努比亚z11怎么隐藏软件:付给员工高薪就是对员工的赞赏吗？

这种现象现在已经司空见惯了。我经常听到职员或经理之类的人对该信条或忿忿不平或为其极力辩护。

Here’s my take: It’s wrongheaded thinking. It’s counterproductive for the staff, the boss, and the organization. Make no mistake: paychecks are great. (Ask anyone desperate for one these days.) But they represent one half of a transaction, a baseline act of reciprocity. When I pay my cable or heating bill, I’m forking over what I owe; I’m not sending appreciation.

我的经验是：这种想法并不正确。它使员工、老板及该机构达不到预期目标。不犯错，工资高。但这只意味着一个交易的一半--一种最基本的互惠形式。当我为我的电缆或供热设备付款时，我极不情愿交出我的东西。我并没有表达我的感谢。

 

When it comes to employees and co-workers, appreciation matters.

感谢对于员工和同事，是极为重要的。

In his new book “Shine: Using Brain Science to Get the Best from Your People,” psychiatrist Edward Hallowell tells the story of Henry, a competent guy who, despite talent and a good work ethic, never got top marks in his annual reviews. His problem: he rarely gave credit to others and rarely encouraged their work. Hallowell writes:

在爱德华哈洛韦尔的新书“感恩，科学用脑，从你的员工身上得到最大效益”中，他讲了亨利的故事。亨利是一个很有能力的小伙子，尽管它既有才能又有好的工作态度，但在年度评估中，他从来没有得到好的成绩。他的问题在于：他很少奖励别人，也很少对别人的工作给与鼓励。哈洛韦尔写到：

Henry grew up with the belief that you simply do your job, and that was reward enough. If you were strong, you’d succeed. In the workplace, a paycheck meant “I love you.” That was how he’d always seen it. That was how he lived his life.

亨利一起床就带着这个信念，只要把工作做好，就会有丰厚的回报；只要有才能，就会成功。在职场，给好薪水就意味着“我爱你”。这就是亨利惯有的看法。这就是他生活的方式。

Maybe you’re like Henry. Maybe your parents raised you with a similar philosophy; people don’t deserve thanks for doing what they’re supposed to do, only for the extraordinary. If you’re a manager, that might affect the way you deliver feedback, and why people find you to be more negative than positive.

也许你像亨利一样。也许你的父母以与之相似的原则抚养你长大。人们做他们应该做的事不应该得到奖赏，除非他做得特别优秀。如果你是一个经理，那么这种观念可能影响你进行回馈的方式，这也是为什么别人认为你的态度消极而不积极。

Here are other shaky reasons managers withhold thanks:

这里还有几条原因可能让经理们吝啬感谢：

No one thanks me, why should I thank others? 

没有人感谢我，我为什么要感谢别人？

Thank people and they’ll only expect more. 

感谢他，他们将要求的更多。

If I thank one person, I have to thank them all. 

如果我感谢一个人，我得感谢所有的人。

I once thanked an employee and the response was “Put in it my paycheck.” Who needs that kind of snark? 

我一旦感谢一个员工，员工的反应是“把那感谢加到我的薪水中去”。谁想找那种麻烦啊？

Thank people and they’ll get false confidence, especially folks who need to improve. 

感谢别人，他们将会变得自负，对于那些要升职的人尤甚。

To which I say, get over your anger or fear about worst-case scenarios and get smarter about acknowledgment and appreciation:

 

对于以上原因，我要说，消除你对最糟糕的结果的愤怒和担忧，聪明的运用感谢和欣赏。

Whether you wanted thanks and didn’t get it or whether you’ve never expected thanks at all, leadership isn’t about you. It’s about what works best for others. 

无论你是否需要感谢或者你有没有得到感谢，或者你有没有希望得到感谢，跟你的领导力没有关系。感谢仅仅是让其他人更好地工作。

If people expect more appreciation and get it, they may deliver more to others. Next thing you know, you’re warming up a cold workplace culture. 

如果人们期望得到更多的感谢，满足他，他们就可能把感谢带给更多的人。以后的事你就知道了，你把一个冷淡的工作场合变成了一个温暖的地方。

If you thank one person, you don’t have to thank them all. Still, once you get into the habit, you probably won’t find it all that daunting. 

如果你感谢一个人，你不必要感谢他们所有的人。并且，一旦你养成了感谢别人的习惯，你可能会发现它不是那么可怕。

Just because some smartass employee blows off your thanks, don’t take it out on others by withholding appreciation. 

仅仅因为一些不知深浅的家伙对你的感谢不顾一屑，你也不要对其他人保留你的感谢。

Thanking people doesn’t mean you’re declaring them to be perfect. 

感谢别人并不意味着你宣称他们是完美的。

Think about that last point. Thanking people doesn’t necessarily rise to the level of praising them. “Thank you for putting in the extra time to cover the shift when two people called in sick” is a far cry from “You are a remarkable employee whose skills are indispensable to us.”

把以上那点再想想看。感谢别人不一定要上升到赞美他的地步。“感谢你在两个人因病休假时多花时间来轮班”与“你是一个我们必不可缺的优秀员工”是有很大差别的。

By choosing your words of appreciation carefully, you can make certain that they don’t escalate into the land of undeserved praise. Well-crafted words of acknowledgment can also keep less-than-perfect staffers from giving up trying to improve because the boss never seems to take note of their efforts or small successes.

谨慎选择你表示感谢的用词，你要保证你的用词不扩大到不值得表扬的地方。用词精当的感谢也能让不完美的员工不放弃提升自己的尝试，因为老板似乎从来就不注意员工的努力或小的成功。

By choosing your words of appreciation carefully, you can also make certain that even your highest performers, the ones you think must instinctively know they’re valued, have no doubt about it.

通过谨慎的选择你表示感谢的用词，你也可以保证，即使表现最好的员工，那些你认为他们本能地感觉到他们受到重视的人，对于你的感谢也不会有什么其他的想法。

Back to our friend Henry in the book “Shine.” The author reports that Henry got some coaching from his boss on how to connect with others more positively and he became far more effective. Hallowell reminds us:

回到我们“感恩”书中我们的朋友亨利身上来。作者写道，亨利从他的老板那儿得到一些关于如何更积极地与他人建立联系的指导后，他工作起来更有效率了。哈洛韦尔给我们的忠告是：

Recognition is so powerful because it answers a fundamental human need, the need to feel valued in what we do. Managers are in a unique position to offer — or withhold — such recognition, and with it the feeling of being valued. Actually, everyone in the organization should contribute to the process of recognition.

赞赏如此有力是因为它满足人类一种最基本的需求，一种对我们所做的事有价值感的需求。经理处在这么一个可以给予或者保留这种赞赏的特殊位置。得到了这种认可，可以让人产生受到重视的感觉。事实上，该机构的每一个人都应该学会去赞赏别人。

As I write this, it’s Thanksgiving week in the USA. What a perfect time for everyone who’s the recipient of a paycheck to spend a little time being the distributor of appreciation, whether face-to-face or in a note. Then make a habit of it.

当我写这些的时候，正是美国的感恩周。每个收到薪资的人花一点时间来把感谢的心情分给其他人，无论是面对面的还是以写字条的方式，这将是多么美妙啊！让它成为一种习惯吧！

And by the way, thanks for taking time out of your busy days to read my columns.

顺便说一下，感谢你从百忙中抽空读我的专栏。