When your boss "informs" you on Friday that he expects you to come in on Saturday to do a project he just assigned you five minutes ago, you feel like he doesn't respect you. When you work hard on a presentation, and then your boss announces that she'll present it to senior management -- with her name on it -- you feel like she doesn't respect you. When you hear all year about how valued you are, and how great you are and then get a one percent raise and a "meets expectations" performance review, you feel that your boss doesn't respect you. It's an extremely common thread in the workplace.
當(dāng)老板在周五“通知”你，希望你能夠周末過來，完成他剛剛才分配給你的任務(wù)的時(shí)候，你認(rèn)為他并不尊重你。當(dāng)你努力地籌備了一次展示的時(shí)候，你的老板跟你說，她會(huì)用她的名義展示給高層人員看，你也會(huì)感覺到她不尊重你。當(dāng)你已經(jīng)被稱贊有多么重要，多么能干，然而只獲得了極其微薄的加薪，還要參加一次“符合要求”的績效評(píng)估的時(shí)候，你也會(huì)覺得自己不被尊重。這是非常普遍的職場(chǎng)困擾。

And, in fact, a recent Harvard Business Review survey found that?54 percent reported that their bosses don't respect them. The survey looked at people across a wide range of industries and at a variety of levels, which means this problem isn't unique to one industry.
那么實(shí)際上，《哈佛商業(yè)評(píng)論》最近進(jìn)行了一次調(diào)查，發(fā)現(xiàn)54%的員工都表示——他們的老板并不尊重他們。該調(diào)查深入于不同職業(yè)和不同水平的員工，因此說明這個(gè)問題并不僅僅存在于單一的行業(yè)里。

Respondents who felt that their bosses respected them were far better off than their disrespected colleagues. HBR writes:
有受訪者認(rèn)為，他們能夠感受到被尊重，是因?yàn)樗麄兊睦习逑啾饶切┎槐蛔鹬氐膯T工來說更加富裕。哈佛商業(yè)評(píng)論寫道：

Those that get respect from their leaders reported 56% better health and well-being, 1.72 times more trust and safety, 89% greater enjoyment and satisfaction with their jobs, 92% greater focus and prioritization, and 1.26 times more meaning and significance. Those that feel respected by their leaders were also 1.1 times more likely to stay with their organizations than those that didn't.
能夠感受到被尊重的員工中，有56%認(rèn)為自己擁有更健康的體魄，并且信任度與安全感的比重比一般員工多出1.72倍，89%員工認(rèn)為工作更快樂更滿意，92%認(rèn)為擁有更多的關(guān)注和優(yōu)待，比其他員工感受1.26倍之多的意義和重要性。此外，感受到尊重的員工想繼續(xù)留在公司工作的意愿比重，相比那些感受不到尊重的員工多出1.1倍。

Better health, trusted the company more, had greater focus -- these are things companies strive for. How much money do companies spend on "wellness programs" and doing "team building exercises" when a little bit of respect from the boss could increase these things dramatically? The priority is off.
更強(qiáng)壯的身體，更多的信任與關(guān)注——這都是企業(yè)不懈的追求。那么企業(yè)到底投入多少的經(jīng)費(fèi)在“強(qiáng)身健體計(jì)劃”或“團(tuán)隊(duì)健身運(yùn)動(dòng)”的計(jì)劃里面呢，因?yàn)槔习鍖?duì)員工的小小重視就能在這些方面產(chǎn)生重大的影響？優(yōu)先權(quán)卻不在這。

For instance, earlier this year the New York Times?highlighted scheduling software used by Starbucks?and others that were designed to maximize profit by treating employees like commodities. This utter lack of respect for employees undoubtedly hurt their bottom line, if this survey is to be believed. To their credit, Starbucks did make modifications to their scheduling after their methods came to light, but only after they were criticized. So, it wasn't so much out of respect for their employees, but out of the fear that bad press brings.
?譬如說，今年早些時(shí)候《紐約時(shí)報(bào)》曾重點(diǎn)報(bào)道了星巴克以及其他公司使用的員工排班系統(tǒng)軟件。這些軟件設(shè)計(jì)的時(shí)候把員工當(dāng)做商品一樣，進(jìn)而實(shí)現(xiàn)利潤的最大化。如果這份調(diào)查屬實(shí)，那么這種對(duì)員工的尊重缺乏將最終損害企業(yè)的盈利。好在這事被曝光后，星巴克的確對(duì)排班系統(tǒng)做了相應(yīng)的調(diào)整。所以，這也不是說星巴克有多么的尊重員工，而是出于負(fù)面的公眾壓力而不得不采取的措施而已。

