How much do external rewards matter?

外部奖励有多重要？

Promotions, raises acknowledgement?

升职，提升知名度呢？

Can you get engaged by having those things put in your lap?

把这些东西都给你，你能投入吗？

Well, certainly in terms of one of the things that you mentioned, yes.

当然，就你提到的其中一件事而言，是的I~ynUE^-3f6byRa=.。

So recognition, attention, there’s no question that human beings thrive when there is somebody who is paying attention to what they do.

因此毫无疑问，当有人关注他们所做的事情时，人类就会蓬勃发展%_KE!4yT[1。

So yes, that is a very important part of our life.

所以，是的，这是我们生活中非常重要的一部分aQR[6=LK~FM。

We develop in response to another human being, but the pay stuff, the promotion stuff is interest sting.

我们的发展是对另一个人的回应，但薪酬和晋升的东西是令人感兴趣的KXui(qi]bbBP_F4Mv5WG。

And this is a meta analytic study, basically that means many different studies coming together and looking what the relationships are.

这是一项元分析研究，这意味着许多不同的研究结合在一起，看看它们之间的关系是什么ux!p,r7E+36RxoFXG。

If you look at the relationship between satisfaction with pay and engagement, satisfaction with pay explains just about 2%, 2% of the variance in your level of engagement.

如果你看一下对薪酬的满意度和投入度之间的关系，对薪酬的满意度只解释了投入度水平差异的2%(R)DKuHc~L)nmj。

Whereas if you say you have a chance to do something you love every day, you are almost six times more likely to be highly engaged at work.

然而，如果你每天都有机会做你喜欢做的事情，那么你在工作中高投入的可能性几乎是现在的六倍4JTuQdoSj=6HB#4)R。

So that doesn’t mean that we don’t like to be paid well, it means it’s not enough.

因此，这并不意味着我们不喜欢高薪，而是说这还不够Ybl0Ty[kodHH*L8H=。

And in fact, the more we try to use extrinsic motivations like that, goal-oriented motivations like that, it does appear as though those begin to actually diminish your intrinsic motivations.

事实上，我们越是尝试使用这样的外在动机，像这样的目标导向型动机，似乎这些确实开始削弱你的内在动机Ukv-fBBRkFG_gk5Cu。

It’s almost like they start throwing you off and confusing you.

这就像他们开始抛弃你，迷惑你]k;fxFXl7%@2IDm+x。

I mean, Amazon’s just jump their base pay from 160 to 320.

亚马逊刚刚把基本工资从160涨到320v)9QuPIL[M5kp|F。

And that might be good for keeping people from leaving.

这可能有利于阻止人们离开b+@)e(U;[iBcc。

Targets just up there per hour pay.

目标就是每小时的工资OHXXe9sWUjpYEPU.+&_。

I’m not suggesting you don’t do that, I’m suggesting that’s like a sugar high.

我不是建议你不那样做，我是说这就像是一种甜蜜的快感W8Lw5COGP!ujo9;Dh。

I think Daniel Kahneman’s works says you get north of 75,000 as a joint household income.

我想丹尼尔·卡纳曼的作品说的是，家庭总收入超过7.5万美元g]JFP4bq46c=!。

And there’s really very, very little commensurate increase in wellbeing or satisfaction or engagement or resilience by the more money that you get.

你得到的钱越多，你的幸福感、满足感、投入度或复原力会有非常非常小的相应增长4tl9^[OAR.U|9Szp.Pg。

So of course, one isn’t suggesting that people don’t like getting more money, they do.

所以，当然，并不是说人们不喜欢得到更多的钱，他们喜欢b&NndQtqMafPEAXp。

But in terms of all the things we’ve just been talking about, engagement, resilience, thriving, innovation, creativity, collaboration, all the things that companies really want, money doesn’t get you any of that.

但就我们刚才谈到的所有事情而言，参与度、复原力、蓬勃发展、创新、创造力、合作，所有这些都是公司真正想要的，钱并不能给你带来这些s~.rB=z0vZ92=。

It’s my more like a gateway drug, get me in, take it to the ballpark, but I won’t win the game.

这更像是我的入门药，让我进去，把我带到球场上，但我并没有赢得这场比赛d@kA=]#mD-B0y_&Yj。

So it’s not nothing, but it’s not a lot.

所以不是什么都没有，但也不是很多EiG|e|6JVeLR。