6 Ways Companies Fail to Help Workers Grow阻礙員工成長的六類職場環境

約瑟夫·富勒等

When it comes to worker advancement， good corporate practice is widespread. Thats a key finding that emerges in the American Opportunity Index， a first-of-its-kind ranking of Fortune 250 companies based on the lived experience of three million of their U.S. workers. The index was compiled as part of a study sponsored jointly by the Burning Glass Institute2 and the Harvard Business Schools Managing the Future of Work project.

在促進員工職業成長方面，不乏值得稱道的企業慣例。這是美國機會指數的一個重大發現，該指數是首個此類指數，是根據《財富》雜志250強公司300萬美國員工的親身經歷對這些公司所做的排名。凸透鏡和哈佛商學院 “管理未來工作”項目聯合發起了一項研究，內容之一就是編制該指數。

Two-thirds of the companies landed in the top quintile3 on at least one of the six measures created for describing worker advancement. Thats good news. But another key finding was that even top-ranked firms fail to deliver consistently on worker advancement.

在被編制出來描述員工職業成長狀況的六項指標中，三分之二的公司至少有一項位列前五分之一。這是好消息，但另一項重要發現表明，在員工職業成長方面，即使是一些排名靠前的公司也未能持續達標。

When workers get stuck， whats going wrong？

員工停滯不前，到底是哪里出了錯？

To shed light on4 that question， we recently grouped underperforming companies based on measures of opportunity creation—from the speed of promotion to the success that employees enjoy at other firms after they leave. Below， well describe each of our six archetypes5 in detail.

為了闡明這個問題，近來我們基于機會創造類指標——從員工晉升速度到其離職后在其他公司取得的成就——對表現不佳的公司進行了分組。下面，我們將詳細描述六類典型問題。

Archetypes of underperformance

表現不佳公司的主要類型

Fast & Flimsy. These employers go well beyond their peers in creating opportunity for employees without prior experience， and they also rank well above others in the velocity of initial promotion. But， they dont invest consistently in training， which means their workers careers stall quickly. That leads to low rates of continued promotion and a poor track record of landing a better job when they leave. Many retailers fall into this category. Stay six months at a retailer and theres a good chance that youll wind up as a shift supervisor， given the high rates of turnover—but how far will you go from there？ In addition to retail， many companies in the hospitality， healthcare， manufacturing， and insurance sectors fall into this category.

其一，快速提升但無法持續。有些雇主在為無經驗的員工創造機會這方面所做的遠超其他雇主，在員工入職后最初的提升速度上，這些雇主也遠超其他雇主；然而，他們不會為員工培訓持續投資，換句話說，其員工的職業生涯很快就陷入停滯。這導致員工持續晉升率低，大多數人離職后也很難找到更好的工作。許多零售企業都存在這類問題。由于人員流動率較高，在一家零售商工作6個月后，你很有可能最終成為一名值班主管——但你還能走多遠？除去零售業之外，餐旅接待業、醫療保健業、制造業和保險業中的許多公司都屬于這一類。……