TED: The Secret to Finding Your Ideal Workplace 《如何找到适合自己的工作》
Imagine this, you've been applying to a ton of jobs for a month and now finally you're getting not just one but two job offers. Congratulations, it's time to celebrate, it's great news right? But after the celebration comes the time where you can ask yourself how is it that you're going to choose between those two job offers. Some people are going to tell you just go for the salary, the higher the better right? Others are going to tell you no, go for the title, the position, the higher the better.
想象一下，你已经申请了无数份工作一个月了，现在你终于收到了不止一份，而是两份工作邀请。恭喜你，是时候庆祝了，这是个好消息，对吧？但在庆祝之后，你需要问问自己，你要如何在两份工作中做出选择。有些人会告诉你，选择薪水高的，越高越好，对吧？其他人会告诉你，不，选择职位高的，越高越好。
And others are going to tell you look for the mission, the kind of projects that you're going to be working on, the more experience the better. Well I suggest that you look at a completely different criteria. I suggest that you choose your next job based on the company culture.
还有些人会告诉你，要看公司的使命，你要做的项目类型，经验越多越好。但我建议你从一个完全不同的标准来考虑。我建议你根据公司文化来选择你的下一份工作。
My name is Marion or better said my name is Marion and I am passionate about corporate cultures. When I say my name people can guess that I am French and they usually want to guess further, where in France is she from? And there is a city that comes to their mind, the capital of love, Paris. But I have to disappoint you, as beautiful as Paris is I come from an even better place, even more beautiful.
我叫Marion，或者更确切地说，我叫Marion，我对企业文化充满热情。当我说出我的名字时，人们就能猜到我是法国人，他们通常还想进一步猜测，她是法国哪里的？他们脑海中会浮现出一座城市，那就是爱情之都，巴黎。但我不得不让你失望了，尽管巴黎很美，但我来自一个更好的地方，一个更美的地方。
So I don't come from Paris, I come from Tahiti. And Tahiti is this island in the middle of nowhere in the Pacific Ocean and a lot of people dream of retiring there with a coconut in their hand by the beach. Well I didn't wait for retirement, I actually spent my childhood there and this is how I was five, six years old living the best time of my life.
所以，我不是来自巴黎，我来自大溪地。大溪地是太平洋中一个不知名的小岛，很多人都梦想着退休后在那里，手里拿着椰子，在海滩边度过余生。我没有等到退休，我的童年实际上是在那里度过的，这就是我五六岁时的样子，那是我一生中最美好的时光。
And Tahiti is great yes for the beaches and the coconuts but the best thing in Tahiti it's the diversity. Because you see Tahiti is an island with a bit of a melting pot culture. So if you're thinking about these two job positions that you have and you're thinking about which one should you choose and if you're looking at corporate culture you might find it hard to know from the outside what it is going to be like to work in that company.
大溪地的确很棒，海滩和椰子都很棒，但大溪地最棒的地方是它的多样性。因为大溪地是一个文化大熔炉。所以，如果你正在考虑这两份工作，你正在考虑应该选择哪一份，如果你正在关注企业文化，你可能会发现，从外部很难知道在那家公司工作会是什么样子。
Most people think that it is impossible to know beforehand what a company culture is going to be like before you work there, right? How are you going to know before you go to Japan what the culture in Japan is really like? Well I disagree with this and in my sharing today I would like to share with you two different ways for you to figure out what a company culture is going to be like beforehand because that's going to avoid you signing a contract that you're going to regret down the line. I think most people don't follow those two tips that I'm going to share and the numbers show. Gallup has run a study on the state of workplace worldwide and I've put the number for East Asia and the numbers are dreadful.
大多数人都认为，在一家公司工作之前，不可能预先知道它的企业文化会是什么样子，对吧？在你没去日本之前，你怎么会知道日本的文化到底是什么样的呢？我不同意这种说法，在我今天的分享中，我想和大家分享两种不同的方法，让你提前了解一家公司的文化会是什么样子，因为这可以避免你签署一份将来会后悔的合同。我认为大多数人没有遵循我将要分享的这两个建议，数据显示了这一点。盖洛普公司对全球工作场所状况进行了一项研究，我列出了东亚的数据，这些数据非常糟糕。
Overall there is only 17% of people who are engaged in their work. That means about 80 are not. When people are not engaged then they tend to want to leave and go somewhere else.
