentation for us." These seem to be two completely opposite examples but what do they have in common? In fact, in both cases, the company does not understand what it is looking for in a future candidate. Because "praise" or "belittling" is a transition to personal that deprives the dialogue between people of all productivity and causes completely unnecessary emotional reactions. What is dangerous about such a beginning of work relationship? The fact that your work simply will never meet the boss’s expectations because he or she doesn't know what is required.

• 你知道有哪些例子可以说明 "蜜月 "和日常工作生活之间的对比？

• I just remembered a joke: Because of the serious problems the company was in the boss fired the marketing director. And he tells his successor that he have prepared three letters which the new marketing director needs to open before every meeting with the boss. After a year the company has zero results, the boss calls the new director in for a meeting. So he opens the 1st letter which says: "Blame everything on me." The successor refers to the terrible legacy he inherited from the previous employee, and he is forgiven. Another year passes. The picture is the same. Dynamics of company’s development is not improving. Another meeting is planned. The marketing director opens the 2nd letter which says: "Blame everything on the fact that the effect of modernization cannot be instantaneous and that it requires a cumulative effect and time." Again the director is forgiven. Another year later nothing has changed. The director opens the 3rd letter before the meeting and it says: "Prepare the 3 letters." This joke, as it often happens, is only 50% joke. Very often employers who don’t know what they want expect too much from an employee. The boss who doesn’t know how to set goals and tasks sees the employee as a beam of light that will bring business back from the darkness, but it is not always justified. And this kind of dissonance stops “the honeymoon” straight away.

• 在您看来，既然员工在最初阶段如此高兴，之后又如此惊愕，雇主的主要错误是什么？

• 我不会把所有的责任都归咎于雇主。挑选雇员和雇主是一个两方面的过程。老板需要了解他或她的任务是什么，是为正确的人绘制道路图、确定路线和设定具体目标的过程。而且，正如我前面所说，你不应该屈服于情绪。在求职面试中，你必须就条款进行谈判，并认识到双方的目标和动机，只是为了避免进一步的误解。而且，如果求职者看到自己未来的职位有一些不确定性，他或她不应该害怕向潜在的老板表达这种恐惧。不要害怕问问题。

• 你能向管理人员提出什么建议以避免错误？

• 对管理者来说，最重要的建议是不要忘记你是负责这个过程的。倾听和聆听，从错误中吸取教训，理解发生错误是正常的，并知道如何授权，这是非常重要的。但最重要的是要对结果负责。