We often hear that nice guys finish last, or at least that it takes a degree of ruthlessness to make it in corporate America.

人們常說人善被人欺，或者說要在美國公司成功，至少需要一定程度的冷酷。

But a new analysis of the data shows that it might actually be the nice bosses who propel their companies to the greatest heights.

然而，新的數(shù)據(jù)分析顯示，推動公司攀上巔峰的實(shí)際上可能是那些好老板。

The latest edition of the annual Fortune 100 Best Companies to Work For list shows that it's the companies that employees say are great workplaces that demonstrate stronger financial performance, reduced turnover, and better customer and patient satisfaction than their peers.

最新一期《財(cái)富》100家最適宜工作的公司年度榜單顯示，被員工譽(yù)為出色工作場所的公司在業(yè)績上的表現(xiàn)強(qiáng)于同類企業(yè)，離職率較低，客戶/病人的滿意度也較高。

The annual ranking, produced in collaboration with research and consulting firm Great Place to Work, is based on the most extensive employee survey in corporate America.

該年度排名基于對美國上班族的最廣泛調(diào)查，由《財(cái)富》雜志和研究咨詢機(jī)構(gòu)卓越工作場所研究院聯(lián)合編制。

Anonymous input from 315,000 employees on leader quality, support for professional and personal lives and colleague relationships comprise a Trust Index to compare organizations against peers.

31.5萬名公司員工以匿名方式提供了他們對領(lǐng)導(dǎo)者素質(zhì)、專業(yè)支持、個(gè)人生活以及同事關(guān)系的看法，這些原始信息構(gòu)成了對同類公司進(jìn)行對比的信任指數(shù)。

The companies that make the list are known for their employee satisfaction but, importantly, generate strong business performance year after year.

進(jìn)入該榜單的公司都以員工滿意度著稱，但要點(diǎn)在于它們每年都能拿出優(yōu)異的業(yè)績。

The outperformance is notable. Global index provider FTSE Russell -- which annually analyzes the Fortune 100 Best Companies to Work For list -- this year found that an equally-weighted index of the publicly-traded companies among the 100 best returned 11.66% annually from 1998 through the end of 2024, nearly 5% more than the equivalent returns for the benchmark US all-cap Russell 3000 Index (6.72%) and US large cap Russell 1000 Index (6.68%).

突出的表現(xiàn)引人關(guān)注。實(shí)際上，對這個(gè)年度榜單進(jìn)行分析的是全球指數(shù)提供商富時(shí)羅素。今年該公司發(fā)現(xiàn)，由榜單中上市公司構(gòu)成的等權(quán)重指數(shù)從1998年到2024年底的年均回報(bào)率為11.66%，比基準(zhǔn)指數(shù)--羅素3000指數(shù)（美國全指，回報(bào)率6.72%）和羅素1000指數(shù)（大盤股指數(shù)，回報(bào)率6.68%）高近5個(gè)百分點(diǎn)。

How can an index outperform the market by 5% annually over nearly 20 years? We believe this can be attributed to art and science.

一個(gè)指數(shù)如何能在近20年時(shí)間里每年都跑贏大盤5%呢？我們相信可以將此歸結(jié)于藝術(shù)和科學(xué)。

First, the art. A wide body of research and evidence supports the fact that engaged employees make for happy and successful companies. Caring and high-trust company cultures with a sense of purpose and clarity are consistently associated with strong revenue and stock performance.

首先是藝術(shù)。大量研究和證據(jù)都表明敬業(yè)的員工能塑造出快樂而且成功的企業(yè)。有愛心并且高度信任的公司文化，再加上目標(biāo)感和明確感，一直都和強(qiáng)勁的收入與股價(jià)表現(xiàn)聯(lián)系在一起。

In their forthcoming book, A Great Place to Work For All, CEO Michael C. Bush and the research team of Great Place to Work argue that leading companies are racing ahead because they bring out the best in every employee, regardless of who they are or what they do for the organization.

卓越工作場所研究院首席執(zhí)行官邁克爾·C·布什及該機(jī)構(gòu)研究團(tuán)隊(duì)在他們即將出版的新書《適合所有人的卓越職場》中指出，龍頭公司走在前列的原因是它們讓所有員工都處于最佳狀態(tài)，無論后者是誰或者在公司擔(dān)任什么樣的工作。

"Business success relies on developing all your human potential," Bush and his co-authors write. "Every employee matters in an economy that is about connectivity, innovation, and human qualities like passion, character, and collaboration."

