TED演讲：优秀的领导怎么应对不确定性？
字幕摘录
| 时间 | 英文 | 中文 |
|---|---|---|
| 0:04 | Welcome, Anjali. | 欢迎,安贾利。 |
| 0:05 | I'm so glad you're here with us today. | 我很高兴你今天和我们在一起 |
| 0:07 | Thank you, Stephanie. | 谢谢你,斯蒂芬妮。 |
| 0:08 | It is great to be here. | 很高兴来到这里。 |
| 0:09 | At Vimeo, you lead a workforce of 1,300 people worldwide. | 在维梅奥,你领导着全世界1300人的劳动力. |
| 0:14 | You have creatives, you have finance people, you have technologists. | 你有创造力,有金融家,有技术专家 |
| 0:19 | So I'm going to start with a really easy question. | 所以我首先要问一个很简单的问题。 |
| 0:21 | What was it like to manage this diverse workforce | 如何管理这种多样化的劳动力 |
| 0:24 | through a global pandemic, a racial reckoning, | 通过一场全球大流行,一场种族清算, |
| 0:28 | and a very fraught return to office? | 和非常充满活力的复职? |
展开字幕全文（471 条）
| 序号 | 英文 | 中文 |
|---|---|---|
| 1 | Welcome, Anjali. | 欢迎,安贾利。 |
| 2 | I'm so glad you're here with us today. | 我很高兴你今天和我们在一起 |
| 3 | Thank you, Stephanie. | 谢谢你,斯蒂芬妮。 |
| 4 | It is great to be here. | 很高兴来到这里。 |
| 5 | At Vimeo, you lead a workforce of 1,300 people worldwide. | 在维梅奥,你领导着全世界1300人的劳动力. |
| 6 | You have creatives, you have finance people, you have technologists. | 你有创造力,有金融家,有技术专家 |
| 7 | So I'm going to start with a really easy question. | 所以我首先要问一个很简单的问题。 |
| 8 | What was it like to manage this diverse workforce | 如何管理这种多样化的劳动力 |
| 9 | through a global pandemic, a racial reckoning, | 通过一场全球大流行,一场种族清算, |
| 10 | and a very fraught return to office? | 和非常充满活力的复职? |
| 11 | Oh, it was a breeze, Stephanie, now. | 哦,这是微风,斯蒂芬妮,现在。 |
| 12 | It was really challenging. | 这真的很有挑战性。 |
| 13 | I think the only constant has been change. | 我认为唯一的常数是改变。 |
| 14 | And as a leader, you obviously have a workforce that's looking for certainty. | 作为一个领导者,你显然有一支 寻求确定性的队伍。 |
| 15 | And they're looking to control what's happening around them. | 他们想控制周围发生的事情 |
| 16 | And I think what we all found as leaders, | 我认为我们作为领导人所发现的 |
| 17 | no matter what company you were responsible for, | 不管你对哪个公司负责 |
| 18 | was that you couldn't offer certainty, | 你无法确定 |
| 19 | and you couldn't always control the environment and the things around you. | 你无法控制周围的环境和事物 |
| 20 | And so for me, it was really about agility. | 因此,对我来说,这真的是关于敏捷。 |
| 21 | How do we stay flexible as a team? | 我们如何作为一个团队保持灵活? |
| 22 | How do we communicate in real time | 我们如何实时沟通 |
| 23 | and keep people informed as we try and move through things? | 并让人们知道 当我们尝试和移动的东西? |
| 24 | And then also just how do we lead with more humanity? | 然后,我们如何以更多的人性领导? |
| 25 | For Vimeo, one of the things I've really learned of the last few years | 对于Vimeo, 我真正学到的东西之一 在过去几年 |
| 26 | is we each experience the world so differently. | 是我们每个人对世界的体验如此不同。 |
| 27 | We have employees who are remote. | 我们有员工是远程的。 |
| 28 | We have an incredible team in Ukraine. | 我们有一个令人难以置信的团队 在乌克兰。 |
| 29 | These are people who have employees who are on the front lines, | 这些人有雇员 在前线, |
| 30 | who are literally at war. | 他们实际上在打仗。 |
| 31 | On the other hand, you have people in different parts of the world | 另一方面,你在世界各地都有人 |
| 32 | who are experiencing mental health challenges or burnout. | 正在经历心理健康挑战或疲惫的人。 |
| 33 | And so I think it was really just the hardest part | 所以,我认为这真的是 最难的部分 |
| 34 | was not being able to give everyone certainty, | 未能使每个人确信, |
| 35 | not being able to just apply a one-size-fits-all rule for everyone. | 不能仅仅为每个人适用一刀切的规则。 |
| 36 | But I ultimately think it forced us as a company to build more trust | 但我最终认为这迫使我们作为一个公司 建立更多的信任 |
| 37 | because to be agile and flexible and to lead with humanity, | 因为要敏捷灵活 并带领人类 |
| 38 | you have to trust each other. | 你们必须互相信任 |
| 39 | And so I'm sort of optimistic that actually what we're emerging from this time | 所以,我有点乐观 实际上,我们从这个时代开始 |
| 40 | with a culture that is more flexible and nimble | 拥有更灵活、更灵活的文化 |
| 41 | and also hopefully has more trust. | 希望还有更多的信任 |
| 42 | Can you give an example of something that you put into place | 你能举个例子吗? |
| 43 | perhaps during the pandemic to enhance communications or build trust | 可能是为了加强沟通或建立信任 |
| 44 | or create a greater sense of community | 或创造更大的社区感 |
| 45 | or even to communicate that there is no certainty | 或甚至说没有确定性 |
| 46 | that is a muscle that you think you'll continue to use | 那是你认为会继续使用的肌肉 |
| 47 | in the organization far into the future? | 在组织 远未来? |
| 48 | I mean, there's a couple things that we did. | 我的意思是,有一些事情 我们做了。 |
