【原】你的员工离职，很可能是因为你没有给Ta这个待遇！英语读头条（第535期）

新用户02986T3F 2020-09-17

展开全文

Study: 37 Percent of Employees Say They Would Leave Their Current Job Today if They Were Not Offered This 1 Perk

调查显示：37%的员工说，

如果他们没有得到这项待遇，今天就会跟手里的工作说拜拜。

By Marcel Schwantes︱APR 25, 2019

perk：额外待遇

This is the most recent study that reveals why your employees may be quitting.

最新的一项调查揭示，你的员工离职很有可能是因为它

Every once in a while a report highlighting a key work study comes across my desk that leaves me baffled.

每隔一段时间，我的办公桌上就会出现一份报告，对关键要务进行的分析，让我感到非常困惑。

baffled：困惑

In one recent study which analyzed 1,200 U.S. employees' perceptions of the future of work, it was found that a lack of "skills gap understanding" by employers can result in mass droves of employees exiting, stage left.

最近的一项研究，分析了1200名美国雇员对未来工作的看法，发现如果雇主对于“技能差距理解”有缺失的话，会导致大批雇员离职，离开工作岗位。

More to the point, according to the new Future of Work and Employee Learning report from Sitel Group, the customer experience management company, the findings underscore the severity of the problem in one clear sentence:

更重要的是，根据客户体验管理公司Sitel Group的新的“工作前景”和“员工学习"报告，调查结果对问题的严重性用一句话明确阐述：

underscore: 强调

severity：严重性

Thirty-seven percent of current employees say they would leave their current job/employer if they were not offered training to learn new skills.

37%的现有员工表示，如果他们没有接受学习新技能培训的机会，他们情愿离开现在的工作/雇主。

So here we are, again, coming to another realization of the growing need for organizations to invest in their people through training and learning and development.

因此，我们再一次认识到，作为组织越来越需要通过培训、学习和拓展来投资于员工。

That's baffling to me.

这让我很困惑。

Not so much the glaring numbers in the report but the fact that it's 2019, and this study (conducted in March 2019), much like similar employee experience studies of the past, are still calling out the same gaps companies need to address to reduce turnover.

虽然报告中的数字并不那么引人注目，但事实是，到了2019年，这项研究（在2019年3月进行）与过去类似的员工经验调查一样，再一次呼吁公司需要解决的相同的问题，以减少人员变动。

So we know that workers need to learn and grow not only to be fully engaged and intrinsically motivated but because it helps them do their jobs better. Common sense, right? But not common practice.

因此，我们知道，员工不仅需要学习和成长，才能充分参与工作并获得内在动力，而且还因为这有助于他们更好地完成工作。常识，对吧？但这么做的公司却不常见。

intrinsically：固有的，本质的

Adding insult to injury, the study found that nearly 1 in 3 (30 percent) of U.S. employees admit they have avoided asking their employer for training on a specific topic or activity because, the report states, "they thought [managers] may be concerned they didn't know about the topic or how to complete an activity." Additionally, "46 percent of employees believe their employer penalizes them for not having certain skills on the job."

研究发现，近三分之一（30%）的美国雇员承认，他们回避向雇主请求就某一个特定任务或活动进行培训，因为报告指出，“他们认为[经理]可能会由此而担心他们不知道这一项或某项任务该如何完成。”此外，”46%的员工认为雇主会因他们在工作中没有某些技能而惩罚他们。”

penalize:惩罚

Do you know what your employees want?

你知道你的员工想要什么吗？

Let's uncover a better understanding of what your company, perhaps, may unwittingly be missing, and what key steps leaders need to take to improve your employee experience. Here are some key findings from the report:

让我们更深入地了解您的公司可能无意中遗漏了什么，以及领导者需要采取哪些关键步骤来改善您的员工体验。以下是报告中的一些重要的发现：

92 percent of U.S. employees say that learning something new on the job makes them more motivated and engaged in their work. 92%的美国雇员说，在工作中学习新东西会让他们更有动力，更专注于工作。
79 percent of employees say when searching for a job, it is important to them that the employer offers a formal training program to their employees. 79%的员工表示，在找工作时，雇主给员工提供正式的培训计划对他们很重要。
83 percent of employees find on-the-job training most effective in helping them perform well in their job compared with classroom-based training, self-paced training (i.e. e-learning) and more. 83%的员工认为，相比课堂培训、自定进度培训（即在线学习）等，岗上培训最有效地提升他们在工作中表现。
The majority of employees (33 percent) say they have participated in past training on technology skills, while only 17 percent say they've participated in management skills training. 大多数员工（33%）说他们曾经参加过技术培训，只有17%说他们参加过管理技巧的培训。
More than half (51 percent) of employers don't offer soft skills training (i.e. how to speak to a customer or client effectively). 超过一半（51%）的雇主不提供软技能培训（比如，如何有效地与客户交流）。
68 percent of employers don't incentivize or reward employees for completing the training. 68%的雇主对于那些完成了培训的员工并不鼓励或奖励。

Upon further analysis, it's also important to note that the employee experience begins at the recruitment stage. Nearly eight in 10 employees (79 percent) say when searching for a job, it is important to them that the employer offers a formal training program to their employees.

进一步分析后，还需要注意的是，员工体验始于招聘阶段。十个里面有八个雇员（79%）表示，在找工作时，雇主为他们的雇员提供正式的培训计划对他们很重要。

For organizations looking to attract Gen Z talent, the stakes are higher. Nearly 90 percent of Gen Zs say it is important to them that a future employer offers formal training programs.

对于想要吸引Gen-Z一代人才的组织来说，风险更大。近90%的Gen-Z说，未来的雇主提供正式的培训计划对他们很重要。

When it's all said and done, a well-designed learning and development initiative not only should be a top priority to value the employee as a human being, it's true impact is on the bottom line.

说到做到，一个精心设计的学习和发展计划不仅应该是重视员工作为人的首要任务，而它的真正影响是自下而上的。

Mike Small, the CEO--Americas, Sitel Group, emphasizes the point in closing: "What's most critical for employers to understand is how L&D impacts the employee experience and how that translates to impacting the customer experience. A good employee training program will not only help you retain and attract top talent, it will absolutely affect your organization's ability to provide optimal experiences for your customers."

Sitel Group美洲区首席执行官Mike Small在结语中强调：“雇主最需要了解L&D（学习&发展）是如何影响员工体验的，以及这将如何影响客户体验。一个好的员工培训计划不仅能帮助你留住和吸引顶尖人才，而且绝对会影响你的组织为客户提供最佳体验的能力。”

Gen Z，也就是Z世代

Z世代，是美国及欧洲的流行用语，意指在1990年代中叶至2000年后出生的人。 Z世代被认为是深受互联网、即时通讯、简讯、MP3播放器、手机、智能手机、平板电脑等科技产物的影响的一代人。