Scripps Health公司

最適宜工作的公司排名：42

年均基本工資：126090美元（約82萬元人民幣）

平均獎金：20349美元（約13萬元人民幣）

總薪酬：146439美元（約95萬元人民幣）

受調查職位：經理/主任

該機構在圣地亞哥市經營著一個昂貴的醫療保健體系，員工人數約為13281人。除了較高的平均工資，員工們還有額外津貼。Scripps Health設立的“成功分享”制度讓普通員工和管理人員變得更平等。按照這項制度，讓病人非常滿意和達到績效目標的非管理層員工可獲得現金獎勵。2007年實施以來，該機構已為此發放獎金逾6300萬美元，其中2014年向12627名員工發放了500萬美元獎金。2014年90%的員工都加了薪，平均工資漲幅為400美元。

Scripps Health

100 Best Companies Rank: 42

Average annual base pay: $126,090

Average additional cash compensation: $20,349

Total compensation: $146,439

Job Title: Manager/Director

This organization runs an expansive health-care system in San Diego, and for their roughly-13,281 employees, they enjoy a solid average pay that’s topped with helpful monetary perks. Scripps created their “Success Shares” program that promotes equality among staff and management by financially rewarding non-management employees for achieving high levels of patient satisfaction and reaching their performance goals. Since the program’s launch in 2007, Scripps has paid out more than $63 million in Success Shares bonuses, including $5 million to 12,627 employees in 2014. That year alone, 90% of staff also received an average award of $400.

First American公司

最適宜工作的公司排名：94

年均基本工資：55194美元（約36萬元人民幣）

平均獎金：84911美元（約55萬元人民幣）

總薪酬：140105美元（約91萬元人民幣）

受調查職位：銷售代表

如果這家金融公司再業務上表現優異，公司和員工會共同受益。評分最高的銷售和服務人員可以到百慕大等吸引人的勝地來一趟免費旅游。在客戶調查中獲得完美評價的員工會拿到額外的現金獎勵。富有創新精神的員工或者業務骨干會全公司通報嘉獎，還會獲得禮物。此外，所有員工都會基于當年效益分享公司的利潤并拿到獎金。

First American

100 Best Companies Rank: 94

Average annual base pay: $55,194

Average additional cash compensation: $84,911

Total compensation: $140,105

Job Title: Sales Representative

Business wins benefit both the company and individual at this financing company. Sales and service professionals that achieve top marks here could earn an all-inclusive trip to an exotic location, such as Bermuda. Those who work to receive perfect survey responses from customers receive additional cash compensation. Those considered innovators and service leaders within the company receive companywide recognition and reward gifts. And top of all this, all employees are offered profit sharing and bonuses based on the year’s results.

Atlantic Health System公司

最適宜工作的公司排名：79

年均基本工資：136527美元（約88萬元人民幣）

平均獎金：2593美元（約1.7萬元人民幣）

總薪酬：139120美元（約90萬元人民幣）

受調查職位：經理

作為新澤西州最大的醫療保健機構之一，Atlantic Health System在給予員工金錢獎勵方面向來很大方。該機構的學費報銷制度支持員工繼續深造，不僅承擔每年不超過5000美元的高等教育費用，還會通過個性化支持措施以及一對一咨詢來幫助員工選擇適當的課程提升自己。該機構還跟合作伙伴聯手，讓員工享受當地及全國性購物、餐飲、游樂園、音樂會和體育賽事打折優惠。

Atlantic Health System

100 Best Companies Rank: 79

Average annual base pay: $136,527

Average additional cash compensation: $2,593

Total compensation: $139,120

Job Title: Manager

One of the largest health care systems in New Jersey, the Atlantic Health System isn’t shy about providing its employees with financial charity. For any staff member looking to embark on further studies, the company’s tuition reimbursement program not only covers the cost of higher education up to $5,000 annually, but offers personalized support and one-on-one consultations to help staff members choose the right course for their growth. The organization also works with partners to offer employees discounts to local and national retailers, restaurants, amusement parks, concerts and sporting events.