| 49 | One, and we are a video platform, so I obviously have to talk about video, | 第一,我们是一个视频平台 所以我显然得谈谈视频 |
| 50 | but I mean this sincerely. | 我是认真的 |
| 51 | One of the hardest parts when you're all sort of disparate | 最难的部分之一 当你们都不同的时候 |
| 52 | is you lose context and you lose nuance when you communicate. | 您失去了上下文, 并且您在通信时会失去细微差别 。 |
| 53 | And we did make a concerted effort to move away from email and chat, | 我们确实做出了一致努力 远离电子邮件和聊天, |
| 54 | text-based communication as much as possible, | 尽可能以文本为基础的通信, |
| 55 | and to actually try, particularly for our leadership team | 并实际尝试, 特别是对我们的领导团队 |
| 56 | when we were communicating, to do it with your face and your hands | 当我们在交流时 用你的脸和手做 |
| 57 | and your body and your emotions. | 还有你的身体和情感 |
| 58 | And we did that through live streaming a lot of communications, | 我们通过实时通讯做了这些 |
| 59 | recording a lot of videos, we sent asynchronous video messages. | 我们发送了同步视频讯息 |
| 60 | So I record my screen and just send a note out to people. | 所以,我录下我的屏幕, 然后给大家发个字条。 |
| 61 | Every new hire does a video to welcome and introduce themselves. | 每份新工作都会制作一段视频来欢迎和自我介绍. |
| 62 | A lot of our meetings we've actually replaced | 我们的许多会议 我们实际上取代了 |
| 63 | with just quick video presentations. | 只需快速的视频演示。 |
| 64 | And actually what that really did was allow the humanity | 实际上,它真正做的是 允许人性 |
| 65 | and the context to come through. | 和要通过的背景。 |
| 66 | And I think that helped us a lot, kind of stay close. | 我认为这帮了我们很多, 那种贴近。 |
| 67 | So that was one, I think, really important thing. | 所以,我认为,这是一件很重要的事。 |
| 68 | Another important thing is I think just creating mechanisms | 另一件很重要的事是 我认为只是创造机制 |
| 69 | to make it easier to talk about when things aren't working, | 当事情不起作用时 更容易谈论 |
| 70 | because a critical part of being agile is recognizing | 因为敏捷的关键是认识到 |
| 71 | we have an area that isn't working. | 我们有一个区域不工作。 |
| 72 | And so one of the things that we do at Vimeo is we try, | 所以维米奥的其中一件事 就是我们尝试 |
| 73 | I do this in all of my town halls, we do in a lot of meetings, | 我在我的所有市政厅都这样做, 我们做很多会议, |
| 74 | is always talk about what's working, what are our top three things, | 总是谈论什么是可行的, 什么是我们的前三件事, |
| 75 | and what isn't working yet. | 还没成功 |
| 76 | And we've kind of created, I think, a framework | 我们创造了一个框架 我想 |
| 77 | that sort of takes the stigma away from talking about what's not working. | 那种把耻辱从 谈论什么是无效的。 |
| 78 | And when you make that normalized and comfortable for people, | 当你让这个正常和舒适的人, |
| 79 | I feel like it's allowed us to be more open as an organization | 我觉得它允许我们作为一个组织更加开放 |
| 80 | about what do we need to change, what do we need to pivot. | 关于我们需要改变什么,我们需要改变什么。 |
| 81 | And both of those, sort of being more video first in our communication | 这两部都比我们沟通中 更多的视频 |
| 82 | and being more transparent and normalizing what's not working, | 和更加透明 和正常化什么是不起作用, |
| 83 | I think because this has been really helpful | 我觉得这帮了大忙 |
| 84 | and certainly something we're carrying forward. | 当然,我们继续前进。 |
| 85 | I love that advice about being video first. | 我喜欢这个建议 关于视频先。 |
| 86 | So many of our members of our workforce live in a video world. | 我们许多员工生活在视频世界中。 |
| 87 | They're used to video as a means of communication. | 他们习惯于以视频作为交流手段. |
| 88 | Which brings me to my next question. | 这让我想到我的下一个问题。 |
| 89 | You've talked about how the organization has changed. | 你说过组织如何改变的 |
| 90 | How do you see the workforce changing? | 你如何看待劳动力的变化? |
| 91 | What is different with the young millennials | 年轻千年有什么不同 |
| 92 | and even now the first wave of Gen Z coming into the workplace? | 即使是现在 Gen Z 进入工作场所的第一波? |
| 93 | Oh, I think it's incredibly different. | 哦,我觉得这是令人难以置信的不同。 |
| 94 | And one of the things that we think about at Vimeo a lot | 在维米奥我们经常想到的一件事 |
| 95 | is a lot of the mechanisms and communication modes | 是很多机制和沟通模式 |
| 96 | that we still use today, they're really antiquated. | 我们今天仍然使用, 他们真的过时了。 |
| 97 | They were designed for a totally different environment | 他们设计的环境完全不同 |
| 98 | and a totally different generation. | 和完全不同的一代人 |
| 99 | But I see a lot of differences. | 但我看到了很多不同之处。 |
| 100 | One of them, I think, is the line between your personal life | 我认为其中之一是你个人生活的界线 |
| 101 | and work life is definitely blending. | 工作生活绝对是混合的。 |
| 102 | And we're used to, if you think about your personal life, | 我们习惯了,如果你想想你的私生活 |
