A condensed Employee Life Cycle

　　职业生涯周期的简要概括

　　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。

　　今天，我看到了一个关于职业生涯周期12步的图表。也许人力资源专家需要知道那样的细节问题，但是职能管理人员不需要知道得这么清楚。以下四个步骤，简略概括了职业生涯的循环，从这里你可以了解到你需要知道的一切。

　　Hire, Inspire, Admire, Retire

　　受雇，激励，赏识，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。

　　员工职业生涯周期是指该员工从踏入公司的那一刻开始到他离开公司的那一刻结束。一般来说，人力资源部会着重处理这个过程，他们希望以最少的付出来使公司获益。这对他们来说是件好事，因为他们的目标是从每个职员身上降低公司成本。

　　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，他们并不是真正能有所作为的人，经理才是。职员并不是为公司工作，而是为他的上司工作的。在这方面来说，你可以是位好上司，你能留住员工，让他们心甘情愿地为你工作，并且在降低公司成本的情况下还能让员工获利。如果你能做到这些，你可以让自己的工作更加轻松，也提升了自己在公司的价值。

　　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，员工才是公司最大的开支。和其他资产投资不同(厂房，机器，技术等)，人力资本有很高的变动性。而经理这个职位，正是利用“雇佣，激励，赏识，退休”这样的员工职业周期来降低这种高变动性的关键职位。

　　Hire 雇佣

　　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。尽你所能雇佣最优秀的人才。现在不是贪便宜的时候。替换一次差的雇佣，成本远远超过一次性就雇佣优秀人才所多出的边缘成本。

　　1.Hire talent, not just trainable skills. Skills can be taught to a talented employee. A skilled employee can not just be given talent。

　　聘请人才，而不是仅仅有熟练技能的人。人才可以学会熟练的技能，但是拥有熟练技能的员工并不一定能成为人才。

　　2.Improve your interviewing skills. Often this can be as simple as knowing what questions to ask during the hiring process。

　　提高你的面试技巧。通常这点可以简化为知道在面试过程中怎么提问。

　　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。

　　让你的公司成为别人愿意来工作并愿意效力的地方。企业文化是强有力的招聘工具。确保你明确传达了公司要达成的目标。

　　Inspire 激励

　　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。

　　在你为团队招到了最优秀的员工那刻，最难的部分开始了。你需要激励他们发挥自己的潜能。你必须接受挑战，鼓励他们，让他们尽最大努力，发挥最好的创新能力， 这样，你的团队才能最优秀。

　　1.Make them welcome. Make them feel like part of the team from the first day。

　　让他们感受到欢迎。在他们第一天上班的时候让他们感觉到能够融入其中。

　　2.Set goals for them that are hard, but can be achieved. Set S.M.A.R.T. goals。

　　虽然为他们设立目标是很难的，但是也是可以完成的。为他们设立S.M.A.R.T。目标。(S：special 特殊化； M：measurable 可测量性；A：Achievable 可实现性；R：Realistic 现实性；T：Time-based 时间基础)

　　3.Be a leader, not just a manager。

　　作一位领导，而不仅仅是经理。

　　Admire赏识

　　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。

　　在你雇佣了最优秀的员工，并且成功的激励他们之后，你也不能松懈。经理所犯的最大的错误就是忽视员工。只要他们在你团队工作，你就要始终关注他们的工作任务，他们的满意程度，他们对团队认同感。一旦你开始松懈，他们的满意和动力就会下降。如果此时你不采取任何措施的话，他们就不再有激情，会选择离开。这样一来，他们就会变成你竭力想避免的员工流动统计数据的一部分了。

　　1.You want TGIM (thank goodness it's Monday) employees not TGIF (thank goodness it's Friday) ones。

　　你想要的员工是积极的员工(谢天谢地今天是星期一)而不是消极的员工(谢天谢地今天是星期五)。

　　2.Give them positive feedback as much as you can, even if it's just a good word。

　　尽你最大的可能给他们积极的反馈，哪怕只是一句表扬的话语。

　　3.Provide appropriate rewards and recognition for jobs done well。

　　当他们出色的完成了工作时，适当的赞赏和嘉奖他们。

　　4.Create referral programs and reward your employees for referring other employee candidates "who are just as great as you"。

　　创建提名系统，并嘉奖那些提名“和你一样优秀”的候选人的员工。

　　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。

　　能做到这点就代表你很成功了。当员工是因为雇主而选择你们公司时，他们会加入你，和你一起奋斗。如果他们将你视作一位好的上司，一位真正的领袖，他们就会聚集在你的周围。只要你继续激励，鼓舞并给他们挑战性任务的话，他们就会为了打败你的挑战，而继续为你做出高效率的贡献。他们会成为你的长期员工，一直在你身边奋斗直到退休。他们甚至会将亲戚或其他合适的员工介绍到你的公司，这样，你就有了第二代甚至第三代优秀的员工。

　　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。

　　这样一路走来，你就能够以市场最低的成本拥有一批最有创造力、生产力的员工。而你可以将你节约的成本用在其他有竞争优势的关键方面，如为你的员工或自己加薪，分红等。