可能让你丢掉工作的职场行为

在创建任何公司时，你都有两件事情必须要做：弄清楚你想打造怎样的企业文化，以及吸引怎样的人才。我希望给员工创造舒适的工作环境，彼此透明，坦诚相待。有趣的是，在筹划要做什么，与谁共事的同时，你也要决定哪些是公司中不允许存在的。因为融合不意味着无缝，坦率不等于粗鲁，透明也不代表可以对同事恶意攻击。明确哪些事情是破坏规则的，你的底线在哪里。这就是职业和不职业的区别。

在我们公司，我会穿着牛仔裤工作。我喜欢和员工交朋友。我希望我们的企业文化是开放的，让年轻的团队感到亲切。在我们的办公室里，社交生活和职场生活交织在一起。但交织不意味着没有界限。

我喜欢一句老话：不要去做任何你不愿意被《纽约时报》头版报道的事。我认为这同样适用于职场关系甚至与同事的谈话中。你在工作中结交的人可以成为相知多年的好友，但你要保证自己在谈话和行为中不要越界。当你朝九晚五的职场生活和社交生活产生冲突时，确保这条界线的清晰很困难，当酒精发生作用后，尤其需要注意这一点。

酒精能让最理智的人说一些他们不应该说的话。这点很危险，因为即使他在会议上或客户面前都表现得体，老板和同事也会重新考虑这个人是否值得信任。有些人在掌握这一界线上做得很好。你需要在社交上足够精明，搞清友谊和职场声誉的重合之处，确保自己离潜在的越界点至少保持五步之遥。

我认为，在其他人面前公开地斥责或纠正某人是很不职业的行为，也不礼貌。我们当然欣赏坦率的行为，开放直接的交流可以大大提高效率。但是，我们必须清楚，开放直接的交流，与突然斥责某人、让他当众没面子是不一样的。如果你这样做了，他会觉得自己很傻很尴尬。这显然弊大于利。

因此，如果有人需要在某事上改进做法，或是有问题需要改正，应该请他去房间里或是私下说。显然，有建设性的批评和关键的反馈对于成长很重要，但如果那个人感觉你在与他合作，而不是与他作对的话，效果会更好。

不要诽谤、苛责他人，不要对人指指点点。因为这无济于事。

透明并不意味着你有权利在背后随意抨击他人。即使是公司流程出现了问题，或者你不喜欢某人的行为——无论是什么问题——在背后说人坏话都无济于事，反而只会散播负面情绪。

作为公司的领袖，如果有人这么做，我会考虑这个人是否合适被提拔或是承担更大责任，因为这种负面行为无处不在。无意义地宣泄，与公平公正、实事求是地看待和解决问题，这两者之间有很大差别。

行为方式是否职业常常取决于公司文化，不过即便这是你自己的公司，确定人们的界线也可能很困难。做得职业，就意味着不断证明自己是一项资产——而不是债务——所以要三思而后行，尊敬他人，不要做那些父母不会为之骄傲的事情。（财富中文网）

译者：严匡正

The Leadership Insider network is an online community where the most thoughtful and influential people in business contribute answers to timely questions about careers and leadership. Today’s answer to the question “What are the three most unprofessional things an employee can do on the job?” is by Ryan Harwood, CEO of PureWow.

There are two things you have to do when starting any company: identify the culture you’ll strive for and the people you’ll aim to attract. I believe in creating a work environment that my employees are comfortable in, where we embrace transparency, and exercise radical candor. What’s interesting is that at the same moment of mapping out what you’ll do and who you’ll do it with, you also have to decide what won’t fly at your organization. Because blended doesn’t mean seamless, candor does not equate rudeness, and transparency does not give you an open pass to badmouth coworkers. Know what the deal breakers are and where your lines are drawn. That’s the difference between professional and unprofessional.

At PureWow, I wear jeans to work. I like to be friends with my employees. I want our culture to be open and feel natural to our young team. In our office, social life and work life often blend. But blended doesn’t mean there aren’t boundaries. I love the old saying that you shouldn’t write anything that you wouldn’t want on the front page of the New York Times. And I think that applies to work relationships and even conversations with your coworkers. You can have work friends whom you’ve known for years and are very close with, but you maintain a line you would never cross in terms of conversation or behavior. Making sure that line is never blurred is difficult when your 9-to-5 and social lives collide, and it’s important to take particular caution when alcohol is involved.

Liquid confidence can make even the most rational person say things they wouldn’t otherwise. And what’s dangerous about that is that it can make a boss or coworker second-guess whether that individual can be trusted, if they can handle themselves at a conference, or with clients. Certain people are really good at understanding that boundary. You need to be socially savvy enough to know where your friendship and work reputation intersect so that you’re five steps ahead of that potential breaking point.

Reprimanding or correcting someone in public, in front of other people — I believe is extremely unprofessional, not to mention unkind. We love candor at PureWow. Being open and straight with each other does wonders for efficiency and it works well for us. But there is a difference between being open and straight with one another and potentially humiliating someone with an off-the-cuff reprimand. They feel silly, they look embarrassed, and you’ve ultimately done more harm than good. So if someone can improve upon something or there is a problem to fix, instead ask them to jump in a room or meet privately. Obviously constructive criticism and critical feedback are important for growth, but you’ll get better results when that person feels you’re working with them, not against them.

Never badmouth, blame, or point fingers. Nothing is accomplished. Being transparent does not give you carte blanche to let loose on someone behind their back. If there is something wrong in the process, or in the company, or you don’t like someone’s behavior — whatever it is — talking about someone behind his/her back doesn’t solve the problem and only spreads toxicity. And as the head of the company, when someone acts like that, I’m going to second-guess whether that person deserves a promotion or additional responsibilities, because that type of toxic behavior is pervasive. There is a huge difference between pointless venting and coming in even-keeled, looking at the facts, and maybe even preparing some solutions to the problem.

Much of what is considered unprofessional is determined by your work culture, but even when it is your very own company defining that line for people can be hard. Being professional is about consistently proving yourself as an asset — not a liability — so think before you speak, be respectful, and don’t do anything your parents wouldn’t be proud of.