| 103 | 看着TikTok。 | |
| 104 | This generation is used to consuming content, learning, engaging | 这代人习惯于消费内容,学习,参与 |
| 105 | in a very specific way. | 以非常具体的方式。 |
| 106 | And if they then have to come to work and to be trained on a job, | 如果他们要来工作 接受工作训练 |
| 107 | read a 300-page manual, it's not going to happen, right? | 读了一本300页的手册,它不会发生,对不对? |
| 108 | Or if you miss the meeting and you have to watch the Zoom recording | 或者,如果你错过了会议,你必须看 缩放录音 |
| 109 | of a three-hour meeting, that's just not going to happen. | 三个小时的会议, 那只是不会发生。 |
| 110 | And so I think that there is definitely sort of this, | 所以我认为肯定有这种事情 |
| 111 | we talk about the consumerization of enterprise, | 我们谈论企业的消费, |
| 112 | and those are just fancy words for saying the things that way | 那些只是花言巧语 说的东西的方式 |
| 113 | we communicate and interact in our personal lives | 我们在个人生活中沟通和互动 |
| 114 | is going to translate to work. | 将翻译为工作。 |
| 115 | And so I definitely think that's an area of opportunity. | 所以我肯定认为这是一个机会的领域。 |
| 116 | The other thing I see from sort of the generation, | 我从一代人那里看到的另外一件事 |
| 117 | the newest generation coming into the workforce, | 最新一代进入劳动力, |
| 118 | is sort of, of course, mission-driven. | 当然是任务驱动的 |
| 119 | But I think there's a desire to really understand the why behind things. | 但我觉得有人想要真正理解 事情背后的原因 |
| 120 | And one of our sort of communication mantras is | 我们的一种交流口号是 |
| 121 | we never talk about the what without the why. | 我们从来没有谈论什么 没有原因。 |
| 122 | And I think there's just a desire to, you know, | 我想只是有种愿望,你知道, |
| 123 | the idea of, like, well, there's a hierarchy, | 这个想法,像,嗯, 有一个等级, |
| 124 | or, you know, my boss told me that this is what we're going to do, | 或者,你知道,我的老板告诉我, 这是我们要做的, |
| 125 | or, you know, that I think is increasingly moving away. | 或者,你知道,我认为 越来越远离。 |
| 126 | And people, they don't want to just do something | 和人们,他们不想 只是做一些事情 |
| 127 | because someone with a sort of formal authority told them to do it. | 因为有正式授权的人叫他们这么做 |
| 128 | They want to do it because they understand why it matters, | 他们想这样做 因为他们明白为什么它很重要, |
| 129 | why it ties to the mission. | 为什么它和任务有关 |
| 130 | And I think that that forces, you know, | 我认为,这种力量,你知道, |
| 131 | leaders to really bring more of the why | 领导者将真正带来更多的原因 |
| 132 | into how we communicate and motivate people. | 我们如何沟通和激励人们。 |
| 133 | So those are two of the things I see. | 所以我看到的是这两件事。 |
| 134 | And then, you know, the third, I think, is just flexibility, right? | 然后,你知道,第三个,我认为, 只是灵活性,对不对? |
| 135 | I think, and this is true of all of us, | 我想,这是我们所有人的真理, |
| 136 | but particularly the younger generation, | 特别是年轻一代, |
| 137 | I think they're looking for flexibility. | 我认为他们在找灵活性。 |
| 138 | And they want options and choices. | 他们想要选择和选择。 |
| 139 | And, you know, it's not always easy and feasible | 而且,你知道, 它并不总是容易和可行的 |
| 140 | to provide ultimate flexibility, | 为最终提供灵活性, |
| 141 | but this is where I try and orient it more to agility. | 但我正试着让它更敏捷 |
| 142 | It's like, how can we have approaches and principles | 就像,我们怎么能有办法和原则 |
| 143 | and be committed to things, | 并谨守拜功, |
| 144 | but also know when to question and when to actually pivot? | 但也知道什么时候问 什么时候问 什么时候问? |
| 145 | Anjali, can you share a few examples of ways | 安贾利,你能分享一些方法的例子吗? |
| 146 | that you at Vimeo have tried to really be proactive | 在维米奥的你已经尝试了 真正的主动 |
| 147 | when it comes to addressing or understanding | 在涉及或理解时 |
| 148 | what your next generation of employees are going to want, | 你的下一代员工会想要什么, |
| 149 | either in terms of purpose or in terms of benefits | 目的或福利 |
| 150 | or in terms of flexibility? | 或者就灵活性而言? |
| 151 | Are there programs or processes you've put in place | 是否有程序或过程 您已经设置 |
| 152 | that really speak to this big sea change we're seeing | 我们所看到的大海变迁 |
| 153 | in terms of values from the workforce? | 就劳动力的价值而言? |
| 154 | I mean, firstly, of course, it's all about listening, right? | 我的意思是,首先,当然, 它的所有关于倾听,对不对? |
| 155 | And I think, like many organizations, | 我认为,像许多组织一样, |
| 156 | the way we've tried to listen and understand our workforce, | 我们试图倾听和理解我们的工作队伍, |
| 157 | it's very similar. | 这是非常相似的。 |
| 158 | It's, you know, Q&As and engagement surveys | 这是,你知道的, QQAs和订婚调查 |
| 159 | and things like that. | 和类似的东西。 |
| 160 | And some of the things that we've done, you know, | 还有我们做过的一些事情 |