总体而言，只有17%的人在工作中投入了精力。这意味着大约80%的人没有。当人们不投入的时候，他们就会想要离开，去别的地方。
More than half of them want to quit and if they can't quit because maybe the marketplace is not that great what happens is people are starting to be quiet quitting. That means they're coming to work but really they do the bare minimum not to get fired. For employees and employers this is dreadful numbers and I'd like to take those numbers and bring them to reality.
超过一半的人想辞职，如果他们不能辞职，可能是因为市场行情不好，那么人们就会开始“悄悄辞职”。这意味着他们来上班，但实际上他们只是做最起码的工作，以免被解雇。对员工和雇主来说，这是一个可怕的数字，我想把这些数字带到现实中来。
What does that look like really? I'll give you an example of a coaching client a couple of years ago who is a lawyer. Let's call her Junita. Junita is an awesome lawyer.
这到底是什么样子的呢？我举一个几年前我的一位教练客户的例子，她是一位律师。我们叫她Junita吧。Junita是一位很棒的律师。
She's really great at what she does but she didn't want to end up in a law firm. She found it a bit boring. She wanted something more exciting and fancy.
她非常擅长自己的工作，但她不想一直在律师事务所工作。她觉得有点无聊。她想要一些更刺激、更有趣的东西。
So she ended up in a startup but after a few months she just realized this is not the right fit here. You see, Junita really really likes things done well. She likes to take her time and double check.
所以她最终去了一个初创公司，但几个月后，她意识到这里并不适合她。你看，Junita真的非常喜欢把事情做好。她喜欢慢慢来，反复检查。
But she's surrounded with entrepreneurs and startupers, people who want to go fast and break things. So there were a lot of tensions between her and the rest of the team. So very quickly after a few months she just burnt out.
但她周围都是企业家和创业者，他们希望快速行动，打破常规。所以，她和团队其他成员之间有很多矛盾。所以，几个月后，她就很快精疲力尽了。
Professionally she was questioning herself as a lawyer. She was questioning herself as an individual. She was questioning herself. Why is it that I can't fit in here? So we worked together and she moved to a more traditional workplace culture where she saw that people were behaving a little bit more like her and shared her work ethics. That's where she really thrived in her job. And this is what I wish to every single one of you is to experience a place, an environment that brings not the worst but the best out of you.
在职业方面，她质疑自己作为一名律师的能力。她质疑自己作为一个个体。她在质疑自己。为什么我不能融入这里？所以我们一起努力，她换到了一种更传统的职场文化中，在那里她看到人们的行为举止和她更像，并且和她有相同的职业道德。在那里，她的工作才真正地蒸蒸日上。这就是我希望你们每个人都能体验到的，一个地方，一个环境，它不会让你变得最糟糕，而是让你展现出最好的一面。
So basically that you don't look like her. So how are you going to do that? Know that a place is going to be good for you. Basically you're asking me how can I do to know that a thing is going to be good before I experience it myself? Well I think you're doing this on a daily basis.
所以，基本上你不会像她那样。那你要怎么做呢？要知道一个地方是否适合你。你基本上是在问我，在我自己体验之前，我怎样才能知道一件事是好的？我认为你每天都在做这件事。
For instance have you ever checked for a restaurant's rankings and comments before you go? You're checking. You're trying to see what it's going to be like. Or maybe if you're doing groceries and you're looking for, I don't know, avocados because you want to do a guacamole, how are you going to select the right avocado for yourself? It's the same.
例如，你去一家餐馆之前，有没有查过它的排名和评论？你在查看。你想看看它会是什么样子。或者，如果你在买东西的时候，你想找，我不知道，鳄梨，因为你想做鳄梨酱，你要怎么为自己选择合适的鳄梨呢？这和上面说的是一样的。
So I would like to compare company cultures to avocados. If you have ten avocados, how do you know which one is the right one? You're probably going to take one and put some pressure on the skin and you might feel that there is resistance, maybe too much or too little, and that's how you're going to judge. So today what I would like to share with you are two tools.
