4. If we say yes to you, we'd have to say yes to others. It might be just fine for you to work from home two days a week, but not for the whole department to do it. And if your manager allows you, it's likely that others will want to also. Managers can make exceptions for individuals, but in many cases, it will cause morale problems or even prompt accusations of treating one group differently than another.

　　4. 假如我们为你破例，或许我们也不得不对别人破例。对你来说每周从家里来工作两天或许正好，但并不意味着全部门的人都适合。而假如你的经理容许了你这么做，非常可能会有其他人也想要这样。经理们可以为一个人破例，但在许多案例中，这会对士气造成影响，甚至还会导致有关歧视的投诉。

　　5. Feedback is meant to help you. Really. It can sting to hear what you're not doing well enough, but imagine if your manager never bothered to tell you: You wouldn't progress in your career or get merit raises, and you might wonder why others were getting better assignments and promotions while you were passed over. Managers (most of them, anyway) don't give feedback to make you feel bad or put you down; they do it because they want you to do well at your work – both for the company's sake and your own.

　　5. 给你反馈是为了帮助你。确实，听到老板说你在工作中做得不够好确实挺难受的，但想象一下你的经理这样告诉你吧：你永远不会在你的工作上有什么进步，也不会得到福利的提升。而你或许会想，为什么其他人可以得到更好的任务和升职机会，而你却总被忽视。经理们(当然不是所有的)不会为了让你难过而给你反馈，他们之所以给你反馈是因为他们希望你在工作上做得更好。——这既是为了公司的利益也是为了你自己。

　　6. Taking ownership is huge. It might be fine to merely execute a project that someone gives you. But it's far better when you can truly own the work – meaning that you're the one driving it forward, obsessing over it, spotting problems before they arise and addressing them and generally taking the same sort of responsibility for it. Approaching your work like this can be what takes you from a B-player to an A-player and can pay off dramatically in the course of your career.

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