錢不是很重要,職場中的80,90後到底看重什麼

3 things millennials want in a career (hint: it's not more money)

錢不是很重要，職場中的80，90後到底看重什麼？

What's the biggest incentive you can offer a millennial to come work for you instead of your competition? If you answered "more money" you need to rethink your strategy, because you might not be as attractive as you think for the generation that will soon become the majority of our workforce.

要想讓一名80後或90後給你，而不是你的競爭對手打工，你能給出的最大的激勵是什麼？如果你的回答是"多給錢"，你就需要反思你的策略。原因是，在即將成爲職場主力軍的這一代人眼中，你或許並不如自己想象的那麼有吸引力。

Millennials view the workplace through the same lens of new technology as any other aspect of their lives: instant, open and limitless. The era they have grown up in has shown them that nothing is a guarantee. Instability and rapid change are the norm. To millennials, time no longer equals money. It is a limited resource to be spent wisely and actively managed.

80後90後看待職場的角度就如同他們看待生活的許多其它方面，他們的視角是即時的、開放的、無限的。成長於這個時代的經歷讓他們懂得：沒有什麼東西是一成不變的。不穩定和快速變化已經成爲常態。對於80後90後來說，時間和金錢不再劃等號。時間是一個稀缺資源，需要聰明地使用和積極地管理。

To remain competitive, businesses need a fresh approach to compensation that reflects new values, attitudes and lifestyles. Perks such as free lunch and employee game rooms are great, but here are the three core values that really drive millennials in the workplace.

爲了保持競爭力，企業需要採用全新的方式來設計薪酬安排，特別是要考慮新的價值、心態和生活方式。諸如免費午餐或員工遊戲室這類福利當然是極好的，但真正能促進80後90後的職場表現的，其實是以下這三個核心價值：

Bye, bye nine-to-fives

和"朝九晚五"說拜拜

Today's young job seekers live in a world where physical presence is optional: Banking, renting movies, hanging out with friends, going to school, ordering dinner have all transformed from a 'place you go' to a 'thing you do' from any connected device. Millennials view work in the same way; not to be measured by hours at a location, but by the output of what you do.

在今天的職場中，坐辦公室已經不再是天經地義的事了。存取款、租電影、和朋友聊天、上學、點餐這些以往需要你親自到場的事情，現在只需要在任何一臺聯網設備上動動手指就能搞定。80後90後對工作也持有同樣的態度：工作成績不應該以坐在辦公室的時間來衡量，而應該以工作的產出來衡量。

Today's high-performing companies bake flexibility into the core of their corporate culture, letting employees set their own schedules as long as they get their work done. Plenty of Gen Xers and Baby Boomers care about it too, but millennials are leading the way in prioritizing job flexibility. According to PwC's millennials at Work study, many would give up pay or delay a promotion to achieve an ideal schedule.

如今很多業績出色的公司都把靈活性當成企業文化不可或缺的一部分，只要員工能完成他們的工作，他們並不介意員工自己制定工作日程。50、60和70後們也很重視靈活性，但只有80後90後才把工作靈活性當成頭等大事。普華永道公司對80後90後的研究顯示，只要能實現理想的工作時間安排，許多80後90後的員工寧可放棄一部分薪水或推遲升職。

An unlimited vacation policy is one extreme example of this new compensation. Companies such as Virgin, Best Buy and Evernote are matching flexible working with unlimited vacation policies to empower employees to take time off as needed, as long as they are coordinating with and delivering for their teams.

這種福利的一個極端例子是無限期的休假制度。像維珍集團、百思買和Evernote等公司都制定了彈性工作與無限期休假相結合的工作制度。只要他們協調好工作安排，並且爲團隊做出貢獻，就沒有休假天數的限制。

Keep us inspired

一直激勵我們

Millennials don't just want to spend their time earning a paycheck; they want to invest time acquiring the skills and knowledge they need to grow both personally and professionally.

80後90後工作並非只是爲了一張薪水單。他們還希望投入時間學習個人和職業發展所需的各種知識和技能。

This is a revolutionary shift from the traditional sense of on-the-job training. Training no longer exists solely to meet compliance or company-mandated policies. The best training program today is a rich learning experience that taps into employee interests, passions and career goals.

傳統的在職培訓觀念也在發生革命性變化。培訓不再是純粹爲了滿足企業的政策需要。如今，最好的培訓是一種能夠激發員工興趣和熱情，符合其職業目標的豐富的學習體驗。

Learning to lead is a big priority. In Deloitte's 2014 Millennial Survey, 75% of respondents believed that their organizations could do more to develop future leaders, which opens a massive opportunity for organizations that develop and become known for strong leadership programs.

領導能力是學習的重中之重。德勤會計事務所2014年對80後90後的調查顯示，75%的受訪者認爲，企業應該爲發展員工的領導能力投入更多。這也爲企業開發堅實的領導能力培訓項目，並藉此宣傳自身創造了機會。

Tied to learning is employee mobility. Most millennials expect to have multiple careers in their lifetime. According to the Bureau of Labor Statistics, the average young adult has held an average of 6.2 jobs by age 26. Why not enable them to shift careers within your organization? Give them access to the training and learning they need to move both vertically and horizontally. Let them experience the company holistically and build a lasting bond.

與學習相關的是員工的流動性。大多數80後90後並不想在職場上"從一而終"，而是想挑想多種職業。據美國勞工統計局統計，如今的美國年輕人在26歲以前，平均已經從事過6.2份工作。那麼你爲什麼不能允許他們在企業內部調換崗位呢？同時還要給予他們調崗晉升所需的學習和培訓，讓他們感受到公司的歷史發展，與公司建立持久的紐帶。

Make us part of the solution

使我們成爲解決方案的一部分

Finally, more so than previous generations, millennials place great importance on social causes and sense of purpose - and they define that purpose two-fold. The first is self-purpose; how do they fit into the organizational puzzle? How is their work relevant? Does anybody care? Be transparent about how personal goals are aligned to the goals of the organization so that even a junior employee understands how their daily labors are aligned to what the company is doing as a whole.

最後，80後90後比前幾代人更加重視社會存在感和目標感，而且他們看待目標感的角度也是二重的。首先是自我目標：他們如何能夠解決企業的難題？他們的工作是否重要？是否有人在意他們的工作成果？所以企業務必要清晰地闡明員工的個人目標對於企業目標的意義，這樣就連一名新入職員工也能明白，他們的日常工作對企業整體目標的意義所在。

The second aspect is the purpose of the company. How does the company relate to the wider world, and what good does it contribute? Does the company's concern with social responsibility match theirs? In this year's Deloitte Millennial Survey, six in 10 respondents said "sense of purpose" is part of the reason they chose their current employer. 第二方面是企業的目標。你的企業對更寬廣的世界有何意義？它向世界貢獻了什麼好處？企業是否關心相關的社會責任？在今年德勤會計事務所對80後90後的調查中，60%的受訪者表示"使命感"是他們選擇當前僱主的原因之一。

What has long been hailed as 'the future of work' is already upon us, and organizations have to move forward right now to meet the new standards for recruiting and retaining their most valuable asset - their employees. Competition for the best employees is at an all-time high; don't let your compensation strategy leave you in the past.

已經被大家談論很久的"未來職場"終於到來了，企業也必須與時俱進，滿足新的標準，以招募和保留他們最重要的資產--人才。人才競爭的激烈程度早以超過以往，不要讓你的薪酬戰略成爲企業前行的絆腳石。