It's actually pretty easy to show respect to your employees, and it allows you to avoid bad press in the first place. Here's how.
實(shí)際上，如果想要讓你的員工感受到被尊重的感覺，還能讓你避免不良的壓力其實(shí)也是很簡(jiǎn)單的。下面有一些建議：

1. Remember your employees are human.?They have families, friends, and lives outside of work. They also have mortgages, car payments, and need correct change to send with their children for that school field trip. They get sick, and their parents die, and they sometimes need time off.
1. 請(qǐng)記住，員工也是人。他們也有家人，朋友，以及工作以外的生活。他們也需要支付房款，汽車費(fèi)用，還需要支付孩子上學(xué)的各種費(fèi)用。他們也會(huì)生病，他們的父母也會(huì)離去，他們需要時(shí)間離開沉淀一下。

2. Your business may be your baby, but it's just a job to your employees.?This happens often in start-ups, where this is the dream of the founder. He expects that everyone should be willing to work around the clock, just like he is. And, if you make your compensation structure correctly, you may find people who are willing to do that. But, at the end of the day, it's just a job to your employees and they can find another one. The ones that can most easily find a new one? Your best employees. Treat them right and they are far more likely to stay on.
2. 也許你待你的生意如同親生子女，但它對(duì)于你的員工來說只是一份工作。通常剛起步的公司都有這樣的問題，因?yàn)楣緦?duì)于創(chuàng)立者來說就是他的夢(mèng)想。他希望每個(gè)員工都兢兢業(yè)業(yè)，就像他自己一樣。此外，如果你能夠完善公司的補(bǔ)貼機(jī)制，你就會(huì)發(fā)現(xiàn)員工們都會(huì)很樂意去投入工作。不過，最終來說，這只是他們的一份工作，他們可以另覓新工作。哪些人最容易找到新工作？當(dāng)然是表現(xiàn)最出色的員工。友善地對(duì)他們，那么他們就非常愿意繼續(xù)留下來工作了。

3. Follow the laws.?Employment law in the U.S. generally favors the employer over the employee (California is a notable exception). While some of the?laws can be quite complex, some things can be straight forward. Every non-exempt employee must be paid for every hour worked. Certainly, employment laws in home and abroad are quite different. Employers should pay attention to the items instead of ignoring employees’ needs.
3. 遵守法律規(guī)定。美國的雇傭法通常都傾向于雇主的利益（加州卻是例外）。不過有些法律法規(guī)也是相當(dāng)復(fù)雜的，有些條款也會(huì)比較直截了當(dāng)。每一位非解雇的員工都必須按照每周工作工時(shí)支付薪水。當(dāng)然，中國與國外的情況是非常不一樣的。老板們需要注意遵循規(guī)定而不是罔顧員工的需求。

4. Be nice.?Yep. Just be nice. Ask about their weekends, but not in a prying manner. Bring in bagels from time to time. Say thank you when they do something, even though it's their job to do so. Don't steal credit. Praise your employees and your superiors will actually think more highly of you. It's a win-win for you.
4. 待人友善。沒錯(cuò)，表達(dá)自己的善意，詢問他們的周末過得怎么樣，但不要用一種窺探的心態(tài)。時(shí)不時(shí)帶給他們一些點(diǎn)心小吃，也要感謝他們的工作，盡管那是他們的工作義務(wù)。不要盜用經(jīng)費(fèi)。贊揚(yáng)你的員工，你的上級(jí)也會(huì)對(duì)你有高度的評(píng)價(jià)，這對(duì)于你來說是雙贏的局面。

5. Deal with bad employees quickly.?It's actually not nice to ignore problems. If you have an employee who bullies others, fire that employee. If you have an employee who slacks off and pushes work onto co-workers, have a sit down with that employee and put her on a 90-day performance improvement plan. No improvement means she hits the pavement. Your good employees want to work in an environment where good work is rewarded and?bad behavior is condemned.
5. 盡快處理表現(xiàn)差的員工。忽略問題并不能解決問題。如果有員工欺負(fù)其他的員工，那就炒了他吧。如果有員工偷懶把工作推托給其他員工，那就讓她坐下來好好地完成一份長期的工作表現(xiàn)改善計(jì)劃吧。如果仍無改善說明她并不適合留在這里了。你的好員工都希望在良好的環(huán)境里工作，因?yàn)楹玫谋憩F(xiàn)會(huì)被獎(jiǎng)勵(lì)而壞的則會(huì)被責(zé)備。