Even the most selfless people want to be recognized and rewarded for a job well done. It is part of who we are as human beings. When you fail to recognize employees, you're not only failing to motivate them but also missing out on the most effective way to reinforce great performance. Even if you don't have the budget for raises or bonuses, there are lots of low-cost ways to provide recognition--and a word of appreciation is free. People won't care if they don't feel noticed.

 

即使是最无私的人也希望在工作做的好时得到认可和奖励。这是我们作为人类本能的一部分。当你没有认可员工时，你不但没有激发他们的积极性，也错失了提倡这种表现的最有效的方式。即使你没有加薪或奖金的预算，也有很多低成本的方法可以提供认可，像口头表扬就是免费的。如果感到被忽视，人们也不会再在意了。

 

Every workplace needs structure and leadership, but a rigidly top-down organization makes for unhappy employees. If your best performers know they're expected to produce without contributing their ideas, if they're not empowered to make decisions, if they're constantly having to defer to others on the basis of their title rather than their expertise, they don't have much to be happy about.

 

每个工作场所都需要结构和领导，但是一个严格自上而下的组织会产生不快乐的员工。如果你的最佳员工知道自己只需蛮干，不需动脑，或者他们没有做决定的权利，甚至服从他人的头衔而不是能力，他们不会因此感到快乐。

 

Ultimately, many people who leave their job do so because of the boss, not the work or the organization. Ask yourself what you may be doing to drive your best people away, and start making the changes needed to keep them.

 

最终，许多人因为老板的问题辞了职，而不是因为工作或公司组织的问题。问问自己有没有在做什么让优秀员工可能离开的事，进而开始做出必要的改变让他们留下来。

 

 

There's nothing more frustrating than a workplace filled with visions and big dreams, but no translation of those aspirations into the strategic goals that make them achievable. Without that connection, it's all just talk. What talented person wants to spend his or her time and energy in support of something undefined? People like to know that they're working to create something, not just spinning their wheels.

 

没有什么比这更令人沮丧的了：一个充满美好愿景、却无法将其转化为可实现的战略目标的工作环境。没有实际的转换，一切都是空谈。什么样的人才想花费他们的时间和精力去做一些不明确的事情？人们想知道他们努力实现了一些事，而不是劳而无功。