9个可以比钱更能激励员工的方法

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9 Things That Motivate Employees More Than Money

 9个可以比钱更能激励员工的方法

The ability to motivate employees is one of the greatest skills an entrepreneur can possess. Two years ago, I realized I didnt have this skill. So I hired a CEO who did.

一个企业家的最佳的技能就是有会激励员工们的能力。2年前，我意识到我没有这个技能，所以我雇佣了一个CEO来激励我的员工。

Josh had 12 years in the corporate world, which included running a major department at Comcast. I knew he was seasoned, but I was still skeptical at first. We were going through some tough growing pains, and I thought that a lack of cash would make it extremely difficult to improve the company morale.

Josh有12年的公司经验，其中包括主管Comcast的一个主要部门，我知道他已经很老练了，然而我一开始仍然怀疑。我们经历了一些非常艰难痛苦的成长过程，我认为没有钞票对于改善公司的士气是极为困难的。

I was wrong.

然而我错了。

With his help and the help of the great team leaders he put in place, Josh not only rebuilt the culture, but also created a passionate, hard-working team that is as committed to growing and improving the company as I am.

有了他的帮助和他建立的特棒的团队的帮助，Josh不仅重建了公司文化，而且创立了一支致力于能让公司成长和改进的富有激情的努力工作的团队。

Here are nine things I learned from him:

这儿是我从他那儿学到的9个方法：

1.      Be generous with praise. Everyone wants it and it’s one of the easiest things to give. Plus, praise from the CEO goes a lot farther than you might think. Praise every improvement that you see your team members make. Once you’re comfortable delivering praise one-on-one to an employee, try praising them in front of others. 

慷慨表扬。每个人都想要表扬而且表扬是最容易给予的。来自CEO的表扬比你想像的要有效得多。表扬你的团队队员做出的每个改进。一旦你在一个员工面前表扬他感到自然时，试着在其他人面前表扬他们。

2.      Get rid of the managers. Projects without project managers? That doesn’t seem right! Try it. Removing the project lead or supervisor and empowering your staff to work together as a team rather then everyone reporting to one individual can do wonders. Think about it. What’s worse than letting your supervisor down? Letting your team down! Allowing people to work together as a team, on an equal level with their co-workers, will often produce better projects faster. People will come in early, stay late, and devote more of their energy to solving problems. 

不用那么多经理们。没有项目经理的项目？那好像不对！试一试。撤掉项目头头或指导者，授权你的员工们作为一个整体团队一起工作，而不是每个人只是向某个人报告(这样容易引起疑惑)。想一想，有什么能比让你的指导者感到沮丧更差？那就是让你的团队感到沮丧！让一个团队的人们在一个平等的氛围中与他们的同事们一起工作常常让项目完成的更好更快。人们会来得更早，呆得更晚，奉献更多来解决问题。

3.      Make your ideas theirs.People hate being told what to do. Instead of telling people what you want done; ask them in a way that will make them feel like they came up with the idea. “I’d like you to do it this way” turns into “Do you think it’s a good idea if we do it this way?” 

把你的想法变成他们的。人们常常讨厌被教导干啥。相反于你告诉他们你想他们干啥，征询他们时让他们感到他们是自己带着这个想法来的。把“我想你用这个方式做这个”变成“如果我们这么做你觉得是个好主意吗”

4.      Never criticize or correct.No one, and I mean no one, wants to hear that they did something wrong. If you’re looking for a de-motivator, this is it. Try an indirect approach to get people to improve, learn from their mistakes, and fix them. Ask, “Was that the best way to approach the problem? Why not? Have any ideas on what you could have done differently?” Then you’re having a conversation and talking through solutions, not pointing a finger. 

永远不批评或改正。没有人，我意思真是没有任何人愿意听到他们做错了什么。如果你在寻找一个泄气者，这就是。试着用一个不直接的方式让人们从他们的错误中学习，改进直到最后改正。这样问,“那是最好的解决问题的方式吗？为啥不是？你有什么不一样的方式的主意吗？”。然后你们就有一个对话并谈到了解决方案，而不是指责。

5.      Make everyone a leader. Highlight your top performers’ strengths and let them know that because of their excellence, you want them to be the example for others. You’ll set the bar high and they’ll be motivated to live up to their reputation as a leader. 

让每个人成为一个领头羊。突出你的顶尖人员的长处并让他们知道因为他们的优秀，你希望他们成为其他人的榜样。你可以把他们长处水平说得高一些，他们会被激励得提升自己达到那个水平而成为一个领头羊。

6.      Take an employee to lunch once a week.Surprise them. Don’t make an announcement that you’re establishing a new policy. Literally walk up to one of your employees, and invite them to lunch with you. It’s an easy way to remind them that you notice and appreciate their work. 

一星期与一名员工共进一次午餐。让他们吃惊。不要宣布你建立了新的政策。直接走向你的员工，邀请他们共进午餐。这是一个提示他们你注意到了他们的工作并感激他们的容易方式。

7.      Give recognition and small rewards.These two things come in many forms: Give a shout out to someone in a company meeting for what she has accomplished. Run contests or internal games and keep track of the results on a whiteboard that everyone can see. Tangible awards that don’t break the bank can work too. Try things like dinner, trophies, spa services, and plaques.

给予赏识和小奖励。这两点可以是多种方式：在公司的会议上说出她已经完成的工作。做一些比赛或内部游戏并把结果写在每个人都能看见的小白板上。有形但不耗尽资源的奖励也可能可行。试试晚餐，奖杯，温泉服务，名誉奖章等等。

8.      Throw company parties. Doing things as a group can go a long way. Have a company picnic. Organize birthday parties. Hold a happy hour. Don’t just wait until the holidays to do a company activity; organize events throughout the year to remind your staff that you’re all in it together.

举行公司晚会。小组整体一起做事可以很多的。出去野餐。组织生日晚会。抓住一个幸福的时光。不要等到节假日才搞公司活动。一年到头都组织活动就是提示你的员工们你们是在一起的。

9.      Share the rewards—and the pain.When your company does well, celebrate. This is the best time to let everyone know that you’re thankful for their hard work. Go out of your way to show how far you will go when people help your company succeed. If there are disappointments, share those too. If you expect high performance, your team deserves to know where the company stands. Be honest and transparent.

分享成就和分担痛苦。当公司干得不错时，庆祝一下。这是让每位员工知道你感激他们的辛勤工作的最好时机。你得表达当人们帮助你的公司成功时你能有多高兴。如果有失望，也要分担。如果你期望高的成绩，你的团队应该知道公司的要求。要诚实和透明。