成人小说亚洲一区二区三区,亚洲国产精品一区二区三区,国产精品成人精品久久久,久久综合一区二区三区,精品无码av一区二区,国产一级a毛一级a看免费视频,欧洲uv免费在线区一二区,亚洲国产欧美中日韩成人综合视频,国产熟女一区二区三区五月婷小说,亚洲一区波多野结衣在线

立即打開
超越高薪思維,留住金牌員工

超越高薪思維,留住金牌員工

Ethan Rouen 2011年08月18日
許多公司將高薪作為砝碼來(lái)爭(zhēng)取留住頂尖人才,結(jié)果往往以失敗告終。因?yàn)樾剿⒎沁@些精英們考慮的唯一因素,在決定跳槽與否時(shí),他們通常還會(huì)考慮其他因素。

????公平才是最重要的。為了顯示所有員工都得到了公平對(duì)待,成功的公司總能想出各種奇招。而提高精英員工的薪酬,無(wú)疑表明,努力工作必將有所回報(bào)。但實(shí)際上,還有一些無(wú)形的方法,可以用來(lái)衡量人們的成績(jī)。

????加德納說(shuō):“人們真正需要的,除了豐厚的薪酬和公平的待遇,更重要的是工作的價(jià)值。外部世界越不安寧,人們就越傾向于轉(zhuǎn)向內(nèi)心世界,在工作中尋求人生的目的和意義。”

????加德納稱,培訓(xùn)是滿足員工這方面需求的途徑之一,但同時(shí)也包括其他形式的獎(jiǎng)勵(lì),比如生活自主和精神自主等,因?yàn)?,“時(shí)間才是最寶貴的財(cái)富。”

????所謂生活自主,簡(jiǎn)單來(lái)說(shuō),就是允許員工更加靈活地安排自己的工作計(jì)劃,以便留出時(shí)間參與到家庭生活中,比如觀看孩子們的足球賽。

????而精神自主則更加抽象,在這方面,谷歌(Google)等公司便是最好的例子。這些公司允許員工每周拿出很大一部分工作時(shí)間,思考工作和公司的前途,以及如何在這兩方面實(shí)現(xiàn)改進(jìn)。

????加德納認(rèn)為,她自己和其他商學(xué)院教授的經(jīng)歷也充分證明,學(xué)術(shù)自由比金錢更加重要。許多商學(xué)院教授都放棄了收入不菲的私營(yíng)部門工作機(jī)會(huì),而選擇在薪酬較低的研究院工作五年,甚至更長(zhǎng)時(shí)間。不過(guò),作為回報(bào),這些教授都贏得了自由,可以自主選擇真正感興趣的研究領(lǐng)域。

????最后,讓員工知道公司重視他們的一個(gè)最省錢卻最有效的方法就是直言相告。加德納認(rèn)為,與員工共同制定計(jì)劃,設(shè)定目標(biāo),并在這個(gè)過(guò)程中給他們提出建設(shè)性的反饋意見,這樣能夠形成一種歸屬感,這是花錢也買不到的。

????她說(shuō):“優(yōu)秀的管理并不是免費(fèi)的午餐,但和大把砸錢相比,優(yōu)秀的管理更符合成本效益。畢竟,員工長(zhǎng)久的忠誠(chéng)不是用錢買來(lái)的?!?/p>

????波斯基認(rèn)為,在Behance,保持透明度是留住人才的方法之一,他所指的并不僅僅是讓所有員工了解公司損益表的每一個(gè)細(xì)節(jié)。他會(huì)與所有員工一起設(shè)定目標(biāo),培養(yǎng)新的技能。誠(chéng)然,他前面提到的“胸懷大志”指的既是公司在商業(yè)上的成功,也是員工參與公司建設(shè)的機(jī)會(huì)。

????波斯基稱:“時(shí)局艱難,公司要努力讓所有人群策群力,透明度是關(guān)鍵;共同設(shè)定目標(biāo)、一起經(jīng)歷風(fēng)雨,這一點(diǎn)至關(guān)重要。在共同的經(jīng)歷中一起成長(zhǎng),這是一種超越薪酬的回報(bào)。”

????譯者:劉進(jìn)龍/汪皓

????Fairness is what matters most, and successful businesses think creatively about how to show that everyone is treated fairly. Pay raises for the best performers is an obvious way to show that hard work is rewarded, but there are less tangible ways that people can measure their own success and accomplishments.

