2023年英文的工作總結(jié)英文的工作總結(jié)

Year-endisagoodtimetoreviewyourprogramstogetthemreadyforthenextyear.Typically,thistimeofyearthingsslowdownduetotheholidaysyoumighthavesometimetofocusontherecommendationsbelow.

Year-endRecap

Itiscriticalthatyoudevelopayear-endrecapandsenditouttoasmanypeopleaspossible.

Thiswillletthenknowyoursuccessesaswellaschallengesinthepastyear.Youcanusethistobragaboutthesuccesses,whichcanleadtomoresupportaswellasbudget.

Inaddition,byoutliningthechallengesyoumaybeabletomotivateotherstohelpandormakeappropriatechangeswithintheirteamsthatwillhelpyoupreventtheseproblems.

AnnualTraffic&SalesReview

Reviewingyourinboundtrafficandconversionsacrosstheyeartolookfortrendsornewphrasesisagreatopportunitytoidentifynewmarkets,keywordsorcountriesthatmayhavebeenoverlookedinthemonthlyreviews.

Whenyoulookatthetrendsoveranentireyearyoucanoftenfindmonthsthatarehigherorlowerthannormalandcanadjustyourannualorquarterlyplanstomaximizethesespikes.

KeywordGlossaries

Oftenoverlookedarecompany’slocalizationglossaries.Thesearemasterlistsofwordpairsthatareusedinmachinetranslationandtranslationmanagementtools.Throughouttheyear,youmayhavedonealotof

keywordresearchandmodelingthatmayneedtobeaddedtotheglossaryaswellaswordsreplacedwiththosewhichhavemoredemandorbettermatchsearcher’sintent.

Ifanynewproductswereaddedthisyear,theyshouldbeaddedtotheglossaryaswelltomakesurethatthemostrelevantversionsareintegrated.

Site-WideDiagnostics

Duetheholidaysattheendoftheyear,yourworkloadmaydecreasegivingtimetoreviewandcleanupmanyofthecommonerrorsthataccumulateinGoogleandBingWebmastertools.

NewYear/NewTacticsLunch&Learn

ScheduleavarietyoflunchandlearnswithyourvariousteamstothemonanynewtechniquesandupdateslikeavoidingPandapenalties.Itisoftengoodtoanynewemployeesthatwereaddedinthepastfewmothsonthebestpracticestheymaynotbeawareof.

EndOfLifeProducts

Especiallyifyoumanagingsearchforalargecompanyyoushouldmeetwiththeproductteamstoidentifyproductsthatarenolongersold.Itiscommoninlargercompaniesandespeciallyinconsumerelectronicsthatasproductreachtheir“endoflife”formarketingtheyareremovedfromthesite.

Whiletheyarenolongersold,theyarestillbeingusedbyconsumersthatwillneedreplacementparts,servicesandhopefullyupgrades.Youcancreateahybridpagethatrepresentstheseoptionsforconsumersandreplacethepreviousproductpagetoallowyoutocontinuetocapturethosestillinterestedinyourproducts.

Anyofthesecanhelpfindnuggetsofopportunitiesthatwillhelpyoulookgoodinthefirstquarter.Itwillalsohelpyoutomakebudgetjustificationsandsupportadditionalheadcountoragencybudgetsforspecificroles.

Mostimportantly,youshouldhaveagoodideaoftheoverallprogressandwhatopportunitiesyouhaveforimprovementinthenewyear.

英文的工作總結(jié)

Upanddownthechainofcommand,year-endperformancereviewsfillpeoplewithdreadorwithresentment,andveryrarelywithjoy.Boththegiversandthereceiversspendalotoftimeonthereviews,yettheygenerallyseethemasanemptyexercise.AfteralltheproceduralTsarecrossedandtheIsdotted,ittakespeopleskillstogetarealreturnoninvestmentfromthisimportant,labor-intensiveprocess.Leadersneedtosetanexamplebyturningaritualintoaproductiveeffort.

