Why Employees Leave Organisations 雇员为何会离开公司 ! ! !

Why Employees Leave Organisations ! ! !
雇员为何会离开公司 ! ! !
- Azim Premji, CEO- Wipro

Every company faces the problem of people leaving the company for better pay or profile.
每家公司都面对员工因更好的待遇或发展机会而离开。

Early this year, Mark, a senior software designer, got an offer from a prestigious international firm to work in its India operations developing specialized software. He was thrilled by the offer.
今年初，麦克，一位资深的软件设计师，获得了一家国际知名企业之雇用为其在印度的分公司开发专业软件，他对此感到非常的兴奋。

He had heard a lot about the CEO. The salary was great. The company had all the right systems in place employee-friendly human resources (HR) policies, a spanking new office, and the very best technology, even a canteen that served superb food.
他听闻了许多有关于执行总裁的事。优厚的工资。公司的人事（HR）政策里也有多项善待员工的好系统，一个全新的办公室和最佳的科技，就连餐厅也提供最好的餐饮。

Twice Mark was sent abroad for training. "My learning curve is the sharpest it's ever been," he said soon after he joined.
麦克曾经两次被派往海外接受训练。当他刚加入时就曾说：“我从未经历过如此强化的学习历程。”

Last week, less than eight months after he joined, Mark walked out of the job.
上周，麦克在加入公司不到八个月就提出正式的辞呈。

Why did this talented employee leave? Mark quit for the same reason that drives many good people away.
这位深具才干的雇员为何要离开呢？麦克的辞职与许多好雇员离职的原因都很相似。

The answer lies in one of the largest studies undertaken by the Gallup Organization. The study surveyed over a million employees and 80,000 managers and was published in a book called "First Break All The Rules". It came up with this surprising finding:

If you're losing good people, look to their immediate boss. Immediate boss is the reason people stay and thrive in an organization; and he's the reason why people leave. When people leave they take knowledge, experience and contacts with them, straight to the competition.

其中的答案就在概而立小组所进行的一项最大的研究当中。此调查访问超过了百万名的雇员和八万名经理级人员，其报告内容刊载于名为《撤除所有条规》的书内。其中有如此惊人的发现：

如果你失去好雇员，得先看看他们的直属上司。直属上司是人员留职并积极干活的主因；他也是人员流失的原因。当人员离开时他们也会把知识、经验和他们所联系的客户一并带走，直带往往竞争对手那里。

"People leave managers not companies," write the authors Marcus Buckingham and Curt Coffman.
“人们要离开的是上司而不是公司，”作者马克思•布金汉和科特•克夫曼写道。

Mostly manager drives people away? HR experts say that of all the abuses, employees find humiliation the most intolerable:
– The first time, an employee may not leave, but a thought has been planted.
– The second time, that thought gets strengthened.
– The third time, he looks for another job.

是否多数的经理都把人给驱走呢？人事专家说在所有的陋习当中，雇员发现屈辱是最难容忍的：
– 第一次，雇员也许不会离开，但有些许去意。
– 第二次，内心的去意进一步获得加强。
– 第三次，他另谋高就。

When people cannot retort openly in anger, they do so by passive aggression. By digging their heels in and slowing down. By doing only what they are told to do and no more. By omitting to give the boss crucial information. Dev says: "If you work for a jerk, you basically want to get him into trouble. You don't have your heart and soul in the job."
当人们在愤怒而不能公开发泄时，他们就会转而采取消极的行为，他们会先把怨气藏于心中并慢慢的找机会发泄。他们会只做分内之事就得了。在给上司的报告中也把关键重要之事项给省略掉。德弗说：“如果你为不称职的上司工做，你会给他添加麻烦，而你的心与魂也早已离工作而他去。”

Different managers can stress out employees in different ways – by being too controlling, too suspicious, too pushy, too critical, but they forget that workers are not fixed assets, they are free agents. When this goes on too long, an employee will quit – often over a trivial issue.
不同的经理常常以不同的方式给予员工各种的压力，例如：控制性太强、疑心太重、常爱推卸、太爱批评等；但是他们忘了员工不是固定资产，他们犹如自由个体。当这些事件不断发生时，雇员将会心萌去意，而经常的这类事件都是些细微琐碎的问题。

Talented men leave. Dead wood doesn't.
能干者另谋高就，冗员却留了下来。

~ Wisdom is a shelter, as money is a shelter, but the advantage of wisdom is it preserves the life of its possessor ~
~ 智慧好比是遮雨棚，犹如金钱如遮雨棚，但智慧的优点是它能让它的主人展翅高飞 ~

~ In the middle of every difficulty lies an opportunity - Albert Einstein. ~
~ 每个困难当中都藏有机会 – 艾伯特•爱因斯坦 ~

(Chinese Translation by floydtan08@gmail.com )