高薪挽留跳槽者是步险棋_BEC初级作文

高薪挽留跳槽者是步险棋

针对这种情况，就像其他许多事情一样，预防就是最好的治疗。杜美稚表示：“和最有价值的员工探讨未来与公司共成长这一话题的时机绝不是在他们已经决定离职时。现在在那些离职率最低的公司里，经理们经常会和他们不希望其流失的员工谈话。”

It helps to have succession plans in place too, she adds: "People do change jobs, so what if your best team member does quit? You need to be ready and train someone who can step into that person's role."

她进一步表示，如果早有准备继任计划也会很有帮助，“人们总是会换工作的，那么如果最佳团队成员离职了怎么办呢？所以必须提前准备，培养一些能够挑大梁的员工。”

John Challenger, CEO of Chicago career-development firm Challenger, Gray & Christmas, agrees: "Your best people are the ones who are most likely to get other offers. So managers have to take the time to plan for that."

芝加哥职业生涯发展公司Challenger, Gray & Christmas的首席执行官约翰o查伦吉尔也同意这个观点：“最出色的员工往往也最有可能获得新工作。所以管理者必须花时间为此早作准备。”

Challenger also notes, incidentally, that accepting a counteroffer carries its own risks. "If you take an offer that matches the one you got from another company, and you agree to stay, higher-ups still know you were planning to quit," he points out. "You can't unring that bell."