你的工作让你很头痛吗？
Three Signs of a Miserable Job
让人痛苦的工作的三个标志
"Awful," "dreary," and "miserable" are adjectives that many people use to describe their jobs at one time or another. Dissatisfaction on the job is common and often temporary. But not many people take time to analyze what makes a job miserable, and how to fix it.
“糟糕的”“沉闷的”以及“痛苦的”是人们曾经一度用来描述自己工作的形容词。对工作的不满是很普遍的，而且经常都是暂时性的。但是很多人都会花时间去分析是什么让他们感觉工作痛苦，以及怎样去修补。
Fortunately Patrick Lencioni has done much of that work in his book "The Three Signs of a Miserable Job."
幸运的是Patrick Lencioni已经在他的"The Three Signs of a Miserable Job." 一书中做了大量的分析工作。
Job Misery Is Universal
工作痛苦是普遍性的
The author notes that a "miserable" job differs from a "bad" job, as one person's dream job may not appeal to another worker. A miserable job, however, has some universal traits.
作者指出一份“让人痛苦的”工作和一份“坏”工作是不同的，就好像一个人的梦想中的工作对另一个人来说并没有吸引力一样。然而，一份令人痛苦的工作都有一些普遍的特征。
"A miserable job makes a person cynicaland frustrated and demoralized when they go home at night," Lencioni says. "It drains them of their energy, their enthusiasm, and self-esteem. Miserable jobs can be found in every industry and at every level."
Lencioni 说：“一份令人痛苦的工作让人在晚上回家的时候感到愤世嫉俗、挫败、失落。工作消耗了他们的能量，热情和自信。令人痛苦的工作存在于每个行业、各个层次。”
Lencioni blames much of the problem on managers, who are a key factor in the job satisfaction (or dissatisfaction) of their employees. A recent survey points to a similar conclusion: 43% of workers said discontentwith their boss was the main reason they planned to look for a new job in next year.
Lencioni认为之所以这样，大部分原因在于经理，他们是员工获得工作满足感的关键因素。一份最近的调查指出了相同的结论：43%的职工都说他们打算在来年重新找一份工作的最主要原因也是因为他们的上司。
The Three Signs
三个标志
Lencioni identifies the three signs of job misery as anonymity, irrelevance, and immeasurement.
Lencioni将令人痛苦的工作的三个特征定义为无名，无关，无法测评
Anonymity: Employees feel anonymous when their manager has little interest in them as people with unique lives, aspirations, and interests.
无名：当员工认为经理对自己，自己的热情和自己的爱好没什么兴趣的.时候，会觉得自己是个无名氏。
Irrelevance: This condition occurs when workers cannot see how their job makes a difference. "Every employee needs to know that the work they do impacts someone's life -- a customer, a coworker, even a supervisor -- in one way or another."
无关：这种情况发生在员工看不到自己的工作和别人有任何区别时。即使是员工也需要知道他们的工作在某一方面或其他方面影响了一位顾客、同事或上司的工作生活。
Immeasurement: This term describes the inability of employees to assess for themselves their contributions or success. As a result they often rely on the opinions of others -- usually the manager -- to measure their success.
无法测评：这项描述了员工无法去评估自己的贡献或成功。结果他们就经常依赖其他人的意见(一般是经理)来评估自己的成功。
Three Remedies for Job Misery
弥补痛苦工作的三个方法
For workers who may be experiencing the signs of job misery, Lencioni recommends three steps to improve the boss-employee dynamicand enhance job satisfaction.
对于那些可能正在经历以上痛苦的员工，Lencioni推荐了三个循序渐进的方法来提高员工与老板之间的互动，提高工作满足感。
1. Assess your manager. Is the boss interested in and capable of addressing the three factors mentioned above? "Most managers really do want to improve, in spite of the fact that they may seem disinterestedor too busy," Lencioni says.
接近你的上司。你的上司是否有兴趣，并且能够解决上面提到的三个问题呢?Lencioni说：“尽管很多经理看起来没有私心或很忙，但是他们都想改善情况。”
2. Help your manager understand what you need. This could mean reviewing with your manager what the key measurements for success are for your job. Lencioni also suggests asking your boss, "Can you help me understand why this work I'm doing makes a difference to someone?"
让你的经理懂得你的需求。这可能就意味着要和你的经理一起协商什么是评估你的工作成功的关键标准。Lencioni也建议去询问你的上司“是否可以请您帮我说明我现在做的工作和别人的有什么不同吗?”
3. Act more like the manager you want. "Employees who take a greater interest in the lives of their managers are bound to infect them with the same kind of human interest they seek," the author says. Or find ways to let your manager know how his or her performance makes a positive difference for you.
让自己的行为更加满足经理的期待。“那些对经理的生活有极大兴趣的员工，必定也会感染到经理，让他们对自己的生活同样产生期待。” Lencioni如是说。或者找到途径让你的经理明白他或她的行为会对你产生积极的影响。
Be Realistic
现实点
Richard Phillips, founder of Career Advantage Solutions, agrees that "managing up" is a good way to improve job satisfaction, but he cautions employees to be realistic in their expectations.
Richard Phillips是Career Advantage Solutions公司的创建者，他赞同“向上管理”是一种很好的提高工作满足感的方式，但是他警告员工应该要对自己的期待认清现实。
"Managers are not mind readers," he says. "Take the responsibility to communicate upon yourself, and remember there has to be an ongoing dialogue, or change is unlikely to happen."
他说：“经理不会读心术。负起交流的责任，并且要做好长期对话或没有结果的努力的觉悟。”
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