在线词典,在线翻译

为什么高盛如此吸引员工?

所属:社会热点 阅读:3629 次 评论:0 条 [我要评论]  [+我要收藏]

小编摘要:这家公司每年都会雷打不动地出现在《财富》杂志的“百佳雇主排行榜”里。你要是以为这完全是看在高薪的面子上,就想错了。

The past 12 months have undoubtedly had Goldman Sachs (GS, Fortune 500) wishing for an invisibility cloak. The bank was sued by the SEC for trading activities, vilified by Congress, and its bonus figures became a lightning rod for Main Street criticism. And that was just 2010 -- already this year it's been lambasted for its bungled Facebook share offering.

Yet Goldman employees can't seem to get enough of working there. The company is a fixture of Fortune's 100 Best Companies to Work For list -- this year, it moved up a slot to No. 23. While that's lower than its 9th place ranking before the financial crisis, Goldman is one of only 13 companies to have earned a spot on the list every year since it debuted in 1998.

Even more interesting, if you were to assume the reason for its ranking is simple -- that it's the money that makes its people happy -- you'd be wrong. Other Wall Street banks may want to listen up: no matter how bad the news surrounding Goldman gets, it keeps attracting the best and brightest not because of outsize pay or perks, according to 20 pages of unfiltered comments from Goldman employees, but because they like the culture.

Each trader may have his own profit-loss tally. And partners may fight for their group's compensation. But from the bottom to the top, employees said in the comments submitted for the Best Companies survey that Goldman feels like a family -- often getting defensive about any assumptions otherwise. "People on the outside are not aware of the feeling," wrote one employee. "The sense of family and belonging that comes from working here is like none other," said another. (Employee opinion is the biggest driver of a company's ranking on the Best Companies list: workers on all levels are surveyed, from secretaries to executives.)

In fact, employees urged management to fight back against the criticism from the public and from the media. A common theme throughout the employee comments was why Goldman was taking a beating in the press without returning fire. "I think we need to have a more robust public and media relations campaign, in order to stave off the uninformed/misinformed press," wrote one employee. Urged another: "Take a PR campaign out to Main St." (Goldman did, unleashing a massive advertising push last fall in newspapers and magazines to emphasize its part in U.S. job creation and other positive news.)

Collegial culture, but not so fun

But for the most part, Robert Levering, cofounder of the Great Place to Work Institute, which compiles the survey, says Goldman employees took outsiders' criticism in stride. "We were very curious whether over the last two years there would be noticeable drop in morale," he says. "And there definitely wasn't."

When you drill down a little deeper into Goldman's results, it's easy to see where the firm outperforms. For example, Goldman scored nine points higher than the 100 Best Companies average score for the statement, "Management hires people who fit in well here." Pride runs deep, too: The company again scored nine points higher than the list average for the statement, "People here are willing to give extra to get the job done." And its workers feel empowered and trusted: Responses to the statement, "People here are given a lot of responsibility," scored six points above the average.

Goldman engrains its culture from the start: recruits go through a grueling hiring process, which includes upwards of eight interviews. And while that's not overwhelmingly different from other banks, Goldman scores big points for what it does after sending recruits through the ringer. For three months, new hires get training and welcoming materials. "It's a company that has managed to develop this very collegial culture that people really like," says Levering.

Picking apart Goldman's employee survey helps dismiss some other assumptions about great workplaces. Goldman, for instance, doesn't offer employees free cafeteria chow like Google (GOOG, Fortune 500). Nor does it provide complimentary recreation and fitness areas like the No. 1 company on the list, SAS. Even Goldman's compensation, though higher than many companies, isn't dramatically different from other investment banks. (As one former low-level Goldman strategist puts it, "Their compensation system pays you $1 more than whatever is your threshold for leaving Goldman Sachs.")

To be fair, Goldman did earn kudos for its gleaming new headquarters in downtown Manhattan. Several employees wrote about the new $2 billion structure overlooking New York's Hudson River, replete with a natural-light filled 11th floor Sky Lobby and a barista-staffed café. But for the most part, Goldman's supportive, driven atmosphere is what makes up for a lack of tangible perks, employees say.

Not that employees don't have their complaints. Chief among them: Goldman isn't exactly fun. Its responses to the question "this is a fun place to work" rank 11 points below the average. Goldman's layoff and firing record is even worse, with employees grading it 15 points below the average to the statement, "I believe management would lay people off only as a last resort." That's no surprise, given the company usually fires the bottom 5% of workers in an exhaustive 360-degree annual review.

Lastly, if you want a job at Goldman you'd better be ready to give up your life. Employee responses to questions asking whether Goldman allows employees to preserve a work/life balance rank the worst out of the survey's 58 questions. Perhaps that's not surprising in the do-as-we-do culture of Goldman, where CEO Lloyd Blankfein himself is said to enjoy few outside interests.

Just goes to show you, the great place to work isn't for everybody.


