????想要吸引和留住優(yōu)秀人才嗎？一條建議：提供彈性工作制。

????今年夏天，安永會(huì)計(jì)師事務(wù)所（EY）對(duì)美國各行各業(yè)的1,215名管理者與員工進(jìn)行了調(diào)查。調(diào)查發(fā)現(xiàn)，18至32歲的Y一代將彈性工作時(shí)間列為最希望得到的特別待遇，33%的受訪對(duì)象表示，他們會(huì)拒絕不提供彈性工作時(shí)間的公司。不過，似乎X一代對(duì)彈性工作時(shí)間更為看重：33至48歲年齡段的受訪者中，38%認(rèn)為彈性工作時(shí)間沒有商量余地，其中持這種觀點(diǎn)的男性（40%）比例略高于女性（37%）。

????安永會(huì)計(jì)師事務(wù)所合伙人卡瑞恩?特瓦羅尼特說：“上世紀(jì)80年代晚期和90年代，公司開始提供彈性工作時(shí)間，以招募和留住優(yōu)秀的女性。如今，設(shè)置彈性工作時(shí)間的目的已經(jīng)不再僅限于此?！碧赝吡_尼特是安永會(huì)計(jì)師事務(wù)所合伙人，從事稅務(wù)領(lǐng)域工作，目前擔(dān)任安永美洲區(qū)人才戰(zhàn)略官。

????特瓦羅尼特補(bǔ)充道，值得注意的是，所有年齡段的男性和女性都將彈性工作時(shí)間列在非現(xiàn)金特別待遇的首位?！罢{(diào)查結(jié)果與安永的現(xiàn)狀完全一致?！睍?huì)計(jì)與咨詢公司安永在《財(cái)富》最適宜工作的公司榜單（Fortune's Best Companies to Work For）中排在第57位。公司有數(shù)千名員工多年享受彈性工作時(shí)間，包括自2004年開始向“新爸爸員工”提供的六周帶薪假期。

????特瓦羅尼特說：“有一種錯(cuò)誤的觀點(diǎn)，認(rèn)為男性不應(yīng)該享受陪產(chǎn)假。事實(shí)上我參加了公司決定提供陪產(chǎn)假的會(huì)議，當(dāng)時(shí)對(duì)于男性是否應(yīng)該享受陪產(chǎn)假存在許多懷疑的聲音?！本拍赀^去了，特瓦羅尼特表示，“公司90%的男性，包括高管，至少會(huì)休兩周，或者分開休假，比如現(xiàn)在休假兩周，以后休完剩余的四周。目前，休陪產(chǎn)假的男性和女性人數(shù)基本持平。”

????安永美洲區(qū)招聘主管丹?布萊克說：“不論是對(duì)剛?cè)腴T的新人還是經(jīng)驗(yàn)豐富的專業(yè)人員，彈性工作時(shí)間都是吸引人才的重要優(yōu)勢?！彼⒁獾?，因?yàn)榍ъ淮鷮?duì)于不受“朝九晚五”工作制約束的堅(jiān)持，年長一些的員工也開始更有勇氣討論彈性工作時(shí)間的必要性。許多求職者之所以決定來安永工作，彈性工作時(shí)間是一個(gè)重要因素。

????他補(bǔ)充說：“彈性工作時(shí)間最初或許是一個(gè)“女性問題”，如今，不論男女，所有員工都非常期待這一福利。我認(rèn)為，這在很大程度上是因?yàn)槿缃裼刑嗟碾p職工家庭。在這樣的家庭，人們需要適應(yīng)兩種要求都很高的專業(yè)工作安排，而不是僅僅一種工作安排?！?/p>

????這也是布萊克的經(jīng)驗(yàn)之談。他的妻子是一名律師：自從20年前加入安永以來，他一直享受彈性工作時(shí)間，而且他的兩個(gè)孩子出生時(shí)，他都休了四周的陪產(chǎn)假。目前，他在兒子的足球隊(duì)擔(dān)任教練，積極參與幾項(xiàng)公益活動(dòng)，而且還是家鄉(xiāng)紐約州阿奇維爾的一名志愿消防員。

