When it comes to the roles of the office, managers talk and employees listen.
每當談論辦公室地位的時候，總是經理侃侃而談，而員工只能豎起耳朵聽。

Right?
對嗎？

In many situations, that’s true. Managers give instructions, provide coaching, and convey department and individual goals.
在很多情況下，這是對的。經理給予指令，對員工進行培訓，還有傳達部門和個人的工作目標。

But listening as a manager is just as important. Listening is your key to finding out what makes your employees excited to come to work — or what is pushing them out the door. Listening reveals the?truth behind your employees’ workloads, as well as what you can do to help them succeed.
但作為一名管理者，去聽取他人的意見也是同樣重要的。傾聽員工意見是探尋員工工作動力的關鍵——或者找出逼迫他們離開工作的原因。傾聽意見可以了解員工工作量背后的真實情況，以及你所能為他們事業(yè)成功給予的幫助。

So, I find it’s better to proactively listen to what your employees are saying — even if it involves a little detective work — so you can get to the bottom of it and better manage your team. Here are some key issues to listen for.
所以，筆者認為很應該聽取員工的需求——即使這需要一點點的偵查工作——不過你的確可以深入地了解員工的情況，從而有助更好地管理團隊。下面這些就是員工最想表達的想法，你應該重視。

1. “I’m bored”?
1. “我累了?！?/strong>

It’s a risky move to come right out and tell your boss?that you’re bored?— at least, that’s how it can seem to employees who are worried about being marked for the next round of layoffs for not being a top-contributing employee.
直接告訴老板你很累的這一舉動有點危險，不過至少，這反映了員工們有多么擔心在下一輪的解雇名單，而不是最佳員工的名單中榜上有名。

But employees who don’t have enough work or who aren't being challenged can bring down the productivity and attitude of your entire group. Plus, bored employees are often unhappy — and consequently, are looking elsewhere to advance their career.
但是那些沒有完成足夠工作量，或沒有感覺到工作的挑戰(zhàn)的員工，有可能會把團隊整體的創(chuàng)造力水平和精神面貌拉低。再者，疲憊不堪的員工通常都惴惴不安——并且頻繁地尋找其他能夠有助事業(yè)發(fā)展的渠道。

Listen for it
請傾聽。

Bored employees are often?the ones asking for more work. They want to know if there’s anything you — or anyone else on the team — needs help with. They’re not just trying to suck up or get in your good graces; they’re desperate for something to do. On the lightly more direct (and surly) side, they may just announce, “I don’t know what I’m supposed to be doing.”
疲憊的員工們通常都是最積極工作的。他們很急切想幫助團隊中的任何人。他們并不只是想在你面前拍馬屁或給你留下好印象，他們只是想要做些事情。他們可能會很直接（或暗地里）表示，“我并不知道我該做什么?！?/div>

Also listen for the mutters of, “I've done this all before,” or “I've been doing this for so long, I couldn't mess up if I tried.” This will clue you in that your employees need more challenges and opportunities to stretch their skills.
還有這些嘟囔，“我之前都做過這些工作了。”或“我做這些工作已經很久了，我已經不可能再搞砸了?！边@樣的話就暗示了你的員工需要更多的挑戰(zhàn)和機遇以擴展自己的技能。

2. “I need your intervention”
2. “我需要您的參與?！?/strong>

Generally, your employees want you to know that they’re fully capable of making smart decisions and dealing with the tough stuff. So when something isn't going according to plan — like a big sale that’s clearly going downhill or a?client situation that’s about to explode?— they may not be completely upfront about the situation with you, for fear of coming across as incompetent. But, that can often lead to escalated situations that put you both in a tough spot.
一般來說，員工們都希望老板知道他們是完全有能力做出明智決定和處理難題的。所以當計劃中出現(xiàn)變化的時候（正如超市的清倉大減價，或與客戶關系不協(xié)調），他們也許不能與你在前線并肩作戰(zhàn)，以防遇到自己無法處理的難題。但是，這樣也會讓情況升級，讓你們雙方都處于困境。

Listen for it
請傾聽。

Your employees may not come out and ask for your help directly, but they’ll often allude to it when you ask for a status update: “I think this client is getting really angry. I keep telling her we’re looking into the situation, but she doesn't want to hear it.”
員工們也許不會直接請求你的幫助，但他們會在你要求反映情況的時候暗示：“這位客戶感覺很不滿意。我已經跟她反饋我們正在跟進情況了，但是她似乎不想聽我們的解釋?！?/div>

