????員工們辛苦工作，一年到頭，如何感謝他們真是破費思量。想想吧，就算免費供應酒水，幾乎也沒有人愿意連續第二年參加派對來慶祝這個季節的到來。

????求職網站Glassdoor的年度調查結果就是這么說的。這家網站調查了美國超過2,000名全職員工。其中，有73%將現金列在愿望清單的榜首，而且收入越高的人，越希望獲得獎金。家庭收入在75,000美元或以上的員工中，四分之三表示，希望這個假期能多一筆收入；家庭收入低于75,000美元的員工中，67%有同樣的希望。還有，如果你在考慮給員工發放公司股票來代替現金，不妨三思：因為只有9%的受訪者表示愿意接受股票作為節日禮物。

????除了鈔票，最受歡迎的節日福利包括不計入休假的帶薪假期（36%），食品日用品商店禮品卡（29%），以及2013年在家辦公的許可（13%）。Glassdoor職場顧問拉斯特?呂埃夫建議：“如果你在管理一支團隊，要提早與員工溝通節日休假政策，以便員工有足夠的時間去安排。”呂埃夫曾擔任百事可樂公司（PepsiCo）全球人力資源部負責人，并曾與人合著過一本書——《人才的力量》（Talent Force: A Manifesto for the Human Side of Business）?！叭绻闶且幻麊T工，希望在節日期間休假，則應盡快告訴老板。‘先到先得’什么時候都沒錯?！?/p>

????呂埃夫補充說，不論公司在節日期間派發什么額外福利，要說明白這些福利和具體結果有直接的關系，這才是明智的做法。他說：“公司是否實現了2012年的年度目標？是否有哪個團隊或部門的表現超出了預期？解釋清楚獲得這些福利的條件是什么。”之所以這么做，一方面是為了“讓員工認識到，他們的努力工作得到了欣賞和認可”，另外也是為了“給也許不是那么好的下個年度打個埋伏?！?/p>

????說到明年，Glassdoor的調查結果中，有一個非常有趣的發現。2%的受訪者稱2013年的首要目標是“幫助炒掉自己的老板/上司”。但更重要的是，節日結束后，老板們可能不得不面對接二連三的加薪要求。

????平均有三分之一的員工（32%）表示，加薪是2013年的首要工作目標。不同年齡段的要求也各不相同。在18 – 34歲的受訪者中，40%的人計劃提出加薪要求，其他所有年齡段的平均比例僅有27%。值得注意的是，許多員工明顯認為，他們獲得的薪水已經足夠高：僅有21%的人計劃努力獲得上司更好的評價，只有16%的人表示他們會接受與工作相關的培訓。

????呂埃夫說：“人們的就業信心日益提高，因此，想多掙點錢沒什么可奇怪的。不論經濟形勢或好或壞，實際到手的工資始終被擺在首位。員工傳達了一條非常明確的信息——他們想要更高的薪酬，不僅是在節日季，也包括明年。”如果他們的愿望最終落空，情況會怎么樣？遺憾的是，調查并沒有告訴我們答案。

????譯者：劉進龍/汪皓

????Trying to decide how to thank your employees for their hard work over the past 12 months? Consider this: For the second year in a row, almost nobody wants to celebrate the season with a party, "even with an open bar."

????That's according to career siteGlassdoor's annual survey of more than 2,000 Americans with full-time jobs. Instead, cash tops the wish list for 73%, and the more people earn, the more they want a bonus. Over three quarters (77%) of employees with household income of $75,000 or above said they'd like a holiday sweetener in their pay, versus 67% of those earning less. And if you're considering giving people company stock instead of cash, think again: Only 9% said they'd welcome it.

????Besides greenbacks, the most popular holiday handouts include paid time off that doesn't count against vacation, mentioned by 36%, grocery gift cards (29%), and permission to work from home in 2013 (13%). "If you manage a team, communicate holiday time-off policies early so that people have time to plan," suggests Rusty Rueff, a Glassdoor workplace advisor. A former head of global HR at PepsiCo (PEP), Rueff co-wrote a book called Talent Force: A Manifesto for the Human Side of Business. "If you're an employee wanting time off during the holidays, speak with your boss as soon as possible. First come, first served usually works."

????Whatever perks companies hand out for the holidays, Rueff adds, it's smart to make clear that those goodies are linked directly to specific results. "Did the company reach its annual goals in 2012? Did a particular team or department surpass expectations? It's essential to explain what made a perk possible," he says -- partly "so people understand their hard work is appreciated and recognized," but also "because it provides history and context in case next year isn't as good."

????And speaking of next year, here's where the Glassdoor survey really gets interesting. Weirdly, 2% of those polled gave their top goal for 2013 as "helping to get boss/supervisor fired." But more important, after the holidays are over, bosses may want to brace themselves for a barrage of requests for more pay.

????On average, about one in three employees (32%) say getting a raise is their top work-related goal in 2013. That varies by age. Among 18-to-34-year-olds, 40% plan to ask for salary hikes, compared to an average of 27% in all other age groups. It's worth noting that many workers apparently think they've already earned a bigger paycheck: Only 21% plan on striving for better evaluations from their bosses, and just 16% say they'll seek work-related training.

????"As employment confidence gradually improves, it's no surprise to see employees focus on more money," Rueff notes. "Regardless of whether the economy is good or bad, take-home pay is always top of mind, and employees are sending a clear message that they want higher compensation -- not only during the holiday season, but next year too." And what will they do if it's not forthcoming? Alas, the survey doesn't say.