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你或許還記得小時(shí)候，在某一年的節(jié)日季，你的兄弟姐妹得到了一件禮物，比如一張臺(tái)球桌或者一臺(tái)Xbox游戲機(jī)。事實(shí)上，父母也為你準(zhǔn)備了同樣的驚喜。

現(xiàn)在，職場(chǎng)里的成年人也將收到同樣的驚喜。羅致恒富咨詢公司（Robert Half Management Resources）的執(zhí)行董事蒂姆·赫德表示：“在今天的就業(yè)市場(chǎng)，雇主必須想方設(shè)法吸引和留住優(yōu)秀員工?！毙枨缶o俏的求職者，尤其是千禧一代，“希望保持工作生活平衡，他們期待雇主能夠幫助他們實(shí)現(xiàn)這種平衡。”

即便你不打算跳槽，這種趨勢(shì)也可以讓你成為當(dāng)今人才爭(zhēng)奪戰(zhàn)中的贏家，原因很簡(jiǎn)單：?jiǎn)T工會(huì)注意到同行們享受的福利，比如每周有幾天在家工作的時(shí)間，更長(zhǎng)的假期，或者在午餐時(shí)間利用公司買單的健身房會(huì)員資格去健身。因此，為新員工提供這些福利，卻不考慮已經(jīng)在為公司工作的優(yōu)秀員工，至少會(huì)讓管理層感到一絲尷尬。

這意味著越來越多的員工可以獲得與新員工同樣的福利。

羅致恒富對(duì)美國2200名首席財(cái)務(wù)官和1000名公司員工進(jìn)行的調(diào)查顯示，現(xiàn)在有40%的公司比一年前更愿意協(xié)商員工福利。報(bào)告表示：“這種轉(zhuǎn)變受到了員工的歡迎?！奔s43%的受訪者表示，今年公司與員工協(xié)商福利的頻率高于去年。

讓員工有更好的機(jī)會(huì)享受工作之外的生活，也意味著減少加班。赫德表示：“如今，要求一個(gè)人承擔(dān)正常情況下需要兩個(gè)人甚至三個(gè)人完成的工作的情況，變得越來越少?！彼硎荆瑸榱吮ＷC員工的工作不會(huì)超負(fù)荷，公司通常會(huì)聘用從事自由職業(yè)的顧問處理短期項(xiàng)目或人員缺口。

這或許也解釋了，在羅致恒富12月初的調(diào)查中，為什么多數(shù)（77%）員工會(huì)用“好”或“非常好”來評(píng)價(jià)他們的工作生活平衡狀況。近半數(shù)（45%）受訪者表示，他們的“工作生活平衡狀況”好于三年前。只有14%的受訪者表示工作生活平衡變得更差。

在2019年，這一趨勢(shì)是否會(huì)繼續(xù)甚至加速？赫德給出了肯定回答。他說道：“對(duì)于是否應(yīng)該加大力度幫助團(tuán)隊(duì)保持工作生活平衡這個(gè)問題，雇主沒有太多選擇。招聘和保留人才的挑戰(zhàn)會(huì)繼續(xù)存在，而員工尋找工作生活平衡的愿望卻不會(huì)消失?！保ㄘ?cái)富中文網(wǎng)）

譯者：劉進(jìn)龍/汪皓

審校：任文科

Maybe your childhood memories in this holiday season include at least one year when a sibling got a gift—a pool table, say, or an Xbox—that turned out to be a blast for you too.

A grownup version of that is happening right now in the workplace. “In today’s job market, employers must do all they can to attract and retain top performers,” says Tim Hird, executive director of Robert Half Management Resources. Candidates whose skills are in demand, particularly Millennials, “want balance in their lives, and they want to work for companies that help them achieve it.”

That makes you a winner in today’s war for talent even if you don’t plan to change jobs, for one simple reason: Employees notice what their peers are doing, whether it’s working from home a couple of days a week, taking off for an extra few days of vacation, or popping out at lunchtime to make use of a company-paid gym membership. So offering these goodies to new hires while excluding valued employees who have been around a while would be, at the very least, awkward.

And that means more employees are getting the benefits offered to select new hires.

Today, 40% of companies are more willing to negotiate perks than they were a year ago, according to a Robert Half poll of 2,200 chief financial officers and 1,000 office employees across the U.S. “This shift is not lost on workers,” the report says. About 43% of the respondents said that perks are on the discussion table more often this year than last.

Giving people a better shot at an outside life also means easing up on overwork. “Instances of businesses asking employees to take on jobs that normally require two, or even three, people are far less common now,” Hird observes. To make sure employees aren’t overloaded, he says, managers often bring in freelance consultants to handle a short-term project or a staffing gap.

All of that seems to be why most employees (77%) rated their work-life balance as “good” or “very good” in a separate Robert Half poll in early December. Almost half (45%) said they’re experiencing “greater balance” than three years ago. Just 14% reported having less.

Will that trend continue, or even accelerate, in 2019? Hird thinks so. “Employers don’t have much choice in whether they ramp up their efforts to help their teams foster work-life balance,” he says. “Hiring and retention challenges are going to persist, and the desire to find balance isn’t going away.”