經營者的價值觀

在經營者的要素中，個人認為價值觀是最要緊的。

經營者要能夠以簡單的語言描述其價值觀，讓公司內外都能夠明白企業價值的優越性與獨特性，企業如何為客戶、員工與股東產生價值。

經營者應該很明確的溝通什麼是公司的核心價值，市場為什麼需要公司的產品與服務。

經營者應該告訴客戶與員工，什麼是公司不準備去發展的，公司的資源要如何分配安排。

經營者要讓員工知道，公司的底線在哪裡，越過紅線，沒得商量。

Operator's Values

Among the elements of the operator, the individual thinks that values are the most important.

Managers should be able to describe their values in simple language, so that both inside and outside the company can understand the advantages and uniqueness of enterprise value, and how the enterprise produces value for customers, employees and shareholders.

Managers should clearly communicate what is the company's core value and why the market needs the company's products and services.

Managers should tell customers and employees what companies are not prepared to develop and how to allocate resources.

Operators should let employees know where the company's bottom line is and cross the red line without discussion.

建立一個可以開放回饋的企業文化

一個開放的企業文化，可以讓人們坦誠而細膩的進行討論所面臨的問題。這樣做法的效益是非常宏大的。但是，要建立如此的開放式企業文化，也是很困難的。但是，一旦你能夠讓企業員工如此沒有顧慮的回饋意見，你會發現很快的就能夠看到效益成果。

企業領導者可以用下列的作法來建立起開放的企業文化：

1. 克制自己，先表示出你的感激。你要先克服自己感覺員工的回饋就是對你負面回應的印象。你可以先去觀察到他對公司作出的貢獻，真誠的說出你的感激，再來好好想想他對公司提出的建言。你說的感激話語，要數倍于他提出的負面回饋。
2. 真誠開放。我們一般都傾向于在聆聽別人意見時，會先防衛自己，如此則會築起一個妨礙你聽到好意見的高墻。你必須告訴自己，聽取員工的回饋，是為了企業的利益，而非為了個人的榮辱。
3. 讓全員參與。一個封閉的企業文化，很容易產生“我們的”vs.“你們的”的心理隔閡。你必須鼓勵各部門的主管與員工都能夠共同關心到全公司發生的事情，積極、熱忱、經常的參與回饋討論。

Establishing an open-feedback corporate culture

An open corporate culture can make people honestly and delicately discuss the problems they are facing. The benefits of this approach are enormous. However, it is also very difficult to establish such an open corporate culture. However, once you can get employees to give feedback so carefree, you will find that you can see the benefits soon.

Enterprise leaders can establish an open corporate culture by:

1. Restrain yourself and show your gratitude first. You have to overcome your perception that employees' feedback is an impression of your negative response. You can first observe his contribution to the company, sincerely express your gratitude, and then think about his suggestions to the company. Thank you for your words, many times more than the negative feedback he put forward.
2. Be sincere and open. We tend to defend ourselves when we listen to other people's opinions, which will build a high wall to prevent you from hearing good opinions. You have to tell yourself that listening to employees' feedback is for the benefit of the enterprise, not for personal honor or disgrace.
3. Involve the whole staff. A closed corporate culture can easily create psychological barriers between "our" and "yours". You must encourage managers and employees of all departments to be concerned about what is happening throughout the company and to participate actively, enthusiastically and regularly in feedback discussions.