初創公司CEO提高員工滿意度的10條建議

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本文爲與《創業者》雜誌的合作內容。原文最初發表於網站。

The success of a startup is determined by the people who make up its team. When looking to make improvements to their businesses in the new year, CEOs should focus their attention on the satisfaction of their employees.

一家初創公司的成功，取決於創業團隊中的每一位成員。當CEO們在新的一年致力於改善公司業績的時候，他們應該着重關注員工的滿意度。

Improving career growth opportunities, team collaboration and communication can help propel a company forward in the new year. Here are 10 resolutions for CEOs to improve workflow and job satisfaction among team members:

增加職業發展機會，促進團隊合作與溝通，可以推動公司在新的一年向前發展。那麼，CEO們究竟如何完善團隊成員的工作流程和滿意度呢？以下是十條建議：

1. Realign around vision and mission

1. 重申公司使命與願景

Without a clear understanding of a company’s vision, mission and culture, employees can get lost in the dark with little direction or motivation. Remind team members what the company stands for and the grand vision being brought to life. The New Year is the perfect time to refocus everyone around the company’s mission to ensure that employees are excited and inspired by their work.

如果沒有充分理解一家公司的願景、使命和文化，員工就會迷失方向，失去動力。要提醒團隊成員公司的價值主張和宏偉願景。新年是讓所有人重新瞭解公司使命的最佳時間，可以確保員工對自己的工作感到興奮，並受到鼓舞。

2. Clarify roles

2. 明確職責

Not only should team members have a feel for the organization as a whole, but they should know where and how they, and others, fit into the team. Without set responsibilities and expectations, work gets muddled, employees take on extra work, and teams become burdened and frustrated. Clearly define and communicate the roles and responsibilities of team members and leaders across the company to keep everyone on task and improve productivity.

團隊成員不僅要有集體榮譽感，還應該知道每個人如何融入到團隊當中。如果沒有明確的職責和預期，工作會變得混亂，員工要從事額外的工作，整個團隊會不堪重負，士氣低落。因此，公司應該明確規定和傳達團隊成員和公司領導人的職責範圍，進而使所有人專注於自身的任務，提高工作效率。

3. Monitor success

3.衡量成功

Constantly measure success, assess what’s working and what’s not, and make adjustments to improve the product or organization. Everyone should have key performance indicators to focus on with measurable objectives attached to them. Set up a streamlined review process to measure, encourage and reward progress.

持續衡量成功，評估有效和無效的工作，及時做出調整，以完善產品或組織。每個人都應該有需要特別重視的關鍵績效指標，包括針對每個人的可測量目標。設置合理的評估流程，對每個人的進度進行測量、鼓勵和獎勵。

4. Empower employees

4. 授權於員工

Autonomous workplaces are happy ones. Step back and give employees the room they need to complete the job they were hired for. A survey of 2,000 office workers conducted by AtTask and Harris interactive found that 35 percent of those surveyed said they lose valuable working time to excessive oversight. Check that employees have the tools and the freedom to do their job and to have challenging and fulfilling careers.

自主化的工作場所才能令員工感到快樂。退後一步，給員工足夠的空間，讓他們去完成自己的本職工作。項目管理軟件公司AtTask和哈里斯互動調查公司對2,000位上班族進行的調查發現，35%的受訪者認爲過多的監督會浪費寶貴的工作時間。保證員工具備完成工作所需的工具與自由，讓他們擁有一段充滿挑戰性和成就感的職業生涯。

5. Invest in middle management

5. 加大對中層的投入

Although the third layer of management, usually directors who report to vice presidents or those who are two to three levels below the CEO, are extremely important to the success of an organization — they are often too removed to regularly connect with the CEO. Invest heavily in these managers, hold forums specifically for all middle managers, and check in with them to ensure effective team management.

第三級管理者，通常是向副總裁直接彙報的總監或比CEO低二至三級的管理者。儘管這個級別的管理者對公司的成功至關重要，但他們與CEO的級別相差太大，很難有經常交流的機會。加大對這些管理者的投入，專門爲所有中層管理者舉辦論壇，並經常與他們交流，這樣才能確保有效的團隊管理。

6. Train and educate team members

6. 培訓和教育團隊成員

Improve and advance the skills of employees by launching an internal “university,” essentially a professional development and training program, in which team members can earn certifications. Rewarding excellence in the program will help to sharpen the skills of top talent while improving job satisfaction and fostering career growth.

成立內部“大學”，特別是那種能夠爲團隊成員提供認證的職業發展與培訓項目，來完善和提高員工的技能。獎勵在項目中表現優異的員工，一方面可以進一步提高優秀員工的能力，同時又能改善工作滿意度，促進職業發展。

7. Improve communication

7. 改善溝通

Relying on email as the sole means of communication is ineffective and does little to build working relationships. Among professionals surveyed by AtTask, 43 percent felt that email takes away from their productivity. Instead, encourage face-to-face interaction when possible and invest in other communication tools such as a social video portal, internal webcasts, enterprise social networking tools and an internal blog.

將電子郵件作爲唯一的溝通方式，是一種效率低下的做法，對於建立工作關係沒有太大幫助。AtTask調查的職業人士當中，有43%感覺電子郵件影響了他們的工作效率。因此，公司應該鼓勵儘可能面對面的互動，並且投資其他溝通工具，例如社交視頻網站、內部網絡廣播、企業社交網絡工具和內部博客等。

8. Settle HR issues immediately

8. 迅速解決人力資源問題

It shouldn’t take months or even weeks to address personal HR requests and issues. Define a rigid timeline to settle these problems and the turnaround for other items such as updated offer and merit letters, and stick to it.

公司不該花數週甚至數月時間去解決團隊成員就人力資源事務提出的請求和問題。要明確解決這類問題的嚴格時間線，以及其他事務的正常週期，比如何時更新工作邀請和績效檔案等，並遵照執行。

9. Streamline onboarding

9. 改善新員工入職流程

Evaluate the current onboarding process and look for areas of improvement. Ask new employees for their feedback within their first six months and take their considerations seriously. A more effective onboarding process will mean smoother transitions, a more productive team and less employee turnover.

評估目前的新員工入職流程，找出需要改善的地方。在入職滿六個月後，徵求新員工的反饋意見，並認真對待他們的想法。更有效的新員工入職流程，將意味着更平穩地過渡、更有效率的團隊和更低的員工流動率。

10. Hold regular meetings

10. 定期召開會議

Employees should have regular interaction with top leadership, key executives and the CEO. Set aside specific times for team members to meet with senior leadership to gain a wide perspective on company-wide goals and progress, and to voice their concerns, discuss problems and give their feedback and input.

員工應該定期與最高領導層、主要高管和CEO進行互動。要爲團隊成員留出與管理高層交流的時間，使他們可以從更廣泛的視角瞭解公司的目標與發展情況，說出自己的擔憂，討論問題，提供反饋和意見。（財富中文網）

Yekutiel is co-founder, chairman and CEO of Kaltura Inc.

本文作者耶庫特爲Kaltura公司聯合創始人、董事長兼CEO。