員工希望老闆遵守的10條辦公室禮儀(下)

It Cool Outside of the Office

5.辦公室外保持冷靜

As the manager, you are the representative for your business and your staff. That means you need to maintain your dignity even when you're not on the clock. Whether it's a business trip or the office holiday party, keep your behavior professional. Speaking of holiday parties, don't get crazy even if alcohol's involved. In fact, don't get crazy especially if alcohol's involved.

作爲經理，你代表公司和員工。也就意味着即使不是工作時間，也要保持威嚴。不論是出差還是公司節日派對，言行應職業化。說到節日派對，即使飲酒後也不要失去自控力。實際上，特別是飲酒後更要冷靜。

When travelling for business, remind yourself you're not on vacation. Bump your attire up a notch and dress formally. It's not the time to break out the sweatpants or speedos. Don't drink too much on business trips either, particularly if junior staff is present. You want to set an example. When you're on international business trips, check up on etiquette for the region and brief your staff. They need their manners intact, too. Social media is another after-hours activity where you need to maintain control. Make it a practice not to friend your employees and keep your accounts set to private. Even if you're not on social media, what you do outside of the office can often end up there. You may never live it down and might even lose your job.

出差時，提醒自己不是去度假。注重服裝品質，穿着應正式。這不是穿運動褲或者泳褲（運動）的時候，也不要在出差的時候喝多，尤其是下屬在場時，你要樹立一個榜樣。去國外出差時，應先了解當地習俗並且簡要告知員工，他們的言行同樣也要得體。使用社交媒體是下班後另一個需要你保持形象的時刻。使用它只是你的日常習慣而非和員工做朋友，還應將使用的戶名設爲私人帳戶。即使你不用社交媒體，你在辦公室以外做的事情也應注意。否則，你可能得不到原諒，甚至可能失去工作。

Up the Check

4.付賬

If you remember my opening story, you'll know this one's personal for me. My boss who slipped away when the bill showed up? Well, the rest of us had to sit there figuring out how to split the tab about eight different ways and include his portion of the bill, too. It was uncomfortable and unfair, and it often degenerated into an argument.

如果你還記得我在導語部分說的那個故事，那麼你就會知道這一條其實只是我個人的一個意願。每當付賬的時候，我的老闆總是悄悄溜走。然後，剩下的人就不得不用8種不同的方式來計算每個人該付多少錢，當然也包括我老闆的那一份。這是一件讓人很不爽又很不公平的事情，通常討論都會變成一場爭論。

Your staff shouldn't have to pick up your tab. In this situation, you're actually there to take care of them. If there's a group outing, a lunch meeting, or an office party, the boss or the company pays the bill. Not only is this standard etiquette, but rarely do employees make as much as the boss, so give us a break! Think of picking up the check as another opportunity to show your leadership. Don't leave your staff in the awkward position of having to discuss personal finances after a lunch meant to discuss teamwork. If for some reason you or the company is not paying for the outing, make that clear before the group leaves the office — and make attendance optional, to be fair. But even better, have a fund set aside for these occasions. Or go with potluck.

員工本不應該付老闆的賬單。在這種情況下，老闆需要考慮到員工的感受。如果集體外出，午餐會或者是公司聚會時，老闆或者是公司應付賬。這不僅是一種禮儀，而且很少有員工掙的比老闆多，所以不要壓榨我們啦！把付賬當作又一次展現你領導力的機會。不要讓你的員工處於尷尬的境地——在午餐討論完團隊工作後還要爲自己的經濟問題擔憂。如果你或者是公司真的是因故無法付這筆賬，最好在活動前說清楚，並且不要求所有人都去，這樣才公平。但最好是爲這些活動準備一筆資金或者實行百味餐（參加者每人帶食物參加活動）。

Snoopervising

3.禁止監視

What's snoopervising, you ask? Ever had a boss physically watch over your shoulder as you work? What about one who expressed concern over the number of bathroom breaks you were taking? Or about the two minutes you left early from work today when you stayed an extra 30 yesterday? That's not a boss. You've got yourself a snoopervisor.

什麼是監視？有領導在你工作時一直在背後“守護”你嗎？或者問你在休息的時候是上大號還是小號？又或者在意你因爲昨天額外工作了30分鐘後，今天卻早兩分鐘離開？那根本不是老闆。你只是爲你自己找到了個監視者。

Merging the words "snoop" and "supervise", this noun describes excessive monitoring of employee activity, which sometimes spills over into breach of privacy. Laura Gibson, an office manager, had a boss who routinely checked her employees' instant messages and browser history, with or without cause. It made her employees hesitate to use either resource, even if it was strictly for work. If you've done your job and given your employees clear expectations, let them work without the threat of constant tracking. Micromanaging makes employees uncomfortable and distracts from the job itself. More importantly, it reflects a lack of trust. If you really feel the need to supervise so closely, you should question where the mistrust originates – you or your employees? If you find it's coming from you, back off!

