“尤其是在科技界,”Rosenberg 说,“不要成长为一个专才,因为工作会变,当下科技的脚步变化太快,专才会无所适从。”正如爱因斯坦所说:变化是唯一不变的存在。
#5 Slow down.
#5放慢脚步
Urgency of a role isn’t sufficiently important to compromise quality in hiring.
不能因为急着招人,而降低了招聘的门槛。
#6 Diversity is your best defense
#6 多元化是无价宝
…against myopia,” Rosenberg says, extolling the virtues of hiring all kids of people. “People with different backgrounds see the world a little differently. That’s invaluable. You can’t teach that kind of insight.
不同背景的人,对于世界有着不同的看法。这是无价之宝,这样的见解是教不会的。
#7 Be selective.
#7 精挑细选
Instead of laying off the bottom 10%, don’t hire them. It’s way harder to fire people than it is to hire them.
不要把标准降低10% 去招聘不合适的人,解雇他们比聘用他们难得多。
#8 Life isn’t fair.
#8 生活本就不公平
“The average Major League Baseball player makes $3 million a year. I wanted to play baseball but I wasn’t good enough. I’d pay $3 million just to walk out to center field in Giants uniform, but even that’s not going to happen because life’s not fair,” Rosenberg says. The same goes for managing teams. “You shouldn’t tell people they’re doing a great job when they're not.” He warns against leading like a Little League coach -- giving everyone a trophy and unwarranted positive feedback. “Real life is a meritocracy. Some perform better than others. So if you want better performance from the best, celebrate and reward what you want to see more of.”
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