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In our book, 'No Excuses: How You Can Turn Any Workplace Into a Great One, ' we address one of the most common - time. While we sympathize with working managers who are held accountable for an individual contributor's workload in additionto people-management responsibilities, we know from our interviews and first-hand experiences with great workplace managers that time is simply not an excuse.
在《别找借口：怎样营造绝佳职场氛围》(No Excuses: How You can Turn Any Workplace Into a Great One)一书中，我们探讨了最常见的问题之一──时间。我们理解，身兼工作和管理双重使命的管理者既要承担人事管理职责，又要负责自己的分内工作，确实很不容易，但我们也通过对善于营造绝佳职场氛围的管理者的采访和直接接触了解到，时间是不能作为借口的。
Rather, these managers understand that building a great workplace environment is not about what they do - the initiatives, the projects, the decisions. Rather, strong workplace cultures are the result of consistently choosing a means to those ends that attends to three fundamental relationships. Those are trust (the relationship with one's manager), pride (the relationship with one's job), and camaraderie (the relationship between employees).
这些管理者懂得，营造绝佳职场环境并不是看他们做什么──不是靠行动、项目或决定。要建立强大的职场文化，须不断选择既能实现上述目的，又能顾及三大基本关系的方法。这三大关系是信任（与管理者的关系）、自豪感（与自己工作的关系）和友爱（员工之间的关系）。
Great workplace managers are no less busy than you, but their investment in relationships pays dividends when employees are more receptive to change, willing to extend the benefit of the doubt, and ready to give extra when needed to get the job done. How much time can you spare if that time investments result in such positive outcomes?
那些营造出绝佳职场氛围的管理者和你一样忙，但他们对各种关系的投入会获得回报，他们的员工会更乐于接受改变，更愿以善意待人，并愿为完成工作而付出更多精力。如果你投入的时间能产生如此积极的效果，那么你愿意为之付出多少时间呢？
If you have one minute:
如果你有一分钟：
Craft a meaningful note of thanks to a team member, outlining not only an aspect of their performance for which you are grateful, but also why it is a result of their unique strengths and talents. That builds a sense of respect. In 30 additional seconds, you can build pride by telling them why their good work matters for their fellow employees, clients, the community, and maybe even the world.
为某位团队成员起草一封有意义的感谢信，不仅要概述他们工作表现中某处令你感激的地方，而且要谈谈为什么他们独特的优势和天赋能让他们取得这些成就。这会建立起一种尊重感。再花30秒时间，你可以告诉员工，为什么他们出色的工作会对同事、客户、社区乃至世界产生重要意义，从而树立他们的自豪感。
If you have 10 minutes:
如果你有10分钟：
Bring your new employees on board before they arrive. Call them the day before their report date to make sure they know where to park, what to wear, and who will meet them at the door. That warm welcome builds camaraderie. If you have an extra five minutes, be sure to tell your team about their new co-worker, which magnifies the welcome while building your credibility for making such a good hire.
在新员工入职前对他们表示欢迎。在报到前一天给他们打电话，确定他们知道在哪里停车，应该如何穿着，谁会在门口迎接他们。这种热情的欢迎有助于建立友情。如果你还有五分钟时间，务必向你的团队成员介绍这位新同事，这既能让欢迎更加热烈，又能让你因招到如此得力的员工而博得团队成员的信赖。
