UK managers are getting pay bonuses despite being "underperformers", a new report suggests。

一份新的報告指出，在英國，管理者們即使“業(yè)績不佳”，也依然能拿到獎金。

The research into the pay of 70,000 managers concluded that a third of those given bonuses were rated as "not meeting expectations."

研究者對7萬名管理者的薪酬進行了調(diào)查，發(fā)現(xiàn)在拿到獎金的人里，有三分之一的人績效評定為“未達預(yù)期標準”。

The Chartered Management Institute's National Salary Survey found that the average bonus for under-performing company directors was £45,000.

英國特許管理學會(CMI)“國家薪酬調(diào)查”發(fā)現(xiàn)，業(yè)績不佳的公司董事，平均獎金為4.5萬英鎊(約合人民幣43.6萬元)。

The average bonus for below-par senior managers was almost £9,000.

績效不達標的高級管理人員，平均獎金為將近9000英鎊(約合人民幣8.7萬元)。

CMI chief executive Ann Francke said: "Too many managers are reaping the rich rewards of their positions despite being poor performers。

英國特許管理學會首席執(zhí)行官安·弗蘭克(Ann Francke)說：“太多的管理者靠職位贏得豐厚的獎金，盡管自身表現(xiàn)欠佳。"

"Unfortunately, it seems to be a lot easier to reward poor performance than to face the awkwardness of having difficult conversations with underperforming staff."

“比起與業(yè)績不佳的公司成員進行尷尬的對話，公司直接給他們獎勵要顯得容易得多，這真是不幸。”

Ms Francke explained that bonuses may now be considered a part of normal pay, rather than a reward for hard work。

弗蘭克女士解釋稱，如今，獎金幾乎可以看作正常工資的一部分，而不是對于辛勤工作的獎勵。

"Another reason so many low performers get bonuses is that there is often a culture of rewarding past glories。

“這么多的低績效的人依然可以拿到獎金，還有一個原因，就是獎勵昔日輝煌的傳統(tǒng)。”

"The longer that goes on, the more people come to rely on the money... employers really should think about whether it would be better to address the level of basic pay."

“工齡越長，人們對于獎金的依賴程度也就越高……雇主們真的應(yīng)該考慮一下，是否應(yīng)該對基本工資進行調(diào)整。”

The CMI said that companies are finding it increasingly difficult to find, recruit and hold on to staff. And it is this skills shortage that could be forcing up wages and bonuses, economists believe。

英國特許管理學會表示，很多公司發(fā)現(xiàn)，尋找、招聘和留住員工變得越來越難。經(jīng)濟學家認為，技能短缺可能正是工資和獎金被迫上漲的原因。

Vocabulary

below-par 未達標的

reap 獲得