布什等作者寫道：“企業(yè)成功的基礎(chǔ)是開發(fā)出人的全部潛能。我們的經(jīng)濟(jì)特色是連通性、創(chuàng)新以及熱情、個(gè)性、合作等人的素質(zhì)，在這里，每一位員工都很重要?！?/p>

Great Place to Work's new methodology—baked into the rankings for this year's Fortune 100 Best Companies to Work For list—rewards companies that create a consistently great culture across demographic groups and job levels.

今年的《財(cái)富》100家最適宜工作的公司名單以卓越工作場所研究院的新方法為排名依據(jù)，該方法給予高分公司能夠培育出跨越年齡段和職務(wù)級別的一貫偉大的文化。

Bush and crew also have documented business advantages such as revenue outperformance for these new "Great Place to Work For All." The way the 2024 Best Companies to Work For tap everyone's potential may explain the bump in stock performance this past year.

布什和同事們還在書中談到了這些新的“適宜所有人的出色工作場所”的經(jīng)營優(yōu)勢，比如收入方面的卓越表現(xiàn)。本次上榜公司開發(fā)每個(gè)人潛力的方式也許可以解釋過去一年其股價(jià)的起伏。

The idea that "when companies take care of employees, employees take care of the business" isn't new and may seem obvious to some. But as the Fortune 100 Best Companies to Work For show, it can play a critical role in performance. Don't underestimate the power of culture.

“企業(yè)照顧員工，員工就會照顧生意”并非新觀點(diǎn)，而且對有些人來說可能顯而易見。但正如本次榜單所示，這樣的觀念可能在公司業(yè)績中發(fā)揮關(guān)鍵作用。別低估了文化的力量。

Next, the science. When FTSE Russell creates its index of the publicly traded Fortune100 Best Companies to Work For, it has a stellar crop of companies to measure.

其次是科學(xué)。富時(shí)羅素編制《財(cái)富》100家最適宜工作的公司指數(shù)時(shí)，有一大批公司可以衡量。

And the 100 Best Index, a hypothetical index created by FTSE Russell specifically for Fortuneand Great Place to Work, is updated each year based on last year's winners, ensuring it is continually refreshed with strong companies.

這個(gè)由富時(shí)羅素專門為《財(cái)富》和卓越工作場所研究院創(chuàng)立的假設(shè)性指數(shù)每年都會基于上一年的榜單進(jìn)行更新，以確保總是有強(qiáng)大的公司補(bǔ)充進(jìn)來。

Yet FTSE Russell takes its analysis a step further by equal weighting and quarterly rebalancing this hypothetical portfolio.

同時(shí)，通過采用同等權(quán)重和對這些假設(shè)性成分股進(jìn)行季度再平衡，富時(shí)羅素讓自己的分析更加的深入。

Through equal weighting, all constituents are assigned the same index weight, regardless of market capitalization, to ensure that the largest companies don't have an outsized impact on index performance.

同等權(quán)重即賦予所有成分股同樣的指數(shù)權(quán)重，無論市值大小，從而確保那些最大的公司不會對指數(shù)走勢產(chǎn)生過大影響。

Quarterly rebalancing is a way to systematically re-weight the index to adjust for market performance.

季度再平衡則是系統(tǒng)性地重新計(jì)算該指數(shù)的加權(quán)，以便按照市場表現(xiàn)進(jìn)行調(diào)整。

Equal weighting with systematic rebalancing has historically delivered strong relative returns over time.

以往的同等權(quán)重和系統(tǒng)性再平衡帶來了較高的長期回報(bào)。

In fact, when FTSE Russell performed an attribution analysis with the 100 Best Companies to Work For Index to determine the source of excess return over the broad market, 80% was due to the selection of the 100 Best companies but an additional 20% can be attributed to the equal weighting and quarterly rebalancing methodology of the index.

實(shí)際上，富時(shí)羅素曾對《財(cái)富》100家最適宜工作的公司指數(shù)進(jìn)行歸因分析，目的是找到其回報(bào)高于大盤的原因，結(jié)果發(fā)現(xiàn)80%的原因是選股，另外20%的原因則是該指數(shù)采用的同等權(quán)重和季度再平衡方法。

Investors can benefit from this simple formula. Bring together the art of recognizing cultures that are great for all their people, as well as the science of smart portfolio construction.

這樣的簡單模式可以讓投資者受益。大家可以把發(fā)現(xiàn)對所有人都大有裨益的文化的藝術(shù)和聰明地構(gòu)建投資倉位的科學(xué)結(jié)合在一起。

We often hear that nice guys finish last, or at least that it takes a degree of ruthlessness to make it in corporate America.

