離職還給一筆錢？哪家公司這么傻？（雙語(yǔ)）

Sometimes a new job turns out not to be the dream job you thought it was. But you can't always afford to walk away from a paycheck. Unless the company pays you to leave.

有時(shí)候一份新工作不是你想象中的理想工作。但是你不可能總是負(fù)擔(dān)得起離開(kāi)這份薪水。除非公司付錢讓你離開(kāi)。

Some companies are making it easier to part ways, paying unhappy workers to bow out gracefully.

有些公司在讓離職更加容易，付錢給不開(kāi)心的員工，讓他們體面地退出。

At online retailer Zappos, new hires are offered a month's salary to leave within three months of starting their position. Amazon offers some workers up to $5,000 once a year to leave.

網(wǎng)上零售商Zappos(美國(guó)最大網(wǎng)上鞋城)為新員工提供一個(gè)月的薪水，讓他們?cè)谌肼毢笕齻€(gè)月內(nèi)離職。亞馬遜每年為一些員工提供高達(dá)5000美元的離職補(bǔ)貼。

Why would a company pay somebody to quit? Because it can be in the employer's best interest, too.

為什么公司會(huì)付錢讓員工離職?因?yàn)檫@可以符合雇主的最大利益。

"We want you here because you believe in the vision and the goals of the company and can make a difference," said Megan Petrini, the director of Zappos' new hire program.

“我們希望你來(lái)這里，因?yàn)槟阆嘈殴镜脑妇昂湍繕?biāo)，并且可以帶來(lái)改變。”Zappos的新招聘項(xiàng)目主管梅根·彼得里尼說(shuō)。

Zappos isn't your typical office.

Zappos不是你的典型辦公室。

"We often have parades," she said. "If a parade comes down and you are on the phone and you can't hear ... and if that ruins your day, you aren't going to be happy here."

“我們常常有游行，”她說(shuō)。“如果一個(gè)游行來(lái)了，你正在接電話，你聽(tīng)不清了……如果這毀掉了你的一天，你不會(huì)感到開(kāi)心。”

Zappo's policy is officially called the Graceful Leave Policy, but is more commonly referred to as "The Offer." It's extended about halfway through the company's four week training program. It's good for three months from an employee's start date.

Zappos的政策被官方稱為“優(yōu)雅離職政策”，但更常被稱為“出價(jià)”。公司為期四周的培訓(xùn)項(xiàng)目大概已經(jīng)進(jìn)行了一半，從員工入職之日起三個(gè)月有效。

"That way they can see what it's like in training and get a feel for their position and really make sure it is the right fit for them to be happy," she said.

“通過(guò)這種方式，他們可以知道培訓(xùn)是什么樣子的，并對(duì)自己的定位有個(gè)感覺(jué)，真正確認(rèn)這是讓自己快樂(lè)的正確選擇。”她說(shuō)。

Some years, no one takes The Offer. Other years, it's more popular. So far this year, three people have taken the company up on it.

有些年，沒(méi)有人接受“出價(jià)”。其他年份，它更受歡迎。今年到目前為止，已經(jīng)有3個(gè)人接受了公司的“出價(jià)”。

"It's been higher than normal," said Petrini. "But the cool thing is we know that the people who work here have been chosen to work here and that they have been offered money to quit."

“這高于正常水平。”彼得里尼說(shuō)，“然而酷的是，我們知道，在這里工作的人是被選中來(lái)這里工作的，而且離職的話也能得到一筆錢。”

Amazon, piggybacking off the idea from Zappos (which it bought in 2009), offers a similar program called Pay to Quit. Once a year, workers at its fulfillment centers are offered a chance to leave the company. The offer is $2,000 the first year and goes up by $1,000 each year to a maximum of $5,000.

亞馬遜借鑒了Zappos(2009年被其收購(gòu))的主意，提供一個(gè)類似的項(xiàng)目叫做“支付退出”。該公司的物流中心每年為員工提供一次離開(kāi)公司的機(jī)會(huì)。第一年的出價(jià)是2000美元，以后每年增加1000美元，最高可達(dá)5000美元。

"We want people working at Amazon who want to be here. In the long term, staying somewhere you don't want to be isn't healthy for our employees or for the company," an Amazon spokesperson told CNN.

“我們希望亞馬遜的員工愿意留在這里。從長(zhǎng)遠(yuǎn)來(lái)看，呆在你不想呆的地方對(duì)我們的員工和公司都是不利的。”一位亞馬遜的發(fā)言人告訴CNN。

The program has been around since 2013. "We tell them up front that we hope they don't take the offer. In fact, we want them to stay."

該項(xiàng)目開(kāi)始于2013年左右。“我們預(yù)先告訴他們，我們希望他們不要接受這個(gè)出價(jià)。事實(shí)上，我們希望他們留下來(lái)。”

While offering employees cash to leave can help with productivity and morale, high acceptance rates might mean it's time to reassess how a company recruits.

雖然給員工離職資金有助于提高生產(chǎn)力和士氣，但較高的員工接受率可能意味著，是時(shí)候重新評(píng)估公司招聘的方式了。

"Check with your recruiting process, who are we hiring, how are we developing them and are we matching jobs to skills," said John Baldoni, an executive coach and author of "Moxie: The Secret to Bold and Gutsy Leadership."

高管培訓(xùn)師、《魄力：大膽而勇敢的領(lǐng)導(dǎo)力的秘訣》的作者約翰·巴爾多尼說(shuō)：“審查你的招聘過(guò)程——我們?cè)谡衅刚l(shuí)，我們?nèi)绾闻囵B(yǎng)他們，我們是否將工作與技能進(jìn)行了匹配。”

But the programs can also backfire and might not be effective at weeding out the bad apples.

但這些項(xiàng)目也可能適得其反，不能有效地清除壞蘋(píng)果。

"Very often, the people who might take advantage of it, might be your good performers who have options," he said. "The people who have no options, who are the deadwood and clinging to a job, have no other place to go."

“很多時(shí)候，會(huì)從中受益的人，可能是那些有選擇余地的優(yōu)秀員工。”他說(shuō)，“那些沒(méi)有選擇的人，那些只能抓緊這一份工作的人，沒(méi)有別的地方可去。”