Burns & McDonnell公司

最適宜工作的公司排名：16

年均基本工資：88100美元（約57萬元人民幣）

平均獎金：48260美元（約31萬元人民幣）

總薪酬：136360美元（約88萬元人民幣）

受調查職位：電氣工程師

這家工程公司里處處滲透著主人翁精神，最明顯的就是員工持股計劃。對于按時完成工作并達到預算和安全目標的員工，許多項目合同都會予以金錢獎勵。公司還會將鼓勵性分紅納入年終獎金池，并把分紅轉化成相應員工的新增股份。Burns & McDonnell在慈善方面也很慷慨。在Burns & McDonnell基金會的協助下，該公司為教育、社區發展、健康和文化藝術等諸多領域提供了資金和志愿服務。

Burns & McDonnell

100 Best Companies Rank: 16

Average annual base pay: $88,100

Average additional cash compensation: $48,260

Total compensation: $136,360

Job Title: Electrical Engineer

There’s a culture of ownership that permeates this engineering firm, starting with the employee stock plan. Many project contracts set financial incentives for staff members when they meet schedule, budget and safety targets. It also activates incentive payouts that go into a year-end bonus pool, and turns into increases in stock portfolio values for respective employees. The company is also big on giving—The Burns & McDonnell Foundation helps channel funds and volunteer hours into a range of areas that include education, community development, health, and arts and culture.

GoDaddy公司

最適宜工作的公司排名：95

年均基本工資：124830美元（約81萬元人民幣）

平均獎金：10062美元（約6.5萬元人民幣）

總薪酬：134892美元（約88萬元人民幣）

受調查職位：軟件開發工程師

這家虛擬主機服務商的總部設在亞利桑那州斯科茨代爾市。在GoDaddy，玩鬧和工作有機地結合了起來。全職員工基本工資達124830美元，頗有競爭力，除此之外還有大量福利。GoDaddy假期派對是每年的重頭戲，2015年有5000位客人參加，特別嘉賓包括歌手揚基老爹和皮普保羅。這家公司還承擔了員工的所有醫療費用及其被扶養人50%的醫療費用。

GoDaddy

100 Best Companies Rank: 95

Average annual base pay: $124,830

Average additional cash compensation: $10,062

Total compensation: $134,892

Job Title: Software Development Engineer

Fun and work mix well at this web hosting company headquartered in Scottsdale, Arizona. With a highly competitive base salary of $124,830 for full-time salaried employees, workers here are also lavished with a good amount of goodies. The GoDaddy holiday parties are an annual highlight, with more than 5,000 guests attending the 2015 bash that included special guest artistes Daddy Yankee and Pitbull. Employees also receive fully-paid health coverage from their company, which also pays half of any dependents’ coverage as well.

Baker Donelson公司

最適宜工作的公司排名：32

年均基本工資：124030美元（約81萬元人民幣）

平均獎金：4778美元（約3萬元人民幣）

總薪酬：128808美元（約84萬元人民幣）

受調查職位：合伙人

這家律師事務所在美國東南部以及華盛頓設有19個辦事處。除了工資豐厚，Baker Donelson還很關心員工的個人生活。作為鼓勵措施之一，想過得更健康的員工可報銷500美元的健康險保費。在較大的城市，Baker Donelson為員工報銷公共交通費用，有車的員工可以免費使用停車場。該公司還鼓勵員工為社區做貢獻，符合條件的員工可以享受8小時帶薪短假，用來服務鄰居。

福利誠可貴，卻不是留人靈藥

入選《財富》雜志“最適宜工作的100家公司”榜單的公司都以誘人的福利、完善的員工成長規劃、輕松愉快的工作氛圍等著稱。這些公司的員工主動離職率平均為未上榜同行的一半左右。

但在公司吸引員工的諸多因素中，最能讓員工愿意“長期”效力的要素實際上與福利、個人發展機遇、甚至公平的薪酬和利潤共享都無關。

對今年《財富》“最適宜工作的100家公司”榜單的新研究顯示，如果員工認為“我的工作有特殊的意義：而不‘僅僅是一份工作’”，留在公司的意愿最高，排名其后的想法是“我在這里做的事很有意義”和“回顧做成的事讓我感到驕傲”。

