想想吧，建立绩效考核体系的基础是上司的客观评价，而这样的基础又是建立在上司无所不知无所不晓的假设上的。
Think about it. Performance reviews are held up as objective assessments by the boss, with the assumption that the boss has all the answers.
对女上司的其他负面评价还包括排外、求胜心切、过于关注自身形象。
Other negative assessments included them being 'too cliquey', too competitive and spending too long worrying about their appearance.
这就是为什么当雇员换了上司之后，往往对他们的评价也就都改变了。
It's why when employees switch bosses, more often than not their evaluation changes as well.
应用推荐