????既然NetSuite已經(jīng)解決了一些招聘問題,，尼爾森和直接向他匯報(bào)的雷奧米將精力轉(zhuǎn)向了如何留住人才以及員工培訓(xùn)這些問題上。要問重大的挑戰(zhàn)是什么,？那就是，如何將公司零散的文化傳遞給物理距離越來越遠(yuǎn)的員工,。（它在10個(gè)國(guó)家有14處辦事處,，其中包括捷克。）現(xiàn)在,，雷奧米正在開發(fā)一組在線工具,，希望幫助新員工盡快適應(yīng)新的環(huán)境。針對(duì)最高管理層的領(lǐng)導(dǎo)力會(huì)議也在計(jì)劃之中,。

????培訓(xùn)不光是針對(duì)新人：尼爾森本人也在接受教練的培訓(xùn),，希望能完善自己的領(lǐng)導(dǎo)方式?！安辉趺戳?xí)慣,，”他承認(rèn)，但這樣的培訓(xùn)有助于他從一家初創(chuàng)企業(yè)的CEO逐步轉(zhuǎn)型至領(lǐng)導(dǎo)一家規(guī)模大很多的公司,，這恐怕也是很多管理者樂意擁有的煩惱,。

????Now that NetSuite has addressed some of its hiring issues, Nelson and Réaume -- who reports directly to the CEO -- have turned to retention and employee training. The big challenge? How to impart the company's scrappy culture to increasingly far-flung employees. (It has 14 offices in 10 countries, including the Czech Republic.) Réaume is developing a set of online tools to help newcomers get onboard. A leadership conference for top management is in the works.

????Training isn't just for newbies: Nelson is also working with a coach to help him evolve his leadership style. "It's uncomfortable," he admits, but the coaching is helping him make the transition from being a startup CEO to running a much larger organization -- another problem a lot of executives would love to have.