千禧一代為何愛(ài)跳槽？

It is often said that youth is wasted on the young. Many twentysomethings are taking that on board — and are taking action by leaving corporate life while they still can.

人們常說(shuō)年輕人在浪費(fèi)青春。很多20幾歲的年輕人正接受這一觀點(diǎn)，而且在采取行動(dòng)，在他們還能改行的時(shí)候走人。

In recent months the lack of loyalty among millennial staff has been causing headaches to employers, with the financial sector in particular facing an increasing number of deserters. According to a recent survey by Deloitte, 44 per cent of millennials are looking to leave their jobs within the next two years, while a whopping 66 per cent expect to be gone within five.

最近幾個(gè)月，千禧一代員工欠缺忠誠(chéng)度的問(wèn)題令雇主頭疼，特別是金融業(yè)的跳槽者越來(lái)越多。根據(jù)德勤(Deloitte)最近的一項(xiàng)調(diào)查，44%的千禧一代員工正考慮在未來(lái)兩年跳槽，同時(shí)高達(dá)66%預(yù)計(jì)在5年內(nèi)跳槽。

Are millennials simply entitled whingers, so used to a lifetime of excessive praise that they expect high pay and high-profile work from their first day in the office? Or is the problem more fundamental: are these young people simply motivated by different concerns?

千禧一代是否是被寵壞的憤青，如此習(xí)慣于過(guò)度的贊美，以至于他們?cè)谌肼毜谝惶炀推谕玫礁吖べY和出人頭地的工作?抑或問(wèn)題在于更為根本的層面：這些年輕人是否受到其他考量的激勵(lì)?

I recently left my role at an investment bank, and fellow graduates working in finance have been supportive — many have told me they also have a strong desire to leave in the near future. No one expects to remain in their job long-term.

我最近從一家投行離職，在金融業(yè)工作的同齡畢業(yè)生支持我，很多人告訴我，他們強(qiáng)烈希望在近期離職。沒(méi)有人希望在自己的崗位上長(zhǎng)期做下去。

So what can be done to halt the exodus of millennials from the corporate world?

因此，要阻止千禧一代跳槽，我們能做什么?

One problem is that many companies are the victims of their own recruiting success. This slick process was expertly skewered by the late Marina Keegan, then a Yale student, in her 2011 essay “Even artichokes have doubts”. As Keegan put it: “I’m not special. Their team of recruiters is really good. They come at Yale with a myriad of other consultant firms and banks and sell themselves shamelessly and brilliantly to us from the time we turn twenty.”

問(wèn)題之一是，很多公司是它們自己招聘成功的受害者。英年早逝的耶魯大學(xué)(Yale)學(xué)生瑪麗娜•基根(Marina Keegan)在她2011年的文章《連洋薊也有疑問(wèn)》(Even artichokes have doubts)中，對(duì)這種華而不實(shí)的招聘過(guò)程進(jìn)行了精辟的刻畫。正如基根所言：“我并不特別。他們的招聘者團(tuán)隊(duì)確實(shí)優(yōu)秀。從我們20歲開(kāi)始，他們就與其他各家咨詢機(jī)構(gòu)和銀行一起涌來(lái)耶魯，無(wú)恥但高明地推銷他們自己。”

This seamless recruitment has led many graduates who had never heard of discounted cash-flows or credit derivatives to glide into a job in the sector. Unsurprisingly, many of these young employees soon decide to move on to roles more suited to their interests.

這種無(wú)縫的招聘讓很多之前從未聽(tīng)說(shuō)過(guò)折現(xiàn)現(xiàn)金流或信貸衍生品的畢業(yè)生獲得金融行業(yè)的工作。毫不意外的是，其中很多年輕員工很快就決定跳槽到更切合自己興趣的工作。

There is more to this exodus than simple mismatching. The drudgery of entry-level jobs within professional services is well documented. Hours are spent grinding away in front of Excel and PowerPoint. A combination of routine tasks and high pressure leads to demoralised juniors. While this has long been the case, what has changed is the loss of the finance industry’s two great pull-factors: prestige and wealth. Since the 2008 crisis, the envy that a City or Wall Street job once inspired among peers has been replaced with opprobrium and judgment.