What this employee is telling you is, “I need you to step in and defuse this situation.” Would it be easier if she just asked, point-blank, for your assistance? Sure. But as a manager, you can also be proactive in offering your expertise.
而實際上這位員工想表達的是，“我需要你的介入幫忙緩解目前的狀況?！比绻軌蛑苯亓水?shù)貙で竽愕膸兔?，你會覺得更好對嗎？肯定的。但是作為一名管理者，你也可以積極地利用個人專長為員工們提供幫助。

3. “I’m being overworked”
3. “我已經過度勞累了?！?/strong>

Some employees will come right out and say when their workload has become too much to handle. Some, however, will exhaust themselves,?working long hours to try to accommodate the workload?— and burning themselves out along the way.
有些員工就會直截了當?shù)乇硎舅麄兊墓ぷ髁刻笠灾聼o法處理。但也有一些，會竭盡所能，花費長時間以適應繁重的工作——隨之也會讓自己精疲力盡。

Listen for it
請傾聽。

“I think I’m just going to work through lunch today,” may mark the beginning stages, when employees are simply accepting the work as a challenge. As it progresses, though, you’ll hear the exhaustion in their voices as they say, “I just don’t know what do prioritize,” or “No matter what I do, something is getting dropped.”
“我覺得我今天午餐的時間也要花費在工作上了?！边@句話也許就預示了問題的開始，也就是員工們只把工作當作挑戰(zhàn)的時候。隨著事情的發(fā)展，你就會聽到他們聲音中透露著疲憊：“我不知道該先做什么事情。”或“無論我做了哪件事，總有一些事是被落下的?！?/div>

When you hear this, that’s your cue to step in to have a one-on-one conversation about how realistic your staffer’s workload is. Look at ways to more evenly distribute the workload, or if there’s just an abundance of work all around, work on prioritizing projects to give your employee a chance at a?better work-life balance.
當你聽到這些話，就意味著你需要跟員工們進行一對一的訪談，去了解他們的工作量是如此龐大。從多方面考慮，更公平地分配工作量，或如果的確有很多任務需要處理，那么讓你的員工先完成最急切的任務，讓他們有一個工作與生活平衡的休息機會。

4. “I need some coaching”
4. “我需要指導?！?/strong>

Few people like to admit that they need help. Employees won’t necessary come to you to announce their areas of weakness, asking for your help and expertise. Instead, they’ll go with the flow and hope their?weaknesses or uncertainties go unnoticed.
很少人愿意承認自己需要幫忙。員工們不會在非必要的時候跟你談論自己的弱點，或請求你幫助和專業(yè)指導。相反，他們會任其發(fā)展并希望自己的弱點或不確定性悄悄地溜走。

Some managers prefer to have their employees?learn by trial and error, but in the end, that can cause a lot of frustration for both the employee, who feels like he or she isn't getting the necessary training, as well as you, who has to deal with the later effects of a poor performance.
有些管理者希望員工從反復的嘗試和失敗中獲取經驗，但最終，對于員工，他們會認為自己獲得不必要的訓練，以及管理者自己，還需要處理后續(xù)的反效果，都會造成很多不必要的麻煩。

Listen for it
請傾聽。

Employees who don’t want to be caught doing something they’re unsure of will often volunteer others in their place: “I can do that if you need me to, but Alex really has more experience in that area.”
員工們都不希望被上司看到自己對任務存在不確定的表現(xiàn)，他們通常都會自愿幫助他人：“如果你需要我，我愿意為你完成，不過某某的確在這個領域有更多的經驗?！?/div>

Or, they’ll evade it by suddenly becoming too busy: “I really don’t think I can take anything else on.” It can also manifest itself in frustration: “How am I supposed to know how to do this?” or “I have no idea where to start.” In any case, all good signs that you may want to carve out some time for additional one-on-one coaching.
或者，他們會以突如其來的忙碌回避：“我實在無法抽出時間處理其他事情了。”或表現(xiàn)出焦慮不安的情緒：“我為什么一定就知道如何完成這件事呢？”或“我實在不知道如何開始著手?！睙o論在什么情況下，這些跡象都表明你需要跟他們進行一對一的額外培訓。

In an ideal world, everyone would be open and upfront about what’s going on in the office. But as you work on creating that kind of trusting environment with your employees, it’s important to listen for deeper meanings and the chance for you to step in and fulfill your role as a manager.
在一個理想的情況下，每個人都很愿意接受和面對職場中的各種情況。但如果你正在建立與員工間的互信互助的工作環(huán)境，那么你就要認真地聽取員工們的想法，這也是一個讓你不斷充實和塑造一名出色的管理者角色很好的機會。

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