所以我想把公司文化比作鳄梨。如果你有十个鳄梨，你怎么知道哪一个是合适的呢？你可能会拿起一个，在它的表皮上施加一些压力，你可能会感觉到阻力，可能太大，也可能太小，这就是你的判断依据。今天我想和大家分享两个工具。
The first one for you to assess if a culture, a company is going to be the right fit for you. The first tool for you is to observe. Observe, observe, observe.
第一个工具可以帮助你评估一种文化，一家公司是否适合你。第一个工具是观察。观察，观察，再观察。
What do you observe? Well you observe the entire recruitment process. Because what happens in the recruitment process is companies are trying to show you their best side. They really want to attract you.
你观察什么？你要观察整个招聘过程。因为在招聘过程中，公司会试图向你展示他们最好的一面。他们真的很想吸引你。
They want to get you. They're seducing you. So if there are some things that you don't like there, you're probably not going to like afterwards either.
他们想得到你。他们在诱惑你。所以，如果有些事情你现在不喜欢，你以后可能也不会喜欢。
Let me give you an example. If a company takes weeks to answer to your emails or even book an interview with you, well that kind of culture is probably a bit slower than what you would expect. If that dynamism is what you're looking for and you like structures and companies that are more process-oriented, that's the right culture.
让我举个例子。如果一家公司需要几周的时间才能回复你的邮件，甚至才能安排面试，那么这种文化可能比你预期的要慢一些。如果这就是你想要的活力，你喜欢更有条理、更注重流程的公司，那么这种文化就是合适的。
But if you're looking for a very entertaining, dynamic, energetic workplace, that's probably too slow. You might want to look for a company that responds in a matter of days or even hours. Another example would be if you have three people interviewing you and only one speaks and the other two are silent, and you figure the one that is speaking is the boss, that culture is very hierarchical.
但如果你正在寻找一个非常有趣、充满活力、充满活力的工作场所，那么这家公司可能太慢了。你可能想找一家能在几天甚至几小时内回复你的公司。另一个例子是，如果有三个人面试你，只有一个人说话，另外两个人都沉默不语，你发现说话的那个人是老板，那么这种文化就是等级森严的。
And that's fine because it's not good or bad. It's not right or wrong. It just is.
这很好，因为它没有好坏之分。没有对错之分。它就是这样。
And you need to know whether you like that kind of culture and that fits you. Or if you want a company culture that really is more flat and allows you to speak up and challenge the status quo, that's probably not the right kind of culture for you. So the first thing you can do is observe, observe, observe.
你需要知道你是否喜欢这种文化，以及它是否适合你。或者，如果你想要一种更扁平化的公司文化，允许你畅所欲言，挑战现状，那么这种文化可能不适合你。所以，你能做的第一件事就是观察，观察，再观察。
The second thing you can do is to ask questions. And so asking questions is really cool because that's when you have the avocado in your hand and you're putting pressure there. You know when they're asking you in an interview, hey we finished all the questions, do you have any questions? Hell yeah you have questions.
你能做的第二件事就是问问题。问问题真的很酷，因为这时候你手里拿着牛油果，你在对它施加压力。你知道，当他们在面试中问你，嘿，我们问完了所有问题，你还有什么问题吗？当然，你有问题。
You should have questions. And I'm going to give you three questions that are going to up your game when it comes to interviewing. This question starts with the first question which focuses on the future potential that you have in that company.
你应该有问题。我将告诉你三个问题，这三个问题将提升你在面试中的水平。第一个问题是关于你在公司未来的发展潜力。
And it's a bit in your face but the question is what kind of people get promoted here? That tells you if they tell you well nobody got promoted in last year, you know you probably don't have a big future in that company. But if they say oh Alexei got promoted last month, interesting. Alexei sounds like a really cool person, tell me more about him.
这个问题有点直截了当，但问题是，什么样的人在这里会升职？如果他们告诉你，去年没有人升职，你就知道你在这家公司可能没有太大的前途。但如果他们说，哦，Alexei上个月升职了，有意思。Alexei听起来是个很酷的人，告诉我更多关于他的事。
There you're asking follow-up questions to discover more. Well why is it that he was selected as the one being promoted? And then you listen to what they're telling you. If they say well you know he was the boss's best friend so he got promoted, well unless you're very close to the boss you probably don't want to join that company.