| 161 | we have a people and culture NPS, sort of Net Promoter Score, | 我们有一个民族和文化的核动力源, 一种网络促进者得分, |
| 162 | the same way we have for our users, for our internal teams. | 我们的用户和内部团队一样 |
| 163 | But I would say one of the things that we've really tried to do | 但我会说出我们真正想做的事之一 |
| 164 | is appreciate that when we get inputs from our employees, | 感谢我们从员工那里得到投入 |
| 165 | 1,300 employees, you can't look at the averages. | 1300名员工,不能看平均值. |
| 166 | You can't look at it all in totality | 你总不能全看 |
| 167 | and try and pull out, like, an obvious, | 试着拉出一个明显的, |
| 168 | oh, this is how everybody's feeling. | 哦,这是每个人的感觉。 |
| 169 | Because what you actually, when you really dig into it | 因为实际上,当你真正挖掘它 |
| 170 | and truly listen and do focus groups and talk to people, | 诚心倾听,谨守重点,与人对话, |
| 171 | what you'll find is actually there's very different experiences | 你会发现的其实是 不同的经历 |
| 172 | and desires among your employees. | 和你的仆人中的私欲。 |
| 173 | And so I think for us, what we've really just tried to do | 所以我想,对于我们来说, 我们所做的一切 |
| 174 | is have a bunch of different listening mechanisms | 有很多不同的监听机制 |
| 175 | and then resist the urge to, like, conveniently pull, | 并抵制欲望 像,方便拉, |
| 176 | like, oh, this is what everyone's feeling. | 像,哦,这是大家的感觉。 |
| 177 | Let's just do this thing as the action. | 让我们做这个作为行动。 |
| 178 | And it's hard, and we're still kind of figuring it out. | 很难,我们仍在想。 |
| 179 | But I will tell you, some of the things that we've heard | 但我会告诉你 我们听到的一些事情 |
| 180 | from employees have changed our approach to hybrid work | 因为员工改变了我们混合工作的方法 |
| 181 | or travel or even things like our approach to compensation | 旅行甚至像我们赔偿的方法 |
| 182 | or our approach to DE&I. | 或者我们处理DE&I的方法 |
| 183 | And so I think it's more just, like I said, that agile listening, | 所以我觉得这更公正,就像我说的, 敏捷的听, |
| 184 | like, constantly really understanding what's happening, | 像,不断真正了解 发生了什么事, |
| 185 | but not treating everything as, like, an average or the same. | 但不是把一切都当作是平均还是相同 |
| 186 | And for us, it's been particularly stark | 对我们来说,这是特别严峻的 |
| 187 | because we have offices and teams in so many different countries. | 因为我们在许多不同国家都有办公室和团队。 |
| 188 | And the differences, they're substantial. | 和区别,它们是实质性的。 |
| 189 | They're really substantial about the way we solve different things. | 他们对于我们解决不同问题的方式来说是实质性的。 |
| 190 | And we used to have a very sort of one vimeo global approach | 我们曾经有一个非常 一种维米奥全球方法 |
| 191 | in the name of consistency and fairness. | 以一致和公平的名义。 |
| 192 | And what we found is we have to be more localized. | 我们发现的是,我们必须更加本地化。 |
| 193 | We really do. | 我们真的有 |
| 194 | We have to design mechanisms to support our teams | 我们必须设计支持团队的机制 |
| 195 | in a very different way because their experiences | 因为他们的经历 |
| 196 | and the world around them is quite different. | 他们周围的世界是不同的。 |
| 197 | So I think that that's, you know, that's definitely been one. | 所以,我认为,你知道, 这绝对是一个。 |
| 198 | And I will tell you, it has involved a lot of, | 我会告诉你, 这涉及到很多, |
| 199 | as an executive team and leadership team, | 作为执行团队和领导团队, |
| 200 | it's involved a lot of trying things, | 这涉及到很多尝试的事情, |
| 201 | it not working, and changing them. | 它不起作用,并改变它们。 |
| 202 | And a great example is our Q&A. | 一个伟大的例子是我们的A。 |
| 203 | I feel like every leader I know has a perspective | 我觉得每个我认识的领袖都有观点 |
| 204 | on whether they do open Q&A or anonymous Q&A or real-time Q&A. | 他们是否打开了QQA或匿名QQA或实时QQA. |
| 205 | We've changed our approach there multiple times, | 我们多次改变方法 |
| 206 | and I know we will again, | 我知道我们会再次, |
| 207 | because we're still figuring out the right way to listen | 因为我们仍在想 正确的听方式 |
| 208 | and have a dialogue with a very diverse workforce. | 并与非常多样化的劳动力进行对话。 |
| 209 | I want to stay on newcomers to the workplace | 我想留在新来的工作场所 |
| 210 | for just another moment, | 就一会儿 |
| 211 | because another thing I hear from CEOs of my generation | 因为我从我这一代的首席执行官那里听到的 |
| 212 | and older is a concern about making sure | 更年长的,是要确保 |
| 213 | that we are not just providing our youngest employees | 我们不只是提供我们最年轻的员工 |
| 214 | with the flexibility and the purpose that they need, | 本着他们所需要的灵活性和目的, |
| 215 | but also the training and the wisdom | 训练与智慧, |
| 216 | that comes oftentimes from being in close proximity | 时常从近处出现 |
| 217 | to a mentor or to somebody who's done the job | 给一个导师或一个做过工作的人 |
| 218 | for many more years. | 还要等很多年 |
