????對任何希望留住自家明星員工的公司來說,，成功幾率正變得越來越讓人氣餒,。根據(jù)勞工統(tǒng)計(jì)局（Bureau of Labor Statistics）提供的數(shù)據(jù)，員工離職率在2013年12月攀升到了新的高位,，較經(jīng)濟(jì)衰退時(shí)的340萬人增長了49%,。與此同時(shí)，咨詢公司BlessingWhite針對全職員工進(jìn)行的一項(xiàng)調(diào)查發(fā)現(xiàn),，這些員工預(yù)期在未來數(shù)月中辭職的概率要比被動(dòng)下崗高出5倍多（84%對16%）,。

????所有人當(dāng)中，高技能的IT人才是最不安分的一群人,。即使處在經(jīng)濟(jì)衰退最黑暗的日子里,，市場對IT人才的需求仍然很高，而這部分人的失業(yè)率從來沒有超過4%?，F(xiàn)在,，各家公司都在加大招聘力度,。科技招聘網(wǎng)站Dice.com針對美國17,000名IT從業(yè)者的薪酬調(diào)查表明,，有三分之二的人“自信能夠在今年找到一份更好的新工作”,。

????這么多員工都在“見異思遷”，難怪雇主們已經(jīng)開始更努力地嘗試去留住他們了,。其中的一種激勵(lì)手段很古老：錢,。Dice.com總裁舍凡?戈利說：“科技公司管理者告訴我，他們正增加預(yù)算,，讓技術(shù)員工滿意,。”薪酬最高的IT從業(yè)者在硅谷,，這里IT行業(yè)的平均薪酬現(xiàn)在是108,603美元,，平均年終獎(jiǎng)是12,458美元。

????在美國十大科技市場的其他地方,，薪酬水平同樣見漲,。這其中包括：洛杉磯（95,815美元,，2013年上漲4%）,，紐約（93,915美元，上漲5%）,，以及費(fèi)城（92,138美元,，上漲8%）。顯然,，大數(shù)據(jù)風(fēng)頭最勁：在10大薪酬最高的技能中,，有9項(xiàng)跟大數(shù)據(jù)有關(guān)，其中擅長R語言和NoSQL技術(shù)的員工獲得了最高的薪酬,，分別是115,531美元和114,796美元,。

????如果留住頂尖科技人才只需要開出一張數(shù)額更大的支票，那么大部分雇主倒可以松口氣,。但很可惜,，事情沒那么簡單?！板X是好東西,，但它不是萬能的?！备昀赋?。在Dice.com的調(diào)查中，一項(xiàng)位居前列的激勵(lì)因素乃是,，“更加有趣或更加具有挑戰(zhàn)性的工作任務(wù)”,，而這種東西往往不是月月都能提供給員工的,。不過，科技員工的愿望清單上還有其他待遇條目：升值或新的職稱,，靈活的工作時(shí)間,，更多的培訓(xùn)和認(rèn)證課程，來自高層管理人員的更多認(rèn)可,，以及——尤其是在北加州和其他交通堵塞的地區(qū)——在家辦公的機(jī)會(huì),。

????這些聽起來像不像創(chuàng)業(yè)公司的特征？這一點(diǎn)并不是什么巧合,。戈利說：“希望留住科技人才的大型公司可以從創(chuàng)業(yè)公司身上學(xué)到很多東西,。”根據(jù)Dice.com的調(diào)查,，羽翼未豐的公司往往會(huì)向IT員工支付較少的薪酬,。它們提供的平均水平為85,655美元，在2013年僅僅上漲了1%,。而全美平均水平是87,811美元,，同比漲幅達(dá)到了3%。然而,，57%的創(chuàng)業(yè)公司IT員工表示,，他們對自己的薪酬很滿意，這個(gè)數(shù)字要高于大型公司54%的比例,。

