提高员工满意度的10条建议
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.
一家初创公司的成功，取决于创业团队中的每一位成员。当CEO们在新的一年致力于改善公司业绩的时候，他们应该着重关注员工的满意度。
Improving career growth opportunities, team collaboration and **munication can help propel a **pany forward in the new year. Here are 10 resolutions for CEOs to improve workflow and job satisfaction among team members:
增加职业发展机会，促进团队合作与沟通，可以推动公司在新的一年向前发展。那么，CEO们究竟如何完善团队成员的工作流程和满意度呢？以下是十条建议：
1.Realign around vision and mission
1.重申公司使命与愿景
Without a clear understanding of a **pany’s vision, mission and culture, employees can get lost in the dark with little direction or motivation. Remind team members what the **pany stands for and the grand vision being brought to life. The New Year is the perfect time to refocus everyone around the **pany’s mission to ensure that employees are excited and inspired by their work.
如果没有充分理解一家公司的愿景、使命和文化，员工就会迷失方向，失去动力。要提醒团队成员公司的价值主张和宏伟愿景。新年是让所有人重新了解公司使命的佳时间，可以确保员工对自己的工作感到兴奋，并受到鼓舞。
2.Clarify roles
2.明确职责
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 be**e burdened and frustrated. Clearly define and **municate the roles and responsibilities of team members and leaders across the **pany to keep everyone on task and improve productivity.
团队成员不仅要有集体荣誉感，还应该知道每个人如何融入到团队当中。如果没有明确的职责和预期，工作会变得混乱，员工要从事额外的工作，整个团队会不堪重负，士气低落。因此，公司应该明确规定和传达团队成员和公司**的职责范围，进而使所有人专注于自身的任务，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.
持续衡量成功，评估有效和无效的工作，及时做出调整，以完善产品或组织。每个人都应该有需要特别重视的关键绩效指标，包括针对每个人的可测量目标。设置合理的评估流程，对每个人的进度进行测量、鼓励和奖励。
4.Empower employees
4.授权于员工
Autonomous workplaces are happy ones. Step back and give employees the room they need to **plete 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.
自主化的工作场所才能令员工感到快乐。退后一步，给员工足够的空间，让他们去完成自己的本职工作。项目管理软件公司AtTask和哈里斯互动调查公司对2,000位上班族进行的调查发现，35%的受访者认为过多的监督会浪费宝贵的工作时间。增加员工具备完成工作所需的工具与自由，让他们拥有一段充满挑战性和成就感的职业生涯。
5.Invest in middle management
5.加大对中层的投入
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.
第三级管理者，通常是向副总裁直接汇报的总监或比CEO低二至三级的管理者。尽管这个级别的管理者对公司的成功至关重要，但他们与CEO的级别相差太大，很难有经常交流的机会。加大对这些管理者的投入，专门为所有中层管理者举办论坛，并经常与他们交流，这样才能确保有效的团队管理。
6.Train and educate team members
6.培训和教育团队成员
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.
成立内部“大学”，特别是那种能够为团队成员提供认证的职业发展与培训项目，来完善和提高员工的技能。奖励在项目中表现优异的员工，一方面可以进一步提高员工的能力，同时又能改善工作满意度，促进职业发展。
7.Improve **munication
7.改善沟通
Relying on email as the sole means of **munication 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 **munication tools such as a social video portal, internal webcasts, enterprise social networking tools and an internal blog.
将电子邮件作为的沟通方式，是一种效率低下的做法，对于建立工作关系没有太大帮助。AtTask调查的职业人士当中，有*感觉电子邮件影响了他们的工作效率。因此，公司应该鼓励尽可能面对面的互动，并且投资其他沟通工具，例如社交视频网站、内部网络广播、企业社交网络工具和内部博客等。
8.Settle HR issues immediately
8.迅速解决人力资源问题
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.
公司不该花数周甚至数月时间去解决团队成员就人力资源事务提出的请求和问题。要明确解决这类问题的严格时间线，以及其他事务的正常周期，比如何时更新工作邀请和绩效档案等，并遵照执行。
9.Streamline onboarding
9.改善新员工入职流程
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.
评估目前的新员工入职流程，找出需要改善的地方。在入职满六个月后，征求新员工的反馈意见，并认真对待他们的想法。更有效的新员工入职流程，将意味着更平稳地过渡、更有效率的团队和更低的员工流动率。
10.Hold regular meetings
10.定期召开会议
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 **pany-wide goals and progress, and to voice their concerns, discuss problems and give their feedback and input.
员工应该定期与高领导层、主要高管和CEO进行互动。要为团队成员留出与管理高层交流的时间，使他们可以从更广泛的视角了解公司的目标与发展情况，说出自己的担忧，讨论问题，提供反馈和意见。
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