Dear Annie:I'm curious to hear what you and your readers think about using counteroffers to retain talented employees. Last week, I was in a meeting of department heads (six of us, including me), and a couple of people mentioned that key team members have gotten great job offers from our competitors. On top of bigger salaries, these other companies are throwing in things like free gym memberships, not to mention substantially more vacation time than we currently offer.
亲爱的安妮:我很想知道您和读者们对开出比竞争对手更高的待遇挽留优秀员工这个现象怎么看。上周我参加了一个部门主管会议(包括我在内一共六个人),一些主管说有几个团队核心成员拿到了我们竞争对手开出的工作条件。除了薪水更高之外,这些公司还提供免费健身会员卡之类的福利,以及更长的带薪假期。
So, naturally, the conversation turned to whether we could, or would, match these offers, and at least one person seemed inclined to do so. But is that really smart? I have my doubts, partly because I accepted a counteroffer for more money, some years ago at a different company, and it sort of backfired on me, so I ended up leaving anyway. Your opinion, please? -- Holding Back
于是大家的话题自然就转到我们是否能够或是将要拿出对等的待遇来,至少有一个人倾向于这么做。但这真的明智吗?我颇为怀疑,因为多年前我就在一家公司接受了一次出价更高的挽留,结果事与愿违,我最后只能离职。您怎么看呢?—H.B.
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