主管应该认可员工的高绩效，这样员工才能继续在未来有良好的表现。
Supervisors should acknowledge high performance so that the employee will continue to perform well in the future.
竞争促使企业改变治理结构，提高绩效。
Competition stimulates the change of enterprise Governance Structure and the improvement of performance.
确保团队知道你期望高绩效并渴望他们能达到高绩效。
Make sure the team knows that you expect high performance and long for them to reach for it.
书的末尾处你会发现“没什么能够确保创建高绩效的团队。”
By the end of the book you will discover that "Nothing can guarantee the creation of high performance teams."
想知道是什么因素影响人们，又是如何影响人们达到高绩效的么？
Want to know what matters to people and what this has to do with why they would reach for high performance?
用形象的比喻和挑战激励他们建立自己的道路，开启高绩效的旅程。
Ignite their journey with imagery and challenges that allow them to create their own path to high performance.
几乎可以确信，一旦他们开始进入高绩效的状态，就会有障碍出现。
Almost assuredly, as soon as they start living in high performance, something will happen to set them back.
告诉他们，通过幽默、好奇心和体谅同样可以实现高绩效。
Hold out to them that the work of becoming high performing can be done with humor, curiosity, and appreciation, too.
他可以建立他们之间的协同作用，结果在高绩效的团队。
He can create synergy among them, which results in high performing teams.
将个体人力资本转换成组织人力资本是组织获得高绩效的保证。
Transiting individual human capital into organizational capital is a guarantee for organization to get high performance.
通过对不一致的项目或计划实施校正管理措施，可以获得组合的高绩效。
Higher portfolio performance through disciplined, corrective management action for non-compliant projects and programs.
每次这类事情发生时，团队动态都会发生变化，团队会从高绩效退后一步。
Every time one of these things happens, team dynamics will change, and the team will take a step back from high performance.
把高绩效作为你的期望基准并让团队去实现它，这些就是强大的激励因素。
Setting high performance as your baseline expectation and giving teams a way to achieve it play directly into these powerful motivators.
系统化的网络教学情境的构建必然实现高绩效的知识创造和转移。
The systematic network teaching situation construction will certainly achieve the efficient performance of knowledge establishment and transfer.
因为当员工成为高绩效团队中的一员，他们将体验到了更大的满足感。
Because employees experience greater satisfaction when they are part of a high performing team.
为了帮他们起步并建立高绩效的愿景，可以提供给他们一些闪现着隐喻火花的图片。
To get them started and to help them create a vision for high performance, offer images that spark metaphor.
指导和管理一个工程师团队，通过持续评估以确保团队的高绩效表现。
You will direct and supervise a team of engineers ensuring your team's performance through constant evaluation.
使管理者学会如何有效应用预算与控制作业以达成经营目标并提高绩效。
Enable managers to effectively use budget and cost control to achieve company objectives and generate high performance.
能力素质模型描述了将高绩效者与一般或者低绩效者区分开来的分析结果。
The competency model describes an analytic result that distinguishes a high performance person from an ordinary or low performance person.
真正将高绩效团队和普通团队区分开来的是一个具有挑战性有意义的任务。
Rather, the true distinguishing factor was the existence of a challenging, meaningful task that inspired team members and stretched their capacities.
观察高绩效销售人员。留意他们的不同之处，把那些行为变成适合你的方式。
Watch top performing people. Notice what they do differently then adapt their behaviours to fit your style.
因此，一个成功的、高绩效的Scrum团队快速地退化回之前表现不佳的状态。
And as a result, a successful, high-performance Scrum Team rapidly deteriorated back to its previous under-performing state.
作为他们的敏捷教练，仅仅通过提出他们能达到的期望，就能帮助他们开始通往高绩效的旅程。
As their agile coach, help them start their journey toward high performance by simply setting your expectation that they will achieve it.
本文的基本观点是高绩效工作体系对于组织绩效的积极作用依赖于一系列的前提条件。
The key point of the paper is that the positive effect of the HPWS on firm performance depends on a set of operative premises.
情绪稳定-这个因素是神经质个性中积极的行为，它是所有职业团队中高绩效者所具备的。
Emotional stability -this factor is the positive behavior of the neuroticism factor and is a predictor of good performance across all occupational groups.
当团队把这棵树比作他们自己，比作他们选择的通往高绩效的途径时，你就知道这棵树已经落地生根了
You can tell when the tree has taken hold. It’s when the team talks about the tree as a metaphor for themselves and their chosen pathway to high performance
扰动的环境使得企业要保持高绩效就必须对其组织设计进行动态调整以合理塑造组织成员行为。
The turbulent environment incurred the enterprises to change their organizational design to maintain high performance through modeling the reasonable behaviors of their members.
员工通过反馈寻求行为可以明确他们的角色期望，估计工作行为是否恰当、充分，以提高绩效。
Feedback seeking enables employees to clarify their role expectations, evaluate the adequacy and appropriateness of their work behavior, and improve their work performance.
员工通过反馈寻求行为可以明确他们的角色期望，估计工作行为是否恰当、充分，以提高绩效。
Feedback seeking enables employees to clarify their role expectations, evaluate the adequacy and appropriateness of their work behavior, and improve their work performance.
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