高薪并非留住最佳員工的唯一因素

????領導力內部網絡是一個在線社區，最有思想、最具影響力的商界人士將在此回答關于職業與領導力的問題。今天我們的問題是：“如何留住最優秀的員工？”以下是網絡招聘平臺HireVue公司CEO馬克?紐曼的回答。

????沒有人會說自己最喜歡的工作是“工資最高的工作”。金錢確實是決定因素之一，但人們在形容最喜歡的工作時，會用其他的說法，比如：“我熱愛我正在做的事情”，“我們正在做的工作令我感到自豪”，或者“我喜歡我的同事們”。

????HireVue所在的科技市場競爭激烈，因此，經常有人問我這個問題：“你如何留住最優秀的團隊成員？”我的回答很簡單：為他們提供機會去做有趣的工作，迎接新的挑戰；為每一個職位創造一個目的與理由；提供豐厚的福利，使員工無須擔心工作之外的基本需求。要留住優秀的員工，不能靠錢、零食或其他“今日有，明日無”的暫時福利。我們認為，HireVue之所以有軟件行業最低的員工流動率，正是因為我們做到了這三件事。下面，我將更深入地解釋在HireVue行之有效的具體做法：

????幫助團隊成員找到工作的意義

????如果你能為每一個崗位找到一種具體的目的和意義，它便‘不再是一份單純的工作’——而是一項事業。公司領導者應該主動將每一位員工的職位和目標，與更大的公司使命掛鉤。例如，我們的技術支持團隊由80后和90后組成，他們會竭盡全力保證求職者能有一段令人難忘的在線面試經歷。為什么？因為對于許多人來說，每一次面試都是一次改變人生的經歷，我們應該保證每一位求職者都能經歷一次不可思議的面試。

????提供機會去有趣的工作

????人們需要得到公平的薪酬——這是顯而易見的。但同樣明顯的是，總有人愿意支付更高的薪酬。我認為，留住優秀員工更有效的做法，是為他們安排有趣的工作，推動他們向前進。每當我鼓勵人們立足自身優勢，迫使他們走出舒適區時，我發現，他們總是會出于本能地努力做到最好。在HireVue有一位才華出眾的年輕人，他從營銷實習生開始做起，后來成為全職的市場協調專員，然后又擔任戰略聯盟經理，現在已經是公司的區域銷售負責人，在短短24個月里便完成了三級跳。

????使員工有能力專注于工作

????天有不測風云，意外總是難免，人們常會被一些事情分心。所以，我相信公司應該咬緊牙關，提供豐厚的福利；投資組建一支能夠專注于工作的團隊，必能帶來令人驚訝的回報。有68%的員工在工作中無法集中精力，因為他們不僅要忙于處理項目、電子郵件和會議等多項任務，還要應付更加讓人心神不寧的個人問題，比如醫療健康、兒童保健和學生貸款等，令人分心的問題會越積越多。在醫療保健費用總是受到批評的時代（比如奧巴馬醫改），相比留住和激勵優秀員工所帶來的投資回報，醫療保健的增量成本根本算不了什么。靈活的工作時間安排，高質量的醫療保健，社區服務機會和工作生活平衡，是成功的關鍵。那些愛斤斤計較和滿腹牢騷的老板們，恐怕得做好為他人做嫁衣的準備了。

????得益于求職網站Glassdoor和社交媒體等平臺的存在，我們處在一個透明的時代。你不能像鴕鳥一樣，把頭埋在沙子里，認為自己可以占到團隊成員的便宜。抱有這種心態，你就永遠不可能取勝。（財富中文網）

????譯者：劉進龍/汪皓

????審校：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.