如何留住不斷跳槽的員工

　　Sagging valuations at upstart tech companies have undoubtedly frustrated their venture capital backers in recent months. Employees who took company shares in lieu of big cash salaries may well be similarly peeved. The question is whether they will be more forgiving of the cracks now appearing in their nest eggs. Part of Silicon Valley’s mythology has been about the rank-and-file workers who hitch themselves to corporate rocket ships full of share options. Soaring equity value has been a key component of morale, retention and recruiting.

　　近幾個(gè)月來，創(chuàng)業(yè)型科技企業(yè)的估值不斷下降，無疑令作為其出資人的風(fēng)險(xiǎn)投資家感到郁悶。不領(lǐng)高薪、反而持有公司股份的員工，很可能感到同樣惱怒。問題在于，他們是否將更能容忍自己的“留窩蛋”上如今出現(xiàn)的裂痕。一直以來，人們對(duì)硅谷抱有一些錯(cuò)誤的幻想，其中之一就是普通員工能夠搭乘滿載股票期權(quán)的公司“宇宙飛船”直飛沖天。股權(quán)價(jià)值大幅上升，一直是公司維持士氣、留住和招募人才的一個(gè)關(guān)鍵因素。

　　Simply based on price movements, the situation would now appear to be grim. Twitter is perhaps the most notorious example. Its shares are 7 per cent below their flotation price two years ago and virtually every crucial executive post at the social network has turned over since the listing. In an illustration of its reliance on equity, more than a quarter of direct and operating expenses ($526m) for the first nine months of 2015 at the company are attributable to stock compensation. Several other big-name tech companies are also down on their recent initial public offering prices. Among them are GoPro (30 per cent), Box (7 per cent), and Etsy (40 per cent). Even late-stage private companies Dropbox and Snapchat have suffered sharp markdowns by mutual funds that invest in them.

　　僅僅從股價(jià)變動(dòng)來講，目前的局勢(shì)看來很嚴(yán)峻。Twitter可能是最聲名狼藉的一個(gè)例子。其股價(jià)較兩年前發(fā)行價(jià)低7%，自上市以來，這家社交媒體公司的幾乎每一個(gè)關(guān)鍵高管職位都換人了。2015年前三個(gè)季度公司的直接和運(yùn)營(yíng)費(fèi)用(5.26億美元)，有超過四份之一用于支付員工股票報(bào)酬，這表明了該公司對(duì)股權(quán)報(bào)酬方式的依賴。還有幾家知名科技公司的股價(jià)也低于不久前的發(fā)行價(jià)，其中包括GoPro(低30%)、Box(低7%)和Esty(低40%)。甚至晚期未上市企業(yè)Dropbox和Snapchat，也被投資它們的共同基金大幅調(diào)低估值。

　　And employee shares typically do not come with the downside protection that venture capital investors are able to negotiate. As such, they are most penalised by falling valuations. But in spite of a job market that remains hot — one venture capitalist says headhunters are too busy to take his new staffing assignments — staff turnover may not be about to spike. Michael Morell, a founder of recruiting firm Riviera Partners in California, says: “There is no groundswell of turnover. Really, only a sliver of people are affected by falling valuations and those are employees who have joined in the last six months. Workers are still deeply in the money … Time horizons to big pay-offs, though, have been extended. But guys who are pissed off are still doing OK”.

　　員工所持股份通常得不到跌價(jià)保護(hù)，那是風(fēng)險(xiǎn)投資家才能爭(zhēng)取到的待遇。因此，公司估值下降，他們是最慘的。但是，盡管就業(yè)市場(chǎng)仍然紅紅火火(一位風(fēng)險(xiǎn)投資家表示，獵頭公司太忙了，無法接受他的招聘委托)，但員工流動(dòng)率可能還不會(huì)大幅升高。加利福尼亞獵頭公司Riviera Partners創(chuàng)始人邁克爾莫雷爾(Michael Morell)說：“目前沒有發(fā)生大規(guī)模人才流動(dòng)的情況。實(shí)際上，只有一小部分人受到估值下降的影響，就是那些近6個(gè)月入職的員工。員工們?nèi)苑浅Ｓ绣X……就是獲得高回報(bào)的期限被拉長(zhǎng)了。不過，那些心里生氣的家伙們，目前狀況仍很不錯(cuò)。”

　　One reason employees are staying put is that, after companies go public, they shift from paying in riskier private company stock options to more stable “restricted stock” which retain value better. But it may also be that tech workers are not motivated by chasing every last dollar.