| 219 | What is your philosophy and take on making sure | 你的哲学原理是什么? |
| 220 | that that knowledge transfer is happening? | 知识转移正在发生? |
| 221 | I think it's a major challenge | 我认为这是一个重大的挑战 |
| 222 | that I don't know that everyone, you know, | 我不知道 每个人都,你知道, |
| 223 | we sort of have a solution for. | 我们有一个解决方案。 |
| 224 | I think about that all the time. | и稱硂 |
| 225 | You know, we have a very distributed workforce at Vimeo. | 你知道,我们有一个非常分布 劳动力在Vimeo。 |
| 226 | We have people in over eight countries. | 我们有超过8个国家的人。 |
| 227 | My executive team is entirely distributed. | 我的执行团队已经完全分配了 |
| 228 | So I've really realized the benefits | 所以我意识到了好处 |
| 229 | of being able to have a distributed workforce | 能够有分布的劳动力; |
| 230 | and being able to attract talent | 能够吸引人才 |
| 231 | and just be more inclusive. | 更包容一点 |
| 232 | On the flip side, there's definitely, I think, | 在反面,肯定有,我认为, |
| 233 | I think a lack of the same kinds of learning opportunities | 我觉得缺乏同样的学习机会 |
| 234 | and mentorship, particularly for the youngest folks | 特别为最年幼的人提供辅导 |
| 235 | that are entering the workforce. | 他们正在进入劳动力队伍。 |
| 236 | So I think it's a challenge. | 所以,我认为这是一个挑战。 |
| 237 | One of the approaches that we've been taking is, | 我们采取的方法之一是 |
| 238 | and what's sort of nice is we're modeling it at the top. | 不错的是我们在顶端做模特 |
| 239 | So if my entire executive team is distributed, | 所以,如果我的整个执行团队被分配, |
| 240 | that means I have to learn how to provide real-time feedback, | 这意味着我必须学习如何提供实时反馈, |
| 241 | mentorship, and development for a whole set of new executives | 辅导,培养一整套新高管 |
| 242 | who've just joined my... | 谁刚加入我的... |
| 243 | We have sort of changed up the executive team | 我们调换了执行团队 |
| 244 | almost entirely in the last 12 months. | 几乎完全在过去12个月。 |
| 245 | So I've had to deal with the same challenges, | 所以我不得不面对同样的挑战 |
| 246 | and we've had to literally, | 我们不得不从字面上 |
| 247 | we call it our operating system, | 我们称之为我们的操作系统, |
| 248 | we've had to design an operating system as an executive team | 我们不得不设计一个操作系统 作为执行团队 |
| 249 | for how we're going to work together in that environment. | 我们如何在那种环境下合作。 |
| 250 | How do we share real-time feedback? | 我们如何分享实时反馈? |
| 251 | How do we create sort of the right communication loops? | 我们如何创建正确的沟通循环? |
| 252 | And so I think from my perspective, | 所以我从我的角度来看 |
| 253 | we have to be able to do it ourselves and model it, | 我们必须能够自己做 并模拟它, |
| 254 | and then I think it's a more proven mechanism | 然后我觉得这是一个更 证明的机制 |
| 255 | for young people. | 为年轻人服务。 |
| 256 | I will say, like many companies, | 我会说,像很多公司, |
| 257 | I do believe that in-person collaboration | 我相信当面合作 |
| 258 | is really important for learning. | 对学习很重要 |
| 259 | We do have, you know, we bring people into an office. | 我们确实,你知道, 我们带人进入一个办公室。 |
| 260 | If you're remote, we ask folks to come in | 如果你是远程的,我们请大家进来 |
| 261 | and spend time in a room with their team, | 和他们的团队共度时光 |
| 262 | do social activities, all of those things. | 做社会活动, 所有这些事情。 |
| 263 | I don't think they will go away, nor do I think they should. | 我觉得他们不会走的 我觉得他们也不应该走 |
| 264 | But, you know, candidly, it's an area | 但是,你知道,坦率地说,这是一个地区 |
| 265 | that I don't think we've really figured out perfectly, | 我不认为我们真的想通了, |
| 266 | and I think it's really critical that as leaders we do that | 我认为这是真正关键,作为领导我们这样做 |
| 267 | so that this next generation is able to get | 这样下一代就能得到 |
| 268 | the same growth opportunities that we all have. | 我们都有同样的增长机会。 |
| 269 | Well, and it's interesting, you know, | 这很有趣 |
| 270 | the tools that you mentioned at the very beginning | 你一开始提到的工具 |
| 271 | of our conversation around video can be really helpful there. | 我们的视频对话 在那里会很有帮助。 |
| 272 | I've heard of a number of organizations | 我听说过很多组织 |
| 273 | that have really encouraged their young people | 真正鼓励了年轻人 |
| 274 | to present as a way of, you know, | 呈现为一种方式,你知道, |
| 275 | having to go out and find the information they need, | 不得不出去寻找他们需要的信息, |
| 276 | and then because we have video tools available to us now, | 因为我们现在有视频工具 |
| 277 | you know, they have an opportunity to share their ideas | 你知道,他们有机会分享他们的想法 |
| 278 | with a large group of people, | 有一大批人, |
| 279 | but first kind of going through the fact-finding | 但首先要通过事实调查 |
| 280 | and the research and then sharing their ideas. | 和研究,然后分享他们的想法。 |
| 281 | In an earlier comment, you talked a little bit | 刚才你讲了一些话 |
