離職還給一筆錢？哪家公司這麼傻？

Sometimes a new job turns out not to be the dream job you thought it was. But you can't always afford to walk away from a paycheck. Unless the company pays you to leave.

有時候一份新工作不是你想象中的理想工作。但是你不可能總是負擔得起離開這份薪水。除非公司付錢讓你離開。

Some companies are making it easier to part ways, paying unhappy workers to bow out gracefully.

有些公司在讓離職更加容易，付錢給不開心的員工，讓他們體面地退出。

At online retailer Zappos, new hires are offered a month's salary to leave within three months of starting their position. Amazon offers some workers up to $5,000 once a year to leave.

網上零售商Zappos（美國最大網上鞋城）爲新員工提供一個月的薪水，讓他們在入職後三個月內離職。亞馬遜每年爲一些員工提供高達5000美元的離職補貼。

Why would a company pay somebody to quit? Because it can be in the employer's best interest, too.

爲什麼公司會付錢讓員工離職?因爲這可以符合僱主的最大利益。

"We want you here because you believe in the vision and the goals of the company and can make a difference," said Megan Petrini, the director of Zappos' new hire program.

“我們希望你來這裏，因爲你相信公司的願景和目標，並且可以帶來改變。”Zappos的新招聘項目主管梅根·彼得里尼說。

Zappos isn't your typical office.

Zappos不是你的典型辦公室。

"We often have parades," she said. "If a parade comes down and you are on the phone and you can't hear ... and if that ruins your day, you aren't going to be happy here."

“我們常常有遊行，”她說。“如果一個遊行來了，你正在接電話，你聽不清了……如果這毀掉了你的一天，你不會感到開心。”

Zappo's policy is officially called the Graceful Leave Policy, but is more commonly referred to as "The Offer." It's extended about halfway through the company's four week training program. It's good for three months from an employee's start date.

Zappos的政策被官方稱爲“優雅離職政策”，但更常被稱爲“出價”。公司爲期四周的培訓項目大概已經進行了一半，從員工入職之日起三個月有效。

"That way they can see what it's like in training and get a feel for their position and really make sure it is the right fit for them to be happy," she said.

“通過這種方式，他們可以知道培訓是什麼樣子的，並對自己的定位有個感覺，真正確認這是讓自己快樂的正確選擇。”她說。

Some years, no one takes The Offer. Other years, it's more popular. So far this year, three people have taken the company up on it.

有些年，沒有人接受“出價”。其他年份，它更受歡迎。今年到目前爲止，已經有3個人接受了公司的“出價”。

"It's been higher than normal," said Petrini. "But the cool thing is we know that the people who work here have been chosen to work here and that they have been offered money to quit."

“這高於正常水平。”彼得里尼說，“然而酷的是，我們知道，在這裏工作的人是被選中來這裏工作的，而且離職的話也能得到一筆錢。”

Amazon, piggybacking off the idea from Zappos (which it bought in 2009), offers a similar program called Pay to Quit. Once a year, workers at its fulfillment centers are offered a chance to leave the company. The offer is $2,000 the first year and goes up by $1,000 each year to a maximum of $5,000.

亞馬遜借鑑了Zappos(2009年被其收購)的主意，提供一個類似的項目叫做“支付退出”。該公司的物流中心每年爲員工提供一次離開公司的機會。第一年的出價是2000美元，以後每年增加1000美元，最高可達5000美元。

"We want people working at Amazon who want to be here. In the long term, staying somewhere you don't want to be isn't healthy for our employees or for the company," an Amazon spokesperson told CNN.

“我們希望亞馬遜的員工願意留在這裏。從長遠來看，呆在你不想呆的地方對我們的員工和公司都是不利的。”一位亞馬遜的發言人告訴CNN。

The program has been around since 2013. "We tell them up front that we hope they don't take the offer. In fact, we want them to stay."

該項目開始於2013年左右。“我們預先告訴他們，我們希望他們不要接受這個出價。事實上，我們希望他們留下來。”

While offering employees cash to leave can help with productivity and morale, high acceptance rates might mean it's time to reassess how a company recruits.

雖然給員工離職資金有助於提高生產力和士氣，但較高的員工接受率可能意味着，是時候重新評估公司招聘的方式了。

"Check with your recruiting process, who are we hiring, how are we developing them and are we matching jobs to skills," said John Baldoni, an executive coach and author of "Moxie: The Secret to Bold and Gutsy Leadership."

高管培訓師、《魄力：大膽而勇敢的領導力的祕訣》的作者約翰·巴爾多尼說：“審查你的招聘過程——我們在招聘誰，我們如何培養他們，我們是否將工作與技能進行了匹配。”

But the programs can also backfire and might not be effective at weeding out the bad apples.

但這些項目也可能適得其反，不能有效地清除壞蘋果。

"Very often, the people who might take advantage of it, might be your good performers who have options," he said. "The people who have no options, who are the deadwood and clinging to a job, have no other place to go."

“很多時候，會從中受益的人，可能是那些有選擇餘地的優秀員工。”他說，“那些沒有選擇的人，那些只能抓緊這一份工作的人，沒有別的地方可去。”

翻譯：小楠