be disengaged from work

简明释义

脱产

英英释义

例句

1.It's crucial for managers to recognize when team members are disengaged from work.

管理者识别团队成员何时对工作失去兴趣是至关重要的。

2.After the long meeting, many employees seemed to be disengaged from work.

在长时间的会议后，许多员工似乎对工作失去了兴趣。

3.When employees are disengaged from work, productivity can significantly drop.

当员工对工作失去兴趣时，生产力会显著下降。

4.Employees who are disengaged from work often require additional motivation.

那些对工作失去兴趣的员工通常需要额外的激励。

5.She felt that she had been disengaged from work for months before finally deciding to quit.

她觉得自己已经对工作失去兴趣好几个月，最后决定辞职。

作文

In today's fast-paced world, many individuals find themselves feeling overwhelmed by their jobs. As a result, a significant number of employees tend to be disengaged from work, which can have detrimental effects on both their personal lives and the overall productivity of their organizations. When someone be disengaged from work (与工作脱节), it means they are emotionally or mentally detached from their job responsibilities. This detachment can manifest in various ways, such as a lack of motivation, decreased performance, or even frequent absenteeism.One of the primary reasons for this disengagement is burnout. In an effort to meet high demands and tight deadlines, workers often push themselves to their limits. Over time, this relentless pressure can lead to exhaustion, making it difficult for them to stay engaged with their tasks. When employees be disengaged from work (与工作脱节), they may start to feel that their efforts are unappreciated or that their contributions do not matter, further exacerbating feelings of disconnection.Moreover, poor management practices can also contribute to this phenomenon. When leaders fail to recognize and value their team's hard work, it can lead to a culture of disengagement. Employees who do not feel supported or acknowledged are more likely to be disengaged from work (与工作脱节). They may begin to view their job merely as a means to earn a paycheck rather than a fulfilling career. This shift in perspective can diminish their sense of purpose and commitment to their roles.On the other hand, fostering a positive work environment can significantly reduce the likelihood of employees be disengaged from work (与工作脱节). Organizations that prioritize employee well-being, provide opportunities for professional growth, and encourage open communication tend to see higher levels of engagement. When employees feel valued and invested in their work, they are less likely to experience disengagement.Furthermore, promoting a healthy work-life balance is crucial in combating disengagement. Employers should recognize the importance of allowing their staff to recharge and disconnect from work-related stress. When employees are encouraged to take breaks and enjoy their personal lives, they are more likely to return to work feeling refreshed and motivated, reducing the chances of them be disengaged from work (与工作脱节).In conclusion, being disengaged from work (与工作脱节) is a prevalent issue that can stem from various factors, including burnout, poor management, and lack of support. It is essential for both employees and employers to recognize the signs of disengagement and take proactive steps to address them. By fostering a supportive work environment and promoting a healthy work-life balance, organizations can enhance employee engagement, leading to greater satisfaction and productivity. Ultimately, when individuals feel connected to their work, they are more likely to thrive both personally and professionally.

在当今快节奏的世界中，许多人发现自己被工作压得喘不过气来。因此，许多员工往往会<在工作中脱节>，这对他们的个人生活和组织的整体生产力都可能产生不利影响。当一个人<与工作脱节>时，这意味着他们在情感上或精神上与自己的工作职责脱离。这种脱节可以以各种方式表现出来，例如缺乏动力、表现下降，甚至频繁缺勤。造成这种脱节的主要原因之一是职业倦怠。为了满足高要求和紧迫的截止日期，员工们常常逼迫自己到极限。随着时间的推移，这种无休止的压力可能导致疲惫，使他们难以保持对工作的投入。当员工<与工作脱节>时，他们可能开始觉得自己的努力没有得到重视，或者自己的贡献无关紧要，从而进一步加剧了脱节感。此外，管理不善也会导致这种现象的发生。当领导者未能认可和重视团队的辛勤工作时，就可能导致一种脱节文化。那些感到没有支持或认可的员工更可能<与工作脱节>。他们可能开始将工作仅视为赚取薪水的手段，而不是充实的职业。这种观点的转变可能会削弱他们对角色的目的感和承诺感。另一方面，营造积极的工作环境可以显著降低员工<与工作脱节>的可能性。优先考虑员工福祉、提供职业成长机会以及鼓励开放沟通的组织往往会看到更高的参与度。当员工感到被重视并对工作投入时，他们不太可能经历脱节。此外，促进健康的工作与生活平衡对于对抗脱节至关重要。雇主应认识到允许员工充电和摆脱工作相关压力的重要性。当员工被鼓励休息和享受个人生活时，他们更有可能以焕然一新的状态回到工作中，减少<与工作脱节>的可能性。总之，<与工作脱节>是一个普遍存在的问题，可能源于多种因素，包括职业倦怠、管理不善和缺乏支持。员工和雇主都应认识到脱节的迹象，并采取主动措施加以解决。通过营造支持性的工作环境和促进健康的工作与生活平衡，组织可以增强员工的参与感，从而带来更大的满意度和生产力。最终，当个人感到与工作相连时，他们更有可能在个人和职业上蓬勃发展。