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关于这里 :: About题目：十个让技术狂保持干劲的方法
原文地址: http://www.retrospector.com/2006/06/21/top-10-ways-to-motivate-geeks/
原文说的是 Geeks，我实在不想用“极客”这个翻译方式，因为这个词的中文含义与英文原义相差太远了。中文里，极客指的是在网上很红很红的小妹妹。好了，不胡扯了，最近一个 Geek 谈到管理层应该如何激励手下的技术狂们。由于原文章“废话”比较多，所以我仅仅是草译了下原文，读者请权当参考之用。
Being a geek myself, I think this is a subject I think needs to penetrate all levels of management in every company that values their geeks. By no means is this a rant, but for the last 10 years I’ve seen what motivates us and what doesn’t. I’ve seen the managers that just don’t get it. I’ve seen those that understand completely and react accordingly. So, I thought I’d share my observations and see what everyone has to add as well.
I don’t know how much emphasis I can place on this point. You can take the ultimate geek…give them a rockin' compensation package…and give them “rubber-stamped” projects (same tasks over and over) for two years and they’ll probably quit anyway. This point is based on the notion that if a geek feels his ability to gain knowledge is hindered he’ll try to find it somewhere else. Let them satisfy their curiosities with the task of picking up the latest technologies and applying them as they see fit. (Even if it’s just for a prototype.)
如果技术狂们觉得手头的活妨碍他们获得新知，他们就要闪人了。给他们有挑战的工作，满足他们的好奇心。
I haven’t met a true geek yet that wants you to hold their hand through every step of an implementation. In fact I’ve seen quite the opposite. They want to do things their way. If you suggest something, odds are the solution is wrong in their mind because it’s not what they would have come up with first. There’s many ways to complete a task in the technical arena, why cram your solution down their throats? Don’t hinder their creativity, just let them figure it out. The exception to this is probably in design. You obviously have to define your interfaces between components and have your requirements for the implementation. Let the details get figured out by whoever’s doing the dirty work. You can optimize things later if they aren’t up to par.
技术狂们喜欢用自己的方式来解决问题，不要老用你的那一套来约束他们，限制他们的创造力。
One thing I’ve seen is that most geeks don’t see themselves as very creative. Give them the task of creating a GUI tool of some sort and they’ll butcher it up and say “get someone with art talent on the job; I just know how to make it work”. Now this may be true as far as what’s appealing to the eye, but geeks have creativity inside them somewhere.
When you give them a requirement for a component that’s just out of reach with the normal cookie-cutter solutions, who’s jumping at the chance to dig on the web for solutions that could work? Who’s rattling off a dozen ideas for things to try that might work with the newfound constraints? That’s right, it’s management. ;) (Just kidding, though everyone has their moment…who knows? Some managers are geeks too.)
Even if none of the solutions the geeks come up with will work, it’s a vast pool of creative ideas to feed from. Though they see themselves as equation-solvers with little creativity, I see it as opportunity. Let them apply their creativity. They love to be in the brainstorm process instead of pushed to the wayside as a later-used resource.
有时候技术狂们会认为自己没有什么创造力，你要相信他们的能力，组织几次头脑风暴让他们有发挥的机会。
I've seen way too many people get frustrated over their hardware’s inability to keep up with them. There’s nothing worse than having a machine that you have to wait on. Bill Gates based his entire company idea on the fact that hardware was going to be unlimited and it allowed him to grow an empire. Had the PC not been able to gain ground as fast as it did in the marketplace Microsoft may have had a different story.
With geeks it's not much different. Give them unlimited hardware (hell, just give them just a little more than they think they need) and their productivity and creativity will definitely increase. Best of all, it’ll motivate them. Geeks can’t wait to see what they can do with the ultimate environment. Give a geek the latest-released workstation with maxed hardware and you’ll most likely get a little more than you bargained for from them just because they’re motivated enough to push the system to its limits.
不要在硬件上吝惜金钱，让技术狂们得到最好的工具，只要稍微比他们预想的好一些，他们创造力和工作效率的提升会让你得到回报。
I'm really on the fence with this one depending on the project. I’ve seen the case for both putting geeks in offices with doors, and I’ve seen the case for putting everyone in a big non-walled room with the extreme environment at its best. Personally, I like a combination of both. Geeks want to be left alone when they know what their assignment is. Give geeks a problem to solve, and first thing they’ll want to do is run off and come back with something that fits.
Isolation is great for getting things done when you know what’s there, but collaboration is ideal for environments where people can feed off of each other. I think geeks are motivated by the idea of a collaborative environment with their team where they can retreat to a hole-in-the-wall somewhere and not be disturbed while they get into “the zone” and crunch out their tasks.
当知道问题该怎么解决时，独处不受干扰是完成工作 GTD 的最好方式。
It amazes me to no end how free stuff can motivate someone. Geeks could care less about the free company logo pens you hand out. I’m talking real free stuff here. I was on a project once where for two solid months dinner was ordered every night for anyone working late to meet the deadline. I couldn’t believe how many people stayed just because it was easy to do it. Not only that, they were happy to do it!
