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雙語：職業(yè)生涯你會(huì)經(jīng)歷的四個(gè)步驟
A condensed Employee Life Cycle
職業(yè)生涯周期的簡(jiǎn)要概括
Today I saw a chart of a 12-step Employee Life Cycle. Maybe Human Resources professionals need that much detail, but functional managers don’t. Here is a four-step, condensed employee life cycle plan that tells you everything you need to know，
雙語：職業(yè)生涯你會(huì)經(jīng)歷的四個(gè)步驟
。今天，我看到了一個(gè)關(guān)于職業(yè)生涯周期12步的圖表。也許人力資源專家需要知道那樣的細(xì)節(jié)問題，但是職能管理人員不需要知道得這么清楚。以下四個(gè)步驟，簡(jiǎn)略概括了職業(yè)生涯的循環(huán)，從這里你可以了解到你需要知道的一切。
Hire, Inspire, Admire, Retire
受雇，激勵(lì)，賞識(shí)，退休
An employee life cycle is the steps the employees go through from the time they enter a company until they leave. Often Human Resources professionals focus their attention on the steps in this process in hopes of making an impact on the company’s bottom line. That is a good thing for them to do. Their goal is to reduce the company’s cost per employee hired。
員工職業(yè)生涯周期是指該員工從踏入公司的那一刻開始到他離開公司的那一刻結(jié)束。一般來說，人力資源部會(huì)著重處理這個(gè)過程，他們希望以最少的付出來使公司獲益。這對(duì)他們來說是件好事，因?yàn)樗麄兊哪繕?biāo)是從每個(gè)職員身上降低公司成本。
Unfortunately, they aren’t the ones who really make a difference – managers are. People don’t really work for companies; they work for a boss. To the extent that you can be a good boss, you can keep employees, keep them happy, and reduce the costs associated with employee turnover. In the process, you will make your own job easier and increase your value to the company。
然而不幸的是，他們并不是真正能有所作為的人，經(jīng)理才是。職員并不是為公司工作，而是為他的上司工作的。在這方面來說，你可以是位好上司，你能留住員工，讓他們心甘情愿地為你工作，并且在降低公司成本的情況下還能讓員工獲利。如果你能做到這些，你可以讓自己的工作更加輕松，也提升了自己在公司的價(jià)值。
Employees are one of a company’s largest expenses these days. Unlike other major capital costs (buildings, machinery, technology, etc。) human capital is highly volatile. You, as a manager, are in a key position to reduce that volatility using the condensed employee life cycle of HIAR (pronounced hire) - Hire, Inspire, Admire, Retire。
如今，員工才是公司最大的開支。和其他資產(chǎn)投資不同(廠房，機(jī)器，技術(shù)等)，人力資本有很高的變動(dòng)性。而經(jīng)理這個(gè)職位，正是利用“雇傭，激勵(lì)，賞識(shí)，退休”這樣的員工職業(yè)周期來降低這種高變動(dòng)性的關(guān)鍵職位。
Hire 雇傭
This first step is probably the most important. It is important to hire the best people you can find. This is not a time to be cheap. The cost of replacing a bad hire far exceeds the marginal additional cost of hiring the best person in the first place。
第一步可能是最重要的一步。盡你所能雇傭最優(yōu)秀的人才�，F(xiàn)在不是貪便宜的時(shí)候。替換一次差的雇傭，成本遠(yuǎn)遠(yuǎn)超過一次性就雇傭優(yōu)秀人才所多出的邊緣成本。
1.Hire talent, not just trainable skills. Skills can be taught to a talented employee. A skilled employee can not just be given talent。
聘請(qǐng)人才，而不是僅僅有熟練技能的人。人才可以學(xué)會(huì)熟練的技能，但是擁有熟練技能的員工并不一定能成為人才。
2.Improve your interviewing skills. Often this can be as simple as knowing what questions to ask during the hiring process。
提高你的面試技巧。通常這點(diǎn)可以簡(jiǎn)化為知道在面試過程中怎么提問。
3.Make your company a place people want to come to and work for. Company culture can be a powerful recruiting tool. Make sure yours reflects the goals the company wants to achieve。
讓你的公司成為別人愿意來工作并愿意效力的地方。企業(yè)文化是強(qiáng)有力的招聘工具。確保你明確傳達(dá)了公司要達(dá)成的目標(biāo)。
Inspire 激勵(lì)
Once you have recruited the best employees to come to work on your team, the hard part begins. You have to inspire them to perform to their capabilities. You have to challenge and motivate them. That is where you will get their best effort and their creativity that will help your organization excel，
資料共享平臺(tái)
《雙語：職業(yè)生涯你會(huì)經(jīng)歷的四個(gè)步驟》(http://www.lotusphilosophies.com)。在你為團(tuán)隊(duì)招到了最優(yōu)秀的員工那刻，最難的部分開始了。你需要激勵(lì)他們發(fā)揮自己的潛能。你必須接受挑戰(zhàn)，鼓勵(lì)他們，讓他們盡最大努力，發(fā)揮最好的創(chuàng)新能力， 這樣，你的團(tuán)隊(duì)才能最優(yōu)秀。
1.Make them welcome. Make them feel like part of the team from the first day。
讓他們感受到歡迎。在他們第一天上班的時(shí)候讓他們感覺到能夠融入其中。
2.Set goals for them that are hard, but can be achieved. Set S.M.A.R.T. goals。
雖然為他們?cè)O(shè)立目標(biāo)是很難的，但是也是可以完成的。為他們?cè)O(shè)立S.M.A.R.T。目標(biāo)。(S：special 特殊化； M：measurable 可測(cè)量性；A：Achievable 可實(shí)現(xiàn)性；R：Realistic 現(xiàn)實(shí)性；T：Time-based 時(shí)間基礎(chǔ))
3.Be a leader, not just a manager。
作一位領(lǐng)導(dǎo)，而不僅僅是經(jīng)理。
Admire賞識(shí)
Once you have hired the best employees and have challenged and motivated them, you can not relax. The biggest mistake a manager can make is to ignore employees. The same attention you paid to their work assignments, to their satisfaction levels, to their sense of being part of a great team needs to continue for as long as they are in your group. As soon as you start to slack off, their satisfaction and motivation decreases. If you don’t do something, they will become disenchanted and will leave. They will become part of the "employee turnover" statistic you were trying to avoid。
在你雇傭了最優(yōu)秀的員工，并且成功的激勵(lì)他們之后，你也不能松懈。經(jīng)理所犯的最大的錯(cuò)誤就是忽視員工。只要他們?cè)谀銏F(tuán)隊(duì)工作，你就要始終關(guān)注他們的工作任務(wù)，他們的滿意程度，他們對(duì)團(tuán)隊(duì)認(rèn)同感。一旦你開始松懈，他們的滿意和動(dòng)力就會(huì)下降。如果此時(shí)你不采取任何措施的話，他們就不再有激情，會(huì)選擇離開。這樣一來，他們就會(huì)變成你竭力想避免的員工流動(dòng)統(tǒng)計(jì)數(shù)據(jù)的一部分了。
1.You want TGIM (thank goodness it’s Monday) employees not TGIF (thank goodness it’s Friday) ones。
你想要的員工是積極的員工(謝天謝地今天是星期一)而不是消極的員工(謝天謝地今天是星期五)。
2.Give them positive feedback as much as you can, even if it’s just a good word。
盡你最大的可能給他們積極的反饋，哪怕只是一句表揚(yáng)的話語。
3.Provide appropriate rewards and recognition for jobs done well。
當(dāng)他們出色的完成了工作時(shí)，適當(dāng)?shù)馁澷p和嘉獎(jiǎng)他們。
4.Create referral programs and reward your employees for referring other employee candidates "who are just as great as you"。
創(chuàng)建提名系統(tǒng)，并嘉獎(jiǎng)那些提名“和你一樣優(yōu)秀”的候選人的員工。
Retire 退休
This is when you know you have been successful. When employees see your company as the employer of choice, they will join you. When they recognize you as a good boss and a real leader, they will stay around. As long as you continue to inspire, motivate, and challenge them, they will continue to contribute at the high levels you need in order to beat your competition. They will be long-term employees; even staying with you and your company until they retire. They will refer other quality employees to your company, including their relatives. You will attract and retain second and even third generation employees。
能做到這點(diǎn)就代表你很成功了。當(dāng)員工是因?yàn)楣椭鞫x擇你們公司時(shí)，他們會(huì)加入你，和你一起奮斗。如果他們將你視作一位好的上司，一位真正的領(lǐng)袖，他們就會(huì)聚集在你的周圍。只要你繼續(xù)激勵(lì)，鼓舞并給他們挑戰(zhàn)性任務(wù)的話，他們就會(huì)為了打敗你的挑戰(zhàn)，而繼續(xù)為你做出高效率的貢獻(xiàn)。他們會(huì)成為你的長(zhǎng)期員工，一直在你身邊奮斗直到退休。他們甚至?xí)䦟⒂H戚或其他合適的員工介紹到你的公司，這樣，你就有了第二代甚至第三代優(yōu)秀的員工。
Along the way, you will have had some of the most creative employees, some of the most productive employees, and the lowest employee costs in your market. You will be able to spend the money you save in this way on other key competitive elements, including raises and bonuses for all employees – even yourself。
這樣一路走來，你就能夠以市場(chǎng)最低的成本擁有一批最有創(chuàng)造力、生產(chǎn)力的員工。而你可以將你節(jié)約的成本用在其他有競(jìng)爭(zhēng)優(yōu)勢(shì)的關(guān)鍵方面，如為你的員工或自己加薪，分紅等。
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