一份新的报告指出，在英国，管理者们即使“业绩不佳”，也依然能拿到奖金。

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

　　研究者对7万名管理者的薪酬进行了调查，发现在拿到奖金的人里，有三分之一的人绩效评定为“未达预期标准”。

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

　　英国特许管理学会（CMI）“国家薪酬调查”发现，业绩不佳的公司董事，平均奖金为4.5万英镑（约合人民币43.6万元）。

　　业绩不佳的管理者照样拿奖金

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

　　绩效不达标的高级管理人员，平均奖金为将近9000英镑（约合人民币8.7万元）。

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

　　英国特许管理学会首席执行官安·弗兰克（Ann Francke）说：“太多的管理者靠职位赢得丰厚的奖金，尽管自身表现欠佳。"

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

　　“比起与业绩不佳的公司成员进行尴尬的对话，公司直接给他们奖励要显得容易得多，这真是不幸。”

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

　　弗兰克女士解释称，如今，奖金几乎可以看作正常工资的一部分，而不是对于辛勤工作的奖励。

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

　　“这么多的低绩效的人依然可以拿到奖金，还有一个原因，就是奖励昔日辉煌的传统。”

　　"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."

　　“工龄越长，人们对于奖金的依赖程度也就越高……雇主们真的应该考虑一下，是否应该对基本工资进行调整。”

　　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.

　　英国特许管理学会表示，很多公司发现，寻找、招聘和留住员工变得越来越难。经济学家认为，技能短缺可能正是工资和奖金被迫上涨的原因。

　　Vocabulary

　　below-par 未达标的

　　reap 获得