以结果导向还是以人为本的老板更好?
I was reading the other day an interesting article on line about this topic. It was very surprising to know about the conclusion and the analysis they made related to this topic.
上段时间我在网上看了一篇有趣的文章。文中对这个话题的结论和分析让我非常惊讶。
They made a survey to 1000 different employees of many different top companies in the world that had different styles of bosses, some were more or very results oriented and some were people oriented.
他们对1000名来自全球不同的顶尖公司的员工进行调查,那些不同风格的老板,一些偏向结果导向,一些则更以人为本。
What was interesting about the article was that neither one (None of the two styles were better) actually both were graded very low. Only approved or liked by less than 20% of the people surveyed.
文章最有意思的地方是,大家对这两种老板的评分都很低,认同的人都不超过20%
A results oriented boss care less about the employees and their development or wellbeing. Only care about the numbers and the bottom line. Usually these bosses are “Very Bossy” lack interaction with the employees or the rest of the management, and only care about the MONEY!
以结果导向的老板不太关心员工以及他们的发展和福利,仅仅关心数字和底线。往往这类型老板都非常专横,与员工和管理人员的互动很少,只在乎钱。
These kinds of leaders could be very smart but their social skills definitely have room for improvement.
这类型的领导可能很聪明,但是社交技巧真的需要提升。
The other kind of leader is the people oriented boss that cares a lot about the wellbeing of the employees and their environment, growth and development but falls short on completing the tasks in time and meeting budgets because he may be seen as SOFT.
另一种老板以人为本,他们对员工的福利、环境、成长和发展更加重视,但是却不善于完成任务,达到目标,因为他们可能看上去很温和。
What was graded higher were the bosses that combined both in the best way: People Oriented and also Results oriented and this style had 75-80% approval.
以结果导向和以人为本兼备的老板评分最高,获得75%—80%的投票。
No big surprise I guess, everything is balanced and it does make sense. What I see in China not trying to offend anyone because nobody is perfect is that the style that we see the most as foreigners is the results oriented boss. Quite often we see it in different companies of many different industries including ours where the employees are not totally happy. There could be more interest in empowering the employees and caring about their development because one day they could be the next managers of the company but unfortunately this does not happen. And don’t get me wrong this does not happen everywhere and with every company but in many companies it is normal.
我想这个结果一点都不意外,所有事物都需要平衡,这个道理很易懂。以我在中国的所见,并不是要得罪谁,因为没有完美的老板,但是在外国人眼中,中国老板以结果为导向的居多。我们在不同行业的不同企业包括陶瓷行业,难得见到快乐的员工。其实可以给员工更多的授权,对他们的发展更多的关注,因为有一天他们可能成长为这家公司的管理层。然而这样的情况不多。别误会我的意思,这当然并非出现在每个地方的每个公司,但是在很多公司是平常事。
One of the things that I have been very impressed with and that has giving us in our company great results and big surprises is how much the people can grow, how capable they can become, how eager they are willing to learn, to improve, to get better if you empower them, if you train and teach them if you care about them. Just thinking what I just said: They are the future of your Company; you better start preparing them now. What I see now in our company is the more the time passes, the less we need as much or as often helps or direction from our Western company in regards to product development or design or marketing or other matters. We have in house now, people that is capable, that has learned, that is empowered, that is committed. Four years ago I thought I did not have the group of people capable at the level needed, to take this a new company to new heights. Now, I am absolutely certain I do have a team in place capable, committed, and empowered. It just took a little time, care, dedication, effort and hard work.
令我印象深刻并且为我们公司带来很大回报和惊喜的是,如果你授权给公司的员工,培养他们,关心他们,你看到员工的成长,他们能力的提升,他们对学习的渴望,他们变得更优秀。想想我之前说过的,他们是你的企业的未来,你最好从现在开始就为他们做好准备。我在我公司所见到的是,随着时间增长我们越来越少需要外国团队的帮助,无论是产品研发、空间设计还是市场推广。我们有自己的、有能力的、专业的、可以授权的、忠诚的员工。4年前,我想我没有能达到我需要的水平的团队,让新的公司发展到新的高度。现在,我绝对肯定我已经拥有一个有能力的、可授权的可靠团队。只是需要一些时间,一些关怀,一些奉献,一些努力和一些勤奋。
We really do not know most of the time what the people are capable of, not even the employee himself or herself and all they need is a little help, a little push a little more encouragement. You should put this in practice and you may be surprised of the results just as I have been myself.
很多时候我们并不知道员工的能力去到哪里,甚至员工自己也不清楚。他们需要帮助、推动和更多鼓励。老板们可以对此多些练习,也因为你可能会对结果大为惊讶,正如我一样。
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