每至年末，領(lǐng)導(dǎo)布置下屬完成的年終工作表現(xiàn)總結(jié)似乎帶來的都是恐驚和怨恨心情，很少人有會很快樂做年終總結(jié)。雖然領(lǐng)導(dǎo)和下屬都會在年終總結(jié)上花費(fèi)許多的時間，但他們大多認(rèn)為這樣的工作其實(shí)是徒勞無功。在經(jīng)過了許多這樣事無巨細(xì)一絲不茍的程序化工作后，人們在這個重要而又是勞動密集的過程中的工作投入須要得到真正的回報，而這也須要技巧。領(lǐng)導(dǎo)們須要樹立榜樣，將這種例行公事有效的利用起來。

Thiscolumnaddressesgivingareview.InasubsequentarticleIlltacklehowtogetthemostoutofreceivingareview.Botharticlesaimtochallengeyoutoshiftyourfocustotheemotionalexperienceonbothsidesofthetable,andtoincreasethepaybackfromyear-endreviewsbydevelopingsomekeypsychologicalskills.

這篇專欄文章探討的就是如何做年終總結(jié)。我還有另外一篇文章是探討如何從收到的總結(jié)中獲得最多的信息。這兩篇文章目的都是為了嘗試轉(zhuǎn)移你的關(guān)注意心：關(guān)注雙方的心情經(jīng)驗(yàn)，通過發(fā)展一些關(guān)鍵的心理技能來提高年終總結(jié)的回報率。

Theorganizationalbarrierstohavingproductiveyear-endreviewscanbeformidable.Thetightlinkbetweenreviewsandcompensationdiscouragesopennessandhonesty.Managersatalllevelsmaythinkasmuchabouttheirorganizationsneedsasaboutindividualperformancewhentheydothereviews.Forexample,interdepartmentalrivalriescanforceakindofuniformityonyourreviewsasyoutrytodothebestyoucanforyourpeopleintermsofcompensation.Ifyourorganizationsculturediscouragesopenandhonestfeedback("wedontdowarmandfuzzy"),youmayfeelconstrainedtojustfocusonthenumbers.Anythingelsemightmakeyoufeellikeanoutlierandmakeyourdirectreportfeelsingledoutandanxious.

那些阻礙我們做出有效的年終總結(jié)的組織絆腳石，很難應(yīng)付。總結(jié)和薪酬之間的緊密聯(lián)系，使得我們無法放開心扉坦誠相對。各級管理人員在評估年終總結(jié)時，除了會考慮個人的工作表現(xiàn)，還會關(guān)注他們對整個團(tuán)隊(duì)的貢獻(xiàn)。比如說，考慮到薪酬獎金，部門間的競爭可能會使得同部門人員的總結(jié)盡可能的保持一樣。假如你的團(tuán)隊(duì)文化不激勵開誠布公的看法反饋的話（“我們不走模糊溫馨那一套路途”），你會感到束縛壓抑，可能只會關(guān)注數(shù)據(jù)，而別的內(nèi)容會讓你覺得自己是個局外人，會讓你的干脆匯報顯得特立獨(dú)行，讓你焦慮擔(dān)憂。

Buteveninanunfavorableorganizationalenvironmenttherearethingsyoucancontroltogetmorefromtheprocess.Bybetterunderstandingtheexperienceonagutemotionallevelandworkingonsomekeypsychologicalskills,youcancreateamoreusefulexperienceandbecomeabetterleaderintheprocess.不過就算是在這樣一個不利的組織環(huán)境中，還是有些事在你的掌控中，而在總結(jié)的過程中你也能獲得更多。從深層心情角度動身會讓你對總結(jié)有好的理解，留意培育一些主要的心理實(shí)力，你就能創(chuàng)建一個更有效的總結(jié)經(jīng)驗(yàn)，成為總結(jié)過程中更好的領(lǐng)導(dǎo)者。

Ideally,theyear-endreviewisallabouttheemployeesdevelopment.Asaleadercommittedtooptimalperformance,youunderstandtheimportanceofthefitbetweenanemployeesskills,talents,andcareergoalsandhisorherorganizationalrole.Whenyouknowhowbesttoconnectthearcofindividualdevelopmentwiththedirectionofyourorganization,youformapartnershipforgrowthwiththeemployee.Thispartnershipdependsoncandidfeedbackontheindividualsperformance,youridentificationofpersonalandorganizationalbarrierstobetterperformanceandyourongoingavailabilitytohelpremovethosebarriers.