人們常說人善被人欺，或者說要在美國公司成功，至少需要一定程度的冷酷。

But a new analysis of the data shows that it might actually be the nice bosses who propel their companies to the greatest heights.

然而，新的數(shù)據(jù)分析顯示，推動公司攀上巔峰的實(shí)際上可能是那些好老板。

The latest edition of the annual Fortune 100 Best Companies to Work For list shows that it's the companies that employees say are great workplaces that demonstrate stronger financial performance, reduced turnover, and better customer and patient satisfaction than their peers.

最新一期《財(cái)富》100家最適宜工作的公司年度榜單顯示，被員工譽(yù)為出色工作場所的公司在業(yè)績上的表現(xiàn)強(qiáng)于同類企業(yè)，離職率較低，客戶/病人的滿意度也較高。

The annual ranking, produced in collaboration with research and consulting firm Great Place to Work, is based on the most extensive employee survey in corporate America.

該年度排名基于對美國上班族的最廣泛調(diào)查，由《財(cái)富》雜志和研究咨詢機(jī)構(gòu)卓越工作場所研究院聯(lián)合編制。

Anonymous input from 315,000 employees on leader quality, support for professional and personal lives and colleague relationships comprise a Trust Index to compare organizations against peers.

31.5萬名公司員工以匿名方式提供了他們對領(lǐng)導(dǎo)者素質(zhì)、專業(yè)支持、個(gè)人生活以及同事關(guān)系的看法，這些原始信息構(gòu)成了對同類公司進(jìn)行對比的信任指數(shù)。

The companies that make the list are known for their employee satisfaction but, importantly, generate strong business performance year after year.

進(jìn)入該榜單的公司都以員工滿意度著稱，但要點(diǎn)在于它們每年都能拿出優(yōu)異的業(yè)績。

The outperformance is notable. Global index provider FTSE Russell -- which annually analyzes the Fortune 100 Best Companies to Work For list -- this year found that an equally-weighted index of the publicly-traded companies among the 100 best returned 11.66% annually from 1998 through the end of 2024, nearly 5% more than the equivalent returns for the benchmark US all-cap Russell 3000 Index (6.72%) and US large cap Russell 1000 Index (6.68%).

突出的表現(xiàn)引人關(guān)注。實(shí)際上，對這個(gè)年度榜單進(jìn)行分析的是全球指數(shù)提供商富時(shí)羅素。今年該公司發(fā)現(xiàn)，由榜單中上市公司構(gòu)成的等權(quán)重指數(shù)從1998年到2024年底的年均回報(bào)率為11.66%，比基準(zhǔn)指數(shù)--羅素3000指數(shù)（美國全指，回報(bào)率6.72%）和羅素1000指數(shù)（大盤股指數(shù)，回報(bào)率6.68%）高近5個(gè)百分點(diǎn)。

How can an index outperform the market by 5% annually over nearly 20 years? We believe this can be attributed to art and science.

一個(gè)指數(shù)如何能在近20年時(shí)間里每年都跑贏大盤5%呢？我們相信可以將此歸結(jié)于藝術(shù)和科學(xué)。

First, the art. A wide body of research and evidence supports the fact that engaged employees make for happy and successful companies. Caring and high-trust company cultures with a sense of purpose and clarity are consistently associated with strong revenue and stock performance.

首先是藝術(shù)。大量研究和證據(jù)都表明敬業(yè)的員工能塑造出快樂而且成功的企業(yè)。有愛心并且高度信任的公司文化，再加上目標(biāo)感和明確感，一直都和強(qiáng)勁的收入與股價(jià)表現(xiàn)聯(lián)系在一起。

In their forthcoming book, A Great Place to Work For All, CEO Michael C. Bush and the research team of Great Place to Work argue that leading companies are racing ahead because they bring out the best in every employee, regardless of who they are or what they do for the organization.

卓越工作場所研究院首席執(zhí)行官邁克爾·C·布什及該機(jī)構(gòu)研究團(tuán)隊(duì)在他們即將出版的新書《適合所有人的卓越職場》中指出，龍頭公司走在前列的原因是它們讓所有員工都處于最佳狀態(tài)，無論后者是誰或者在公司擔(dān)任什么樣的工作。

"Business success relies on developing all your human potential," Bush and his co-authors write. "Every employee matters in an economy that is about connectivity, innovation, and human qualities like passion, character, and collaboration."