除了專業(yè)不對(duì)口，這種跳槽還說(shuō)明更多問(wèn)題。專業(yè)服務(wù)機(jī)構(gòu)入門級(jí)工作的單調(diào)辛苦已經(jīng)出了名。新員工每天要在Excel和PowerPoint前面熬過(guò)好幾個(gè)小時(shí)。單調(diào)任務(wù)和巨大壓力導(dǎo)致初級(jí)員工士氣低落。盡管這一點(diǎn)長(zhǎng)期如此，但變化是金融業(yè)喪失了兩個(gè)重要吸引力：聲望和財(cái)富。自2008年金融危機(jī)以來(lái)，倫敦金融城和華爾街工作激勵(lì)人們的那種同輩間的羨慕，已被抨擊和評(píng)判取代。

In their place, Silicon Valley companies such as Google and Facebook capture the hearts of ambitious graduates. It is hard to stay motivated when, in the eyes of much of society, you are a parasite or even a “vampire squid”.

谷歌(Google)和Facebook等硅谷公司贏得了志向遠(yuǎn)大的畢業(yè)生的心。如果在社會(huì)上很多人眼里你是一個(gè)寄生蟲甚至“吸血烏賊”，那么你很難保持動(dòng)力。

And while the industry still pays exceptionally well, if even a young banker cannot buy a house in London, what is the point in working so hard? 盡管該行業(yè)的薪資仍特別高，但如果連一位年輕的銀行家都無(wú)法在倫敦買到一棟獨(dú)立屋，那么如此賣命工作又有什么意義呢?

Millennials are looking for the same things that young people have always wanted in a career: interesting work, financial security, good prospects and a job they can take pride in. If employers are serious about retaining talent for the long-term they should start by getting the right people in the door.

千禧一代在尋找年輕人一直想從職場(chǎng)獲取的東西：有趣的工作、經(jīng)濟(jì)保障、良好前景以及一份他們可以引以為傲的工作。如果雇主對(duì)于長(zhǎng)期留住人才態(tài)度認(rèn)真的話，他們應(yīng)該從招聘合適的員工起步。

By expanding hiring away from purely elite university applicants, a smaller but more loyal cohort of employees could surely be found.

如果把招聘范圍從精英大學(xué)的小圈子擴(kuò)大到更多大學(xué)，那么數(shù)量較少但更為忠誠(chéng)的員工肯定是找得到的。

And if, as seems to be happening, profits in the industry are dropping to more ordinary levels, the workplace culture should change to reflect that. Shorter hours, less weekend work and the feeling that there is a life outside the office would go a long way to alleviating the monotony of entry-level jobs.

如果該行業(yè)的利潤(rùn)降至更普通的水平(現(xiàn)在似乎正是如此)，那么職場(chǎng)文化應(yīng)該有所改變，以反映這點(diǎn)?？s短工作時(shí)間、減少周末加班以及對(duì)于辦公室以外還有生活的感覺(jué)，會(huì)大大有利于緩解入門級(jí)工作的單調(diào)乏味。

This normalisation may further reduce the appeal of finance to the most ambitious and competitive of graduates. And if that means that fewer potential scientists, engineers and artists end up working in the financial sector, then that may be no bad thing.

這種正?；赡軙?huì)進(jìn)一步降低金融業(yè)對(duì)于最雄心勃勃且最有競(jìng)爭(zhēng)力的畢業(yè)生的吸引力。如果這意味著較少的潛在科學(xué)家、工程師和藝術(shù)家最終在金融行業(yè)工作，那么這或許不是件壞事。