明星员工就该获得明星待遇吗？（下）
点此阅读：明星员工就该获得明星待遇吗？（上）
3. Make an effort to engage them: 3. 努力让他们参与进来：
With global estimates suggesting that only 13% of employees are engaged, and that the major cause of engagement (and disengagement) is their manager, it is essential that you minimize the risk that your stars fall into this category, and this will require special attention. First, you will need to ensure that they regard their role and contribution as meaningful, which requires aligning their activities with their core values and drivers. Second, provide them with opportunities to develop their curiosity, including the freedom to learn and to nourish their hungry mind (top performers are often more naturally curious, which means they will have lower tolerance for boring and repetitive jobs). Third, focus on the universal drivers of engagement, namely autonomy, affiliation, and achievement. That is, give your star employees resources and leave them alone (as opposed to micromanaging them); make sure they experience a sense of belonging and camaraderie with others and the wider organization; and help them perform beyond their expectations (engagement boosts performance, but performance boosts engagement).
根据全球范围内的估计，只有13%的员工参与其中，而参与（和脱离）的主要原因是他们的经理。因此，你必须将明星员工归入这一类的风险降至最低，这需要特别关注。首先，你需要确保他们认为他们的角色和贡献是有意义的，这需要他们的活动与他们的核心价值观和驱动力保持一致。第二，为他们提供发展好奇心的机会，包括学习的自由和滋养他们饥渴的心灵的自由（表现最好的人通常更天生好奇，这意味着他们对枯燥重复的工作的容忍度较低）。第三，关注参与的普遍驱动因素，即自主性、从属关系和成就。也就是说，给你的明星员工一些资源，不要打扰他们（正如不要对他们进行微观管理）；确保他们体验到一种归属感，并与他人和更广泛的组织建立友好关系；帮助他们实现超出预期的目标（参与可以提高绩效，但绩效可以提高敬业度）。
4. Remember that money isn’t everything: 4. 记住，金钱不是一切：
While money is the main vehicle organizations use to keep their star performers happy, it is generally a poor driver of satisfaction. In fact, meta-analytic studies indicate that there is just 5% overlap between pay and pay satisfaction, and merely 2% overlap between pay and job satisfaction. In fact, when you pay people too much for doing something that they enjoy, they may end up enjoying it less. And even if that isn’t the case, your stars will likely habituate quickly to your financial rewards — so a fat wallet is unlikely to buy you their love in the long run. Fundamentally, there are many other psychological drivers people will want to fulfill at work, including their need to help others, to influence others, and to enjoy what they do. And since one size does not fit all, you will need to devote enough time to decoding the personal values and drivers of your stars if you truly aspire to motivating them and keeping them happy.
虽然金钱是企业让明星员工开心的主要手段，但通常来说，它并不能带来满足感。事实上，荟萃分析研究表明，薪酬与薪酬满意度之间只有5%的重叠，而薪酬与工作满意度之间只有2%的重叠。事实上，如果你为人们喜欢做的事情付了太多的钱，他们最终可能会享受得更少。即使不是这样，你的明星们也会很快习惯你的金钱回报——所以从长远来看，一个丰厚的钱袋不太可能买到他们的爱情。从根本上说，人们在工作中还有许多其他的心理驱动因素，包括帮助他人、影响他人以及享受工作的需要。既然一种标准不适合所有人，那么如果你真的渴望激励他们、让他们开心，你就需要投入足够的时间来解读明星的个人价值和驱动因素。
Regardless of the approach you take to managing and retaining stars, it is essential that you make everyone aware of what the rules of the game are. To be sure, nobody likes to find out that they are not part of the vital few, but the proportion of individuals who will accept this will increase systematically if you are very explicit about what it takes to be part of the vital few, and you enable others to verify that those criteria are actually put in place. At the end of the day, even if everyone wanted to be a star performer, it is not the case that everyone is willing to do what it takes to attain that.
不管你用什么方法来管理和留住明星员工，你都应该让每个人都知道游戏规则才至关重要的。可以肯定的是，没有人喜欢发现他们不是至关重要的很少的一部分，但如果你非常需要明确什么是至关重要的一部分，接受这个现实的个体的比例将系统地增加，和你使别人来验证这些标准实际上是到位。归根结底，即使每个人都想成为明星员工，但并不是每个人都愿意为了达到这个目标而付出一切。
In short, your stars do deserve star treatment, but there is a rational, data-driven, and fair way to provide it, which will minimize perceptions of a rigged or nepotistic culture in your team or organization. For sure, having no approach or avoiding the issue will decrease rather than increase the perception of fairness.
简而言之，你的明星员工确实应该得到明星般的待遇，但是用一种合理的、数据驱动的、公平的方式来提供这种待遇，这将使你的团队或组织中对被操纵或裙带关系文化的看法最小化。当然，没有办法或回避问题将会减少而不是增加对公平的看法。