| 282 | about mental wellness and, you know, | 关于心理健康和,你知道, |
| 283 | the different things that people are bringing to work, | 不同的事物 人们带来的工作, |
| 284 | whether it is, you know, exhaustion, burnout. | 不管它是,你知道,疲劳,燃烧。 |
| 285 | During the Black Lives Matter protests, | 在黑色生命物的抗议期间, |
| 286 | we had a lot of people coming to the office | 我们有很多人来办公室 |
| 287 | feeling trauma and feeling, you know, | 感觉创伤和感觉,你知道, |
| 288 | really personal issues bubble to the surface. | 真正的个人问题浮出水面。 |
| 289 | I'm wondering if you can share a little bit | 我想请你分享一下 |
| 290 | about how you deal with this increasing personal, | 关于你如何处理这个 日益增长的个人, |
| 291 | you know, when people bring their whole selves | 你知道,当人们带来 他们的全部自己 |
| 292 | to the office, which we encourage, | 我们鼓励办事处, |
| 293 | sometimes they bring things, | 有时他们带来的东西, |
| 294 | parts of themselves that are challenging. | 其部分具有挑战性。 |
| 295 | Yeah, I mean, you know, I think I've always thought, | 是啊,我的意思是,你知道, 我想我一直认为, |
| 296 | you know, it's the responsibility of a leader | 你知道,这是领导的责任 |
| 297 | is to empower people to do their best work, | 即赋予人们力量,让他们尽其所能 |
| 298 | and the responsibility of a company | 公司的责任 |
| 299 | is to empower our people to do their best work. | 即增强我国人民的能力,使他们能尽其最大努力。 |
| 300 | And so, of course, we have a real role to play | 所以,当然,我们有一个真正的角色 |
| 301 | in supporting things like mental health issues or burnout. | 支持诸如心理健康问题或疲惫症之类的事情。 |
| 302 | And, you know, the way I think, like many companies, | 而且,你知道,我想的方式, 像许多公司, |
| 303 | the way we initially probably sought to do that | 我们最初可能想这么做的方式 |
| 304 | was more, you know, you're seeing a problem | 你知道,你看到了一个问题 |
| 305 | and you're reacting by trying to provide | 你的反应是试图提供 |
| 306 | mental health resources or support or time off. | 心理健康资源或支持或休息。 |
| 307 | And I think an empathy, just empathy. | 我认为是一种同情,只是同情。 |
| 308 | And I think that's really important. | 我认为这是非常重要的。 |
| 309 | And I always say to so many of our managers, | 我总是对很多经理说 |
| 310 | like, just care. | 喜欢,只是关心。 |
| 311 | If we just care, a lot of things get easier. | 如果我们只是关心, 很多事情变得更容易。 |
| 312 | You don't have to design 100 mechanisms | 你不必设计100个机制 |
| 313 | if you just have the right people in place who care. | 如果你有合适的人 谁关心。 |
| 314 | At the same time, I will say, | 同时,我要说, |
| 315 | what we're realizing now in sort of this next phase | 我们现在在下一阶段所意识到的 |
| 316 | is that that's a reactive approach. | 这是一种反应性的方法。 |
| 317 | And actually the root cause that we can control at Vimeo, | 实际上,我们控制维米奥的根源 |
| 318 | the root cause of a lot of stress and burnout | 压力和燃烧的根源 |
| 319 | is sometimes people either don't have enough, | 有时候人要么不够, |
| 320 | we don't have enough focus, right? | 我们没有足够的焦点,对不对? |
| 321 | There's, we're being asking people to do too many things | 有,我们正在要求人们做太多的事情 |
| 322 | or they don't have, they don't feel like they're supported | 或者他们没有,他们不 感觉他们得到了支持 |
| 323 | in doing those things. | 在做这些事情。 |
| 324 | And that, I think, is actually where we should be spending | 我认为,这其实是我们应该花的地方 |
| 325 | more time is how do we actually set the right prioritization | 更多的时间是我们如何真正确定正确的优先顺序 |
| 326 | and focus? | 专注? |
| 327 | There's some issue there, right? | 有问题,对不对? |
| 328 | There's a root cause there that's a, | 有个根源就是... |
| 329 | oh, I feel like I'm stressed because there's too much going on | 哦,我觉得我压力很大 因为事情太多了 |
| 330 | and I don't feel equipped to solve it. | 我感到没有能力解决它 |
| 331 | Then we should get into the what is the detail there | 那我们就去查查里面的细节 |
| 332 | and do we need to do things differently? | 我们需要做不同的事情吗? |
| 333 | And one of our themes at Vimeo this year was do less, better. | 我们今年在Vimeo的其中一个主题是 做得更少,更好。 |
| 334 | As the economy starts to maybe move sideways, | 当经济开始 移动侧面, |
| 335 | do you think that there are going to be stakeholders who say, | 你是否认为会有利益相关者说, |
| 336 | you know, out with all of this touchy-feely, | 你知道,所有这些 触摸和感觉, |
| 337 | you know, the workplace as a family stuff, | 你知道,工作场所 作为家庭的东西, |
| 338 | where are my results? | 我的结果呢? |
| 339 | Absolutely. | 当然 |
| 340 | I think the pendulum has already swung pretty clearly. | 我想笔尖已经很清晰了 |
| 341 | I mean, I work in SaaS, software as a service, | 我的意思是,我在SaaS工作, 软件作为一种服务, |
| 342 | so we already went from the growth at all costs | 所以我们已经不惜一切代价摆脱了增长 |
| 343 | to profitability, you know, pendulum swing. | 要盈利,你知道, 笔鼓摇摆。 |
