How to keep engineers happy

EE Times 上的一篇文章: How to keep engineers happy  LOCAL COPY

公司的想法是

Companies said they retain employees by setting the stage for them to find professional opportunity, satisfaction, reward and growth. They keep engineers close to the excitement of solving problems and creating products, and try to minimize everything else. They reduce attrition by controlling for factors that would give engineers cause to look elsewhere for work.

職業介紹顧問公司的人則是說

“It’s pretty basic, It comes down to making people feel valued and recognized, and creating a place they enjoy working, where they get meaning out of their work.”

How to keep engineers happy右邊是 EE Times 針對半導體供應商的調查,結果顯示人員異動率由最高的 12% (Actel Corp.) 到 Renesas Technology Corp. 的小於 1% 異動率,幅度頗大。而 Analog Device Inc. 則是由早期的 3% ~ 4% 人員異動率升高到近年的 7%(這個數字剛好是所有調查對象的人員異動率之平均值)左右。

而再對於美國的工程師與管理階層進行調查之後所得到的結果顯示

They also show that engineers change jobs in many cases because they want more excitement, better recognition or greater opportunity than they believe they can get from their current employer. Sometimes they are simply turned off by factors their employer cannot control.

Johns Hopkins 大學 Carey 商學院的教授說到

Most workers would rather not change jobs. Workers change jobs when pushed by some outside or internal force, such as a call from an employment agency, the concerns of family or a change in the company’s stability.

“Engineers are no different than other employees in these regards. If an organization pays a fair salary and constantly shows the engineer that they are valued, the chance of their leaving is small.”

如何保持每位員工都覺得工作有挑戰目標,有動機去做,很重要,Micron CMOS imaging products 工程團隊經理 Ed Jenkins 說到

“It’s challenging to keep everyone challenged. They’re all very driven, like myself. Some parts of the work are not always the most exciting stuff. The key is to keep people interested, because if they get bored they start looking for other things to do.”

另外,機會也是一個重點。有人因為總經理的親自招待禮聘而離開原公司;有人因為離職到新工作崗位後,可以有機會進修 PhD,而做決定。國界已經沒有障礙,跨國跨洲工作的人到處都有,這現象又以歐洲大陸以及英語系統國家最為普遍。

Opportunity is the main reason engineers change jobs.

有效率的領導,和正確的決策,有助於留人。

Effective leadership is another factor in keeping employees motivated and engaged. It comes down to communicating goals and conferring respect, both personally and professionally. “There is no reason that this cannot be accomplished,” Johns Hopkins’ Iserson said. “And respect for professionals costs the company little to no extra money.”

生活上與專業上的相互尊重與關心,更是關鍵。

Mutual respect is key.

人皆不同(一樣米養百樣人),某人離開這家公司的原因,有可能是另外一個人亟欲加入的理由。管理者要有一個高角度的宏觀視野來看清楚事實全貌,並且了解每個人不盡相同的需求。

且經過研究再研究,在一個工作職場中,能擁有一些好朋友,也是一個人會留下來的核心因素。

And “survey after survey” shows that “having a friend or friends at work” is central to an employee’s desire to stay put, he said. “So having an environment that’s collegial is an important way of helping retain people.”

短短的總結是

If an employer does right by an engineer through the first two or three years of employment, the chances of long-term retention increase, said ADI’s Javorski. “This includes all of those things that contribute to workers’ wanting to stay,” he said: good communication, good compensation, good leadership, good products and good strategic vision.

“I call it ‘managing the transition,’ ” Javorski said. “If you take care of that, other things take over. All of these are plans, not just happenstance.”

 
 

2007/7/3 update

中文版出來了:如何建構一個讓工程師甘願賣命的快樂工作環境?  LOCAL COPY

歷史上的今天

About mtlin

I'm easygoing and sometimes sentimental, also can be very funny. Geek style but social. A Blogger, a Wikipedian and an Engineer.
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