電梯間遇到老闆，也能建立良好印象！

Have you ever bumped into your boss in the lobby or elevator and thought, "What luck! An opportunity to get in their good graces." and then, immediately, "Oh no, what should I say?" I have. Too often, I'd chicken out and say something lighthearted and predictable about the weather. Or, I'd fish for some tenuous common thread to pull on. "I know you like the beach after you mentioned it in that speech yesterday. Guess what? I like the beach too!" As I scurried away to my desk, I felt I'd missed an opportunity. Unplanned interactions can feel like a win or a risk, depending on how you approach them.

你是否曾經試過在走廊或電梯裏遇到老闆，然後心裏想：“真幸運啊，爭取老闆青睞的機會來了。”然後，馬上，“噢不，我該說什麼好？”筆者也曾經遇到過這種情況。通常，我都會膽怯然後說一些無關痛癢的或者預測天氣之類的話。或者我會找一些容易引起討論的話題。“我知道您很喜歡那個在昨天演講提到的海灘，其實，我也很喜歡海灘啊！”當我溜回辦公桌的時候，我就覺得自己失去了一個機會。無準備的互動要麼成功要麼失敗，這就取決於你採取的方式。

Of course, no career is made in a single, short "elevator" conversation- no matter how flawless you are. However, you can start important relationships or impress people who need impressing with one brief interaction. Make the most of unplanned interactions by doing some thinking about how you want to present yourself in advance.

當然，所有的職業成就都是多方面構成的——短暫的“電梯”交談——不管你是多麼的完美無瑕。然後，你可以建立起重要的人際關係或者打動那些需要一次短暫互動的人們。你得提前思考在無準備的互動如何展示自己。

I recently had the opportunity to interview Michelle Prince, the Global Head of Learning and Development at Randstad. I asked her a few questions about her approach these spur-of-the-moment conversations and how she makes the best of them.

最近我有機會採訪蘭德斯塔德的學習與發展機構的全球總裁Michelle Prince，我諮詢了她一些關於這種突發時機對話的應對方法以及她是如何出色應對的。

So, imagine you're taking the elevator with your boss. How can you make a strong impression in a short time frame?

那麼，請想象一下你正在與你的老闆一起搭載電梯，你如何才能在如此短暫的時間裏留下強而有力的好印象？

"No matter how frequently you meet with your boss or manager, every interaction is an opportunity to move your career forward. While your first inclination may be to discuss trivial topics like the weather, kids, pets, traffic, etc., go for something more substantial instead, which will ultimately leave a stronger impression."

“不管你與老闆或經理遇到的頻率有多大，你們之間的每一次互動都是助你事業前進的機會。雖然你的第一選擇可能是討論瑣碎的話題，比如天氣，孩子，寵物，交通等等，你可以嘗試一些更實質的，纔會留下更深刻的印象。”

"That's not to say getting to know your boss on a personal level is unimportant (you should do that, too). But if you only have a few minutes together, use the time to express curiosity or recognize a success. For example, asking a question about a recent meeting, or commenting on a successful project, signals to your boss that you are not only focused on work, but committed to growing in your role, as well."

“那並不意味着從個人角度瞭解老闆是不重要的（你也應該這麼做）。但如果你們只有短短的幾分鐘，那麼你就應該利用它來表達自己的好奇心或認可成就。例如提出關於最近一次會議的問題，或者對某一個成功的項目作出評價，這都是向老闆釋放着信號，告訴他/她你不僅專注於工作，還投入於你的崗位。”

Are there specific do's and don'ts when it comes to making a favorable impression?

那麼，在營造一個討人喜歡的印象的時候是否有一些具體的應該做和不應該做的事情？

"Religion, politics and money. It's impolite to discuss these three topics in most conversations today, let alone at work. Because of their personal (and sometimes contentious) nature, steer clear of this taboo trinity."

“宗教，政治和金錢。如今在大多數的人際對話當中，談論這三個話題都是很不禮貌的，更不用說在職場環境了。因爲這涉及到他們個人（有時候是有爭議的）本質，要清晰調整這禁忌三劍客。”

"Another point of contention to avoid: talking negatively about coworkers. No one wants to be known as the 'office gossip,' or the person complaining about his/her colleagues. You'll surely stand out to your boss, but not for the reasons you'd want. Be noticed as a team player by complimenting a coworker or sharing credit for a win. You'll gain recognition and build a much more favorable reputation."

