????本文為與《創(chuàng)業(yè)者》雜志的合作內(nèi)容。原文最初發(fā)表于Entrepreneur.com網(wǎng)站。

????一家初創(chuàng)公司的成功，取決于創(chuàng)業(yè)團(tuán)隊(duì)中的每一位成員。當(dāng)CEO們在新的一年致力于改善公司業(yè)績的時(shí)候，他們應(yīng)該著重關(guān)注員工的滿意度。

????增加職業(yè)發(fā)展機(jī)會(huì)，促進(jìn)團(tuán)隊(duì)合作與溝通，可以推動(dòng)公司在新的一年向前發(fā)展。那么，CEO們究竟如何完善團(tuán)隊(duì)成員的工作流程和滿意度呢？以下是十條建議：

????1. 重申公司使命與愿景

????如果沒有充分理解一家公司的愿景、使命和文化，員工就會(huì)迷失方向，失去動(dòng)力。要提醒團(tuán)隊(duì)成員公司的價(jià)值主張和宏偉愿景。新年是讓所有人重新了解公司使命的最佳時(shí)間，可以確保員工對自己的工作感到興奮，并受到鼓舞。

????2. 明確職責(zé)

????團(tuán)隊(duì)成員不僅要有集體榮譽(yù)感，還應(yīng)該知道每個(gè)人如何融入到團(tuán)隊(duì)當(dāng)中。如果沒有明確的職責(zé)和預(yù)期，工作會(huì)變得混亂，員工要從事額外的工作，整個(gè)團(tuán)隊(duì)會(huì)不堪重負(fù)，士氣低落。因此，公司應(yīng)該明確規(guī)定和傳達(dá)團(tuán)隊(duì)成員和公司領(lǐng)導(dǎo)人的職責(zé)范圍，進(jìn)而使所有人專注于自身的任務(wù)，提高工作效率。

????3.衡量成功

????持續(xù)衡量成功，評估有效和無效的工作，及時(shí)做出調(diào)整，以完善產(chǎn)品或組織。每個(gè)人都應(yīng)該有需要特別重視的關(guān)鍵績效指標(biāo)，包括針對每個(gè)人的可測量目標(biāo)。設(shè)置合理的評估流程，對每個(gè)人的進(jìn)度進(jìn)行測量、鼓勵(lì)和獎(jiǎng)勵(lì)。

????4. 授權(quán)于員工

????自主化的工作場所才能令員工感到快樂。退后一步，給員工足夠的空間，讓他們?nèi)ネ瓿勺约旱谋韭毠ぷ?。?xiàng)目管理軟件公司AtTask和哈里斯互動(dòng)調(diào)查公司對2,000位上班族進(jìn)行的調(diào)查發(fā)現(xiàn)，35%的受訪者認(rèn)為過多的監(jiān)督會(huì)浪費(fèi)寶貴的工作時(shí)間。保證員工具備完成工作所需的工具與自由，讓他們擁有一段充滿挑戰(zhàn)性和成就感的職業(yè)生涯。

????5. 加大對中層的投入

????第三級管理者，通常是向副總裁直接匯報(bào)的總監(jiān)或比CEO低二至三級的管理者。盡管這個(gè)級別的管理者對公司的成功至關(guān)重要，但他們與CEO的級別相差太大，很難有經(jīng)常交流的機(jī)會(huì)。加大對這些管理者的投入，專門為所有中層管理者舉辦論壇，并經(jīng)常與他們交流，這樣才能確保有效的團(tuán)隊(duì)管理。

????6. 培訓(xùn)和教育團(tuán)隊(duì)成員

????成立內(nèi)部“大學(xué)”，特別是那種能夠?yàn)閳F(tuán)隊(duì)成員提供認(rèn)證的職業(yè)發(fā)展與培訓(xùn)項(xiàng)目，來完善和提高員工的技能。獎(jiǎng)勵(lì)在項(xiàng)目中表現(xiàn)優(yōu)異的員工，一方面可以進(jìn)一步提高優(yōu)秀員工的能力，同時(shí)又能改善工作滿意度，促進(jìn)職業(yè)發(fā)展。

????7. 改善溝通

????將電子郵件作為唯一的溝通方式，是一種效率低下的做法，對于建立工作關(guān)系沒有太大幫助。AtTask調(diào)查的職業(yè)人士當(dāng)中，有43%感覺電子郵件影響了他們的工作效率。因此，公司應(yīng)該鼓勵(lì)盡可能面對面的互動(dòng)，并且投資其他溝通工具，例如社交視頻網(wǎng)站、內(nèi)部網(wǎng)絡(luò)廣播、企業(yè)社交網(wǎng)絡(luò)工具和內(nèi)部博客等。

