悄悄影响职业声誉的三种行为

如果不考虑工资和福利，工作生活平衡是目前多数工作者最先考虑的问题。而个人和职业生活界线的日益模糊，自然而然地会导致我们在工作当中更有可能表现出非职业的一面。有许多明显的行为，会损害一个人在工作中的信誉和可信度（如脏话、糟糕的着装、盗窃等），但有些行为却更为难以察觉。

笔者发现，下面三种行为会在不知不觉中降低我们在工作中获得的尊重：

1、成为朋友而不是领导者

千禧一代在历史上首次成为工作人口中的主力军，他们在领导岗位中的比例，正在以惊人的速度增长。据德勤的《2015年千禧一代研究》显示，约有50%的千禧一代认为自己从事的是领导岗位。作为工作人口中最能体现“超连接时代”的一代人，友谊在千禧一代的生活中扮演者重要的角色，很难“在工作中切断这种联系”。

当然，我并非建议不要与同事成为朋友（你绝对应该这样做），但如果将“友谊”作为领导策略，则会让领导者遭遇失败。团队会围绕在他们信任和尊敬的人周围，做出令人难以置信的事情——尤其是在面临挑战的时候。但将亲民与信任混为一谈，通常会在需要做出艰难决定的时候造成麻烦。做一位有同理心的支持型领导者，与成为大家最好的朋友，这两者之间有着重要的区别。

2、在必要时未能承担起责任

随着工作职责的增加，团队会以更快的速度组建和解散。流动性的非传统组织结构，让更多人有机会担任领导岗位，而流动的汇报结构，会造成混乱。随着领导岗位的起伏动荡，人们很容易把责任推给决策链的上一级，或因不得人心的决策对他人横加指责。

事实上，各个级别的领导者都应该理解公司的使命与目标，并据此管理团队，对自己做出的决定承担起责任。在进行重要的、不舒服的谈话时，总是用“他们”开头，是懦弱的表现，在形势逆转时，你的下属会对你提供支持的能力产生质疑。所以，领导者必须进行自查，有意识地对自己的错误承担起责任。

3、过多展示“真实的自己”

目前，职场中越来越强调真实的重要性，因为真实是新一代消费者和工作者最重视的价值之一。如果你在社交媒体中建立了无处不在的个人分享，给人的感觉是，你已经放弃了想要私人生活的想法。这是不正确的。我非常支持做真实的自己，但我也强烈建议，把私人的事情留在家里。

Glassdoor最近一项研究显示，60%的管理者对于在Facebook被下属加为好友，感觉不舒服，对此我很意外，因为我以为这一比例会更高。领导者在看到团队成员“真实的一面”（可能被领导者认为是不恰当或不负责任的）后，他们在工作中对这位下属的看法，不可能不受影响。因此，不要以为你需要毫无技巧地过度分享工作之外的生活，相反，要想表现真实的自己，你可以帮助同事了解你的优势，以及你正在努力提高的领域。（财富中文网）

本文作者马克•纽曼为视频面试平台HireVue公司的CEO。

译者:刘进龙/汪皓

When you remove salary and benefits from the equation,work-life balance is the top priority for the majority of the workforce today. However, as our personal andprofessional lives continue to blur, this naturally creates more opportunities for us to appear unprofessional at work. While there are many obvious ways to damage your reputation and credibility at work (foul language, dressing poorly, stealing, etc.), there are some less obvious ways as well. Below are three common behaviors I see quietly undermining respect at work:

Being a friend instead of a leader

For the first time in history, millennials are the largest generation in the workforce, and their representation in leadership roles is growing at a phenomenal rate. According to Deloitte’s 2015 Millennial Survey some 50% consider themselves in a leadership positions. As the most hyper-connected generation in the workforce, friendships play a huge role in the lives of millennials and it can be hard to ‘shut that off at work’. While I’m not suggesting you don’t make friends with your co-workers (you definitely should) making ‘friendship’ your leadership strategy sets you up to fail. Teams will rally around and do incredible things for people they trust and respect — especially when facing challenges. When likability is confused with trust, it can quickly becomes a problem when it’s time to make tough decisions. There’s an important distinction between being an empathetic, supportive leader and being everyone’s BFF.

Not taking accountability when necessary

As work responsibilities increases, teams assemble and disassemble faster than ever. Fluid, non-traditional organizational structures puts more people in leadership roles and can create confusion as reporting structures stay in flux. As leadership roles ebb and flow, it becomes easier to simply push responsibility up the chain blaming otherfor unpopular decisions. The bottom line is that leaders at every level should understand the company’s mission and goals, steer their teams accordingly, and stay accountable for the decisions they make. Starting important or uncomfortable conversations with “they” is cowardly, and the ones reporting to you will question your ability to have their back when the situation is reversed. Self audit yourself and consciously make the effort to take accountability for your mistakes.

Being too much of the “real you”

There is a growing emphasis on the importance of authenticity because it’s a value prioritized by the new generation of consumers and workers. When you add in the ubiquity of personal sharing on social media, the notion of having a private life feels like it’s evaporating. It shouldn’t. I’m all for authenticity, but it’s my strong recommendation that you leave the personal stuff at home. A recentGlassdoor study shows that 60% of managers are uncomfortable being friends on Facebook and I’m surprised this number isn’t higher. When a leader sees a member of their team “being real” (which could be considered inappropriate or irresponsible) it’s almost impossible not to let that influence their view of the person at work. Rather than thinking you need to awkwardly overshare your life outside of work, instead embrace your desire for authenticity by helping your coworkers understand your strengths and the areas you’re trying to improve.

Mark Newman is CEO of HireVue.