Dear H.B.:With hiring picking up, it follows that decisions about making, and accepting, counteroffers are on the rise too. A survey last month by staffing firm The Creative Group, for instance, found that about 20% of marketing and advertising executives are agreeing to match more outside offers than last year, mainly to avoid losing employees with hard-to-find skills, while just 5% said counteroffers have declined.
亲爱的H.B.:当招聘开始进入旺季后,是否提供及接受高薪挽留的各种决策也开始大幅增加。上个月由人力资源公司创新集团(The Creative Group)发布的一份调研发现,现在营销和广告界约有20%的高管同意开出比去年更多的高薪,主要是为了避免拥有出众技能的雇员流失,仅有5%的高管表示拒绝开出留人的高薪。
The biggest drawback to counteroffers is that they're often a temporary solution to a long-term problem. "Many companies are willing to pull out all the stops to retain their best people," observes Creative Group executive director Diane Domeyer. "And the employee who accepts a counteroffer may feel valued in the short term. The trouble is, the issues, beyond money, that are prompting the person to think about leaving usually crop up again later."
这类挽留高薪的最大缺点在于,它们往往是长期问题的暂时解决方案。创新集团常务董事黛安o杜美稚称:“很多公司现在愿意拿出所有手段来留住优秀员工。而接受挽留待遇的人可能短期内会觉得自己很有价值。麻烦在于,那些除了钱以外的导致员工想离职的问题以后还是会再冒出来。”
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