一开始听到“橡皮族”的时候，小编第一反应就是啥恶魔果实，啥草帽军团了，查询一番后才发现这原来是职场中的一个新词诶。

　　“橡皮族”指的是啥？

　　借用一个最普遍的定义，他们就是如橡皮一般，“没有神经、没有痛感、没有效率、没有反应，不接受任何新生事物和意见，不在意批评表扬。整个人犹如橡皮做成的，力度小了他根本不在乎，力度大了，他还会反弹一些不满过来。”的人。

　　“橡皮族”的英语怎么说？

　　我们知道很多“族”类的说法，比如“thumb tribe”(拇指族)，“moonlight clan”(月光族)，“ant tribe”(蚁族)等。那么“橡皮族”的英语难道是“rubber tribe”吗？

　　相较于我们上面看到的类似于直译的说法，“橡皮族”的英语则更揭示其本身的涵义，为“disengaged employee”。

　　“disengaged”表示的是“(or a person) free from social or professional obligations(人没有社会或职业负担，无牵无挂)”的意思。

　　我们看一下摘自《疯狂英语口语版》中的一段对话：

　　tommy: is sandra making mountains out of molehills again?

　　stephanie: i think so. what’s with that?

　　tommy: that is a grade a example of what we call a disengaged employee。

　　stephanie: disengaged? like they have no passion or motivation for their job anymore?

　　tommy: exactly. i read an article that said employees like sandra cost the us economy up to $350 billion a year。

　　汤米：桑德拉又小题大做、喋喋不休了？

　　史蒂芬妮：我想是吧。她究竟怎么了？

　　汤米：这就是一个所谓 “橡皮族”的最佳范本。

　　史蒂芬妮：橡皮族？是说他们对工作失去了热情和野心吗？

　　汤米：没错。我读过一篇报道，说像桑德拉这样的员工每年给美国经济造成的损失高达3500亿美元。

　　你是职场中的“橡皮族”吗？“橡皮族”有些什么特征？

　　characteristics of disengaged employee

　　• tend to concentrate on tasks other than the goals and outcomes they are expected to accomplish。

　　• do just enough work to get by. the disengaged adversely affect productivity simply because it takes them longer to produce. simply, time is money。

　　• non-engaged employees are highly individualized and can have a collective effect on an organization’s profitability and performance。

　　• can adversely affect the organization in the manner in which they speak to clients and customers。

　　• disengaged employees can affect client satisfaction and increase customer attrition。

　　• they rarely take the initiative and prefer to stay in the background。

　　• they focus on accomplishing a task rather than achieving an outcome. actively disengaged employees aren't just unhappy at work. they spread their discontentment to other employees。

　　• they are not just indifferent to company goals and mission but also express their mistrust and animosity。

　　• employees who are not engaged tend to feel their contributions are being overlooked, and their potential is not being tapped。

　　• employees who feel disconnected emotionally from their coworkers and supervisor do not feel committed to their work。

　　• they hang back and do the minimum because they believe their contribution hardly counts。