主动降职能减少职场压力?

    If job stress is wearing you down and you want more leisure time, but you can't -- or don't want to -- quit altogether, it can be easy to feel stuck. But there's an alternative to consider: a voluntary demotion. Plenty of professionals dream of scaling back on their workload 1 or ceding 2 management responsibility, here's how to do it:

    Adjust your thinkingStart out by re-evaluating your goals and how you measure yourself. A successful career doesn't have to include a 60-hour-a-week beeline to the top, says Joel Mausner, a business psychologist at Workplace Psychology 3, a consulting firm in New York. He recommends first considering how you want to live your work and home lives. Research routes to advancement 4 within your company or industry that will satisfy the personal need you have, be it family time, less travel or the pursuit of a hobby. 'The harder part is being able to accept the idea that you're limiting your ambitions,' Mr. Mausner says.

    Boss lessIf you're a manager, downscaling could mean applying your skills to a position that doesn't involve overseeing employees. 'Not everybody is cut out to be a manager,' says Lynne Eisaguirre, an employment attorney and consultant 5 from Denver. She has seen many talented technical employees promoted into management jobs that didn't suit them. Some return to their old jobs or make a lateral 6 move. If you have proven yourself and provide something valuable to the firm, asking for a downward move or a move to a role with fewer direct reports won't be viewed as negatively.

    Be upfrontWhatever you decide you want to do, it's important to communicate your intentions to show that you're still committed to the job and company. Explain the positions at the firm that you see as a good fit and have a frank discussion about why you want to make a downward move. 'Play to your strengths and how [the move would] better benefit the company,' says Ms. Eisaguirre.

    Prepare your financesTake the time to plan financially before making changes that impact your salary, recommends Lewis J. Altfest, a financial planner in New York. Adjust your expenses and budget to the expected new income level before you make a move and save as much money as you can for a cushion.

    If you're scaling back on work because you're nearing retirement 7, hold off on drawing Social Security or pension benefits for as long as possible, Mr. Altfest advises. 'If it's not a hardship, use your nonretirement savings 8 and what earning you make to live on. That way you get the most from your investments and it's a hedge against long life,' he says.

    Think aheadIf you do change your mind later, taking a step down isn't something you can't overcome. You can spin it positively 9 when applying for jobs both internally and externally, says Ms. Eisaguirre. The key is to prepare a strong story about why you moved sideways or down in your firm, and why you're now ready to get back on track. 'Tell them what has changed,' she suggests.

    如果工作压力实在令你不堪重负，你希望能有更多的闲暇时光，但却不能──或者不愿意──完全放弃工作，就会很容易把自己搞得疲累不堪。不过还有一个选择可以考虑：主动降职。很多专业人士都梦想着自己的工作量能够少一些或者少背负一些管理责任，不妨参考以下几点建议：

    调整思路重新确立目标及以及对自己的评判标准。纽约职场心理学咨询公司（Workplace Psychology）的职场心理学家乔尔?莫斯内（Joel Mausner）表示，事业成功并不意味着就得每周连轴转地工作60个小时。他建议，不妨先考虑一下你自己对于事业和家庭生活有何打算。提前调研一下，在你公司或者所从事行业内有哪些职场发展道路可以同时满足你的个人需求，比如可以多些时间跟家人共处、少出差、有时间从事自己的业余爱好，等等。莫斯内表示，“有一点会比较难以接受，那就是：你的雄心壮志会受到一定的限制。”

    少管些人如果你是一位主管，降级可能意味着你可以就任一个不需要监管别人的职位。丹佛劳工律师兼顾问琳恩?伊莎圭尔（Lynne Eisaguirre）表示，“不是每个人都适合担任管理职务的。”她见证了很多技术人员被提拔到管理岗位却无法胜任的案例。他们当中有些人后来又回到了原先的岗位或者调至其他平级职位。如果你已经为公司做出了有益的贡献，自身的价值已经得到了证实，那么当你主动提出降级或者调任一个可以少管些人的岗位时，别人也是不会看低你的。

    开诚布公不管你做出了怎样的决定，与公司沟通你的想法是很重要的，要让别人相信你对这份工作以及公司依然满怀热忱，向他们说明你认为哪些职位是很适合你的，坦诚地解释你为什么想要降级。伊莎圭尔说，“讲清楚你的优势，说明这样的职位变动于公司将更为有利。”

    做好财务上的准备纽约理财师里维斯?J.?阿尔特范斯特（Lewis J. Altfest）建议，在做出会影响你收入的职务变动之前，先花点时间做好财务上的规划。在变动之前，根据新职位的预计收入来调整你的开销预算，尽可能多攒点钱以备不时只需。

    阿尔特范斯特建议，如果你是因为自己年届退休所以要主动降职，那么要尽可能推迟提取社保金或养老金的时间。他表示，“如果不是非常困难的话，最好只花退休前的积蓄和现在挣到手的钱。这样你的投资收入才能最大化，未来漫长的生活才能有所保障。”

    想好后招如果你事后又改主意了，那也并非就没有挽回的余地。伊莎圭尔表示，当你在公司内部或者对外申请新的职位时，你也可以将目前的降职转化为正面的因素，关键是要准备好一个令人信服的说法，向别人解释为什么你会靠边站或者降职，解释为什么现在又想回到原先的级别。她的建议是，“向他们说明是哪些因素有了变化。”