他提升了他周围每一个人的业绩水平。
一些基金经理人的业绩曾长时间超过市场。
Some fund managers have beaten the markets over long periods.
一个企业的人力资源政策直接影响到企业中每一个人的业绩和表现。
A corporate human resources policies directly affect the enterprises in each individual's performance and performance.
运用委托代理理论对有限合伙制条件下基金管理人的业绩报酬设计进行了分析。
The performance reward mechanism of fund manager is analyzed under limited partnerships by applying principal-agent theory.
你做出一点牺牲，却成全了一个人的业绩欲，慢慢地，会让他学会一些自尊和自爱。
Little by little, you will make him learn a bit of self-respect and self-love.
但由于我国股票市场的弱式性，以股价为基础的股票期权并不能真正反映经理人的业绩表现。
But because of the weak efficiency of stock market in our country, the stock option based on stock price can not verily reflect the managers' performance.
结合公共和私营部门的员工活动安排，通过绩效管理可以洞察一个人的业绩，以及开发平常部门的效率。
Linking activities of public and private sector employees through performance-based arrangements can give in insight into the performance of a person, as well as develop general sector efficiency.
但是投资者必须意识到，在市场飙升时，他们的业绩将无法与传统只做多头的经理人相比。
But investors have to be aware they will not match the returns of traditional long-only managers when markets are surging ahead.
还有更好的，即便你的业绩让人绝望，你得到的报酬每年仍会增长。
Even better, your fees go up every year, even if you are hopeless at the job.
他们花费大量的时间和能量在人员上，因为他们理解一个基本的事实：最终是人创造了那些业绩。
They spend a huge amount of time and energy on people because they understand a fundamental truth: It is people who ultimately deliver the Numbers.
一些经理人已经开始定期会见他们的投资者，更频繁地给他们提供业绩报告。
Some managers have started to meet their investors regularly and provide them with more frequent reports about performance.
但如果不需缴纳那些催富了基金管理人而非客户的种种费用，这样的业绩可以实现吗？
But can the feat be achieved without paying the kind of fees that make the managers, rather than the clients, wealthy people?
但是，大多数的管理者、监督人害怕业绩评估，甚至员工也不愿进行评估。
Most managers and supervisors, however, dread doing performance evaluations, and even more employees dread receiving them.
记住维持你的交际网很重要，记录你的工作业绩，也要有好的推荐人。
Remember how important it is to maintain a network, keep track of your achievements and have good references.
人的非客观性：绩效考核本应该是业绩的一个客观衡量。
People aren't objective - the performance review is supposed to an objective measure of performance.
就像股票经纪人一样，他们的收入来源主要不是工资，而是销售业绩。
Like stockbrokers, they earn most of their compensation through sales volume, not salaries.
投资者绝不会在收益仅仅符合市场一般回报水平时向传统基金的经理人支付业绩提成，然而他们却欣欣然的在同样情况下，给予私募股权经理人以业绩提成。
Investors would not dream of paying a performance fee to traditional fund managers merely for matching the market return, yet they cheerfully reward private-equity managers for the same feat.
和更多不同圈子的联系人打交道——具体来说，是三步以内可以取得联系的人数——也与更好的业绩密不可分。
A more diverse circle of correspondents - specifically, the number of people reachable in three steps - was also tied to higher performance.
尽管正面的反馈让人愉悦，但它并不能提高员工的业绩表现，因为内在动力才能推动员工竭尽全力做好工作。
While positive feedback is enjoyable, it doesn't improve performance because we're internally driven to do the best we can.
如果他们忽略了人，他们失去辉煌的业绩只是时间问题。
If they miss the people part, it's just a matter of time before they'll miss the Numbers.
无论对经理还是雇员，业绩评价也许是仅次于解雇的最让人不喜欢的事情了。
Next to perhaps a layoff, a performance review is probably the least eagerly anticipated event in the office, both for the manager and the employee.
在2010年致西尔斯股东的信中，兰伯特表示：“我们的财务业绩依然让人无法接受。”而伯克希尔的股东却很少听到这种话。
Lampert's 2010 annual letter to Sears shareholders stated, "Our financial results remain at unacceptable levels," a line Berkshire shareholders seldom encounter.
据我所知，他们中的某些人是由于违反了惠普公司的商业道德的原因或者是业绩不佳而被开除的。
As I knew, they were fired by HP because of their ethic issue or performance issue.
尽管正面的反馈让人愉悦，但它并不能提高员工的业绩表现，因为内在动力才能推动员工竭尽全力做好工作。
While positive feedback is enjoyable, it doesn’timprove performance because we’re internally driven to do the best wecan.
爱沙尼亚的公司在波罗的海其它沿岸国家业绩骄人，但从未有由爱沙尼亚人管理的公司像SKYPE一样在录用员工、发展前景以及各项活动中具有同样的国际性。
Estonian companies have done well elsewhere in the Baltic states, but no Estonian-run firm has ever been as international in its staff, outlook and activities.
反过来，他们也会把你当作一位合伙人，而你们一起将取得意想不到的业绩。
In turn, they will treat you as a partner, and together you will all perform beyond your wildest expectations.
乔伊·纳德是巴塔哥尼亚户外用品公司的创始人，其经商理念是：善待员工可提升其业绩。
In business, Mr Chouinard, the founder of Patagonia, an outdoor-clothing firm, says he believes that well-treated employees perform better.
乔伊·纳德是巴塔哥尼亚户外用品公司的创始人，其经商理念是：善待员工可提升其业绩。
In business, Mr Chouinard, the founder of Patagonia, an outdoor-clothing firm, says he believes that well-treated employees perform better.
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