高薪并非留住最佳员工的唯一因素

    领导力内部网络是一个在线社区，最有思想、最具影响力的商界人士将在此回答关于职业与领导力的问题。今天我们的问题是：“如何留住最优秀的员工？”以下是网络招聘平台HireVue公司CEO马克•纽曼的回答。

    没有人会说自己最喜欢的工作是“工资最高的工作”。金钱确实是决定因素之一，但人们在形容最喜欢的工作时，会用其他的说法，比如：“我热爱我正在做的事情”，“我们正在做的工作令我感到自豪”，或者“我喜欢我的同事们”。

    HireVue所在的科技市场竞争激烈，因此，经常有人问我这个问题：“你如何留住最优秀的团队成员？”我的回答很简单：为他们提供机会去做有趣的工作，迎接新的挑战；为每一个职位创造一个目的与理由；提供丰厚的福利，使员工无须担心工作之外的基本需求。要留住优秀的员工，不能靠钱、零食或其他“今日有，明日无”的暂时福利。我们认为，HireVue之所以有软件行业最低的员工流动率，正是因为我们做到了这三件事。下面，我将更深入地解释在HireVue行之有效的具体做法：

    帮助团队成员找到工作的意义

    如果你能为每一个岗位找到一种具体的目的和意义，它便‘不再是一份单纯的工作’——而是一项事业。公司领导者应该主动将每一位员工的职位和目标，与更大的公司使命挂钩。例如，我们的技术支持团队由80后和90后组成，他们会竭尽全力保证求职者能有一段令人难忘的在线面试经历。为什么？因为对于许多人来说，每一次面试都是一次改变人生的经历，我们应该保证每一位求职者都能经历一次不可思议的面试。

    提供机会去有趣的工作

    人们需要得到公平的薪酬——这是显而易见的。但同样明显的是，总有人愿意支付更高的薪酬。我认为，留住优秀员工更有效的做法，是为他们安排有趣的工作，推动他们向前进。每当我鼓励人们立足自身优势，迫使他们走出舒适区时，我发现，他们总是会出于本能地努力做到最好。在HireVue有一位才华出众的年轻人，他从营销实习生开始做起，后来成为全职的市场协调专员，然后又担任战略联盟经理，现在已经是公司的区域销售负责人，在短短24个月里便完成了三级跳。

    使员工有能力专注于工作

    天有不测风云，意外总是难免，人们常会被一些事情分心。所以，我相信公司应该咬紧牙关，提供丰厚的福利；投资组建一支能够专注于工作的团队，必能带来令人惊讶的回报。有68%的员工在工作中无法集中精力，因为他们不仅要忙于处理项目、电子邮件和会议等多项任务，还要应付更加让人心神不宁的个人问题，比如医疗健康、儿童保健和学生贷款等，令人分心的问题会越积越多。在医疗保健费用总是受到批评的时代（比如奥巴马医改），相比留住和激励优秀员工所带来的投资回报，医疗保健的增量成本根本算不了什么。灵活的工作时间安排，高质量的医疗保健，社区服务机会和工作生活平衡，是成功的关键。那些爱斤斤计较和满腹牢骚的老板们，恐怕得做好为他人做嫁衣的准备了。

    得益于求职网站Glassdoor和社交媒体等平台的存在，我们处在一个透明的时代。你不能像鸵鸟一样，把头埋在沙子里，认为自己可以占到团队成员的便宜。抱有这种心态，你就永远不可能取胜。（财富中文网）

    译者：刘进龙/汪皓

    审校：任文科

    The Leadership Insider network is an online community where the most thoughtful and influential people in business contribute answers to timely questions about careers and leadership. Today’s answer to the question “How do you keep your best employees?” is by Mark Newman, CEO of HireVue.

    No one describes his or her favorite job as “the one with the biggest W-2.” Money does play a factor, but people use other language to describe why a job is their favorite: “I love what I’m working on,” “I’m proud of the work we do,” or “I love the people I work with.”

    HireVue operates in the brutally competitive tech market so I’m often asked, “How do you keep your best team members?” My answer is simple: provide opportunities to do interesting work and attack new challenges; create a purpose and reason behind each position; and provide great benefits so employees don’t have to worry about basic needs outside of work. It’s not about the cash, snacks or other “here today, gone tomorrow” perks. Providing these three things is the reason we believe HireVue has a lower turnover rate than our software industry peers. Here are deeper explanations as to what’s worked for us:

    Help teammates find purpose in their work

    When you can connect a specific purpose and meaning to your job it’s no longer ‘just a job’ — it’s your work. As a leader, make an initiative to connect an employee’s role and deliverables to the bigger company-wide mission. For example, our technical support team is made up of millennials who go to great lengths to ensure job candidates taking digital interviews have an amazing experience. Why? Because a job interview is a life-changing experience for many people and we owe it to every candidate to make sure it’s incredible.

    Provide opportunities to do interesting work

    People need to be fairly compensated — that’s obvious. It’s also obvious that someone else can always pay more. For me, the more effective hook is to challenge employees with interesting work and inspire them to drive a path forward. When I’ve encouraged people to build upon their strengths, and push outside their comfort zone, I find that they instinctively drive toward doing their best work. Inside HireVue, I watched a talented young teammate evolve from a marketing intern, to a full-time marketing coordinator, to strategic alliance manager, to regional sales leader — four distinct positions all within just 24 months.

    Empower employees to focus on work

    Life happens and people get distracted. So I believe in biting the bullet and investing in great benefits; the return on investment (ROI) of a workforce that can focus on actual work is astonishing. Sixty eight percent of employees can’t focus at work because they’re too busy multitasking between projects, emails and meetings. Pile on worry about personal issues such as healthcare, childcare and student loans, and the distractions can go through the roof. In an era of constant criticism of healthcare costs (i.e., Obamacare) the incremental cost of good healthcare versus bad healthcare is nothing compared to the ROI of keeping and engaging someone great. Flexible schedules, quality healthcare, community service opportunities and work-life integration are crucial to success. For those who want to scrimp and complain, prepare to be exporters of talent.

    In an era of transparency, thanks to the likes of Glassdoor and social media, you can’t put your head in the sand and think that you can take advantage of your team. You’ll never win.