你在问后续问题来了解更多信息。为什么是他被提拔了呢？然后你听他们怎么说。如果他们说，你知道，他是老板最好的朋友，所以他升职了，那么，除非你和老板关系很好，否则你可能不想加入这家公司。
But maybe they're going to say other things like you know Alexei is technically the best out of us. For instance the best engineer in the team so we promoted him. Great.
但也许他们会说其他的，比如你知道Alexei在技术上是我们中最棒的。比如他是团队里最好的工程师，所以我们提拔了他。太棒了。
This company culture is about meritocracy so if you're really good at your job you're going to get promoted. If they say well Alexei got promoted because he's been the longest here, he's the longest in the company. All right.
这种公司文化是任人唯贤的，所以如果你工作真的很出色，你就会升职。如果他们说，Alexei之所以升职，是因为他在公司工作的时间最长。好吧。
This company values loyalty, longevity, tenure in the company. What is it that you like? So for me the best answer to this question if I would apply for job would be Alexei got promoted because he's the best at his job so he has the skill. He also is the best of us.
这家公司重视忠诚、资历和在公司的任职时间。你喜欢的是什么？所以对我来说，如果我去申请这份工作，这个问题的最佳答案是，Alexei之所以升职，是因为他是工作中最出色的人，所以他有这个能力。他也是我们中最棒的。
We all look up to him. What that means is that he is a team player probably and he represents the culture best and we promote that and finally we're promoting him because he has the potential to be a great manager. For me these are red these are green flags.
我们都很尊敬他。这意味着他可能是一个团队成员，他最能代表公司文化，我们提倡这种文化，最后我们提拔他，是因为他有潜力成为一名优秀的管理者。对我来说，这些都是危险信号，这些都是积极信号。
All right so that's the first question to see if you have the potential to grow in this company and stay long term. The second question is very simple but also tells a lot and that question is what are your core values? I'm going to give you the red flag straight away. The red flag would be core values what are you talking about? What is that? That's a company that has no idea about corporate culture.
好了，这就是第一个问题，看看你是否有潜力在这家公司发展并长期留下来。第二个问题很简单，但也说明了很多问题，这个问题是，你们的核心价值观是什么？我马上告诉你危险信号。危险信号是，核心价值观，你在说什么？那是什么？那是一家对企业文化一无所知的公司。
If they say ah yeah we have core values but I don't remember what they are sorry red flag or if they say yeah yeah we have a core value our core value is excellence then you need to follow up with a question again. Great excellence is a core value tell me about it when was the last time that you have seen excellence around here and a red flag is uh I don't know. A green flag would be someone telling you yeah just last week we we provided the best project so far for the with the team and we're all really proud of what we have produced.
如果他们说，啊，是的，我们有核心价值观，但我记不清了，抱歉，这是危险信号，或者如果他们说，是的，我们有一个核心价值观，我们的核心价值观是卓越，那么你需要再次跟进一个问题。卓越是一个核心价值观，告诉我，你最后一次在这里看到卓越是什么时候，危险信号是，呃，我不知道。积极信号是有人告诉你，就在上周，我们和团队一起提供了迄今为止最好的项目，我们都为我们所做的感到自豪。
Okay keep asking because then you know what the company culture is like. So that's the second question and the third question is also tricky but it's reminding you that there is no company culture that is perfect and from time to time you will have conflicts, discussions that are a bit tough to have and what you want to know with this last question is how are the people in this company gonna deal with these challenges? How do people deal with one another? That last question is tell me when was the last time that you received feedback here? Again a red flag would be never well that's that's not good. If the company says or the interviewer says well I receive feedback once a year in a performance review that's probably not enough but if they say we're providing and receiving feedback very regularly almost daily because we care about the growth of the people here and we trust that our colleagues can take feedback and that we're good enough to deliver it to them.
