Reducing Staff Turnover

　　The consultancy firm you work for has been asked to advise a client company which currently has a problem in keeping staff. You have been asked to prepare ideas to help the client company to keep staff turnover low. Discuss the situation together, and decide:

　　l how could the client company recruit the appropriate applicants

　　l what sorts of benefits would encourage staff to stay

　　減少員工流失

　　你們?cè)谝患易稍?xún)公司工作，某公司人員流失嚴(yán)重，到你們所在的公司咨詢(xún)。公司讓你們出主意，幫助客戶(hù)減少員工流失。討論并決定：

　　l 客戶(hù)如何才能招聘到合適的人選

　　l 什么樣的福利能鼓勵(lì)員工久留

　　A: You see, in the past year one of our clients kept losing staff and suffered a heavy loss. They worry a lot and turn to us. Have you got any constructive suggestions?

　　B: Yes. Our client should first examine their staff recruiting. There must be something wrong with their recruiting practice.

　　A: Why?

　　B: You know, keeping staff turnover low begins with hiring staff members who are a good match for the practice and the position. So it can be beneficial for the client company to change its idea from “ attracting and retaining the best employees” to “ attracting and recruiting the best employees”

　　A: Good idea! By recruiting the appropriate new staff, our client builds the employees’ commitment and retention will necessarily follow.

　　B: Exactly.

　　A: Then how to recruit the right staff is crucial to our client.

　　B: Yes. To recruit the appropriate new hires, it’s important to advertise the job vacancy in the newspapers and magazines targeting at the ideal candidates.

　　A: To ensure that a candidate’s skills match the job, it’s also important to limit the conditions and requirements of candidates on the job advertisement.

　　B: Yes. Besides, it’s better for our client to conduct thorough reference checks and find out why a candidate left a previous job.

　　A: Yeah, that’s important. Still there are other contributable factors that our client should consider, such as providing information of the current state of their future work environment, offering staff with proper training, talking to staff members and solving problems as they emerge. All these can be important in keeping staff turnover low.

　　B: You are right. Furthermore, the client company should strive to provide superior leadership in their practice, such as keeping communication lines open, periodically taking time to examine the workplace from the employee’s perspective, and continually seeking to improve it.

　　A: Yeah, that will help to create and maintain a place where people want to work and stay. In addition, giving the employees a sense of empowerment should not be ignored.

　　B: For example?

　　A: Such as providing a breathing space to take risks, to use their own best judgement and to be accountable for the decisions they’ve made etc.

　　B: Yeah, that surely works.

　　A: 你知道，過(guò)去的一年我們的一個(gè)客戶(hù)持續(xù)失去員工并且遭受了重大的損失。他們非常擔(dān)心并且求助于我們。你有任何建設(shè)性建議么?

　　B：是的。我們的客戶(hù)首先應(yīng)該檢查他們的人員招聘。他們的招聘實(shí)踐中一定存在一些問(wèn)題。

　　A：為什么呢?

　　B：你知道，保持員工的低流失額開(kāi)始于工作人員為了與實(shí)踐和職位相匹配。因此，把客戶(hù)的觀念從“吸引和保留最優(yōu)秀的員工”轉(zhuǎn)變到“吸引和招募最優(yōu)秀的員工”，這樣做能給他們帶來(lái)好處。

　　A：好主意。通過(guò)招募合適的新員工，我們的客戶(hù)建立員工的忠誠(chéng)度，留住員工也一定不成問(wèn)題。

　　B：確實(shí)是這樣。

　　A：然而，對(duì)我們的客戶(hù)來(lái)說(shuō)關(guān)鍵是怎樣招募合適的員工。

　　B：是的。為了招募合適的新雇員，在報(bào)紙和雜志上針對(duì)理想的候選人刊登招聘信息非常重要。

　　A：為了確保候選人的技能與工作相匹配，在招聘廣告上明確所需候選人的條件和需求也非常重要。

　　B：是的，除此之外，對(duì)我們的客戶(hù)來(lái)說(shuō)，最好對(duì)參考目錄做徹底的檢查并且找出候選人離開(kāi)前任工作的原因。

　　A：是的，那很重要。也有其他建設(shè)性的因素需要我們的客戶(hù)來(lái)考慮，比如，提供關(guān)于目前狀況以及他們未來(lái)工作環(huán)境的信息，為員工提供適當(dāng)?shù)呐嘤?xùn)，與員工交談并解決他們發(fā)現(xiàn)的問(wèn)題。所有這些對(duì)保持低流失率很重要。

　　B：是的。而且，客戶(hù)公司應(yīng)當(dāng)盡力為高層領(lǐng)導(dǎo)人提供實(shí)踐，比如開(kāi)設(shè)在線交流，階段性的花時(shí)間去從員工的角度去檢查工作場(chǎng)所，并且不斷地尋找改善方法。

　　A：是的，那會(huì)幫助我們?nèi)��?chuàng)造和保持一個(gè)員工愿意工作和生活的場(chǎng)所。另外，給員工一種權(quán)利感也不應(yīng)被忽視。

　　B：舉個(gè)例子?

　　A：例如給員工提供自由的空間去承擔(dān)風(fēng)險(xiǎn)，運(yùn)用他們最明智的決斷且要為他們所作的決定負(fù)責(zé)人等等..

　　B：那些方法一定管用。

　　(1) Do you think it will be easier for people to work abroad in the future?(Why?/Why not?)

　　你認(rèn)為將來(lái)人們到國(guó)外工作的機(jī)會(huì)會(huì)更多嗎?(為什么?)

　　Yes, I think so. With the combination of technology advances and increasing globalization, more and more people will have chances to work in other countries.

　　(2) Which aspect of job are most interesting to you?(Why?)

　　你的工作在哪些方面最吸引你?(為什么?)

　　The opportunity for improvement of knowledge and skills are most important to me, since I have to competitive and employable in the labor market.

　　(3) Do you think you will spend your career working for just one company?(Why?/Why not ?)

　　你認(rèn)為你會(huì)一輩子在一家公司待著嗎?(為什么?)

　　No, I don’t think so. I belong to the race of nomads. I can’t imagine spending my whole life in one company and in one place. I just can’t stand tedious and dull life.

　　(4) Who, do you think, is easier to retain staff, large companies or small ones?(Why?)

　　你認(rèn)為誰(shuí)更容易留住人才，大公司還是小公司?(為什么?)

　　Large companies. Since large companies are more powerful in finance and experience to focus on not only the profit and development, but also the scientific management of human resources.

　　(5) What are the disadvantages to a company of high staff turnover?

　　員工流失嚴(yán)重對(duì)公司有何不利之處?

　　High staff turnover will induce replacement cost and training costs, increase workload, cause stress and tension, decline employee morale and decrease productivity.

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