为什么好的员工离开了公司?
WHY GOOD EMPLOYEES LEAVE THEIR COMPANIES?
Every day we lose any employee is not a good day. I don’t really care if it is a high or low level employee in the organizational chart. But when you lose a good employee that has been with the company for many years, it hurts much more, it makes me feel sad and nostalgic. It also makes me feel that we could have done more to keep the person in the company and makes me think and believe that we may not doing something right, or that I am not doing something right!
每一天,当我们有员工流失的时候都称不上好的一天。我不管走的人在架构图里面的位置是高还是低,这让我伤感。当你损失了一个在公司待了一些年头的好员工时,受伤更严重。同时让我觉得我们可以做得更多,让这些人留在公司,让我觉得可能我们有些事情没有做好,或者我有些事情没有做好。
If a person leaves for a good reason like getting a better job or a higher salary I have absolutely no problem with that. As a matter of fact it makes me feel happy that they will go to a better place where they keep making their goals and dreams come true and become better professionals and also because we may have contributed to make this employee a better person.
如果一个人因为一个好的理由,比如获得更好的工作或者更高的薪酬离开的话我是绝对不会有这样问题的。事实上,这让我感到高兴,因为他们去了一个更好的地方去实现他们的目标和梦想,去成为一个更好、更专业的人,同时我也为他们感到高兴因为我们或许曾经帮助这些员工成为了更好的人。
People also leave because they get married or go back to their home towns and be closer to their families. These things are also better for them and make me happy too.
人们也会因为结婚或者为了家庭回到老家而离开。这些事情都对他们更好,所以同样也让我高兴。
But when people leave for other reasons that are not these, then it is simply not right and something has to be done.
但是如果离开不是因为上述原因,那么事情就不对了,有些事情需要我们去做。
After all these years (30 to be exact) of working at the same company and being a manager and executive for so many years the most challenging part of my job is not the planning, it is not the financial part, it is not the strategic direction or operation of the company. The most challenging part has always been managing the people. It is difficult, people are different, they have unique and special personalities, they have different goals, dreams and all these makes things quite hard to balance and make it work in a harmonious way.
在这同一家企业工作这些年头之后(准确说是30年),作为一名经理和高管这么多年后,对我来说工作中最有挑战性的部分不是计划,不是财务,不是战略方向也不是公司的运营。最有挑战性的部分永远是对人的管理。这是困难的,每个人都不一样,他们有自己独特的个性,他们有不同的目标、梦想,这让事情在平衡和以和谐的方式去处理时变得困难。
Now day’s employees are leaving their companies more often than ever before. It is hard to find within the different companies employees that have been working continuously for 3 years or more. Forget about finding employees like me as an example that have been 30 years with the same company.
今天,员工离开公司比之前更司空见惯。难以找到在一家企业工作连续超过3年甚至更多的员工,更不要提像我这样在同一家公司30年的例子。
But why do people quit and leave your company?
但是为什么人们要离开你的公司呢?
There is a saying that employees do not leave companies, they leave their managers. Are the managers then not doing their job engaging and retaining their people? Maybe not; and for certain this is and should be one of the primary skills of any manager: Engage, Inspire, Motivate and retain their employees.
有这么一句话,员工不是离开企业,他们离开他们的管理者。管理者们没有做好留人的工作吗?也许没有。而这绝对是所有管理者的基本技能之一:吸引、启发、激励和留住他们的员工。
The best workplaces give their employees a sense of purpose; they help them feel that they belong and that they are able and are contributing to make a difference. The mission of any company should make every employee feel that their jobs are important, and it does not matter at all what is your level or position in the company. EVERYBODY is important, from the cleaning leady that makes sure everything is nice and clean every day to the managers and vice presidents of the companies. There has to be a CONNECTION TO THE BIG PICTURE.
最好的工作给予他们的员工一种目的感;他们帮助员工获得归属感,让他们觉得自己有能力去让事情变得不一样。任何公司的使命应该是让每一个员工感觉他们的工作是重要的,不管你在公司的层级和位置是怎么样的。每一个人都是重要的,从每天把一切打扫得干干净净的清洁阿姨到公司的经理层到公司的副主席。一切都要和这个大蓝图产生关联。
I also use as a manager another tool to make employees feel they have a stake in the company: OPEN DOOR POLICY. You should listen to all your employees and what they have to say. They know all the details much better than you do. ?Take the time to listen to them. Lack of?EMPATHY?make employees leave companies.
作为一个管理者我同样也使用了另一个工具让员工感到他们和公司的关系:敞开门政策。你应该去倾听你的员工所说的东西。他们比你更好地了解所有的细节。花时间去倾听。缺少共鸣会让员工离开公司。
Another real fact and a big problem is when companies believe that financial compensation is a sufficient incentive to retain talent and get high performance from people. This is just an aspirin to the problem. There are other incentives that are in many times far more important like?MOTIVATION and RECOGNITION?that are far more rewarding to employees.
另外一个事实和大问题是,企业们认为财务上的补偿足够留住有才能的人并且从他们身上产生积极表现。这对于问题来说就像一剂阿司匹林。很多时候还有其它更重要的方式对留人更有帮助,比如激励和认可。
Also another thing that is rarely clarified to employees is about their career and?FUTURE?within the organization. Career advancement and paths must be shared with the people as often as needed. They need to understand how they can grow in the organization and see themselves in the future in that position.
同样还有一件事很少和员工去阐明的是关于他们在这个组织内的职业发展和未来。需要尽可能多地和员工去分享职业晋升和发展路径。他们需要懂得怎么样在这个组织内成长以及看到在这个位置上他们的将来。
For all employees today the new norm is to get instant gratification period. More and more working eight straight hoursMonday to Saturday?and going to mandatory meetings is less and less attractive.?BREAK THE RULES!?The traditional way of working in the companies is less attractive and does not make sense to employees anymore in this fast paced world.
对于今天所有的员工来说有一个新词汇:及时行乐。永无止尽的周一到周五八小时工作后去参加强制性的会议对他们变得越来越没有吸引力了。打破规则。传统的企业工作方式的吸引力在下降,尤其在这样快节奏的世界里这种工作方式对员工来说变得没有意义。
Reinvent your work environment, make it?FUN?to work at your place, and blur somehow the line between work and play. If there is no fun, it is not good! You can work hard but if there is fun in doing it then it is great!
重塑你的工作环境,让你工作的地方变得有趣,适当地模糊工作和玩耍的界限。如果无趣那就是不好。你可以努力工作,但是如果工作的过程还有乐趣的话那就更棒了。
Many companies in CHINA are way too traditional, strict and boring for the younger and more aggressive generations. You should seriously think about reinventing your work environment and make it fun, engaging, innovative, motivational, open, with a powerful mission and sense of purpose. Otherwise prepare to keep losing more employees and talent within your company.
对于更年轻和活跃的一代来说,很多的中国企业太传统,严格和无聊了。你应该认真思考如何重塑你的工作环境,让它变得有趣,有吸引力,有创意,有激励性,开放,带着强有力的使命感和目标感。否则你的企业就准备流失更多有才华的员工吧。
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