所有組織都會時不時發(fā)表一些廢話。廢話會讓聽者郁悶，近乎有辱人格。然而，是否應(yīng)該考慮離開取決于四個方面：廢話出現(xiàn)的頻率;你與它的距離：其他同事對待它的認(rèn)真程度，最重要的是，你自己是否必須假裝認(rèn)真對待它。

I have just received an email from my employer, a financial services company, on its new “outcome-based” dress code: “As part of our drive to be a Winning Organisation?.?.?.?this means informality, openness and a lack of hierarchy in our business attire. In keeping with a solutions organisation, it is outcome-based。” Can I continue to work somewhere that sends me such cretinous nonsense? And if so, what should I wear?

我剛剛收到我的東家(一家金融服務(wù)公司)發(fā)來的電子郵件，內(nèi)容是關(guān)于公司新的“基于結(jié)果的”著裝規(guī)定：“作為我們成為一家“成功組織”(Winning Organisation)事業(yè)的一部分……這意味著我們在上班時間穿著的服裝需體現(xiàn)非正式性、開放性和無等級性。為了符合解決方案提供者的身份，工作著裝要基于結(jié)果。”我還能繼續(xù)在一個給我發(fā)這種白癡廢話的地方工作嗎?如果能的話，我到底應(yīng)該穿什么呢?

Investment director, male, 35

投資總監(jiān)，男，35歲

Lucy’s answer

露西的回答

Your second question — what should you wear? — is of no interest to me and ought not to be to you。

你的第二個問題——你應(yīng)該穿什么?——在我看來不值一問，你應(yīng)該也不會為這個問題費(fèi)心。

You know perfectly well what to wear. You have had well over a decade’s practice of getting dressed for the office. You can see what clients and colleagues are wearing, you know what you are comfortable in, and so there is no need to ponder the matter any further。

你完全知道自己該穿什么。你有超過10年的職場穿衣實踐經(jīng)驗。你可以看到客戶和同事們的著裝，你知道自己穿什么舒服，所以，沒必要再去考慮這件事。

Your first question is of much greater interest. It is profound and touches all of us who work in large corporations. The question is whether one should work for a company that spouts cretinous drivel. And the answer is, it depends。

你的第一個問題引起了我極大的興趣。這個問題很深刻，觸動所有在大型公司工作的人。問題的實質(zhì)是，一個人是否應(yīng)該為一家滔滔不絕說廢話的公司工作。答案是，要具體問題具體分析。

All organisations, from time to time, spout drivel. To be on the receiving end is depressing and vaguely demeaning。

所有組織都會時不時發(fā)表一些廢話。廢話會讓聽者郁悶，近乎有辱人格。

But whether you should consider leaving depends on four things: the frequency of the drivel; your proximity to it; how seriously it is taken by others and, most crucially, whether you have to pretend to take it seriously yourself。

然而，是否應(yīng)該考慮離開取決于四個方面：廢話出現(xiàn)的頻率;你與它的距離：其他同事對待它的認(rèn)真程度，最重要的是，你自己是否必須假裝認(rèn)真對待它。

The most usual sort of drivel is intermittent, comes from someone distant, usually in HR, and is routinely ignored by all. This sort is not only easy to live with, it is vaguely bonding as it enables you to have a cynical laugh with your workmates。

最常見的那種廢話是間歇性出現(xiàn)的，來自遠(yuǎn)處的某個人(通常在人力資源部門)，而且通常被所有人忽略。這種類型的廢話不僅易于忍受，幾乎還能增進(jìn)同事間友誼，因為它提供了讓你可以和你的同事一起嘲笑的靶子。

At the opposite extreme, there is a cascade of drivel that starts with the CEO and flows down through everyone in the organisation. Everyone has to listen and follow, and those that refuse to do so get shunted to the side。

在另一個極端，廢話呈瀑布狀，從首席執(zhí)行官開始，一路往下流，組織中的每個人都難以幸免。所有人都必須傾聽并遵從，拒絕這樣做的人則被邊緣化。

Does your organisation actually believe its “values”? Is it really trying to “live and breathe” them? I have a nasty feeling that this might be the case. It sounds as if everyone has been told they will be judged according to how seriously they take the “Winning Organisation” claptrap — with the result that some bright spark has had the genius idea of applying it to the dress code. This is bad, but still liveable with if no action was expected from you and you could just laugh about it。

你的東家真的相信自己的“價值觀”嗎?它真的試圖賦予這些價值觀生命嗎?我有一種不祥的預(yù)感，有可能真是如此。聽起來好像每個人都被告知，將根據(jù)他們對“成功組織”溢美之辭的重視程度來評判他們的表現(xiàn)——其結(jié)果是一些聰明人想到了把它應(yīng)用于著裝規(guī)范的天才想法。這樣的公司很糟，但假如沒人期望你有所行動、你可以對此一笑置之的話，你仍可以接著待下去。

The thing that makes me worried is that you sent the problem to me. This suggests you had to go to an outsider to complain. But worst of all, the fact that you are even considering — even if only ironically — complying with something so brainless as an “outcome-based” dress code makes me fear it might be time for you to go somewhere that takes drivel less seriously。

讓我擔(dān)心的地方在于，你將這一問題發(fā)給我。這表明，你不得不找一個局外人來聽你的抱怨。但最糟糕的是，你甚至正在考慮——即便只是出于諷刺——遵守一種愚蠢到要求“基于結(jié)果”的著裝規(guī)定，這讓我擔(dān)心，或許你應(yīng)該換一個對待職場廢話不那么認(rèn)真的東家了。