評論
打印
Hire very carefully—you're creating an enduring culture. Bezos would rather interview 50 people and not hire anyone than hire the wrong person, Why?
公司用人非常謹慎——你想創建的是一種持久的文化。貝佐斯寧愿面試50個人也沒有找到合適的人，也不愿意錄用一個不合適的求職者，為什么呢？
"Company Cultures aren't so much planned as they evolve from that early set of people. New employees either dislike the culture and leave or feel comfortable and stay," says Bezos.
“公司文化從最初的職員開始并不是一成不變的。新來的雇員要門不贊同這種文化而離開要么在這種氛圍下感到舒適，”貝佐斯說道。
Be stubborn and flexible. "If you're not stubborn, you'll give up on experiments too soon," Bezos says. "And if you're not flexible, you'll go against the wall and you won't see a different solution to a problem you're trying to solve."
既要固執又要靈活。“如果你不執著，你會很容易放棄實驗，”貝佐斯說，“如果你不靈活，你會碰壁，并且找不到你可以嘗試解決問題的辦法。”
Focus on customers, not colleagues. "There are many ways to be externally focused that are very successful," Bezos says. "You can be customer-focused or competitor-focused."
專注于顧客，而不是同事。“有很多種成功地集中精力專注外部的辦法，”貝佐斯說，“你可以去專注顧客，也可以專注對手。”
But he warns that "some people are internally focused, which may hurt the whole company."
但是他發出警告，“有些人喜歡關注內部，這樣做會對整個公司產生不利影響。”
Be simpleminded. Bezos loves making decisions based on hard data, but when that's not possible, he believes in the power of being "simpleminded," relying on common sense about what would be in the best interests of his customers.
保持頭腦簡單。貝佐斯依據復雜的數據來做決定，但是當沒有必要的時候，他相信“簡單頭腦”的力量，依據常識來推導什么是對他的顧客最有利的東西。
Don't chase the quick buck.
不要太看重眼前利益。
"Sometimes we measure things and see that in the short term they actually hurt sales," says Bezos. "But we do it anyway, because we believe that the short-term results probably aren't indicative of the long-term."
“有時我們通過短期的收益衡量事情會對銷售不利，”貝佐斯說，“但是不管怎樣我們都會這么做，因為我們相信短期結果并不能體現出長期的效果。”