????8. 迅速解決人力資源問題

????公司不該花數(shù)周甚至數(shù)月時(shí)間去解決團(tuán)隊(duì)成員就人力資源事務(wù)提出的請求和問題。要明確解決這類問題的嚴(yán)格時(shí)間線，以及其他事務(wù)的正常周期，比如何時(shí)更新工作邀請和績效檔案等，并遵照執(zhí)行。

????9. 改善新員工入職流程

????評估目前的新員工入職流程，找出需要改善的地方。在入職滿六個(gè)月后，征求新員工的反饋意見，并認(rèn)真對待他們的想法。更有效的新員工入職流程，將意味著更平穩(wěn)地過渡、更有效率的團(tuán)隊(duì)和更低的員工流動(dòng)率。

????10. 定期召開會(huì)議

????員工應(yīng)該定期與最高領(lǐng)導(dǎo)層、主要高管和CEO進(jìn)行互動(dòng)。要為團(tuán)隊(duì)成員留出與管理高層交流的時(shí)間，使他們可以從更廣泛的視角了解公司的目標(biāo)與發(fā)展情況，說出自己的擔(dān)憂，討論問題，提供反饋和意見。（財(cái)富中文網(wǎng)）

????本文作者耶庫特為Kaltura公司聯(lián)合創(chuàng)始人、董事長兼CEO。

????譯者：劉進(jìn)龍/汪皓

????審校：任文科

????This post is in partnership with Entrepreneur. This article below was originally published at Entrepreneur.com

????The success of a startup is determined by the people who make up its team. When looking to make improvements to their businesses in the new year, CEOs should focus their attention on the satisfaction of their employees.

????Improving career growth opportunities, team collaboration and communication can help propel a company forward in the new year. Here are 10 resolutions for CEOs to improve workflow and job satisfaction among team members:

????1. Realign around vision and mission

????Without a clear understanding of a company’s vision, mission and culture, employees can get lost in the dark with little direction or motivation. Remind team members what the company stands for and the grand vision being brought to life. The New Year is the perfect time to refocus everyone around the company’s mission to ensure that employees are excited and inspired by their work.

????2. Clarify roles

????Not only should team members have a feel for the organization as a whole, but they should know where and how they, and others, fit into the team. Without set responsibilities and expectations, work gets muddled, employees take on extra work, and teams become burdened and frustrated. Clearly define and communicate the roles and responsibilities of team members and leaders across the company to keep everyone on task and improve productivity.

????3. Monitor success

????Constantly measure success, assess what’s working and what’s not, and make adjustments to improve the product or organization. Everyone should have key performance indicators to focus on with measurable objectives attached to them. Set up a streamlined review process to measure, encourage and reward progress.

????4. Empower employees

????Autonomous workplaces are happy ones. Step back and give employees the room they need to complete the job they were hired for. A survey of 2,000 office workers conducted by AtTask and Harris interactive found that 35 percent of those surveyed said they lose valuable working time to excessive oversight. Check that employees have the tools and the freedom to do their job and to have challenging and fulfilling careers.

????5. Invest in middle management

????Although the third layer of management, usually directors who report to vice presidents or those who are two to three levels below the CEO, are extremely important to the success of an organization — they are often too removed to regularly connect with the CEO. Invest heavily in these managers, hold forums specifically for all middle managers, and check in with them to ensure effective team management.

????6. Train and educate team members

????Improve and advance the skills of employees by launching an internal “university,” essentially a professional development and training program, in which team members can earn certifications. Rewarding excellence in the program will help to sharpen the skills of top talent while improving job satisfaction and fostering career growth.

????7. Improve communication

????Relying on email as the sole means of communication is ineffective and does little to build working relationships. Among professionals surveyed by AtTask, 43 percent felt that email takes away from their productivity. Instead, encourage face-to-face interaction when possible and invest in other communication tools such as a social video portal, internal webcasts, enterprise social networking tools and an internal blog.

????8. Settle HR issues immediately

????It shouldn’t take months or even weeks to address personal HR requests and issues. Define a rigid timeline to settle these problems and the turnaround for other items such as updated offer and merit letters, and stick to it.

????9. Streamline onboarding

????Evaluate the current onboarding process and look for areas of improvement. Ask new employees for their feedback within their first six months and take their considerations seriously. A more effective onboarding process will mean smoother transitions, a more productive team and less employee turnover.

????10. Hold regular meetings

????Employees should have regular interaction with top leadership, key executives and the CEO. Set aside specific times for team members to meet with senior leadership to gain a wide perspective on company-wide goals and progress, and to voice their concerns, discuss problems and give their feedback and input.

????Yekutiel is co-founder, chairman and CEO of Kaltura Inc.