Employees say one thing and do another, a recent UK-based report claims. This will come as no surprise to anyone involved with market research, but it is causing problems for employers trying to recruit staff. Addressing these problems is especially important when there are skills shortages, and companies are trying hard to retain the workers they have. According to the report, there is a consistent discrepancy between what really attracts staff and keeps them, and what they say are priorities.

英國最近的一份報告聲稱坦喘，員工說的和做的并不相同盲再。對于參與任何市場調(diào)查的人來說，這并不足以為奇棠笑，但對于試圖招聘員工的雇主來說梦碗，這會引起很多問題。在缺乏技能情況下蓖救，解決這些問題特別重要洪规，同時公司正在挽留他們現(xiàn)有的工人。根據(jù)該報告循捺，真正吸引員工并留住他們斩例，與他們說的優(yōu)先項存在著一致的差異。

The report found that, although there are differences in preferences, depending one age,home country and gender,all age groups say they rate the work/life balance as an extremely important consideration for staying with their particular company. Moreover, when it comes to choosing a job, women rate it even more highly than men. This is followed by job security and financial rewards.

這個報告發(fā)現(xiàn)从橘，盡管員工在偏好不同念赶，但是取決于一個人的年紀(jì)，家鄉(xiāng)和性別恰力，所有年齡段的人說他們視工作/生活的平衡左右考慮留在特定公司及其重要的考慮因素叉谜。此外，在選擇工作方面踩萎，女性對工作的評價比男性更高停局。 其次是工作保障和經(jīng)濟獎勵。

However, despite their proclaimations about wanting a work/life balance, it was established that this does not have a positive effect on retention for any subgroup. Similarly, people profess to identify more closely with a company which has a clear strategy for success, but in fact that does not result in improved retention either.What the report did conclude though, was that money, especially performance-related pay, does increase commitment, as do share options and profit-sharing.

然而驻民，盡管他們聲稱想要一個工作/生活的平衡翻具，但是已確定對于任何一個群體的留任都沒有積極的作用。同樣的回还，人們聲稱要與擁有明確的成功策略的公司緊密的聯(lián)系裆泳，但是事實上這并不能提高保留率。不過柠硕，報告得出的結(jié)論是工禾，薪水，尤其是和績效掛鉤的薪資蝗柔，以及股票期權(quán)和利潤分享恩静，確實會增加承諾牙丽。

Another finding was that it is the high-flyers in a company who are most likely to be ungrateful and leave. This is despite the fact that they are more likely to attract fast -track promotion,career development, training and financial rewards, which should be the glue to keep them loyal.As a result, the report concludes that focusing on the top performers can be counterproductive because it can cause underdevelopment, underutilisation and demotivation of the rest of the workforce.

另一個發(fā)現(xiàn)是最可能忘恩負(fù)義并離職的是那些在公司里那些有抱負(fù)的人寂恬。他們更有被快速晉升骤视，職業(yè)發(fā)展,培訓(xùn)和獎勵，這應(yīng)該是保持他忠誠的粘合劑胁编。結(jié)果厢钧，這個報告得出結(jié)論聲稱鳞尔，關(guān)注表現(xiàn)最好的員工可能適得其反，因為這可能引起其他員工的發(fā)展不足早直，利用率低下和積極性底下寥假。

All this makes life difficult for managers. Top executives find that they can no longer delegate personnel matters. This is because they have to spend as much time creating an employment brand that attracts the best talent as they do in creating a consumer brand that builds customer loyalty.

所有的這些都讓管理者的日子變的不好過。高層的管理人員發(fā)現(xiàn)他們再也不能委派人事工作了霞扬。 這是因為他們不得不花費更多的時間去創(chuàng)造吸引最優(yōu)秀的人才的就業(yè)品牌糕韧，就像他們這樣做去創(chuàng)造消費者品牌來建立客戶的忠誠度一樣。

That is all the more important for major companies, who, increasingly these days, are no longer viewed as the employer of choice by top graduates.This report reckons that in order to change this situation, a two-stage policy is required. This involves both corporate attitudes and individual encouragement. At corporate level, there is a need for a clear and convincing strategy for the business, and an innovative environment low in bureaucracy. One level down from that, there should be tasks that interest and challenge employees, and sharpen their skills. At individual level, profit-related bonuses go down well. In addition, companies need to motivate key people with appropriate recognition and by giving them what they actually want, rather than just relying on an attractive basic salary, which can easily be matched by any other employer.

對于大公司來說喻圃，這一點尤為重要萤彩。如今，大公司越來越不被視為頂級畢業(yè)生的工作首選斧拍。這份報告認(rèn)為乒疏，為了改變這種狀況，有需要一個兩個層面的政策饮焦。 這涉及到關(guān)于公司態(tài)度和個人鼓勵。在公司層面窍侧，需要對業(yè)務(wù)一個清晰的和令人信服的企業(yè)戰(zhàn)略县踢，以及一個低官僚作風(fēng)的創(chuàng)新環(huán)境。再往下一層伟件，應(yīng)該有讓員工感興趣硼啤，有挑戰(zhàn)的任務(wù)，并能提高他們的技能斧账。在個人層面谴返，于利潤相關(guān)的獎勵下降。**除此之外咧织，公司需要激勵關(guān)鍵員工并他們真正想要的東西嗓袱，而不是僅僅依靠有吸引力的基本工資，因為這能被其他任何的雇主輕松匹配习绢。

Above all, companies should remember that since the requirements are different for the young, middle-aged and elderly, as well as for men and women,the package has to be enticing to the right target age and gender.

綜上所述渠抹，公司應(yīng)該牢記，由于對于年輕人闪萄，中年人和老年人梧却，以及男性和女性的要求不同，所以該方案必須吸引正確的目標(biāo)年齡和性別败去。