Thehazardsofmaking(oraccepting)counteroffers高薪挽留跳槽者是步险棋DearAnnie:I'mcurioustohearwhatyouandyourreadersthinkaboutusingcounterofferstoretaintalentedemployees.Lastweek,Iwasinameetingofdepartmentheads(sixofus,includingme),andacoupleofpeoplementionedthatkeyteammembershavegottengreatjoboffersfromourcompetitors.Ontopofbiggersalaries,theseothercompaniesarethrowinginthingslikefreegymmemberships,nottomentionsubstantiallymorevacationtimethanwecurrentlyoffer.亲爱的安妮：我很想知道您和读者们对开出比竞争对手更高的待遇挽留优秀员工这个现象怎么看。上周我参加了一个部门主管会议（包括我在内一共六个人），一些主管说有几个团队核心成员拿到了我们竞争对手开出的工作条件。除了薪水更高之外，这些公司还提供免费健身会员卡之类的福利，以及更长的带薪假期。So,naturally,theconversationturnedtowhetherwecould,orwould,matchtheseoffers,andatleastonepersonseemedinclinedtodoso.Butisthatreallysmart?Ihavemydoubts,partlybecauseIacceptedacounterofferformoremoney,someyearsagoatadifferentcompany,anditsortofbackfiredonme,soIendedupleavinganyway.Youropinion,please?--HoldingBack于是大家的话题自然就转到我们是否能够或是将要拿出对等的待遇来，至少有一个人倾向于这么做。但这真的明智吗？我颇为怀疑，因为多年前我就在一家公司接受了一次出价更高的挽留，结果事与愿违，我最后只能离职。您怎么看呢？—H.B.DearH.B.:Withhiringpickingup,itfollowsthatdecisionsaboutmaking,andaccepting,counteroffersareontherisetoo.AsurveylastmonthbystaffingfirmTheCreativeGroup,forinstance,foundthatabout20%ofmarketingandadvertisingexecutivesareagreeingtomatchmoreoutsideoffersthanlastyear,mainlytoavoidlosingemployeeswithhard-to-findskills,whilejust5%saidcounteroffershavedeclined.亲爱的H.B.：当招聘开始进入旺季后，是否提供及接受高薪挽留的各种决策也开始大幅增加。上个月由人力资源公司创新集团（TheCreativeGroup）发布的一份调研发现，现在营销和广告界约有20%的高管同意开出比去年更多的高薪，主要是为了避免拥有出众技能的雇员流失，仅有5%的高管表示拒绝开出留人的高薪。Thebiggestdrawbacktocounteroffersisthatthey'reoftenatemporarysolutiontoalong-termproblem."Manycompaniesarewillingtopulloutallthestopstoretaintheirbestpeople,"observesCreativeGroupexecutivedirectorDianeDomeyer."Andtheemployeewhoacceptsacounteroffermayfeelvaluedintheshortterm.Thetroubleis,theissues,beyondmoney,thatarepromptingthepersontothinkaboutleavingusuallycropupagainlater."这类挽留高薪的最大缺点在于，它们往往是长期问题的暂时解决方案。创新集团常务董事黛安•杜美稚称：“很多公司现在愿意拿出所有手段来留住优秀员工。而接受挽留待遇的人可能短期内会觉得自己很有价