????安永的調(diào)查顯示，未來十年左右，在辦公室之外享受生活的機(jī)會(huì)將更具吸引力——甚至變得至關(guān)重要。報(bào)告顯示，大多數(shù)受訪者仍按固定時(shí)間上下班，但“受訪者期望未來幾年，工作時(shí)間能變得更加靈活。62%受訪者目前按標(biāo)準(zhǔn)辦公時(shí)間工作，僅有50%期望在未來五至十年會(huì)延續(xù)這樣的工作制度?！?/p>

????卡瑞恩?特瓦羅尼特對(duì)此并不感到意外。她說：“工作正在不斷變化。科技讓人們可以隨時(shí)隨地保持聯(lián)絡(luò)，這意味著人們可以24小時(shí)隨叫隨到，尤其是對(duì)于在不同時(shí)區(qū)運(yùn)營的跨國公司而言。另一方面在于，雇主們要更加適應(yīng)員工在工作之外的生活——因?yàn)楣椭鲃e無選擇?！保ㄘ?cái)富中文網(wǎng)）

????譯者：劉進(jìn)龍/汪皓??

????Want to attract, and keep, top talent? Here's a suggestion: Make a flexible work schedule part of the deal.

????A poll this summer of 1,215 U.S. managers and employees across a variety of industries, by EY (formerly Ernst & Young), found that members of Gen Y, aged 18 to 32, rank flexibility among the perks they want most, with 33% saying they wouldn't work anywhere that didn't offer it. But it seems Gen X values flextime even more: 38% of people aged 33 to 48 consider it non-negotiable, with men who said so, at 40%, slightly outnumbering women (37%).

????"Companies first started offering flexible schedules, in the late '80s and the '90s, as a way to recruit and retain talented women, but it's gone way beyond that now," observes Karyn Twaronite, an Ernst & Young LLP partner who came up through the tax side of the business and now holds the title EY Americas Inclusiveness Officer.

????Noting that both men and women, in all age groups, ranked flextime tops among non-cash perks, Twaronite adds, "That result mirrors exactly what we're seeing here at EY." The accounting and consulting giant, No. 57 on Fortune's Best Companies to Work For, has had thousands of employees working flexible schedules for years -- including, since 2004, six weeks' of paid leave for new dads.

????"One myth is that men won't take paternity leave," says Twaronite. "In fact, I was in the meeting where we decided to start offering it, and there was a lot of skepticism there about whether men would take it." Fast-forward nine years, and Twaronite says "90% of men here, including senior managers, do take at least two weeks, or they spread it out, taking two weeks now and up to four weeks later. The number of men and women taking parental leave now is exactly equal."

????Dan Black, EY's Americas director of recruiting, says flexible schedules are "a major advantage in attracting talent, at the entry level right up through the ranks of experienced professionals." He notes that Millennials' insistence on not being bound by a 9-to-5 workday "has emboldened older people to talk about the need for flexibility. It's a big factor in many candidates' decision to come to work here.

????"Flextime may have started out as a 'women's issue,' but it's morphed into something that people of both sexes have come to expect," he adds. "I think it's partly because of the large number of two-career households now, where people are having to accommodate two demanding professional schedules instead of just one."

????Black, whose wife is an attorney, speaks from experience: He has been working flexible hours since he joined EY 20 years ago and took four weeks of paternity leave for each of his two children. He now coaches his son's soccer team, plays an active role at a couple of nonprofits, and serves as a volunteer firefighter in his hometown of Archville, N.Y.

????The EY survey suggests that, in the next decade or so, the opportunity for a life outside the office will become an even bigger draw -- or deal-breaker -- than it already is. Most of those polled still work a set schedule, the report notes, but "respondents anticipate a shift in the coming years to more flexible hours, as 62% currently work standard office hours and only 50% expect to do so in five to 10 years."

????That doesn't surprise Karyn Twaronite. "Work is changing," she observes. "The technology to connect anywhere, anytime, means that people are expected to be on call 24 hours a day, especially in global companies that operate across different time zones. The flip side of that is that employers are becoming more accommodating of people's lives outside of work -- because they have to be."??