This is what makes employees happy at work | The Way We Work, a TED series

Transcriber: Ivana Korom Reviewer: Camille Martínez

We survey CEOs, police officers, truck drivers, cooks, engineers.

翻译人员: psjmz mz 校对人员: Yinchun Rui

我们采访了CEO，警官， 卡车司机，厨师，工程师。

If people are working, we've surveyed them.

只要是在工作的人，我们就采访他们。

And what we know, in terms of their happiness:

就我们知道的快乐而言：

workers all want the same things.

工作者想要的东西一样。

[The Way We Work]

【我们的工作方式】

There's three billion working people in the world.

全世界有30亿劳动人口。

And about 40 percent of them would say they're happy at work.

大约40%的人说他们 在工作时感到快乐。

That means about 1.8 billion, or almost two billion people,

这意味着有18亿人或大约20亿人，

are not happy at work.

在工作中并不快乐。

What does that do,

这个现象

both to those people and the organizations that they work in?

对那些人和他们工作的 组织有什么影响呢？

Well, let's talk about money.

让我们来谈谈金钱。

Organizations that have a lot of happy employees

拥有快乐员工的组织的

have three times the revenue growth,

营收增速是员工不快乐的

compared to organizations where that's not true.

组织的三倍。

They outperform the stock market by a factor of three.

它们在股票市场上的表现也高出三倍。

And if you look at employee turnover,

如果你看员工流动率，

it's half that of organizations that have a lot of unhappy employees.

员工快乐的公司是不快乐公司的一半。

The miracle thing is,

神奇的是，

you don't have to spend more money to make this happen.

你不需要花很多钱就能做到这一点。

It's not about ping-pong tables and massages and pet walking.

它跟是否有乒乓球桌、 按摩服务和能遛宠物无关。

It's not about the perks.

这不是福利问题。

It's all about how they're treated by their leaders

这事关他们如何被他们的领导

and by the people that they work with.

和他们的同事对待。

So I'd like to share a few ideas that create happy employees.

所以我想要分享几个 创造快乐雇员的主意。

Idea number one:

主意一：

in organizations where employees are happy,

在员工感到快乐的组织中，

what you find is two things are present:

你会发现两件事情：

trust and respect.

信任和尊重。

Leaders often say,

领导者常说，

"We trust our employees.

“我们相信我们的员工。

We empower our employees."

我们赋予员工权力。”

And then when an employee needs a laptop --

而当员工需要台笔记本电脑时——

and this is a true example --

这是个真实的例子——

15 people have to approve that laptop.

必须有15个人批准才行。

So for the employee, all the words are right,

所以对员工而言，说的话都挺好听的，

but 15 levels of approval for a $1,500 laptop?

但一台1500美元的电脑 需要15级的审批？

You've actually spent more money than the laptop, on the approval.

你其实在审批这台 电脑上花了更多的钱。

And the employee feels maybe they're really not trusted.

员工会感到也许他们不是真的被信任。

So what can an organization do to have a high level of trust?

那么，一个组织如何才能 高度信任他们的员工呢？

The first organization that comes to mind is Four Seasons.

首先想到的是四季酒店。

They have magnificent properties all around the world.

它们在世界各地都有宏伟的建筑。

And their employees are told,

他们的雇员被告知，

"Do whatever you think is right when servicing the customer."

“服务客户时，尽管去 做你认为正确的事情。”

To hand that trust to your employees to do whatever they think is right

授权你的员工去做任何 他们觉得正确的事情

makes the employees feel great.

让他们感觉很棒。

And this is why they're known for delivering some of the best service

这就是为什么他们能够提供

in the world.

世界顶级服务的原因。

Idea number two: fairness.

主意二：公平。

The thing that erodes trust in an organization

当员工感到自己受到了

faster than anything else

不公平的对待时，

is when employees feel that they're being treated unfairly.

对组织的信任就会受到最迅速的侵蚀。

Employees want to be treated the same,

员工想要一视同仁，

regardless of their rank or their tenure or their age

不管他们的级别，任期或年龄，

or their experience or their job category,

或经验或职业背景，

compared to anyone else.

跟其他人比怎样。

When I think about great organizations who get fairness right,

当我想到那些 有公平待遇的伟大组织时，

the first organization that comes to mind is Salesforce.

我首先想到的是Salesforce。

They found that men and women working in the same job

他们发现男性和女性担任同样的工作，

with the same level of proficiency

技能熟练程度一致，

were making different amounts of money.

收入却大相径庭。

So immediately, they calculated the difference,

于是很快，他们就计算了这种差异，

and they invested three million dollars to try and balance things out.

并且投资了300万美元实现同工同酬。

Idea number three is listening.

主意三：倾听。

So, to be a listener who connects with all types of people,

要做各色人群的倾听者，

we have to unlearn a few things.

我们需要忘记一些事情。

We've all been taught about active listening and eye contact --

我们都被教过要 积极倾听，有眼神接触——

an intense stare

要认真的凝视，

and a compassionate look.

展现出理解的表情。

That's not listening.

这不是倾听。

Repeating what the person says -- that's not listening.

重复人们说过的话——这不是倾听。

Being humble

保持谦卑

and always hunting and searching for the best idea possible --

并一直寻找最好的点子——

that's what listening is.

这才是倾听该有的样子。

And employees can feel whether you're doing that or not.

员工可以感到你有没有这样做。

They want to know, when they talk to you and share an idea,

他们想要知道，当他们 跟你交谈和分享想法时，

did you consider it when you made a decision?

你在做决定时会不会考虑？

The one thing that everybody appreciates and wants when they're speaking

每个人在说话时最感激和最想要的是

is to know that what they say matters so much

知道他们想表达的信息足够重要，

you might actually change your mind.

可以让你改变主意。

Otherwise, what's the point of the conversation?

否则，谈话的意义何在？

We all know the things we need to change,

我们都知道需要做出改变，

the things that we need to do differently.

要以不同的方式处理事情。

你的行为举止，你对待别人的方式，

The way you behave, the way you treat others,

the way you respond, the way you support,

你回应的方式，你支持的方式，

defines the work experience for everyone around you.

定义了你周围每个人的工作体验。

Changing to be a better person --

做一个更好的人——

the world is littered with those failures.

世界充满了这些失败。

But changing because there's something you believe in,

但改变是因为你相信，

some purpose that you have,

你肩负目标，

where you're willing to risk almost everything

为此你愿意冒任何风险，

because it's so important to you --

因为这对你相当重要——

that's the reason to change.

这就是改变的理由。

If it's not, you should probably find a different place to work.

如果不是，你可能应该换个地方工作。