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.
不管你在哪个行业，获悉你的雇员对你的公司和他们的岗位的想法和感受是很重要的。
想当然认为你的雇员仅仅是为了钱而工作，这想法非常错误。如果如此，你很有可能会很不幸的失去你的明星员工。采取预防措施留住你的明星员工，避免因为他们跳槽而付出昂贵的代价。
- 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.
- 令人兴奋的工作和挑战
兴奋的对立面是乏味、厌倦。乏味会导致效率低下、注意力不集中。相比仅让你的员工例行公事，用激励性的、能给公司成功带来直接成果的工作来挑战员工吧。设置目标，并让员工知道他们正在做一些正确的事。
通过分享公司的愿景和目标，你给职员们提供了一个清晰的认识，让他们认识到公司发展的方向。
最重要的是，通过开诚布公的沟通，你和雇员间建立了信任和忠诚。
- 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.
- 职业成长、学习和发展
目的在于在培养雇员和公司一起进退的意愿。研究显示，员工离职意愿中的一个关键因素是他们对公司的责任程度如何。责任是直接和雇员的发展机会关联的，通过提供培训可以培养雇员的责任感。
一旦识别出优秀员工，应寻求内部提拔和升职。除了常规的培训外，也可以考虑辅导。辅导帮助提高忠诚度，帮助改善效率和生产力。
- 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.
- 与优秀的人一起工作
如何得知你正和优秀的人一起工作？简单。给你的雇员们提供机会（工作上的，工作外的皆可）让他们彼此熟悉。但也别撒手不管了，作为雇主，你也要了解下你的雇员们。为什么？因为作为一名雇员，最糟糕的感觉之一就是被无视。想象下，假如有一天你没有出现而没有人注意到，你的感觉如何？理解并欣赏你的雇员应该是你的基本工作。
- 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
想想公平薪酬对于工作和组织所处的领域意味着什么；首先，取决于你的组织适用什么？也许你也会想提供激励工资、留任奖金、长期服务补贴，创造性的福利计划和弹性的工作时间表。别忘记了，非货币奖励也是同等重要的。思考下，哪种适合你的企业，如果不确定，那么问你的职员。
- 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.
- 支持型管理层/好老板
最后，第五个最重要的原因。别让你成为员工离职的理由。做一个真的领导者，维护他们的尊严，帮助他们成长。然而，也要牢记，尽管一个不好的经理或者主管是雇员离开的原因之一，但是有一个好的经理或者主管并不足以使雇员留下。别低估了该因素的重要性——要知道这个因素并不能单独起作用，要和其他因素一起。
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