保持團隊溝通簡明扼要，但要確保他們清楚

我們有時試圖用盡可能少的文字來傳達一條資訊，以此來提高效率。但是，如果同事們必須破譯郵件的意思或回信來澄清背景或下一步，那麼一封只有一行或兩行的電子郵件可能會浪費每個人的時間。不要以為別人理解你的速記。

花些時間以一種非常清晰的方式進行交流，不管你使用的是什麼媒介(或者你有多匆忙)。但是，不要走往另一個方向走得，為了避免任何模棱兩可，而以大量轟炸了你的團隊。

如果你的原始資訊是清楚的，你就不需要採取跟進的行動。一定要避免濫用多個管道反復溝通。沒有人喜歡同事發短信或打電話問你是否讀過他們的留言。

Keep Team Communications Brief, but Make Sure They’re Clear

We sometimes try to be efficient by using as few words as possible to communicate a message. But a one- or two-line email can waste everyone’s time if colleagues have to decipher the meaning or write back to clarify next steps. Don’t assume that others understand your shorthand.

Take the time to communicate in a way that’s ultra-clear, no matter what medium you’re using (or how much of a hurry you’re in). But don’t go too far in the other direction, bombarding your team with messages in an effort to avoid any ambiguity.

If you’re clear in your original message, you shouldn’t have to follow up. And definitely avoid abusing multiple channels. No one likes a colleague who texts or calls to ask if you’ve read their message. 

創造積極的辦公場所政策，而不是懲罰性的政策

太多的辦公場所政策強調員工不應該做什麼。但是過度的關愛和懲罰規則並不能傳達你對你的員工的信心，並信任他們作為成年人的行為。

起草人事政策時，多注重傳達公司對員工的積極期望。

在你關於上班時間政策中，比如說，你希望員工準時上班——不要詳細說明“遲到”和“缺席”意味著什麼。如果你的公司有著裝規範，盡可能簡單地只說“要著裝得體”，或者讓部門主管們為需要的人提供更多的指導。

而且行為準則不必變得複雜——一個好的出發點是“每個人都應該為公司及其同事的最佳利益行事”。

向員工強調你希望他們追求什麼，而不是他們失敗時會發生什麼。

Create Positive Workplace Policies, Not Punitive Ones

Too many workplace policies emphasize what employees shouldn’t do. But overly paternal and punitive rules don’t communicate that you have confidence in your people and trust them to behave as adults.

When drafting personnel policies, focus on conveying the company’s positive expectations of its employees.

In your policy about when the workday starts, for example, state that you expect employees to show up on time — don’t go into detail about what “tardy” and “absent” mean. If your organization has a dress code, keep it as simple as you can — “Dress appropriately,” perhaps — and leave managers to provide more guidance to those who need it.

And a code of conduct doesn’t have to get complicated — a good starting point is “Everyone is expected to act in the best interest of the organization and their fellow employees.”

Stress to your employees what you want them to aspire to, not what will happen if they fail.