If you've spent enough time in the workforce, you almost certainly have a trail of damaged professional relationships behind you. That doesn't mean you're a bad manager or employee; it's simply a fact that some people don't get along, and when we have to rely on each other (to finish the report, to execute the campaign, to close the deal), there are bound to be crossed wires and disappointments.
作為一位上司，如果你只專注于員工的工作效率，那就意味著你很有可能影響到與同事之間的關(guān)系。但是這并不等于你就是一位壞的上司，只能說你不適合與某些人相處，并且在需要對(duì)方的時(shí)候（完成報(bào)告，執(zhí)行計(jì)劃，簽訂協(xié)議等），就一定會(huì)導(dǎo)致理解上的缺失。

Here's how to buck up and repair a professional relationship that's gone off the rails.
下面我們看看有哪些方法可以改善偏離了的職業(yè)關(guān)系吧。

First, it's important to recognize that making the effort is worthwhile.
首先，你得意識(shí)到努力的重要性。

Obviously it'll ratchet tension down at the office if you're not glaring at your colleague every time they enter the room. But resolving this tension will actually aid your own productivity. You can eliminate unresolved matters that nag at your mind.
很明顯，只要你不是每次在同事們進(jìn)入辦公室的時(shí)候盯著他們的話，氣氛就不會(huì)這么緊張。不過，若你能夠解決這種緊張氣氛，這的確能夠大大提高自己的創(chuàng)造力。甚至還可以解決讓你糾結(jié)已久的工作。

Next, recognize your own culpability.
接著是，承認(rèn)自己的過失

It's easy to demonize your colleague. But you're almost certainly contributing to the dynamic in some way, as well. If you think your colleague is too quiet, you may be filling up the airtime in meetings, which encourages them to become even quieter. If you think he's too lax with details, you may start micromanaging him so much. To get anywhere, you have to understand your role in the situation.
把責(zé)任歸咎于同事們很容易，但是你也很大程度上促使了這件事的發(fā)生。如果你覺得同事們太安靜，你還在會(huì)議期間把行程排得滿滿的，這樣只會(huì)讓他們更沉默。如果你認(rèn)為同事們不注重細(xì)節(jié)，你就會(huì)開始對(duì)他們吹毛求疵。不管怎樣，你應(yīng)該了解自己在不同情況下的角色和作用。

Now it's time to press reset.
然后便是重置規(guī)則。

If you unilaterally "decide" you're going to improve your relationship with your colleague, you're likely to be disappointed quickly. The moment they fail to respond to a positive overture or display an irritating behavior, you may conclude that your effort was wasted. Instead, try to make them a partner in your effort.
如果你只是單方面"決定"要修補(bǔ)與同事之間的關(guān)系，也許你會(huì)更失望。當(dāng)你發(fā)現(xiàn)他們并沒有積極地回應(yīng)你或者表現(xiàn)出不耐煩的態(tài)度，你就有可能草率地認(rèn)為自己的努力白費(fèi)了。相反，你應(yīng)該通過努力讓他們成為自己的伙伴，這樣緊張的工作關(guān)系才得以緩解。

Finally, you need to change the dynamic.
最后，你還得改變動(dòng)力的方向。

Even the best of intentions – including an agreement with your colleague to turn over a new leaf – can quickly disintegrate if you fall back into your old patterns. To write down a transcript of what was said by each party, so you can begin to see patterns – where you were pushing and she was pulling. Over time, it's likely that you'll be able to better grasp the big picture of how you're relating to each other and areas where you can try something different.
即使是最好的意圖——包括與同事執(zhí)行協(xié)議的下一步，如果你重蹈覆轍的話，之前的努力還只是無(wú)用功。記下每一個(gè)小組的發(fā)言，你就可以了解他們的思維模式——你就知道該從何下手。久而久之，你就能形成一個(gè)與大部分人相處的畫面，并且你想嘗試的方向也會(huì)有所不同。

We often imagine that our relationships are permanent and fixed – I don't get along with him because he's a control freak, and that's not likely to change. But we underestimate ourselves, and each other. It's true that you can't give your colleagues a personality transplant and turn them into entirely different people; we all have natural tendencies that emerge. But clearly understanding the dynamics of the relationship – and making changes to what's not working – can lead to markedly more positive results.
我們常常都會(huì)想當(dāng)然的認(rèn)為人際關(guān)系是永久固定的——我不與他打交道是因?yàn)樗且粋€(gè)控制狂，并且很難改變。但是我們低估了自己的能力，還有別人的能力。沒錯(cuò)，你不能改變同事的個(gè)性，但是我們可以有這種努力的意愿。要清楚了解關(guān)系的動(dòng)態(tài)發(fā)展，并且嘗試解決無(wú)法改變的情況，這樣才會(huì)得到比較滿意的效果。

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