把“窺探”和“監督”兩個單詞合在一起，這個名詞描述的是對於員工行爲過度控制，甚至有時會侵犯隱私。勞拉·吉布森是一位經理，她的老闆無論有沒有理由都會固定檢查所有員工的線上消息和瀏覽歷史。這讓所有的員工都不再願意使用任何資源，哪怕是爲了工作。如果你已經完成了你的工作並且對員工有期望值，那麼就讓他們不受到任何監視地工作吧。個體管理讓員工覺得很不舒服並且還會從工作中分心。更重要的是，這是一種缺乏信任的行爲。如果你真覺得有必要近距離監視員工，那麼你應該考慮一下誤解是從哪裏來的，你還是你的員工？如果是你的原因，果斷放棄監視吧。

't Criticize Publicly

2.不要公開批評

Have you ever been put down in front of other people? It feels pretty horrendous. Being berated by your boss in front of others feels just like being bullied as a kid. We teach our children not to do it, so let's not practice it ourselves. Negative reinforcement, though often depicted in popular culture as the tool of choice for coaches, bosses and other leaders, is not the most effective motivator. It can break your spirit and is proven to diminish productivity.

你有過在別人面前丟臉的時候嗎？那感覺一定糟透了。老闆當着其他人的面斥責你時，那感覺就如同一個被欺凌的孩子。我們教導孩子不要那樣做，同樣的，我們也要以身作則。雖然在一些潮流文化中教練、老闆、領導者將負強化做爲一種激勵手段，但並不是最有效的動力。因爲這會打擊你的自信，並且會降低你的生產力。

If you have an employee with performance issues, schedule a private meeting and give some constructive feedback. Don't do it in a public place or an office with glass walls. It's never OK to make a show of publicly scolding an employee. Talking negatively in the open about other employees, supervisors or your company is not all right either. The old adage that what goes around comes around exists for a reason. It's pretty common to get smack talked about you when you talk smack about others. And just as your friendliness can affect the entire staff (see Rule 9), your negativity can reverberate through the office and create a poorly performing team.

如果你的員工在工作上有問題，可以開一個私人會議，給一些可行性的建議。但是不要在透明玻璃牆的公衆場合或者辦公室裏。在公衆下批評你的員工並不好。公開說員工、上級或者你的公司的壞話並不明智。老話說的好，每件事物的存在都有它的理由。你在說別人的同時，別人也可能在說你。就像你的友好能夠影響到全體員工（見第九條）你的負能量會影響整個辦公室，而且會讓你的團隊很糟糕。

se Publicly

1.公衆表揚

When you do have something nice to say, say it out loud! This was the No. 1 request from those surveyed for this article. It seems we are always in search of approval from our bosses, not just as reflection of a job well done, but because we're human and that's part of how we've learned to thrive within a community, even if that community is our 9-to-5 office.

大聲地把一些好的事情說出來，這是這篇文章所探討的第一個要求。我們似乎總是尋求老闆的肯定，因爲這並不只是工作好的表現，而是我們學會在集體中學會成長的一部分，就算這個集體只有幾個人。

Dole out those compliments readily whether it's for their crisp handwriting, the improved schedule that took them a couple of hours or that sale that took them several months to close. The specificity is why employees value this more than a generic message like "Great job, team." Don't be afraid to give compliments even for something not work-related, like a new haircut (always be careful about crossing that line with harassment though!) When you give your employees credit for their work, the acknowledgement encourages them to continue working at that level and higher. Positive reinforcement isa proven motivator. Think back to how good it felt to work for someone who believed in you and who told you they did. Being engaged in your employees' work and in your employees themselves is not just good etiquette; it's what separates the good bosses from the bad and the ugly.

讚揚他們整潔的筆跡，花費了幾個小時所改善的計劃表，或者是幾個月辛勤的銷售結束了的話語都比僅僅一句“做的好”更能體現他們的價值所在。不要吝嗇讚美，儘管是一些與工作無關的事情，像新發型（總是很小心梳好，儘管很麻煩！）。當你肯定員工的工作，這份肯定會鼓勵他們在那個水平或者更高的水平下繼續工作。正面的心理強化被證明是一種動力。試想一下，爲信任你並且告訴你他對你的信任的老闆工作是一件多麼開心的事情。對於爲你工作或爲員工他們自己工作而言，這並非繁文縟節，反而把好老闆和糟糕差勁的老闆區分開來。

審校：哎呀 編輯：凱珊 來源：前十網