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如何确保员工忠诚?

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小编摘要:为了防止员工大量流失,美国家庭人寿保险公司首席执行官丹•阿莫斯的对策是:经常针对手下员工(70%是女性)进行调研。然后按照调研结果行事。

Aflac CEO Dan Amos' strategy for preventing costly turnover: He surveys his employees -- 70% of whom are women -- often. Then he acts on what they say.

Dan Amos, chairman and chief executive of insurance giant Aflac (AFL - Best Companies rank: #57), spends a lot of time thinking about what women want.

"It's not lost on us that, with male-dominated industries like manufacturing and construction battered by the recession, families are depending more on the wife's income than ever before," Amos says. "The work-life benefits that are the most important to women are where we find the most gain in loyalty."

The L-word has got plenty of companies worried these days, for good reason. Even with unemployment persisting at around 10%, the Bureau of Labor Statistics reports that in eight of the past 10 months, more workers have voluntarily quit than have been laid off.

The trend is likely to accelerate as the recovery (slowly) picks up steam. Somewhere between 30% and 80% of all employees -- depending on which poll you believe -- are itching to work elsewhere, as soon as they get a better offer.

That's a big headache in the making, especially since most companies are now running so lean that losing key people does even more damage than it used to. According to a new study by Nashville-based executive coaching firm OI Partners, two-thirds of employers are scrambling to find ways to keep the workers they have from eyeing the exits.

Aflac chief Amos admits his solution sounds obvious: If you want to know what would keep someone from quitting, ask. "It sounds like common sense, but not many companies really do it," he says.

Employers often assume, Amos says, that everyone will just want more money. But most people's wish lists are more complicated -- and more realistic -- than that. Amos started polling Aflac's employees when he became CEO in 1990. The top requests: More recognition for their work and day care for their kids.

They got both. At its headquarters in Columbus, Ga. -- at 18 stories, it's the tallest building in town -- Aflac built a preschool that can accommodate 540 tots. The company also started subsidizing day care for the roughly 400 Aflac employees at other locations in the U.S.

On the recognition front, Amos launched a series of perks including Employee Appreciation Week, which features free outings to Six Flags Over Georgia for employees and their whole families.

Of course, many other enterprises on Fortune's list of best places to work offer on-site day care too, and finding ways to regularly and sincerely thank people for their hard work is practically de rigueur. But because about three-quarters of Aflac employees are female, surveys also revealed a widespread preoccupation with juggling work and home. So Aflac started offering flexible schedules and job sharing.

"I always say: 'The survey rules,'" says Amos.

That willingness to listen has helped Aflac -- the only insurance company to show up in Fortune's Best Companies ranking for 13 years running -- to successfully recruit talented women from all over the U.S. and from as far away as India.

One more thing that doesn't hurt: Of the six executive vice presidents who report directly to Amos, three are women. Notes Amos, "When women see other women succeeding, it attracts them and inspires them."

It also, apparently, builds loyalty: Aflac's annual employee turnover is pretty close to zero.


丹•阿莫斯是保险业巨头美国家庭人寿保险公司(Aflac)的董事会主席兼首席执行官。他平常要花费大量时间,用于思考女性的需求。

“经济衰退致使制造和建筑等以男性为主导的行业受到重创,相应地,家庭对妻子收入的依赖程度之高,已致前所未有。我们公司深受这一形势的影响。”阿莫斯表示:“对女性而言,至关重要的一点是工作、生活两不误;正是因为准确地把握了这一点,我们才得以确保员工的高度忠诚。”

如今,许多公司被劳动力大量流失搞得忧心忡忡。这再自然不过。尽管美国失业率居高不下,始终徘徊在10%左右,但美国劳工统计局(Bureau of Labor Statistics)的报告显示,过去10个月里有8个月,自动请辞的员工数都超过了被辞退的员工数。

在经济(慢慢)恢复元气的过程中,这一趋势很可能会进一步加剧。诸多调查显示,有30%~80%(比例依不同的调查而异,看你信哪个了)的员工想换工作,一旦有更好的工作机会,他们便会另谋高就。

这对于公司的发展而言,着实是件麻烦事,特别是眼下多数公司都在勒紧裤腰带过日子,核心员工的流失对公司造成的损失更胜于以往。OI Partners公司是总部位于田纳西州纳什维尔的企业高管教练机构。该公司最近的一项调研显示,美国有三分之二的雇主都在使尽浑身解数,千方百计留住现有员工。

阿莫斯坦承,他的解决方案听起来再明显不过:如果你希望了解,怎么做能够防止员工辞职,就直接问他们好了。“虽然这听起来是人人皆知的常识,但实际上真这么干的公司却没几家。”阿莫斯表示。

阿莫斯指出,雇主往往想当然地认为,所有人都想多挣钱。但是,多数人的愿望清单要复杂得多,也现实得多。阿莫斯1990年开始担任美国家庭人寿保险公司的首席执行官。自那时起,他就开始针对员工进行调研。结果显示,员工的首要要求是:一方面,自身工作得到更多的肯定和赏识;另一方面,公司为其幼龄子女设立日托中心。

两个方面他们都如愿以偿。美国家庭人寿保险公司总部位于佐治亚州哥伦布市的18层办公楼,是该市的最高建筑。员工子女幼儿园也设在内,能容纳542名儿童。此外,该公司还为位于美国其他地区的近400名员工 ,支付其子女的日托费。

为了让员工感到公司认可并赏识他们的工作,阿莫斯还采取了一系列奖励措施,其中包括“员工感谢周”(Employee Appreciation Week)计划。根据该计划,员工及其全家可免费到六面旗降临佐治亚公园(Six Flags Over Georgia,六面旗是世界上最大的主题公园连锁品牌,总部位于纽约市——译注)参观游玩。

当然,在《财富》杂志评选出的最适宜工作的公司名单上,也有许多企业在办公楼内开设了员工子女日托中心;而且,想方设法定期、诚恳地为员工付出的辛勤劳动向他们表示感谢,尤其必要。但是,由于美国家庭人寿保险公司的员工中有约四分之三为女性,因此,阿莫斯的调查也显示,这些员工普遍需要同时兼顾工作与家庭。有鉴于此,该公司开始实行灵活的工作时间和轮班制。

“我总是说:‘调研决定一切’。”阿莫斯表示。

美国家庭人寿保险公司是唯一一家连续13年入选《财富》最佳雇主的保险公司。正是因为愿意倾听员工的心声,他们得以在美国各地甚至远至印度等地,成功地吸引了大量富有才干的女性为之效力。

另外,还有一点不妨予以注意:在美国家庭人寿保险公司,共有6名执行副总裁直接向阿莫斯汇报工作,其中一半是女性。阿莫斯强调说:“当女性看到同性取得成功时,她们也会渴望获得成功,而且这一愿望会激励她们去为之努力。”

显而易见,这也有助于提高员工对公司的忠诚度:美国家庭人寿保险公司年度员工流失率几乎为零。

标签:员工 忠诚
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2011-02-07 13:20 编辑:kuaileyingyu
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