志向的年終總結(jié)應(yīng)當(dāng)全都是關(guān)于該員工的個人發(fā)展。作為一個強(qiáng)調(diào)最佳表現(xiàn)的領(lǐng)導(dǎo)，你應(yīng)當(dāng)明白員工實(shí)力天賦與職業(yè)目標(biāo)及組織角色間匹配度的重要性。當(dāng)你懂得如何將個人發(fā)展與團(tuán)隊(duì)方向最佳的結(jié)合在一起時，你就與員工的成長形成了一種伙伴關(guān)系。這種伙伴關(guān)系依靠于對個人工作表現(xiàn)的坦誠反饋，你對阻礙個人和組織更好表現(xiàn)的絆腳石的認(rèn)知，以及你持續(xù)不斷移開絆腳石的行動力。

Managerscommonlygetderailedfromtheidealdevelopmentalfocusinyear-endreviewsbytheirownpersonalpsychologicalchallenges.Ithappensintheseways:

年終總結(jié)，管理人員通常會因?yàn)閭€人的心理挑戰(zhàn)而繞過志向的個人發(fā)展重心。表現(xiàn)在下面幾個方面：

--Conflictavoidance:Afearofconflictcanleadyoutoavoiddifficult--andalsomeaningful--performancediscussionswithyoursubordinates.Thatfearofconflictcanarisefromdeep-seatedpersonalissues,alackofskillsformanagingconflictorboth.

沖突避讓：擔(dān)憂沖突，會使得你想要避開與下屬進(jìn)行個人工作表現(xiàn)的探討，這比較難以啟齒但卻很有意義。這種沖突憂慮心情源自根深蒂固的個人問題，或是缺乏管理沖突的實(shí)力，或是兩者兼有之。

--Needforapproval:Astrongneedforapprovaloftengoeshandinhandwithconflictavoidance.Managersapproachtheirrolesasavehicleforacceptanceandadmirationmoreoftenthaniscommonlyacknowledged.Ifyouseekaffirmationfromyouremployees,evenunconsciously,youmaybesacrificinglonger-termdevelopmentandperformanceinfavorofshort-termcomfortandacceptance.Atthesametime,yourinabilitytoputyourownneedsasidemakesitdifficulttoearnsubordinatestrustandrespect.

認(rèn)同心理：劇烈的認(rèn)同需求與沖突避讓心情形影相隨。管理人員扮演的角色，比起大眾一般認(rèn)同的管理機(jī)制，更像是接受和贊許的工具。假如你想要從員工處尋求確定，即使是無意識的狀況，你也可能是在犧牲長期的`發(fā)展和表現(xiàn)來換取短期的勸慰和接受。同時，因?yàn)槟銦o法做到將自己的須要束之高閣，你就很難贏得下屬的信任和敬重。

--Mistrust:Youroverallmistrustofpeopleandtheirmotivesmaymakeyouthinkthatemployeesdontwanttohearcorrectivefeedback,canttakeitinandwontuseitconstructively.Ifyouhaveahighlevelofmistrust,youmaybeconvincedthatpeopleingeneralareincapableofchanging,aremotivatedbyfearandlearnonlybybeingpunished.

不信任：你對別人和他們動機(jī)的完全不信任，會使得你認(rèn)為員工不情愿聽到改善性的看法反饋，會認(rèn)為他們無法真正接受，也不會建設(shè)性地利用起來。假如你對別人有這么劇烈的不信任，你可能會認(rèn)為一般人都無法變更，只有恐驚才能成為動力，只有懲處他們才能學(xué)會。--Lackofself-awareness:Aninabilitytoacknowledgeyourownmotivesandgoalsfortheyear-endreviewcanmeanmixedmessagesforyouremployees,sabotagingtheprocess.Forexample,bydenyingyourownnegativefeelingstowardasubordinate,youmayforcethereviewintoadevelopmentalframeworkthatsfrustratingforbothyouandtheemployee,whoreallyneedstobemanagedoutoftheorganization.Attheotherextreme,youcouldbehijackedbyyourownfeelingsofdisappointmentorenvyandendupattackinganemployee.

