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In our book, 'No Excuses: How You Can Turn Any Workplace Into a Great One, ' we address one of the most common - time. While we sympathize with working managers who are held accountable for an individual contributor's workload in additionto people-management responsibilities, we know from our interviews and first-hand experiences with great workplace managers that time is simply not an excuse.
在《別找借口：怎樣營造絕佳職場氛圍》(No Excuses: How You can Turn Any Workplace Into a Great One)一書中，我們探討了最常見的問題之一──時間。我們理解，身兼工作和管理雙重使命的管理者既要承擔(dān)人事管理職責(zé)，又要負責(zé)自己的分內(nèi)工作，確實很不容易，但我們也通過對善于營造絕佳職場氛圍的管理者的采訪和直接接觸了解到，時間是不能作為借口的。
Rather, these managers understand that building a great workplace environment is not about what they do - the initiatives, the projects, the decisions. Rather, strong workplace cultures are the result of consistently choosing a means to those ends that attends to three fundamental relationships. Those are trust (the relationship with one's manager), pride (the relationship with one's job), and camaraderie (the relationship between employees).
這些管理者懂得，營造絕佳職場環(huán)境并不是看他們做什么──不是靠行動、項目或決定。要建立強大的職場文化，須不斷選擇既能實現(xiàn)上述目的，又能顧及三大基本關(guān)系的方法。這三大關(guān)系是信任（與管理者的關(guān)系）、自豪感（與自己工作的關(guān)系）和友愛（員工之間的關(guān)系）。
Great workplace managers are no less busy than you, but their investment in relationships pays dividends when employees are more receptive to change, willing to extend the benefit of the doubt, and ready to give extra when needed to get the job done. How much time can you spare if that time investments result in such positive outcomes?
那些營造出絕佳職場氛圍的管理者和你一樣忙，但他們對各種關(guān)系的投入會獲得回報，他們的員工會更樂于接受改變，更愿以善意待人，并愿為完成工作而付出更多精力。如果你投入的時間能產(chǎn)生如此積極的效果，那么你愿意為之付出多少時間呢？
If you have one minute:
如果你有一分鐘：
Craft a meaningful note of thanks to a team member, outlining not only an aspect of their performance for which you are grateful, but also why it is a result of their unique strengths and talents. That builds a sense of respect. In 30 additional seconds, you can build pride by telling them why their good work matters for their fellow employees, clients, the community, and maybe even the world.
為某位團隊成員起草一封有意義的感謝信，不僅要概述他們工作表現(xiàn)中某處令你感激的地方，而且要談?wù)劄槭裁此麄儶毺氐膬?yōu)勢和天賦能讓他們?nèi)〉眠@些成就。這會建立起一種尊重感。再花30秒時間，你可以告訴員工，為什么他們出色的工作會對同事、客戶、社區(qū)乃至世界產(chǎn)生重要意義，從而樹立他們的自豪感。
If you have 10 minutes:
如果你有10分鐘：
Bring your new employees on board before they arrive. Call them the day before their report date to make sure they know where to park, what to wear, and who will meet them at the door. That warm welcome builds camaraderie. If you have an extra five minutes, be sure to tell your team about their new co-worker, which magnifies the welcome while building your credibility for making such a good hire.
在新員工入職前對他們表示歡迎。在報到前一天給他們打電話，確定他們知道在哪里停車，應(yīng)該如何穿著，誰會在門口迎接他們。這種熱情的歡迎有助于建立友情。如果你還有五分鐘時間，務(wù)必向你的團隊成員介紹這位新同事，這既能讓歡迎更加熱烈，又能讓你因招到如此得力的員工而博得團隊成員的信賴。