　　員工按兵不動(dòng)的一條原因是，公司上市之后，它們支付的不再是風(fēng)險(xiǎn)更高的私人公司股票期權(quán)，而是更保值、更穩(wěn)定的“限制性股票”。但是，可能也是因?yàn)榭萍脊�司的員工沒有興趣為了高一點(diǎn)點(diǎn)的工資而不斷跳槽。

　　Silicon Valley’s top companies — Facebook, Google, Apple, Amazon — can still hang on to their staff in the face of competition because they offer a combination of stable pay and perks, such as free meals and even fertility treatments. In addition, shares in these four companies are up an average of 50 per cent this year. One former human relations executive at a big private company describes the problem for start-ups: “Google and a select group of Valley firms effectively set the bar for engineering talent. Rich cash packages and equity layered over time creates a disincentive at best and handcuffs at worst.”

　　面對(duì)人才爭(zhēng)奪戰(zhàn)，F(xiàn)acebook、谷歌(Google)、蘋果(Apple)和亞馬遜(Amazon)等硅谷的頂級(jí)公司仍可以留住員工，因?yàn)樗麄兲峁┓�(wěn)定的薪水和額外福利，比如免費(fèi)餐食和助孕治療方面的'補(bǔ)助。此外，今年這4家公司股價(jià)的平均漲幅達(dá)50%。一家大型私人公司的前人力資源高管描述了創(chuàng)業(yè)型企業(yè)的這個(gè)問題：“谷歌等數(shù)家硅谷頂尖公司實(shí)際上為技術(shù)人才的待遇設(shè)立了標(biāo)準(zhǔn)。豐厚的現(xiàn)金酬勞計(jì)劃，加上隨年限增長(zhǎng)的股權(quán)，往好里說是阻止員工離職的一個(gè)因素，往壞里說會(huì)帶來桎梏。”

　　When engineers do defect, it’s not all about the money. Says Mr Morrell, the recruiter: “Money seems to be the second, third, or fourth priority. It isn’t the catalyst. For a lot of workers, the question is how much traction does the new company have? Companies are going to have to articulate a real story to convince candidates to jump ship.”

　　當(dāng)工程師真的跳槽時(shí)，所涉及的不全是錢的問題。獵頭莫雷爾說：“金錢的重要性似乎排到了第二位、第三位，甚至第四位。金錢不是促使員工決心跳槽的因素。對(duì)于眾多員工而言，問題在于，這家新公司有多大的吸引力?公司們將不得不講實(shí)話，來說服候選人跳槽過來。”

　　That money-first culture may be quietly shifting on Wall Street, too. Start-up boutique banks continue to sprout. Founders concede that part of their calculation is the chance to keep more of the fees they generate for themselves. But they also say that they also want to be unshackled from the bureaucracy of the big banks.

　　在華爾街，金錢至上的文化可能也在悄然改變。創(chuàng)業(yè)型精品銀行繼續(xù)遍地開花。創(chuàng)始人承認(rèn)，他們的部分考量在于有機(jī)會(huì)把他們創(chuàng)造的收費(fèi)中的更多份額留給自己。但他們還表示，他們也想擺脫大銀行的官僚作風(fēng)。

　　For younger financiers, private equity firms such as Blackstone have been touting generous maternity leave programmes. Bank graduate trainee programmes, known for their gruelling hours, have softened their demands. Goldman Sachs has also implemented steps to “retain our most talented people for the long term” rather than simply allowing them to defect to hedge fund jobs after two years. Junior analysts can now be promoted directly to the next rung — associate — without having to earn an MBA degree. Traditional MBA recruiting for banks has weakened substantially so the move to hold on to the most junior bankers is savvy.

　　黑石(Blackstone)等私人股本公司一直在標(biāo)榜慷慨的產(chǎn)假計(jì)劃，以吸引更年輕的金融業(yè)人士。以瘋狂加班而聞名的銀行管理培訓(xùn)生項(xiàng)目，如今也更加仁慈了。高盛(Goldman Sachs)也采取了一些措施，希望“長(zhǎng)期留住我們最有才華的員工”，而不是讓他們?cè)趦赡曛�后跳槽到�?duì)沖基金去。如今，初級(jí)分析師不必取得MBA學(xué)位，就可以直接晉升至更高一級(jí)的副經(jīng)理。銀行業(yè)原本是MBA畢業(yè)生的一個(gè)傳統(tǒng)去向，但如今銀行業(yè)對(duì)MBA畢業(yè)生的吸引力已大幅下降，所以努力留住大多數(shù)初級(jí)員工的做法是明智的。

　　But even with Saturday nights no longer spent in the office, it remains to be seen what Wall Street can offer to tempt the suddenly idealistic.

　　但是，即使周六晚上不再得在辦公室度過，我們尚不知道華爾街能用什么手段留住那些突然想要去追尋理想的員工。

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