怎样分辨想跳槽的员工

Q168

调查发现，高达45%的高管正在积极寻找新东家或正在接触猎头。萌生去意的高管们正式向你递交辞呈之前，怎样才能辨别出他们，从而采取相应的措施留住他们？专家建议，坐下来，开诚布公地问员工四个问题就能做到心里有数。
这几乎成了一种规律。每次经济衰退过后，人们（尤其是优秀员工）总会变得焦躁不安，而他们的雇主也开始为如何防止跳槽而忧虑。这一轮复苏也不例外，虽然这一次的就业市场比以往更加萧条。
  It never fails. After every recession, people (especially top performers) get restless, and their employers start fretting about how to keep them from jumping ship. This recovery, although it has come with a feebler job market than most, is no exception.

Q168

如今，让优秀高管们接听电话比一两年前都要容易许多。不仅猎头们发现了这一点，各家公司也似乎更乐意互挖墙角。睿仕管理顾问公司（Right Management）上个月进行的一项调查中，约有三分之二的雇主抱怨，竞争对手正在想方设法拉拢他们的优秀员工。而去年这个比例仅有不到一半（42%）。

Not only are recruiters noticing that it's far easier to get A-list managers to take their calls than it was a year or two ago, but companies seem to be more intent on poaching each other's star players. Almost two out of three employers (63%) complained, in a survey last month by consultants Right Management, that competitors are aggressively wooing their best people. That's a marked increase from well under half (42%) who said so last year.

Q168

但是最大的问题在于，你最希望留住的人可能不会直言不讳地告诉你，他们对目前的工作不满意——至少在他们接受其他公司提供的机会之前，而到那时则为时已晚。所以，确定谁已经生出二心，“在当下来看至关重要，”在线高管职业网站ExecuNet的总裁马克•安德森说道。“我们发现，对四个专门问题的回答可以让雇主对于谁可能离开做到心里有数。”

The big problem here, of course, is that the people you most want to keep may not come right out and tell you they're dissatisfied in their current jobs — at least, not until they've accepted an offer somewhere else, and by then it's too late. So identifying who's eyeing the exits "is crucially important right now," notes Mark Anderson, president of ExecuNet, an online career network for senior managers. "We've found that the answers to four questions in particular will give you a pretty good idea of who's likely to leave."

Q168

  ExecuNet的研究人员在编辑即将出版的2013年版《高管就业市场情况报告》（Executive Job Market Intelligence Report）时发现了这些问题。这份报告对各个行业的3,785名美国高管（平均工资：220,000美元）进行了详细调查。受访者回答了有关各人未来12个月规划的问题，ExecuNet根据这些答案将所有受访者分成了两类——约55%的受访者决定保持现状，而45%的受访者不确定或已经在准备跳槽。

ExecuNet's researchers discovered those questions in the course of compiling the forthcoming 2013 edition of its Executive Job Market Intelligence Report, a detailed survey of 3,785 U.S. executives (average salary: $220,000) across a range of industries. Based on their answers to queries about their plans for the next 12 months, ExecuNet sorted the whole group into two categories — the roughly 55% who plan to stay put, and the 45% who aren't so sure or are already plotting their departure.

Q168

调查人员在数据筛查过程中发现了一些有意思的事情。安德森说：“我们提出的一个问题是：‘你对目前工作的公司感到自豪吗？’决定保持现状的受访者中，有89%给出了肯定回答，而在正准备跳槽的受访者中，这一比例仅有62%。”这个现象引起了ExecuNet的兴趣，于是这家公司开始寻找其他相互关系，结果发现了另外三个问题：

In sifting through the data, the researchers noticed something interesting. "One of the questions we asked was, 'Are you proud of the company where you work now?'," Anderson says. "Among those who are planning to stay, 89% said yes, versus 62% of those who are job hunting." Intrigued, ExecuNet started looking for other correlations, and found three more:

Q168

• 你喜欢自己的工作吗？被安德森称为“快乐的人”的那一部分受访者，有86%给出了肯定回答，而打算跳槽的受访者仅有58%。

    • 你的老板是一位令你尊敬和/或钦佩的人吗？继续留守的受访者，80%回答是，而准备跳槽的受访者仅有56%给出了肯定回答。

    • 你会推荐自己交际圈中的其他高管到你现在的公司工作吗？75%快乐的人表示他们会推荐其他高管，而打算跳槽的受访者仅有42%。
   • Do you enjoy your work? 86% of those Anderson calls "happy campers" said yes, versus 58% of those planning to quit.


    • Is your boss someone you respect and/or admire? 80% of loyalists answered yes, versus 56% of job seekers.

    • Would you refer other executives in your network for a job here? Among the happy campers, 75% said they would, versus only 42% of the group looking to leave.

Q168

安德森说：“不推荐其他人到自己所在的公司工作，以及不主动告诉其他人公司的职位空缺，这就是一个非常明显的警告信号，表明这个人对公司不再抱有幻想，愿意接受其他任何地方提供的机会。我们认为，对这四个问题的回答可以帮助雇主明确应该将留住人才工作的重点放在哪里。”

"Not recommending the company to others as a place to work, and not actively referring people for job openings, is a clear early warning sign that the person is disenchanted and is open to offers elsewhere," Anderson notes, adding, "We really think that the answers to all four questions could help employers identify where to focus their retention efforts."

Q168

雇主如何分辨员工的回答是否可靠呢？安德森表示，管理层应该与公司最希望留住的人才坐下来，进行深入地交流。他建议雇主这样问：“你对自己的工作还像以前一样满怀激情吗？或者你在这家公司有没有其他希望从事的岗位，或者你认为作为一家公司，我们应该做到却没能做到的事情有哪些？”

How do you elicit honest answers? Anderson says top management has to sit down with the talent the company most wants to keep and start some in-depth conversations. He recommends asking, "Are you passionate about what you're doing? Or is there something else here that you'd rather be doing, or that you think we as a company should be doing but we're not?"

Q168

安德森称，关键是要“弄明白，这名高管为什么在这家公司工作，以及他或她对于未来有什么看法。哪些方面可以比目前的现状有所改进？如何让他（她）与高层和上司的关系更加牢固和高效？”

  The idea, Anderson says, is to "get at the heart of why this executive is here and how he or she sees the future. What could be going better than it is? How could his or her relationships with higher-ups, and direct reports, be stronger and more effective than they are now?"

Q168

安德森承认，没有什么行之有效的方法能确定谁会辞职，猎头开出的利益丰厚的机会令人难以抗拒，即使最铁杆的拥护者也难抵诱惑。即便如此，“开放而直接的讨论可以帮助雇主们了解”公司的明星员工们如何看待他们的职业——以及要想吸引员工留在公司到底需要开出什么条件。

Anderson acknowledges that there's no surefire way to tell who's going to quit, and a recruiter calling with an irresistibly juicy opportunity has been known to tempt even the most diehard loyalist. Even so, "open and direct discussions can go a long way toward getting insights" into how your star players see their current roles — and what it would take to entice them to stick around.