布什等作者寫道：“企業(yè)成功的基礎(chǔ)是開發(fā)出人的全部潛能。我們的經(jīng)濟(jì)特色是連通性、創(chuàng)新以及熱情、個(gè)性、合作等人的素質(zhì)，在這里，每一位員工都很重要。”

Great Place to Work's new methodology—baked into the rankings for this year's Fortune 100 Best Companies to Work For list—rewards companies that create a consistently great culture across demographic groups and job levels.

今年的《財(cái)富》100家最適宜工作的公司名單以卓越工作場所研究院的新方法為排名依據(jù)，該方法給予高分公司能夠培育出跨越年齡段和職務(wù)級別的一貫偉大的文化。

Bush and crew also have documented business advantages such as revenue outperformance for these new "Great Place to Work For All." The way the 2024 Best Companies to Work For tap everyone's potential may explain the bump in stock performance this past year.

布什和同事們還在書中談到了這些新的“適宜所有人的出色工作場所”的經(jīng)營優(yōu)勢，比如收入方面的卓越表現(xiàn)。本次上榜公司開發(fā)每個(gè)人潛力的方式也許可以解釋過去一年其股價(jià)的起伏。

The idea that "when companies take care of employees, employees take care of the business" isn't new and may seem obvious to some. But as the Fortune 100 Best Companies to Work For show, it can play a critical role in performance. Don't underestimate the power of culture.

“企業(yè)照顧員工，員工就會照顧生意”并非新觀點(diǎn)，而且對有些人來說可能顯而易見。但正如本次榜單所示，這樣的觀念可能在公司業(yè)績中發(fā)揮關(guān)鍵作用。別低估了文化的力量。

Next, the science. When FTSE Russell creates its index of the publicly traded Fortune100 Best Companies to Work For, it has a stellar crop of companies to measure.

其次是科學(xué)。富時(shí)羅素編制《財(cái)富》100家最適宜工作的公司指數(shù)時(shí)，有一大批公司可以衡量。

And the 100 Best Index, a hypothetical index created by FTSE Russell specifically for Fortuneand Great Place to Work, is updated each year based on last year's winners, ensuring it is continually refreshed with strong companies.

這個(gè)由富時(shí)羅素專門為《財(cái)富》和卓越工作場所研究院創(chuàng)立的假設(shè)性指數(shù)每年都會基于上一年的榜單進(jìn)行更新，以確?？偸怯袕?qiáng)大的公司補(bǔ)充進(jìn)來。

Yet FTSE Russell takes its analysis a step further by equal weighting and quarterly rebalancing this hypothetical portfolio.

同時(shí)，通過采用同等權(quán)重和對這些假設(shè)性成分股進(jìn)行季度再平衡，富時(shí)羅素讓自己的分析更加的深入。

Through equal weighting, all constituents are assigned the same index weight, regardless of market capitalization, to ensure that the largest companies don't have an outsized impact on index performance.

同等權(quán)重即賦予所有成分股同樣的指數(shù)權(quán)重，無論市值大小，從而確保那些最大的公司不會對指數(shù)走勢產(chǎn)生過大影響。

Quarterly rebalancing is a way to systematically re-weight the index to adjust for market performance.

季度再平衡則是系統(tǒng)性地重新計(jì)算該指數(shù)的加權(quán)，以便按照市場表現(xiàn)進(jìn)行調(diào)整。

Equal weighting with systematic rebalancing has historically delivered strong relative returns over time.

以往的同等權(quán)重和系統(tǒng)性再平衡帶來了較高的長期回報(bào)。

In fact, when FTSE Russell performed an attribution analysis with the 100 Best Companies to Work For Index to determine the source of excess return over the broad market, 80% was due to the selection of the 100 Best companies but an additional 20% can be attributed to the equal weighting and quarterly rebalancing methodology of the index.

實(shí)際上，富時(shí)羅素曾對《財(cái)富》100家最適宜工作的公司指數(shù)進(jìn)行歸因分析，目的是找到其回報(bào)高于大盤的原因，結(jié)果發(fā)現(xiàn)80%的原因是選股，另外20%的原因則是該指數(shù)采用的同等權(quán)重和季度再平衡方法。

Investors can benefit from this simple formula. Bring together the art of recognizing cultures that are great for all their people, as well as the science of smart portfolio construction.

這樣的簡單模式可以讓投資者受益。大家可以把發(fā)現(xiàn)對所有人都大有裨益的文化的藝術(shù)和聰明地構(gòu)建投資倉位的科學(xué)結(jié)合在一起。