No matter what industry you’re in, it is vital to know what your employees think and feel about your company and about their positions.
Don’t make the fatal flaw of assuming that employees stay solely for money. If so, you may be vulnerable to losing your star performers. Take pro-active steps towards retaining your top talent and avoid the expensive process of replacing good employees.
不管你在哪個行業(yè)，獲悉你的雇員對你的公司和他們的崗位的想法和感受是很重要的。
想當(dāng)然認(rèn)為你的雇員僅僅是為了錢而工作，這想法非常錯誤。如果如此，你很有可能會很不幸的失去你的明星員工。采取預(yù)防措施留住你的明星員工，避免因為他們跳槽而付出昂貴的代價。
- Exciting work and challenge
This is the opposite of boredom. Boredom leads to a loss in productivity and focus. Rather than letting your employees just go through the motions, challenge them with stimulating work that has a direct impact on your company’s success. Set expectations and let employees know when they are doing something right.
By sharing your company’s vision and goals you are providing employees with a clear understanding of the direction in which your organization is going. Above all, practice honest and open communication to help build trust and loyalty.
- 令人興奮的工作和挑戰(zhàn)
興奮的對立面是乏味、厭倦。乏味會導(dǎo)致效率低下、注意力不集中。相比僅讓你的員工例行公事，用激勵性的、能給公司成功帶來直接成果的工作來挑戰(zhàn)員工吧。設(shè)置目標(biāo)，并讓員工知道他們正在做一些正確的事。
通過分享公司的愿景和目標(biāo)，你給職員們提供了一個清晰的認(rèn)識，讓他們認(rèn)識到公司發(fā)展的方向。
最重要的是，通過開誠布公的溝通，你和雇員間建立了信任和忠誠。
- Career growth, learning, and development
Aim to foster a desire among employees to want to stay with your company. Research indicates that one of the key elements in an “employee’s intention to leave” is their level of commitment to the organization. Commitment is directly related to opportunities for employee development, so by offering training you are cultivating commitment.
Once you’ve identified your top talent seek to promote and develop from within. As well as formal training options think about coaching too. Coaching helps develop high morale and helps improve both efficiency and productivity.
- 職業(yè)成長、學(xué)習(xí)和發(fā)展
目的在于在培養(yǎng)雇員和公司一起進(jìn)退的意愿。研究顯示，員工離職意愿中的一個關(guān)鍵因素是他們對公司的責(zé)任程度如何。責(zé)任是直接和雇員的發(fā)展機(jī)會關(guān)聯(lián)的，通過提供培訓(xùn)可以培養(yǎng)雇員的責(zé)任感。
一旦識別出優(yōu)秀員工，應(yīng)尋求內(nèi)部提拔和升職。除了常規(guī)的培訓(xùn)外，也可以考慮輔導(dǎo)。輔導(dǎo)幫助提高忠誠度，幫助改善效率和生產(chǎn)力。
- Working with great people
How do you know you work with great people? Simple. Offer opportunities (both inside and outside of work) for your employees to get to know one another. Don’t just leave it at that though. As an employer you must get to know everyone too. Why? Because, as an employee, one of the worst feelings is invisibility; thinking that no one would notice if you didn’t show up one day. Showing that you understand and appreciate your employees is a fundamental aspect of getting them to stay.
- 與優(yōu)秀的人一起工作
如何得知你正和優(yōu)秀的人一起工作？簡單。給你的雇員們提供機(jī)會（工作上的，工作外的皆可）讓他們彼此熟悉。但也別撒手不管了，作為雇主，你也要了解下你的雇員們。為什么？因為作為一名雇員，最糟糕的感覺之一就是被無視。想象下，假如有一天你沒有出現(xiàn)而沒有人注意到，你的感覺如何？理解并欣賞你的雇員應(yīng)該是你的基本工作。
- Fair pay
Think about what fair pay means in terms of both the job and the area in which your organization is based. On top of that, depending on what works for your organization, you might want to think about also offering incentive pay, retention bonuses, compensation after long projects, a creative benefits plan and flexible work schedules (the Emerging Workforce Study, 2005, revealed that 60% of workers of all ages rated time and flexibility as important to retention). Don’t forget that non-monetary rewards can be just as important. Think about what might work for your organization. If you’re unsure, ask your employees.
公平的薪酬
想想公平薪酬對于工作和組織所處的領(lǐng)域意味著什么；首先，取決于你的組織適用什么？也許你也會想提供激勵工資、留任獎金、長期服務(wù)補(bǔ)貼，創(chuàng)造性的福利計劃和彈性的工作時間表。別忘記了，非貨幣獎勵也是同等重要的。思考下，哪種適合你的企業(yè)，如果不確定，那么問你的職員。
- Supportive management / good boss
Last but not least, the fifth most important reason. Don’t be the reason employees leave. Be a true leader for your employees. Foster their respect and help develop them as employees. However bear in mind that despite a bad manager or supervisor being one of the main reasons that employees leave, having a good manager or supervisor may be an insufficient reason alone for staying. Don’t underestimate its importance – just know that it’s not a reason that works alone, without support from other areas.
- 支持型管理層/好老板
最后，第五個最重要的原因。別讓你成為員工離職的理由。做一個真的領(lǐng)導(dǎo)者，維護(hù)他們的尊嚴(yán)，幫助他們成長。然而，也要牢記，盡管一個不好的經(jīng)理或者主管是雇員離開的原因之一，但是有一個好的經(jīng)理或者主管并不足以使雇員留下。別低估了該因素的重要性——要知道這個因素并不能單獨起作用，要和其他因素一起。