| 344 | My perspective on this, and it hasn't changed, you know, | 我的观点, 它没有改变,你知道, |
| 345 | I think the best leaders and cultures deliver results | 我认为最好的领导者和文化能带来结果 |
| 346 | and treat people well. | 并善待众生. |
| 347 | And I actually think if you treat people well with kindness | 我其实认为如果你善待别人 |
| 348 | and empathy, you will get better results. | 和同情,你会得到更好的结果。 |
| 349 | And so, you know, for me, I think what I observed | 所以,你知道,对我来说, 我想我观察到 |
| 350 | over the last few years is that part, I think, | 过去几年里,我想, |
| 351 | hasn't changed and shouldn't change. | 没有改变,不应该改变。 |
| 352 | There were, I think, a lot of times when companies, | 有很多时候,我想,当公司, |
| 353 | we did things because maybe it was lip service | 我们做了一些事情 因为也许这是口服 |
| 354 | or we felt pressured. | 或者我们感到压力。 |
| 355 | And that's not going to be sustainable. | 这不会是可持续的。 |
| 356 | But that's not what, ultimately, | 但最终不是这样的 |
| 357 | that's not what people need in any case. | 这绝对不是人们需要的 |
| 358 | So, you know, I sort of see it as the way you channel | 所以,你知道,我有点认为这是你的方式 |
| 359 | how you are caring towards your employees | 你如何关心你的员工 |
| 360 | and how you are empathetic always should be in service | 和如何你同情 总是应该服务 |
| 361 | of helping people do their best work, | 帮助人们尽其所能, |
| 362 | which will deliver results, | 将产生结果, |
| 363 | which will be good for the bottom line. | 这对底线有好处。 |
| 364 | And you have to believe that, | 你必须相信, |
| 365 | and you have to be committed to that. | 你必须致力于这一点。 |
| 366 | And if you use that consistently in your decision-making, | 如果你在决策中坚持使用这个方法 |
| 367 | it should not be a trade-off. | 这不应该是一种取舍。 |
| 368 | These are not mutually exclusive things. | 这些并不是相互排斥的。 |
| 369 | Anjali, how have you been taking care of yourself | Anjali,你最近怎样照顾自己? |
| 370 | during this period of tremendous turmoil and change, | 在这巨大动荡和变化的时期 |
| 371 | but also growth? | 增长? |
| 372 | You mentioned you just had a baby. | 你说你刚生了个孩子 |
| 373 | There's a lot on your shoulders. | 肩上甚处来. |
| 374 | How, as a leader, do you practice some self-care | 作为领导者,你如何练习自我护理 |
| 375 | or how do you make sure that you're getting the balance | 或者如何确保你得到平衡 |
| 376 | that you need to be the most effective leader you can be? | 你需要成为一个最有效的领导者? |
| 377 | I think recently the phrase I use a lot to myself is, | 我想最近我经常用这句话 |
| 378 | two things can be true. | 两件事可以是真的 |
| 379 | Both can be true. | 二者皆能真实. |
| 380 | I say this a lot. | 我常这么说 |
| 381 | And for me, you know, I think of it as like, | 对我来说,你知道, 我认为它喜欢, |
| 382 | this job is hard, and it's gotten harder, you know. | 这工作很辛苦 而且越来越难 |
| 383 | We went public at the height of the pandemic. | 这场大流行的高峰期我们公开了 |
| 384 | Last year, market volatility has been tremendous. | 去年,市场波动很大。 |
| 385 | You know, we're obviously going through a ton | 你知道,我们显然正在经历一吨 |
| 386 | with the post-pandemic. | 与后广化. |
| 387 | We have a team in Ukraine going through a war, | 我们有一个团队在乌克兰 经历一场战争, |
| 388 | all these things that have happened. | 所有这些事情都发生了。 |
| 389 | And so it's a hard job, | 因此,这是一个艰难的工作, |
| 390 | and it's an incredibly privileged job. | 这工作特别有特权 |
| 391 | It's a gift, right? | 这是一个礼物,对不对? |
| 392 | And so I think for me, it's sort of acknowledging | 所以我想,对我来说, 它有点承认 |
| 393 | both of those things has helped me a lot. | 这两件事都对我很有帮助 |
| 394 | The way I've tried to kind of lead has been, | 我试图引导的方式是, |
| 395 | it's always been this way, which is, for me, | 总是这样 对我来说 |
| 396 | I have to have passion. | 我必须有激情。 |
| 397 | You know, I have to have passion. | 你知道,我必须有激情。 |
| 398 | I have to believe so deeply that what Vimeo is doing | 我必须深深相信维米奥的所作所为 |
| 399 | is important and matters for the world. | 对世界很重要和重要。 |
| 400 | And if I have passion, I have energy, | 如果我有热情,我有精力 |
| 401 | and then I can kind of move through anything. | 然后,我就可以移动 通过任何东西。 |
| 402 | I have to find joy in my team. | 我必须在我的团队中找到快乐。 |
| 403 | You know, I feel like especially in hard times, | 你知道,我觉得特别 在困难时期, |
| 404 | I look back at my career, and actually, | 我回顾我的事业,实际上, |
| 405 | some of my most fulfilling times in work | 一些我最满意的工作 |
| 406 | were when in the hardest business situations. | 是在最困难的经营环境。 |
| 407 | But it's because it brought a group of people together, | 因为它把一群人聚集在一起 |
| 408 | all on one team. | 都在一个团队。 |
| 409 | And so I think that's been, you know, | 所以我觉得,你知道, |