“還有一個需要避免的爭議話題：說同事的壞話。沒有人想要成爲‘辦公室八卦之王’，或者總是埋怨同事的人。沒錯，你必須與老闆站同一陣線，但這不是你表達意願的原因。你應該通過讚賞同事的工作或者分享榮譽，讓老闆注意到你是一名團隊成員。這樣你就能獲得老闆的青睞，建立起更討人歡喜的名聲。”

"Do follow-up on your conversation -- no matter what you end up discussing. If it's timely, schedule a quick meeting later that day, or send an email later that expands on your comments. You might also share a relevant article or a new idea. Either way, it is important to reiterate the highlights of your conversation, to stay top of mind and continue building a relationship."

“切記繼續完成你們的對話——不管你們最後討論的是什麼。如果時間有限，那麼在當天安排時間進行一次快速會談，或者發送一封后續郵件詳細說明你的想法。你可能還需要分享一篇相關的文章或一個新的想法，不管是哪種方式，你都需要重申你們對話的核心主題，在心中牢記並繼續建立聯繫。”

Regular check-ups are being normalized versus the yearly annual review. How can we encourage employees to frequently communicate with their boss, even in small time frames?

相比於年度總結，定期反饋已經常規化了。我們該如何鼓勵員工們多與老闆溝通，即使在非常短暫的時間內？

"It's essential for employees to take initiative and set up ad hoc meetings with their boss throughout the month. This shows a boss that you care about your job, are keeping his/her expectations top of mind and are completing projects or tasks on time. Bosses and managers tend to be busy, but a simple 15- or 20-minute conversation can set everyone's minds at ease, knowing that you're on track with the team's goals and strategies. Frequent check-ins also allow both parties to monitor progress of not just projects, but careers, too."

“員工們很有必要主動與老闆開展月度未來發展計劃的會議。這可以向老闆顯示出你是一個在乎自己工作的員工，把他/她的期待放在首位，能夠及時完成項目或任務。老闆們和經理們常常都很忙碌，不過短短15或20分鐘的對話可以讓每個人都放輕鬆，瞭解到你正在關注着團隊的目標與策略。多點溝通同時讓雙方關注着不僅是項目的進展，還有事業的發展。”

"As a boss, the key to establishing good accessibility with your employees is finding out what method of communication works best, especially in today's more virtual work environment. Whether it's regular updates via email, regular one-on-one meetings, a shared project management tool or weekly status meetings, figure out the best approach to ensure you're an accessible, approachable manager. If you are managing a virtual worker, take advantage of video conferencing capability so that you are seeing each other frequently even though it's not in-person."

“作爲一位老闆，關鍵在於開通良好的溝通渠道，讓員工們找到最好的溝通方式，特別在今天更網絡化的工作環境。不管是日常通過電子郵件的情況彙報，定期一對一會議，還是分享項目管理工具或每週進度會議，都可以尋找到最佳的方法，保證你是一名平易近人的經理。如果你有一名虛擬化工作的員工，你可以好好利用視頻會議的好處，這樣你們就可以常常會面了，即使那不是親自見面的。”

"In fact, according to a study by Randstad, Millennials and Gen Z don't want annual reviews anymore--they want frequent and ongoing conversations. Having grown up in a world of texting, tweeting and Snapchat, these generations are accustomed to constant communication and feedback. The annual performance review is coming to an end as Gen Z and Millennials are receiving feedback either daily (19%), weekly (24%) or regularly (23%) instead of annually (3%)."

“實際上，根據蘭德斯塔德的一項研究顯示，千禧一代和Z一代（實習生）都不再希望年度評估了——他們想要頻率高的，持續的對話。成長於發短信息，發微博和視頻對話的時代，這些世代的人們已經習慣了不間斷的溝通與反饋。年度績效已經隨着Z一代與千禧一代接受反饋（日常19%，每週24%或定期23%，而不是年度的3%）之中逐漸消失了。”

The relationship between manager and employee represents a vital link not only in performance management, but in the development of each person's career. Don't pass up brief opportunities to get to know each other better, as they may be crucial cornerstones for you to build that relationship off of.

維繫管理者與員工之間的關係不僅僅需要工作表現管理，還有每個獨立個人的職業生涯的發展。不要錯過這些時間簡短的機會去了解對方，因爲他們可能會是你建立人際關係至關重要的基石。

聲明：本雙語文章的中文翻譯系滬江英語原創內容，轉載請註明出處。中文翻譯僅代表譯者個人觀點，僅供參考。如有不妥之處，歡迎指正。