为什么您在中国应该鼓励聘用亲戚朋友

由Jocelyn Eikenburg

这里在我的祖国美国，裙带关系一致同意蔑视。 工作场所言情有几乎同样多notoreity在工友之中-如果不更-比地方著名人士闲话。 雇主捉住了聘用他们的亲戚风险开除从他们的工作-或更坏。 反而，我们鞠躬到获取新的工作的工作者美国理想根据他们的资格。

(不要介意，当然，事实您知道-的网络-或宁可世界卫生组织经常是什么得到您在门。 但我偏离主题…)

点这里是，我们不可能想象鼓励聘用雇员的亲戚朋友的工作场所。

但，如果您在中国设定一个办公室，您应该想象这种工作场所-和培养它。 为什么？ 由于它可能意味在雇用和失去好雇员之间的区别。

我的前雇主， 全球性来源骄傲地使用一定数量突出的夫妇。 我的制片人和我们它经理。 客户服务中心经理和一个大销售主任在香港。 二位小时经理。 关于朋友，而我不可能为整个公司讲话，关于每一位艺术家在我们的部门可能被追踪回到一个家伙。 同时，如果您将，我们的小时部门为推荐的人民提供了重的金钱刺激给工作在公司-有点儿雇员提及会员节目。 这项政策操练了入我们的脑子通过电子邮件和部门会议，唯恐我们忘记潜在的奖励。

公司例如 全球性来源 在中国文化-忠诚谎言的一个不变的方面更开户与您的亲戚朋友，不必要组织或公司。

Of course, that can work against you. One of Global Sources’ largest competitors, Global Market, was started by an Global Sources account executive who walked off with a healthy rolodex and a few coworkers.

So what does that mean for you? Three words: relationships, relationships, relationships.

Hire people based on employee referrals — and provide incentives to encourage these referrals.

Promote friendships and relationships within the workplace. Provide ample social outings, long/short-term trips, exercise clubs, and anything else you can do to make it a family atmosphere. Global Sources created a tennis competition that encouraged employee exercise and camaraderie.

Go a step further by offering value-added training opportunities. At Global Sources, we offered after-work English classes.

Remember, ties to family and friends will always trump your company, no matter how good you are; if family and friends are with the company, chances are your best employees will stay.

Watch relationships. Personal dynamics, if you don’t pay close attention, could mean disaster for your company — especially if too much power gets in the hands of one manager. Make sure you’re continuously reaching out to your employees in a personal way. What you don’t know or notice might hurt you.

Jocelyn Eikenburg, The Wu Way