缺乏自我意識：無法承認(rèn)你自己年終總結(jié)的動力和目的，也就意味著你的下屬的總結(jié)中信息混雜，這樣會阻礙整個總結(jié)的進(jìn)程。比如說，你不承認(rèn)內(nèi)心對某位下屬的負(fù)面心情，可能會使總結(jié)變成發(fā)展框架，而這位下屬真正須要的卻是團(tuán)隊(duì)之外的個人管理，這樣只會讓下屬和你自己都崩潰抓狂。另一種極端，是你被內(nèi)心的悲觀或嫉妒心情操控，最終以攻擊某位員工收場。

Workonthefollowingcorepsychologicalskillsandyouwillincreasethebenefityouandyouremployeesgetfromthereviewsyoumustgivethisyear:在下面的這些核心心理實(shí)力上下點(diǎn)功夫，提高你和員工的年終總結(jié)效益：

--Empathy:Itakeempathytomeananaccurateunderstandingofanothersemotionalexperience.Empathytowardyouremployeesstartswithyourreviewingyourownexperiencesreceivingfeedback.Italwayspaystobeabletoputyourselfintheotherpersonsshoes.Beguidedbyanunderstandingthatpeoplegenerallyoverestimatetheirownperformance.Wehumansarehard-wiredtomaintainapositiveself-image,andwetendtorejectpainfulcriticism.Yourempathyincreaseswhenyoudeliberatelyseektograspwhatmotivatespeople,whatcareergoalsaremostimportanttothem,whatkindofstandardstheysetforthemselvesandhowtheyreacttonotlivinguptothosestandards.Empathywillenableyoutocrafteachreviewmessageinawaythatmotivateseachpersontogrow.

感同身受：感同身受，意味著精確理解別人的情感經(jīng)驗(yàn)。要想實(shí)現(xiàn)與員工的感同身受，首先你要總結(jié)自己的經(jīng)驗(yàn)并收到反饋。換位思索，替別人著想，這都是值得的。你的指導(dǎo)思想是人們通常會高估自己的表現(xiàn)。人類的一種本能是維持正面的個人形象，我們拒絕讓人難過的指責(zé)。當(dāng)你特意去找尋和理解，他們的動力，他們最重要的職業(yè)目標(biāo)，他們?yōu)樽约憾ǖ臉?biāo)準(zhǔn)，以及在標(biāo)準(zhǔn)沒實(shí)現(xiàn)時他們的反應(yīng)，這些都會讓你更加感同身受。感同身受會讓你汲取每一份總結(jié)里的信息，并能以此來促進(jìn)每個人的成長。

--Trustworthiness:Withouttrust,theyear-endreviewisdeadonarrival.Theeffectivereviewdependsontrust;itisalsoaprimeopportunitytobuildtrust.Workonyourtrustworthinesstomakethereviewprocessmoreproductiveforallconcerned.Doyouconsistentlyhaveyouremployeesbestinterestsinmind?Doyoufollowthroughonyourcommitmentstofacilitatetheirdevelopment?Willyouactinwaysthatgobeyondyourself-interest?Taketimetolookinthemirrorandconsiderwhetherothersseeyouastrustworthy.

值得信任：沒有信任的年終總結(jié)是行不通的，有效的年終總結(jié)須要彼此的信任，也是建立信任的最佳時機(jī)。增加自己的可信任度，對全部人而言，年終總結(jié)過程都會更有效率。你有沒有把員工的最佳利益放在心上？你有沒有遵守承諾實(shí)現(xiàn)他們的發(fā)展？你會不會做出超出自身利益的行為？仔細(xì)反思，想想在別人的眼里，你是不是值得信任的一個人。

--Self-knowledge:Itisnteasytokeepyourownpersonallikesanddislikesoutofyourobjectiveassessmentofsomeoneelseswork,achievementsorfailures.Youneedtobescrupulouslyhonestwithyourself,confronting