要有好的关系，你们彼此必须非常清楚等价交换是什么含义（哪些是慷慨，哪些是公平，哪些是只占便宜），以及该如何相处。
一般而言，区分人的一个重要方面是看他们对待工作的态度。他们工作只是为了工资，还是有更多追求？我们每个人对什么是生活中最重要的事都有不同的看法。通过工作我积累了不少财富，但我认为工作的意义远不止赚钱，它是我践行价值观（关于卓越、有意义的工作和有意义的人际关系）的方式。如果与我共事的人只是一味想赚钱，那么我们在坚持价值观和赚取快钱之间选择时，一定会面临冲突。别误解我的意思，我当然知道人们工作不单是为了个人满足，而且干活要有必要的收入。但就我们的价值观和希望拥有的人际关系而言，我们都有既定的看法，雇主与雇员之间必须对此达成共识。
存在分歧和磋商是很自然的，但有些事不能妥协，你和你的员工必须清楚这些事是什么。特别是若你希望创造一种环境——大家有着共同的价值观、对使命的深刻承诺和行为的高标准，就更应如此。
在桥水，我们希望员工的行为能向素质高、重视长期伙伴关系的人看齐，也就是说，要能很好地兼顾彼此的利益，明白各自的责任。表面上，这听起来很动听，也很直接，但这究竟意味着什么？明确这一点十分重要。
举例来说，一个员工的家人被诊断出患有重病，或一个员工悲惨离世，使其家庭陷入风雨飘摇的境地。我们不希望这些事情发生，但它们总是发生得比我们所希望的要频繁。当然会有各种惯例和法律对基本的安排和福利（例如个人休假天数、短期或长期伤残保险和寿险）进行规定。但是，你如何确定应该提供哪些额外的帮助呢？对每一种特定情况，以什么原则来确保处理得公平呢？这恐怕不能一概而论吧？
处理好这些事都不容易，之后分享的原则可以提供些指引。
To have a good relationship, you must be clear with each other about what the quid pro quo is—what is generous, what is fair, and what is just plain taking advantage—and how you will be with each other.
One important thing that typically divides people is how they approach their work. Are they working just for their paycheck or are they looking for something more? Each of us has our own views about what is most important. I’ve made a lot of money through my work, but I see my job as much more than as a way to make money—it’s how I choose to live out my values around excellence, meaningful work, and meaningful relationships. If the people I worked with were primarily interested in making money, we would have conflicts whenever we had to choose between upholding our values and making an easy buck. Don’t get me wrong—of course I understand that people don’t work for personal satisfaction alone, and that a job must be economically viable. But we all have definite ideas about what we value and what we want our relationships to be like, and employers and employees have to be in sync on such things.
Naturally there will be disagreement and negotiation, but some things cannot be compromised and you and your employees must know what those things are. This is especially true if you’re seeking to create an environment that has shared values, a deep commitment to the mission, and high standards of behavior.
At Bridgewater, we expect people to behave in a manner that is consistent with how people in high-quality, long-term relationships behave—that is, with a high level of mutual consideration for each other’s interests and a clear understanding of who is responsible for what. On the surface, that sounds nice and straightforward, but what exactly does that mean? It is important to be clear.
Take for example a case in which an employee’s family member is diagnosed with a severe illness, or an employee dies tragically, leaving his or her family in a precarious situation. These things happen far more often than any of us would like them to, and there are of course customs and laws that define the basic accommodations and benefits (such as personal vacation days, short- and long-term disability insurance, and life insurance) that are required. But how do you determine what kinds of assistance should be provided beyond that? What are the principles for deciding how to handle each specific situation fairly—which may not always mean doing the same thing in every case?
None of this is easy, but the following principles provide some guidance.
