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.
英国最近的一份报告声称，员工说的和做的并不相同。对于参与任何市场调查的人来说，这并不足以为奇，但对于试图招聘员工的雇主来说，这会引起很多问题。在缺乏技能情况下，解决这些问题特别重要，同时公司正在挽留他们现有的工人。根据该报告，真正吸引员工并留住他们，与他们说的优先项存在着一致的差异。
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.
这个报告发现，尽管员工在偏好不同，但是取决于一个人的年纪，家乡和性别，所有年龄段的人说他们视工作/生活的平衡左右考虑留在特定公司及其重要的考虑因素。此外，在选择工作方面，女性对工作的评价比男性更高。 其次是工作保障和经济奖励。
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，尽管他们声称想要一个工作/生活的平衡，但是已确定对于任何一个群体的留任都没有积极的作用。同样的，人们声称要与拥有明确的成功策略的公司紧密的联系，但是事实上这并不能提高保留率。不过，报告得出的结论是，薪水，尤其是和绩效挂钩的薪资，以及股票期权和利润分享，确实会增加承诺。
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.
另一个发现是最可能忘恩负义并离职的是那些在公司里那些有抱负的人。他们更有被快速晋升，职业发展,培训和奖励，这应该是保持他忠诚的粘合剂。结果，这个报告得出结论声称，关注表现最好的员工可能适得其反，因为这可能引起其他员工的发展不足，利用率低下和积极性底下。
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.
所有的这些都让管理者的日子变的不好过。高层的管理人员发现他们再也不能委派人事工作了。 这是因为他们不得不花费更多的时间去创造吸引最优秀的人才的就业品牌，就像他们这样做去创造消费者品牌来建立客户的忠诚度一样。
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.
对于大公司来说，这一点尤为重要。如今，大公司越来越不被视为顶级毕业生的工作首选。这份报告认为，为了改变这种状况，有需要一个两个层面的政策。 这涉及到关于公司态度和个人鼓励。在公司层面，需要对业务一个清晰的和令人信服的企业战略，以及一个低官僚作风的创新环境。再往下一层，应该有让员工感兴趣，有挑战的任务，并能提高他们的技能。在个人层面，于利润相关的奖励下降。**除此之外，公司需要激励关键员工并他们真正想要的东西，而不是仅仅依靠有吸引力的基本工资，因为这能被其他任何的雇主轻松匹配。
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.
综上所述，公司应该牢记，由于对于年轻人，中年人和老年人，以及男性和女性的要求不同，所以该方案必须吸引正确的目标年龄和性别。
