為什麼您在中國應該鼓勵聘用親戚朋友

由Jocelyn Eikenburg

這裡在我的祖國美國，裙帶關係一致同意蔑視。 工作場所言情有幾乎同樣多notoreity在工友之中-如果不更-比地方著名人士閒話。 雇主捉住了聘用他們的親戚風險開除從他們的工作-或更壞。 反而，我們鞠躬到獲取新的工作的工作者美國理想根據他們的資格。

(不要介意，當然，事實您知道-的網絡-或寧可世界衛生組織經常是什麼得到您在門。 但我偏離主題…)

點這裡是，我們不可能想像鼓勵聘用雇員的親戚朋友的工作場所。

但，如果您在中國設定一個辦公室，您應該想像這種工作場所-和培養它。 為什麼？ 由於它可能意味在雇用和失去好雇員之間的區別。

我的前雇主， 全球性來源驕傲地使用一定數量突出的夫婦。 我的製片人和我們它經理。 客戶服務中心經理和一個大銷售主任在香港。 二位小時經理。 關於朋友，而我不可能為整個公司講話，關於每一位藝術家在我們的部門可能被追蹤回到一個傢伙。 同時，如果您將，我們的小時部門為推薦的人民提供了重的金錢刺激給工作在公司-有點兒雇員提及會員節目。 這項政策操練了入我們的腦子通過電子郵件和部門會議，唯恐我們忘記潛在的獎勵。

公司例如 全球性來源 are banking on one immutable aspect of Chinese culture — loyalties lie more with your friends and relatives, not necessarily an organization or company.

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