Culture eats strategy for breakfast, runs the aphorism. It also projectile vomits employees who don’t fit in. In a survey conducted earlier this year by Flexjobs, an employment site, culture was the most common reason people gave for quitting. And it matters more than high wages. A study published last year by Jason Sockin of the University of Pennsylvania found that workers rated things like respectfulness, work-life balance and morale as more important to job satisfaction than pay.?

有句格言是這樣說的：文化可以把戰(zhàn)略當(dāng)早餐吃掉。它還會(huì)讓不適應(yīng)的員工嘔吐。招聘網(wǎng)站Flexjobs今年早些時(shí)候進(jìn)行的一項(xiàng)調(diào)查顯示，企業(yè)文化是人們辭職的最常見原因。而且企業(yè)文化比高薪資更重要。賓夕法尼亞大學(xué)的杰森·索金去年發(fā)表的一項(xiàng)研究發(fā)現(xiàn)，員工認(rèn)為尊重他人、工作生活平衡和士氣等因素對(duì)工作滿意度的重要性高于薪酬。

The problem is that culture can be very hard to fathom from the outside. It resides in quotidian interactions between colleagues and in the hidden threads that bind decisions on everything from promotions to product development. You need to be inside an organisation to really understand it. But more sunlight is getting in. Firms are doing more to signal what they stand for. Jobseekers have new ways to peer inside firms. So do investors, who share their interest in evaluating corporate culture.

【1】fathom 弄懂

【2】quotidian 尋常的；司空見慣的

問題是，文化可能很難從外部理解。它存在于同事之間的日?；?dòng)中，也存在于從促銷到產(chǎn)品開發(fā)等各種決策之間的隱藏線索中。你需要身處一個(gè)組織內(nèi)部才能真正了解它。但是越來越多的陽光照射進(jìn)來了。公司正在做更多的事情來表明他們的立場(chǎng)。求職者有了窺視公司內(nèi)部的新方法。那些對(duì)對(duì)評(píng)估企業(yè)文化都感興趣的投資者也是如此。

Offices are places where culture can be transmitted osmotically. Now that more workers are remote, firms increasingly write down their values. Qualtrics, a software firm, may not believe in grammar but it does believe in Transparent, All in, Customer obsessed, One team and Scrappy. Justworks, an hr technology firm, subscribes to Camaraderie, Openness, Grit, Integrity and Simplicity. Lists like these can turn blandness into an art form, and are overly determined by what will create an acronym. They may not reflect what actually happens inside the company. Plenty of firms are characterised by Cluelessness, Rancour, Amateurism, Skiving and Stupidity, but you won’t find that on the website.?

【1】osmotically 滲透地

【2】Camaraderie 同志情誼

【3】Grit 勇氣；毅力

【4】Rancour 怨恨

【5】Cluelessness 無頭緒；無知

【6】Amateurism 業(yè)余身份；不熟練

【7】Skive 逃避工作

辦公室是文化滲透?jìng)鞑サ牡胤?。由于越來越多的員工遠(yuǎn)程辦公，公司越來越多地降低他們的價(jià)值觀。Qualtrics是一家軟件公司，它可能不相信語法規(guī)則，但它相信透明、全部投入、客戶至上、一個(gè)團(tuán)隊(duì)和好斗。人力資源技術(shù)公司Justworks信奉友愛、開放、堅(jiān)毅、正直和簡(jiǎn)單》。像這樣的列表會(huì)把平淡變成一種藝術(shù)形式，并且會(huì)過分地被創(chuàng)造的縮略詞所決定。它們可能無法反映公司內(nèi)部實(shí)際發(fā)生的情況。許多公司的特點(diǎn)是無知、怨恨、業(yè)余、逃避和愚蠢，但你在網(wǎng)站上找不到這些。

But companies that codify their values are at least thinking about them. And their choices can offer meaningful clues. Kraken, a cryptocurrency exchange, sets out its beliefs in ten “Tentaclemandments”. You need to see only that one word to know whether this is the workplace for you or whether you would rather be hurled into an active volcano.?

但是，編纂自己的價(jià)值觀的公司至少在考慮這些價(jià)值觀。他們的選擇可以提供有意義的線索。加密貨幣交易所Kraken用10條“觸手誡條”闡述了自己的信念。你只需要看到一個(gè)詞，就能知道這是適合你的工作場(chǎng)所，還是你寧愿被扔進(jìn)一座活火山。

Updates can also be instructive. In “ReCulturing”, a new book, Melissa Daimler lays out some of the changes that Dara Khosrowshahi made when he became ceo of Uber in 2017. The values of the previous regime, which included “Superpumped” and “Always be Hustlin’”, were overhauled for something a little less hormonal. The change from “Meritocracy and toe-stepping” to “We value ideas over hierarchy” told people something useful about the aspirations of the new leadership team.?

