Employers Roll Out“Stay”Interviews As Record Num-ber OfAmericans Walk Off The Job

涂雨涵

伴隨著辭職人數(shù)的上升，美國的“用工荒”越發(fā)嚴(yán)重，雇主們不得不絞盡腦汁留住現(xiàn)有人才。為了留住業(yè)務(wù)骨干的心，美國的公司們紛紛開展“勸留”面談。

Americans are walking away from their jobs in record numbers as remote work has uncoupled jobs from geogra- phy， and droves of employees are re-evaluating the relation- ships they have with their employers.

To keep workers happy and on the job， more compa- nies are turning to“stay interviews”， one-on-one meetings with top performers to give those key people the chance to talk about what works， and what doesn’t work， about their current jobs.

“This has become an extremely popular topic ... to try and? help? retain? employees? as? much? as? possible，”said Robyn Hopper， a human resources knowledge adviser for the? Society? for Human Resource Management. Managers who? conduct? stay? interviews? are? coached to? ask workersopen-ended questions about what they like most about theirjobs， what they dislike and under what events or circumstances they might leave.

自從遠(yuǎn)程工作讓員工擺脫了地域限制，美國的離職人數(shù)創(chuàng)下了歷史新高，這迫使許多員工開始重新評估他們和雇主之間的關(guān)系。

為了讓員工快樂地留下來工作，越來越多的公司開始進(jìn)行“勸留面談”，與業(yè)績最突出的員工進(jìn)行一對一會面，讓這些業(yè)務(wù)骨干有機(jī)會談一談現(xiàn)在工作中哪些方面是有成效的，哪些是行不通的。

美國人力資源管理學(xué)會的人力資源知識顧問羅賓·霍珀稱：“盡可能讓員工留下來……這已經(jīng)成為非常熱門的一個話題?！遍_展勸留面談的主管人員會按照培訓(xùn)內(nèi)容詢問員工一些開放式問題，比如這份工作讓他們最喜歡的是什么，他們不喜歡什么，以及在什么情境下他們會離職。

Scott Bonneau， the vice president of global talent at- traction? at? Indeed.com，? said：“Employers，? particularly? in certain? sectors， are? seeing people leave at a faster rate. I think stay interviews can be quite effective. It promotes and fosters trust and open communication.”

Sometimes workers switch jobs in pursuit of higher sal- aries， but recruiters say a significant factor is the higher ex- pectations of job candidates today when it comes to feeling seen and? supported by their bosses.“People don’t leave companies. People? leavemanagers，”said? Dave? Carvajal， the CEO of Dave Partners， a tech industry recruiting firm.

Other departures are spurred by chances to have more flexible hours， remote work or professional development op- portunities.

While? experts? say? stay interviews? can be? a valuable tool to retain top employees， there is one big caveat： Bosses have to actually follow through on the feedback they solicit.

“At the end of the day， you can promise the best things in the world， but if you can’t execute and deliver， people will tend to look elsewhere，”said Thomas Wu， who recent- ly took a job as the director of finance at an NFT startup.

Carvajal said small businesses， which struggle to com- pete? with? huge? companies? in? salaries? and? benefits，? have more at stake and tend to use processes like stay interviews more frequently.

Bonneau? added， however， that workers who want to stay with their current employers? should be honest about their perspectives if they are asked to participate in stay interviews.

“If there? are? things you’ve? wanted? to? get? off your chest or things you would really like to see changed ... if your employer is going to the trouble of doing this in good faith， this is your opportunity to say those things，”he said.

招聘網(wǎng)站Indeed 全球人才吸引部副主席斯科特·博諾說：“雇主們，尤其是特定行業(yè)的雇主，發(fā)現(xiàn)人們的離職速度加快了。我認(rèn)為勸留面談可以有效地增進(jìn)信任和敞開心扉的交流?！?/p>

有時候員工跳槽是為了追求更高的薪酬，但是招聘人員指出了另一個重要因素，那就是現(xiàn)在求職者對于得到老板重視和支持的期待更高了。技術(shù)行業(yè)招聘公司Dave Partners 的首席執(zhí)行官戴夫·卡瓦哈爾說：“人們離開的不是公司，而是主管?！?/p>

其他離職原因包括想獲得更多彈性工作時間、希望遠(yuǎn)程工作或謀求職業(yè)發(fā)展機(jī)會。

盡管專家表示，勸留面談是留住優(yōu)秀員工的有效工具，但要鄭重警告的是，面談中聽到的反饋意見，老板必須跟蹤落實。

最近剛?cè)肼歂FT初創(chuàng)企業(yè)擔(dān)任金融部主管的托馬斯·吳表示：“你可以做出最美好的承諾，但如果到頭來你無法履行和兌現(xiàn)，人們還是會離職?！?/p>

卡瓦哈爾說，那些薪酬和福利競爭不過大企業(yè)的小公司人才流失風(fēng)險更高，因此小公司往往會更頻繁地開展勸留面談。

不過，博諾補(bǔ)充道，那些想繼續(xù)跟著現(xiàn)任雇主干的員工如果被邀請參加勸留面談，應(yīng)該坦誠地說出自己的看法。

他說：“如果你有什么想說的，或者你希望有所改變的，只要你的雇主是真心誠意想為員工排憂解難，這就是你坦誠相告的機(jī)會。”