双语:一位卓越老板的进阶之路

　　真正的好老板知道怎样才能最有效地激励员工为一个共同目标而奋斗。

　　Roll up your sleeves. Give your team a reason to believe they can succeed. Celebrate success. These are all standard principles of motivating your team. They are foundational, but still relatively¹ basic. However, to drive a massive team to do great things, you need to do more. So here are four things you can do at your company that every employee can rally behind:

　　卷起你的袖子。给你的团队一个理由，让他们相信自己能够成功。庆祝成功。这些都是激励团队的基本准则。它们是基础性工作，但还是太过简单了。要让一个庞大的团队完成一项伟大的事业，你还需要做更多工作。不妨尝试以下这四种有助于推动所有员工团结一心的方式：

　　Make people believe in your mission

　　让人们相信你的使命

　　Your team needs to know what you’re trying to accomplish, and your mission needs to be compelling enough that they will want to be a part of it. So provide a clear purpose, and explain the “why.” Most importantly, your goal can’t be limited or obviously tactical.

　　你的团队需要知道你试图实现什么，你的使命需要足够吸引人，让他们愿意参与其中。所以，明确你的目标，并解释原因。最重要的是，你的目标不能太局限，或是过于战术化。

　　Show how every employee can make an impact

　　让员工相信每个人都能发挥作用

　　Next, the team needs to understand the steps you plan to take to implement² the mission. In addition to creating clear and winning strategy — that puts focus on the core (no more than five) initiatives for the year — you also need to ensure the entire company is aligned³ around the strategy, meaning everyone’s work plan can be tied back to your initiatives. One useful model is Objectives and Key Results (OKR), a method popularized by Google GOOGL 0.90% . The OKR process not only allows you to link all your employees’ work to the broader company critical initiatives, but it also allows them to see what other employees are working on, creating opportunities for alignment⁴, collaboration⁵, and cohesion⁶.

　　接下来，你的团队需要了解你打算采用哪些步骤来实现使命。除了创造清晰而且能够获得成功的战略之外——这种战略需要把重点放在当年的核心举措（时间不要超过五年）上——你还需要确保整个公司步调一致，也就是让每个人的工作计划与这项举措挂钩。由谷歌推广开来的“目标与关键成果”（OKR）就是一个有用的模型。这一流程不仅能让你把所有员工的工作与公司整体的重点举措联系起来，还能让员工了解其他员工在干什么，从而创造出协调、合作和凝聚的机会。

　　Define your best

　　展示最好的自己

　　Once everyone sees how you plan to implement your mission and believes that they can be a part of it, they need to also understand how you operate. This is your DNA⁷, something that can’t be replicated⁸ from one company to the next. Your culture is your company’s personality. Your values are the principles that guide how you operate — essentially⁹ how you work when you are at your best. When a company is very clear on its values, it provides a framework for employees to model, helps screen and recruit new staff, and effectively reward people who exemplify these values.

　　在每个人都看到实现使命的计划，并相信他们能成为其中一份子之后，他们还需要弄清楚你的运作方式。这是你独一无二的DNA，它无法从一家公司复制到另外一家。你的品格就是公司的品格。你的价值观就是指导你运作的准则——本质上就是当你状态最好时你是如何工作的。当一家公司明确了自身的价值观时，它就提供了一个供员工模仿的典范，这有助于筛选和招聘新员工，并有效地奖励那些把价值观发扬光大的团队成员。

　　Provide opportunities for growth

　　提供成长机会

　　Employees get motivated when they believe they are learning valuable new skills and building relationships that will span not only their time at the company but during the course of their career, and having the opportunity to take on bigger challenges than they ever had before. By doing this, you have a greater ability to grow and promote internal candidates for leadership roles. This is a positive way to retain our culture, create a meritocracy and keep our best people.

　　如果员工认为他们能掌握宝贵的新技能，建立不局限于公司、而是延续至整个职业生涯的关系网络，获得从未有过的迎接巨大挑战的机会，那么他们就会动力十足。做到了以上这些，你就能够更有效地从员工内部培养和提拔领导者。这是一种维护公司文化、建立英才制度、挽留优秀员工的积极方式。

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