过去的12个月无疑让高盛(Goldman Sachs)有了穿上隐身衣的冲动。这家投行先是由于其交易行为而被美国证交会起诉,然后又遭到了国会的中伤,此外它的巨额奖金也为它招来了美国老百姓的一片骂声——这还只是在2010年发生的事。2011年开始不到一个月,由于它搞砸了Facebook的募股,高盛再次成了众矢之的。

不过,高盛的员工似乎永远不会对自己的工作感到厌烦。这家公司每年都会雷打不动地出现在《财富》杂志的“百佳雇主排行榜”里。今年它在本榜上的位置上升到了第23名。虽然这要低于它金融危机前第9名的排名,不过自从这份排行榜于1998年问世以来,只有13家公司每年都会榜上有名,而高盛就是其中之一。

高盛在百佳雇主榜上的排名为什么总是这么靠前?你可能觉得这个问题太简单了——肯定是因为钱,高薪让员工感到快乐。这么想你就错了。华尔街的其他银行要听好了:不管围绕着高盛的消息有多糟糕,高盛还是不断吸引着最优秀的精英人才。根据20多页未经过滤的高盛员工的评论,我们可以看出,员工之所以喜欢高盛,是因为他们喜欢高盛的文化。

投行的每个交易员可能都有一本自己的损益账,每个合伙人都可能会为自己的团队争取薪酬。不过从最佳雇主调查的反馈来看,公司上上下下的员工都在评论中表示,高盛给他们的感觉就像一家人一样。如果有别人对员工为什么喜欢高盛这个问题妄加揣测,高盛的员工们往往会跳出来为公司辩解。有一名员工写道:“外人是体会不到这种感觉的。”另一名员工也写道:“在高盛工作的家庭感和归属感,是在其他地方工作所感受不到的。(员工的意见是决定一家公司在“百佳雇主排行榜”上排名的最重要的因素。我们对每家公司各个等级的员工都进行了调查,从秘书到高管无一遗漏。)

事实上,高盛的员工们甚至敦促管理层对公众和媒体的批评进行反击。员工的评论中普遍流行这样一个观点,即为什么高盛总是被动挨打,而不向媒体进行反击。一名员工写道:“我认为我们需要进行一次更加强势的公关和媒体关系活动,以挡开无知的、或是受了误导的媒体。”另一名员工也敦促道:“向公众展开公关活动。”(高盛也的确这样做了,去年秋天,它在报纸和杂志上做了大量的广告,强调它对美国就业所做出的贡献,以及其它正面的消息。)

学院文化,但并非很有趣

百佳雇主调查的调查表是由理想工作场所协会(Great Place to Work Institute)的共同创始人罗伯特?列弗宁编制的。他表示,高盛员工面对外界的批评仍然泰然自若。“我们非常好奇,想知道在过去两年里,高盛公司的员工士气是否会出现明显的下降。结果显示绝对没有这回事。”

如果深入挖掘一下高盛的调查结果,你很容易就能看出高盛究竟高在哪里。例如在“管理层雇佣的新人是否适合公司”这一项上,高盛的得分比百佳雇主公司的平均得分高出9分。员工的骄傲感也是发自内心的,比如在“员工是否愿意付出额外的时间来完成工作”这一项上,高盛的得分再次比百佳雇主的平均得分高了9分。而且员工们还普遍觉得被赋予了权力和信任。在“公司给予员工许多责任”这一项上,高盛的得分比平均得分高了6分。

高盛从一开始就在向员工灌输它的文化:要想进入高盛,员工首先要“熬”过一个极其折磨人的招聘程序,参加8次以上的面试。这和其它银行并没有太大的不同。不过员工进入公司之后,高盛对待员工的方式就使它得了高分。在头三个月里,员工会获得培训,并收到欢迎材料。“高盛成功地发展出了自己的学院文化,而且员工真正喜欢这种文化。”列弗宁说。

我们对于这些最佳雇主企业总是怀有一些不切实际的假想,对高盛的员工调查进行研究,有助于我们消除这些主观臆断。例如高盛并没有像谷歌公司一样,为员工提供免费的餐厅;也没有像排名第一的SAS公司一样,提供为人称道的娱乐和健身区域。高盛的薪酬待遇尽管高于许多其他公司,但和其他投行相比,并没有什么显著的不同。(级别较低的一位前高盛策略师说道:“不管你离开高盛的薪水门槛是多少钱,高盛的薪酬系统只会在这个门槛的基础上多付给你一美元。”

平心而论,高盛在曼哈顿中心城区的新总部大楼气派不已,的确赢来了不少称赞。有好几位员工提到了这座价值20亿美元、俯瞰纽约哈德逊河的宏伟建筑。11楼的空中大厅洒满了自然光,此外楼里还有一座咖啡厅,煮咖啡的是专业的咖啡师。不过这并不是重点。员工们表示,高盛的互相帮助、催人上进的氛围,在很大程度上弥补了有形待遇的不足。

员工们并不是没有抱怨。以下是一些主要的不满:高盛并不是一家很有趣的公司。在“这是否是一家有趣的公司”一项上,它的得分比平均得分低了11分。高盛的裁员和解雇纪录甚至更差,在“我相信管理层只有万不得已才会裁员”这一项上,高盛的得分比平均得分低了15分。高盛经常会在360度全方位年度总结后,裁掉垫底的5%的员工,因此这并不值得惊讶。

最后,如果你想在高盛谋口饭吃,你最好做好牺牲个人生活的准备。在“公司是否允许员工在工作和生活间保持平衡”这一项上,高盛员工给出的分数是58个问题里最低的。考虑到高盛 “上行下效” 的文化,这一点也许不足为奇。据说高盛首席执行官劳埃德?布兰克费恩(Lloyd Blankfein)本人就没什么别的爱好。

这说明,即便高盛是一个理想的工作场所,它也并非对每个人来说都是理想的。

标签:高盛 吸引 员工
1
2011-02-09 11:26 编辑:kuaileyingyu
分享到:
关注海词微博:
发表评论:
表达一些您的想法吧!已有0条评论>>
登录,再发表评论
文明上网,理性发言!
您可能还感兴趣的文章: