????與韜睿惠悅的調查相呼應,，丹尼爾斯也認為,，公司管理者應該想辦法改進自己的工作，確保員工“能夠明確績效與獎勵之間的直接關系,。應該向員工解釋清楚獲得獎金應該達到的具體目標,，以及公司會如何確定額外薪酬的金額等?！?/p>

????他補充道,，如果你的目標是留住明星員工，“用獎金來表達善意不會有任何效果,。讓員工感受到每天都被善待,，自己的出色表現(xiàn)也獲得了褒獎，這比每年領一張獎金支票更能培養(yǎng)員工的忠誠度,?！闭绻P者認識的一位殼牌石油（Shell Oil）高管所說：“趕著去參加派對，卻在路上挨了一頓揍,，誰還會有心情去慶祝呢,？”

????譯者：劉進龍/汪皓

????Echoing Towers Watson's research, Daniels says that managers need to start doing a better job of making sure employees "can draw a direct line between performance and reward. Explain exactly what people have to do to earn a bonus, and how the available amount of extra compensation is determined."

????If your goal is to keep your stars from quitting, he adds, "Using bonuses to create good will won't work. Being treated well every day and being praised for excellent performance is far more likely to foster loyalty than getting a check once a year. As a Shell Oil executive I once knew put it, 'It's hard to celebrate when you've been beaten up on the way to the party.'"