????"What people really want beyond being paid enough and being paid fairly is meaningful work," Gardner says. "The more volatile the world is, the more people are turning inward to seek a sense of purpose and meaning in their work."

????Offering training is one way to sate this desire, but so are other rewards, like logistical and intellectual autonomy, Gardner says. "Time is probably the most precious resource."

????Logistical autonomy can simply come in the form of an employer offering workers more flexibility in their schedules so they can catch their children's soccer games.

????Intellectual autonomy, on the other hand, is more nebulous and is exemplified by companies like Google, which lets its employees set aside a significant portion of their work week to think about their jobs, their company, and how they can improve both.

????Gardner also pointed to herself and other business school professors as evidence that this kind of freedom can matter more than money. Many business school professors leave lucrative private-sector positions behind to spend five years or more in graduate school, only to be followed by starting lower-paying academic jobs. But these professors won the freedom to research what they are passionate about in return.

????Finally, one of the best and most cost-effective ways to let employees know they are valued is to tell them. Gardner says that working with employees to develop plans and set goals, then giving them constructive feedback along the way, can create a sense of attachment that money can't buy.

????"Good management is not free, but it's pretty cost effective compared to handing out cash, which doesn't buy anyone's loyalty for very long," she says.

????When Belsky discusses transparency at Behance as a tool to retain employees, he's not just talking about sharing the details of the company's income statement. He works with every employee to set goals and develop new skills. True, the "long-term greedy" quality he refers to is about the financial success of the company, but it is also about giving each employee the chance to play a role in building the business.

????"In tough times, when businesses are trying to keep a team engaged with projects, transparency is key; setting goals and milestones together is vital," Belsky says. "The experience that we are gaining together, it should augment pay."

掃碼打開財(cái)富Plus App
亚洲欧洲日本精品专线| 亚洲午夜av无码私人影院| 中文国产成人精品久久APP| 久久综合九色综合欧美就去吻中文字幕最新在线| 国产在线精品一区亚洲毛片免费一级| 男人狂扒美女尿口亲尿口网站| 少妇人妻综合久久中文字幕| 久久精品亚洲日韩AV| 日韩免费网站日韩91| 中文字幕午夜乱码在线视频| 亚洲国产欧美在线人成精品一区二区| 成年免费视频播放网站推荐| 男人j桶女人p免费视频| 99久久久国产精品免费| 无码天堂va亚洲va在线va| 无码精品人妻一区二区涩爱| 国产婷婷色综合成人精品| 日韩一区二区三区免费播放| 久久国产乱子伦免费精品| 国产成人精品久久综合软件 | 国产女人喷液过程视频| 亚洲麻豆av无码成人片在线观看| 国产欧美日韩网站| 国产乱子夫妻XX黑人XYX真爽| 国产av人人夜夜澡人人爽麻豆| 亚洲中文字幕精品久久久久久直播| 女生主动让男生舔自己的坤坤| 精品视频一区二区三区在线观看| 日韩成全视频观看免费观看高清| 国产精品女人一区二区三区| 欧美亚洲综合在线观看| 国产日韩在线观看国产精品一区二区av片| 老湿机香蕉久久久久久| 精品久久久久久无码人妻热| 国产亚洲人成网站在线观看| 一区二区国产在线播放| 久久在精品线影院精品国产| 番里H肉3D动漫在线观看| 亚洲成a人片77777kkkk-国产| 国产又色又爽又刺激在线播放| 中文字幕丰满乱子伦无码专区|