更新也有啟發(fā)性。梅麗莎·戴姆勒(Melissa Daimler)在新書《文化重構(gòu)》中列出了達(dá)拉·科斯羅薩西在2017年成為優(yōu)步首席執(zhí)行官后所做的一些改變。上一個(gè)管理體制的價(jià)值觀，包括“超興奮(保持打雞血的狀態(tài))”和“永遠(yuǎn)忙碌(迅速行動(dòng)，以最有創(chuàng)意的方式解決問題)”，都被全面修改為一些不那么荷爾蒙的東西。從“給別人制造麻煩讓自己上位”到“我們重視思想勝過等級(jí)制度”的轉(zhuǎn)變，讓人們對(duì)新領(lǐng)導(dǎo)團(tuán)隊(duì)的抱負(fù)有了一些有用的了解。

Culture is increasingly readable in other ways, too. Since the pandemic, firms’ policies on remote working have given outsiders greater clarity on how employers view issues like work-life balance. Under increasing pressure from employees to take stances, companies are likelier to offer opinions on political and social issues. Others go the other way: Coinbase, another crypto firm, has made it clear that it won’t tolerate employee activism on subjects unrelated to its core mission. That’s information, too.

文化在其他方面的可讀性也越來越強(qiáng)。疫情爆發(fā)以來，企業(yè)的遠(yuǎn)程工作政策讓外界更清楚地了解了雇主如何看待工作與生活平衡等問題。在員工要求表明立場(chǎng)的壓力越來越大的情況下，公司更有可能就政治和社會(huì)問題發(fā)表意見。其他人則反其道而行之: 另一家加密貨幣公司Coinbase則明確表示，不會(huì)容忍員工在與其核心使命無關(guān)的問題上采取激進(jìn)行為。這也是信息。

Windows on cultural norms are being opened by regulators, who are pushing for greater disclosure about firms’ workforces. Candidates seem to value this kind of information: a working paper published earlier this year by Jung Ho Choi of Stanford Graduate School of Business and his co-authors found that clickthrough rates for job postings rose for firms with higher diversity scores.?

監(jiān)管機(jī)構(gòu)正在打開文化規(guī)范的窗口，他們正在推動(dòng)更多地披露公司的勞動(dòng)力。求職者似乎很看重這類信息:斯坦福大學(xué)商學(xué)院的Jung Ho Choi和他的共同作者在今年早些時(shí)候發(fā)表的一篇工作論文中發(fā)現(xiàn)，多元化得分越高的公司，招聘廣告的點(diǎn)擊率越高。

The behaviour of ceos used to be directly visible only to a limited number of people. Now bosses are everywhere, tweeting, posting and making stilted videos. In a recent survey by Brunswick Group, a pr firm, 82% of respondents said they would research the boss’s social-media accounts if they were considering joining a new firm. Even earnings calls offer insights. Academics at Columbia Business School and Harvard Business School have found that managers who invite colleagues to respond to analysts’ questions on these calls are more likely to work in firms that have more cohesive leadership teams.?

過去，只有少數(shù)人能直接看到首席執(zhí)行官的行為?，F(xiàn)在，老板們無處不在，他們?cè)谕铺厣习l(fā)帖，制作做作的視頻。公關(guān)公司賓士域集團(tuán)最近的一項(xiàng)調(diào)查顯示，82%的受訪者表示，如果他們考慮加入一家新公司，他們會(huì)研究老板的社交媒體賬戶。就連電話會(huì)議也能提供深刻的見解。哥倫比亞商學(xué)院、和哈佛商學(xué)院的學(xué)者發(fā)現(xiàn)，邀請(qǐng)同事回答分析師關(guān)于這些電話會(huì)議的問題的管理者，更有可能就職于領(lǐng)導(dǎo)團(tuán)隊(duì)更具凝聚力的公司。

Employee-review sites like Glassdoor are another source of insight. These sites can be distorted by embittered ex-workers. But, says Kevin Oakes of the Institute for Corporate Productivity, a research outfit, they are also likely to contain “slivers of truth”. And all these slivers add up. There is no substitute for being at a firm day in, day out, if you want to understand what it is really like. But the outlines of corporate culture are more discernible than ever. That ought to lead to fewer cases of indigestion.

【1】embitter 使..怨恨；使..惡化

像Glassdoor這樣的員工評(píng)論網(wǎng)站是另一個(gè)洞察的來源。這些網(wǎng)站可能會(huì)被心懷怨恨的前工人扭曲。但是，研究機(jī)構(gòu)企業(yè)生產(chǎn)力研究所的凱文·奧克斯表示，它們也可能包含“一些真相”。所有這些真相碎片則說得通。如果你想了解一家公司的真實(shí)情況，沒有什么能代替你日復(fù)一日地在那里工作。但企業(yè)文化的概要比以往任何時(shí)候都更加清晰。這應(yīng)該能減少消化不良的情況發(fā)生。