這一研究發現告訴我們，企業要留住人才，關鍵得激發員工樹立工作的目標，而且認為工作有意義。

要激發全公司員工的追求目標和意義的決心談何容易，但“最適宜工作的100家公司”上榜企業用許多創新的方式做到了，其中之一是將員工與終端客戶聯系在一起。

舉個例子，美國生物技術巨頭基因泰克在辦公室墻上掛了一些巨型橫幅，內容都是病人感謝基因泰克制造的藥品提高了生活品質。這些條幅時刻在員工眼前提醒他們，努力工作是有效果的。美國勞工部統計局數據顯示，去年基因泰克的員工主動離職率只有4%，和同期美國企業25.8%的平均離職率相比小得多。

另一個例子來自美國游戲開發商Riot Games，公司鼓勵員工去參加游戲界會議并與視頻游戲的玩家面對面交流，交通費全額報銷。2015年該公司員工主動離職率為7.9%。

40多年前，美國作家斯塔茲?特克爾在《工作》這本書中寫道：“工作不僅是為了謀生，更是在日常活動中追尋更大的意義。”如今這句話仍然擲地有聲。隨著遠程辦公越來越多，工作環境也越來越數字化，要在日常活動中尋找意義可能也越發困難。不過，追尋工作的意義會對員工產生積極影響，即便有挑戰也值得一試。（財富中文網）

譯者：Charlie、Pessy

審校：夏林

Baker Donelson

100 Best Companies Rank: 32

Average annual base pay: $124,030

Average additional cash compensation: $4,778

Total compensation: $128,808

Job Title: Associate

A law firm with 19 offices across the Southeast and Washington, D.C., Baker Donelson pairs a healthy living wage with a concern for their employees’ affairs. For those who want to make healthier choices, the company offers a $500 health premium discount as an incentive. In larger cities, the firm picks up the tab on public transportation costs, and parking is free for those that have a car. The company also pushes employees to give to the wider community; those who are eligible receive 8 hours of paid time to serve their neighborhoods.

Perks Are Great—But They Won’t Make Employees Stay

Companies on Fortune‘s list of the 100 Best Companies to Work For are known for their outstanding benefits, strong employee development programs, fun workplace cultures, and much more. And, voluntary turnover at these companies is, on average, approximately 50% of that seen by their non-list industry peers.

However, of all the factors that comprise a great workplace, the ones that are most closely associated with employees’ belief that they want to work at the company “for a long time” are actually unrelated to perks, development opportunities, or even fair pay and profit sharing.

New research from this year’s list shows that an employee’s belief that “My work has special meaning: this is not ‘just a job’” tops the list of distinguishing factors associated with the desire to stay, followed by the belief that “I make a difference here,” and “When I look at what we accomplish, I feel a sense of pride.”

This tells us that when it comes to retaining talent, inspiring a sense of purpose and meaning at work are key issues employers should attend to.

While it can be challenging to inspire a sense of purpose and meaning across an entire company, the 100 Best Companies achieve this goal in many creative ways—one of which is to connect employees to the end customer.

For example, at Genentech, enormous banners featuring the patients who have a better quality of life—thanks to the drugs Genentech produces—grace the sides of buildings. These serve as visual reminders of the impact employees have as a result of their work. Genentech’s voluntary turnover rate last year was just 4%—a small fraction of the 25.8% average turnover rate over the same period in the U.S., according to the Bureau of Labor Statistics.

In another example, Riot Games, which saw 7.9% voluntary turnover rate last year, sponsors trips to gaming conventions so employees can meet the players of the company’s video games face-to-face.

More than 40 years ago, Studs Terkel wrote inWorking: “Work is about a search for daily meaning as well as daily bread,” a sentiment that rings true as loudly today than it ever has. And as the workplace becomes increasingly remote and digitized, finding that daily meaning may prove to be more and more challenging. However, given the positive impact these efforts have, it’s a challenge that’s well worth taking on.