继续问，因为这样你就知道公司文化是什么样的了。这是第二个问题，第三个问题也很棘手，但它提醒你，没有完美的公司文化，你时不时会遇到冲突，会有一些难以进行的讨论，你想通过最后一个问题知道的是，这家公司的人将如何应对这些挑战？人们是如何处理彼此之间关系的？最后一个问题是，告诉我你最后一次在这里收到反馈是什么时候？同样，危险信号是从来没有，这可不好。如果公司或面试官说，我每年在绩效评估中都会收到一次反馈，这可能还不够，但如果他们说，我们非常定期地提供和接收反馈，几乎每天都有，因为我们关心这里员工的成长，我们相信我们的同事能够接受反馈，我们也能够很好地将反馈传达给他们。
Whoa that's a green flag right there. Okay so we've seen the three different questions. The first question is what kind of people get promoted here? The second question is what are your core values? And the third question is when was the last time that you got feedback here? Now these questions are really important because you're kind of grilling your interviewer and your interviewer could be a very junior interviewer up to the CEO of the company.
哇，这是一个积极信号。好了，我们已经看到了三个不同的问题。第一个问题是，什么样的人在这里会升职？第二个问题是，你们的核心价值观是什么？第三个问题是，你最后一次在这里收到反馈是什么时候？现在，这些问题真的很重要，因为你有点在拷问你的面试官，而你的面试官可能是一个非常初级的面试官，也可能是公司的首席执行官。
That will tell you a lot as well of what the company culture is like. But so at some point you will have to realize that yes the interview is important because it helps them select you as a future employee but it's also helping you select them as a future employer. So the balance is reversed here and what you need to bear in mind is the idea that it's not only about them here and you discovering more about what the core value and what the company is like but also about you as a professional.
这也会告诉你很多关于公司文化的信息。但在某种程度上，你必须意识到，面试很重要，因为它可以帮助他们选择你作为未来的员工，但它也在帮助你选择他们作为未来的雇主。所以这里的平衡被颠倒了，你需要记住的是，这不仅仅是关于他们，你在这里更多地了解核心价值观和公司是什么样子的，也是关于你作为一个专业人士。
You need to be very clear about what you want and what you expect from a company. So be very clear and define what should work look like, what should work feel like and what should work be like. If you define this for yourself if you observe, observe, observe and if you ask the three questions that I have shared with you I trust that you will be able to choose between those two job offers and decide which company you would like to join.
你需要非常清楚你想要什么，你对一家公司有什么期望。所以，要非常清楚地定义工作应该是什么样子的，工作应该是什么感觉的，工作应该是什么样子的。如果你为自己定义了这些，如果你观察，观察，再观察，如果你问了我分享给你的三个问题，我相信你将能够在这两份工作中做出选择，并决定你想加入哪家公司。
And I also believe that you will be able to choose for yourself the most outstanding workplace culture. Thank you.
我也相信，你将能够为自己选择最优秀的职场文化。谢谢。
Ton - noun. a large number or amount. 大量
Criteria - noun. a standard by which something may be judged or decided. 标准
Melting pot - noun. a place where different peoples, styles, theories, etc., are mixed together. 文化熔炉
Dreadful - adjective. causing or involving great suffering, fear, or unhappiness; extremely bad or serious. 可怕的
Engaged - adjective. emotionally involved in something. 投入的
Quit - verb. leave (a job, school, etc.) permanently. 辞职
Bare minimum - noun. the least possible amount. 最低限度
Entrepreneur - noun. a person who sets up a business or businesses, taking on financial risks in the hope of profit. 企业家
Tension - noun. a feeling of fear or anxiety before an important or difficult event. 紧张
Burn out - verb. become extremely tired or sick by working hard for a long time. 精疲力尽
Thrive - verb. grow or develop well or vigorously. 蓬勃发展
Avocado - noun. a pear-shaped fruit with a rough leathery skin and smooth oily edible flesh that surrounds a single large stone. 牛油果
Assess - verb. evaluate or estimate the nature, ability, or quality of. 评估
Seduce - verb. entice (someone) into sexual activity. 诱惑
Dynamism - noun. the quality of being characterized by vigorous activity and progress. 活力
Process-oriented - adjective. giving attention to the process of doing something, rather than only to the product or result. 以流程为导向的
Hierarchical - adjective. arranged in order of rank. 等级制的
Status quo - noun. the existing state of affairs, especially regarding social or political issues. 现状
Grill - verb. subject (someone) to intense questioning or interrogation. 追问
Tenure - noun. the conditions under which land or buildings are held or occupied. 任期
Meritocracy - noun. a system in which people or things are chosen for a particular job or purpose on the basis of their ability, achievements, or suitability. 精英管理
Bear in mind - verb. remember. 记住