| 410 | a really big part of it. | 相当大一部分 |
| 411 | And then, yeah, like, you have to be a little selfish | 然后,是的,喜欢, 你必须有点自私 |
| 412 | sometimes and take care of yourself. | 有时要照顾好自己 |
| 413 | And I am really fortunate. | 我很幸运 |
| 414 | I think I have a great support network around me, | 我觉得我身边有一个很好的支持网络 |
| 415 | and I do. | 我也这么想 |
| 416 | I always say, you know, my husband and I have a deal | 我总是说,你知道, 我的丈夫和我有一个交易 |
| 417 | where on Sundays, I disappear for a couple hours. | 星期天,我会消失几个小时 |
| 418 | I just disappear, and I walk around the city, | 我只是消失了, 我走在城市周围, |
| 419 | and I listen to my music, and I do whatever I need to do. | 我听我的音乐, 我做我需要做的。 |
| 420 | And that's really important. | 这很重要。 |
| 421 | So you talked about how hybrid work is going to look | 所以,你谈到 混合工作将如何看 |
| 422 | very different in the future than how we describe it today. | 与我们今天描述的完全不同 |
| 423 | It's basically in office a couple days, | 它基本上在办公 几天, |
| 424 | work from home a couple of other days. | 离家工作两天 |
| 425 | Tell us a little bit more about what you could potentially | 跟我们多讲讲你可能做的事 |
| 426 | see that evolving into. | 看着它演变成这样 |
| 427 | I mean, I think the idea of an office as a time and place | 我的意思是,我认为一个办公室的想法 作为一个时间和地点 |
| 428 | completely goes away, right? | 完全离开,对不对? |
| 429 | And I think it's really going to be people are going to want | 我觉得真的会有人想要 |
| 430 | to work from anywhere, anywhere in the world. | 从任何地方,在世界的任何地方工作。 |
| 431 | Even the concept of, like, where you're located | 连你在哪里的概念 |
| 432 | is going to change. | 将会改变 |
| 433 | And then the idea of, like, I'm going to work on this time zone | 然后,我的想法一样, 我要工作在这个时区 |
| 434 | or I'm going to attend this meeting that's scheduled | 不然我就参加预定的会议 |
| 435 | on this date, I think that's going to go away. | 在这次约会上,我认为这是会消失的。 |
| 436 | And I think what you're going to find is more and more work, | 我想你会找到的 是越来越多的工作, |
| 437 | particularly from knowledge workers, | 特别是知识工作者, |
| 438 | is going to be done anywhere, anytime. | 随时随地都会完成 |
| 439 | Communication and collaboration will happen asynchronously, | 沟通与合作将同步进行, |
| 440 | and we will be using tools and technology, | 我们将使用工具和技术, |
| 441 | whether it's video, whether it's AI, | 无论是视频,还是AI, |
| 442 | to basically enable that at scale among many people | 基本上在许多人中实现 |
| 443 | anywhere in the world. | 世界上任何一处 |
| 444 | And then I think leadership, leaders are going to look | 然后我觉得领导者,领导者们会去寻找 |
| 445 | different, right? | 不一样,对吧? |
| 446 | Because I think it's going to require, | 因为我认为这需要, |
| 447 | if you think about the skill set, to be a global CEO | 想想这一套技术 做一个全球首席执行官 |
| 448 | 30 years ago versus what that will require now, | 30年前,现在需要什么, |
| 449 | I think in the future you're going to have to be, | 我认为,在未来,你会是, |
| 450 | the skill set's going to be, like, how do you communicate | 技能集会是什么, 像,你如何沟通 |
| 451 | with diverse, you know, global audiences and employees | 与不同的,你知道, 全球受众和员工 |
| 452 | across time zones in a way that is effective, | 以有效的方式跨越时区, |
| 453 | that provides context and alignment at scale? | 提供上下文和规模调整? |
| 454 | How do you organize programs, whether it's compensation, | 你如何组织节目, 无论是补偿, |
| 455 | whether it's, you know, training, all of that | 不管是训练还是训练 |
| 456 | is going to look very different. | 看上去会很不一样 |
| 457 | But I think the ultimate thing you'll see is just this, | 但我认为你最终会看到的就是这个 |
| 458 | there were these constraints that we've lived with, | 有这些限制 我们生活, |
| 459 | whether it was time or place or budget in some cases, | 在某些情况下,无论是时间、地点或预算, |
| 460 | and I think those constraints are going to go away. | 我认为这些限制将会消失。 |
| 461 | And the promise is that if we are flexible and smart | 而承诺是,如果我们灵活和聪明 |
| 462 | and we use technology in the right way, | 我们用正确的技术, |
| 463 | that we'll actually come away a much more evolved | 我们真的会更进化 |
| 464 | and efficient workforce. | 和高效的劳动力队伍。 |
| 465 | Well, I think you just showed us some of the passion | 我想你刚刚给我们展示了一些激情 |
| 466 | that you've talked about as being the thing | 你说过自己是 |
| 467 | that gives you energy to lead that organization | 让你有力量领导这个组织 |
| 468 | of 1,300 people worldwide. | 全世界有1 300人。 |
| 469 | Anjali, thank you so much for being here today. | 安贾利,谢谢你今天能来 |
| 470 | Thank you, this was great. | 谢谢,这是伟大的。 |
| 471 | This was great. | 这是伟大的。 |
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