The power of free things is that it’s generally more motivating when it’s a surprise. If everyone expects it all the time, it’s not really as cool. In my opinion, even if a geek expects free food every Friday afternoon it’s not going to motivate him any less than if you do it every random(6) Fridays.
I've seen geeks go out of their way doing some pretty silly things just to get free t-shirts at conferences. The vendors caught onto something right away and have been milking it for everything it’s worth. They know geeks love free stuff, even if it’s crap.
只要是他们没想到的，突然的小礼物会让技术狂们很高兴。
This particular point amuses me somewhat actually. I’ve never really met a true geek that didn’t love power. Not the kind of power that an executive has in a company. I’m talking about the power of knowing the inner workings of a complex system that the company benefits from. The power of being able to hop onto a server and manage to be in the top three frag-count players on every map…while everyone else just watches in amazement. The power of knowing that no matter what comes along as a surprise you can figure something out that will work no matter what.
More to the point, geeks like to control their lives. Most of them (well, us) are control freaks that like to do things their own way. Be it control over how to implement their component, design their circuit board, cross out mundane sections of documentation that make no sense except to the business user until it’s re-written, see where they’re headed after the current project…whatever. If a geek doesn’t feel in control, the anxiety will kick in and chip away until greener grass starts to grow on another company’s lawn. Lay out the plans, stick to the plans, and give a comfortable level of control to the geeks and their motivation will feed itself.
没有技术狂不喜欢权力。不是你那种管人的权力，是掌管一个复杂系统，让它运转自如的权力。技术狂们需要对自己的生活有控制权，喜欢按照自己的方式做事。失去控制权会让他们感到焦虑。做好计划，按部就班，但别忘记让技术狂们有一定自己掌控的权力。
Having a purpose plays a big role in geek motivation. If geeks don’t feel like they’re needed or appreciated, they’ll begin to wonder if they belong. If someone pulls off some completely unexpected progress by using their creative genius mind, by all means give them some public praise. Feed their desire to do more by giving them the reputation they deserve. The first couple times I was put in front of a VP that really liked what I’d done for their bottom line with my applications, I had such an adrenaline rush that I couldn’t wait to get out there and kick some more ass.
Some may claim to just do it for the general cause of figuring things out and being just another team member, but deep down inside it still has to feel great to know that others are motivated by your accomplishments. Taking credit for a project at a high level in front of management w/o praising the hands-on folks is never the way to go. Giving proper recognition to the true hands-on geeks that are doing most of the grunt-work really motivates them to do more. (Updated 7/18/06: Check out another post on giving proper credit where it’s due.)
被认可是激励技术狂们最重要的方式之一。如果他们觉得自己得不到赞扬，不被需要，就会迷失自己。一个项目成功后，除了拍老板，别忘记赞扬那些技术狂们。
Now, I don’t mean for everyone to get some picture in their mind of geeks lining up to see the last scene of Braveheart, but sometimes I just want to lean back and re-enact that scene in front of everyone I know. Hindering geeks’ ability to use the applications they want or being able to configure their machines they way they like is not the way to go. Give them the tools, but then motivate them by allowing them to really use them the way they can by giving them the free reign to set things up however they want. Companies try to hinder their employees so much by limiting access to things when it really just doesn’t matter. If the geek can’t get his job done with all the freedom given to him, then you don’t want that geek working for you anyway.
This probably lines up with the control point quite a bit, but I think it’s a bit separate in what’s being controlled. Keep the freedom for the geek as much as possible, and they’ll hesitate to look elsewhere since most places don’t do this.
不让技术狂们安装他们想用的软件，禁止他们按照自己的方式来配置机器，这些都不是什么好的管理方式，只会妨碍他们完成工作。
This one goes without saying in my opinion. It’s an implied motivator. Not everyone is as motivated by money as managers think, but most of them are from what I’ve seen. All the other stuff definitely adds up, but compensation is generally the first and primary motivator for most. This applies less for people starting out I think. Geeks just at the beginning of their career are more interested in what they can learn and create. Later on it’s more about compensation and perks. This point could probably be an entire post in itself, so maybe I’ll save that for later. For now, just know that proper compensation and benefits are a very key to motivating geeks.
不要觉得技术狂只迷恋技术，他们也有自己的生活。新入行的可能更专注于获得新知识新能力，慢慢的奖金就需要出场了。
That’s the set of motivators I think are key to really pumping up your geeks to perform. I’ve seen them work, and I’ve seen the absence of these motivators crush morale and productivity. Please feel free to add motivators that have worked for you and your geeks. What doesn’t work for you? I’m interested in hearing what others see on this subject.
If you have nothing to add, please make an exception to the corporate rule, and go forth motivating your geeks!
