|
Dear Annie: I’m in charge of a product development team at a Fortune 500 company, and right now the division head and I are setting a couple of big goals for 2017, especially regarding products we want to roll out by mid-year. I think our deadlines for different phases of these projects are realistic, but our ability to meet them depends partly on keeping the same people we have now, because having to bring replacement hires up to speed would really slow us down. 亲爱的安妮：我目前在一家《财富》500强公司主管产品开发团队，部门负责人和我刚刚制定了2017年的重要目标，其中计划在明年年中推出的产品是重中之重。我认为，我们为项目不同阶段设定的最终期限是现实的，但这些目标能否实现却取决于当前的团队能否保持稳定，因为要找到了解情况的替代者，会拖延我们的进展速度。 The main thing that worries me is that, out of the 22 people who report to me, 12 are in their mid-twenties to early thirties. Our whole company has had a problem recently with high turnover in this age group. Do you have any suggestions about how to hold on to them, at least for the next few months? — Fingers Crossed 我最大的担忧在于，22名下属当中，有12人在二十五六岁到三十出头。这个年龄段的员工在我们公司的流动性最高。我该如何才能留住他们，至少让他们坚持几个月时间？您有什么建议吗？——F.C. | 