????原因在于,，戈利說，小公司“會(huì)更努力地找到激勵(lì)個(gè)體員工的因素,，量身打造每個(gè)人的工作安排”,，以便適應(yīng)員工的興趣和目標(biāo)?！氨绕鸫笮凸?，創(chuàng)業(yè)公司更擅于向員工提供很多正規(guī)培訓(xùn)和前沿工作，同時(shí)還有為每個(gè)人量身定制的清晰職業(yè)發(fā)展路徑,?！毙屡d公司還出了名地懂得“讓人放松。乒乓球桌很管用,?！?/p>

????戈利認(rèn)為，創(chuàng)業(yè)公司和大型公司之間的最大區(qū)別在于,，小公司的老板們會(huì)花更多的時(shí)間跟員工交談,。他說：“他們十分擅長在公司內(nèi)部培養(yǎng)員工，開發(fā)人才,，而這需要持續(xù)不斷的對話,?！痹贒ice.com，戈利希望確保員工知道他的門永遠(yuǎn)為他們敞開,，尤其是在有人不滿意的時(shí)候：“我告訴公司的所有人,，‘如果你想著離開，先跟我談?wù)?。我?huì)盡己所能留住你’,。”（財(cái)富中文網(wǎng)）

????譯者：王燦均

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????For any company hoping to hang on to its stars these days, the odds are daunting. The number of people quitting their jobs climbed to new heights in December 2013, up 49% from a recessionary low of 3.4 million, according to the Bureau of Labor Statistics. At the same time, a survey of full-time employees by consultants BlessingWhite found that they're five times more likely to expect to quit in the next few months than to be laid off (84% to 16%).

????Highly skilled IT people are the most restless of all. Even during the darkest days of the economic downturn, demand was such that unemployment among techies never exceeded 4%. Now that companies have stepped up hiring, tech employment site Dice.com's latest salary survey of more than 17,000 U.S. IT employees says two-thirds are "confident that they can find a new, better" job sometime this year.

????With so many staffers eyeing the exits, it's no wonder that employers have started trying harder to hold on to them. One motivator is that old standby: money. "Tech managers are telling me they're stretching their budgets to keep their technology workforces satisfied," says Dice president Shravan Goli. The highest paid techies are in Silicon Valley, where the average IT salary is now $108,603 and annual bonuses average $12,458.

????Most of the other 10 biggest tech markets in the U.S. are also seeing raises. That includes Los Angeles ($95,815, up 4% in 2013), New York ($93,915, up 5%), and Philadelphia ($92,138, up 8%). Clearly, big data rules: Nine of the 10 highest paid skills are connected to it, with those adept at R and NoSQL reaping the highest pay, at $115,531 and $114,796 respectively.

????If retaining top tech talent were as easy as just writing a bigger check, most employers could breathe easy. But alas, it's not that simple. "Money is nice, but it isn't everything," notes Goli. The one enticement that topped it in Dice's survey was "more interesting or more challenging assignments," which are often much harder to provide month in and month out, but techies' wish lists include other perks too: a promotion or a new title, flexible work hours, more training and certification courses, more recognition from top management, and -- especially in northern California and other traffic-clogged locales -- the chance to work from home.

????Do those sound like the earmarks of a startup? It's no coincidence. "Big companies that want to keep tech talent can learn a lot from startups," Goli says. According to Dice's survey, fledgling enterprises tend to pay IT staff a little less. Salaries average $85,655, up just 1% in 2013, vs. a national average of $87,811, a 3% raise from the previous year. Yet 57% of startups' IT employees say they're satisfied with their pay, somewhat higher than the 54% of their big-company peers who say the same.

????The reason, Goli says, is that small companies "dig harder to find out what makes each individual tick, and personalize each person's job" to match the worker's interests and goals. "Startups are better than big companies at offering people not only lots of formal training and cutting-edge work but also clear career paths that are customized to each person." Newer companies also famously "let people loosen up and relax. Ping pong tables help."

????The biggest difference between startups and their bigger brethren, he believes, is that bosses at small companies spend more time just talking with employees. "They're really good at developing people and growing talent in-house, which takes a constant, never-ending conversation," he says. At Dice, Goli aims to make sure employees know his door is always open, especially if anybody is dissatisfied: "I tell everybody here, 'If you're thinking about leaving, come and talk to me first. I'll do whatever I can to keep you.'"

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