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.
当老板在周五“公告”你，期望你可以周末过来，完成他刚刚刚分配给你的任务的时候，你觉得他并不尊重你。当你努力地准备了一次展示的时候，你的老板告诉你，她会用她的名义展示给高层职员看，你也会感觉到她不尊重你。当你已经被称赞有多么要紧，多么能干，然而只获得了极其微薄的涨薪，还要参加一次“符合需要”的绩效评估的时候，你也会感觉自己不被尊重。这是很常见的职场困扰。
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.
那样事实上，《哈佛商业评论》近期进行了一次调查，发现54%的职员都表示——他们的老板并不尊重他们。该调查深入于不同职业和不同水平的职员，因此说明这个问题并不只存在于单一的行业里。
Respondents who felt that their bosses respected them were far better off than their disrespected colleagues. HBR writes:
有受访者觉得，他们可以感觉到被尊重，是由于他们的老板相比那些不被尊重的职员来讲愈加富裕。哈佛商业评论写道：
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.
可以感觉到被尊重的职员中，有56%觉得自己拥有更健康的体魄，并且信赖度与安全感的比重比一般职员多出1.72倍，89%职员觉得工作更快乐更认可，92%觉得拥有更多的关注和优待，比其他职员感受1.26倍之多的意义和重要程度。除此之外，感觉到尊重的职员想继续留在公司工作的意愿比重，相比那些感受不到尊重的职员多出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.
更强壮的身体，更多的信赖与关注——这都是企业不懈的追求。那样企业到底投入多少的经费在“强身健体计划”或“团队健身运动”的计划里面呢，由于老板对职员的小小看重就能在这类方面产生重大的影响?优先权却不在这。
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.
譬如说，今年早些时候《纽约时报》曾重点报道了星巴克与其他公司用的职员排班系统。这类软件设计的时候把职员当做产品一样，进而达成收益的最大化。假如这份调查属实，那样这种对职员的尊重缺少将最后损害企业的盈利。好在这事被揭秘后，星巴克的确对排班系统做了相应的调整。所以，这更不是说星巴克有多么的尊重职员，而是出于负面的公众重压而不能不采取的手段而已。
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.
事实上，假如想要叫你的职员感觉到被尊重的感觉，还能叫你防止不好的的重压其实也是非常简单的。下面有一些建议：
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. 请记住，职员也是人。他们也有家人，朋友，与工作以外的生活。他们也需要支付房款，汽车成本，还需要支付孩子上学的各种成本。他们也会生病，他们的爸爸妈妈也会离去，他们需要时间离开沉淀一下。
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. 或许你待你的买卖好似亲生子女，但它对于你的职员来讲只不过一份工作。一般刚起步的公司都有如此的问题，由于公司对于创立者来讲就是他的梦想。他期望每一个职员都兢兢业业，就像他一个人一样。除此之外，假如你可以健全企业的补贴机制，你就会发现职员们都会非常乐意去投入工作。不过，最后来讲，这只不过他们的一份工作，他们可以另觅新工作。什么人最易找到新工作?当然是表现最出色的职员。友善地对他们，那样他们就很想继续留下来工作了。
3. Follow the laws. Employment law in the U.S. generally favors the employer over the employee . 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. 遵守法律规定。美国的雇佣法一般都倾向于雇主的利益。不过有的法律法规也是相当复杂的，有的条约也会比较直截了当。每一位非解雇的职员都需要根据每周工作工时支付薪水。当然，中国与海外的状况是很不同的。老板们应该注意遵循规定而不是罔顾职员的需要。
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。没错，表达我们的善意，询问他们的周末过得如何，但不要用一种窥探的心态。时不时带给他们一些点心小吃，也要感谢他们的工作，尽管那是他们的工作义务。不要盗用经费。赞扬你的职员，你的上级也会对你有高度的评价，这对于你来讲是双赢的局面。
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. 尽快处置表现差的职员。忽视问题并不可以解决问题。假如有职员欺负其他的职员，那就炒了他吧。假如有职员偷懒把工作推托给其他职员，那就让她坐下来好好地完成一份长期的工作表现改变计划吧。假如仍无改变说明她并不合适留在这里了。你的好职员都期望在好的环境里工作，由于好的表现会被奖励而坏的则会被责备。
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