????這幾乎成了一種規(guī)律。每次經(jīng)濟衰退過后，人們（尤其是優(yōu)秀員工）總會變得焦躁不安，而他們的雇主也開始為如何防止跳槽而憂慮。這一輪復(fù)蘇也不例外，雖然這一次的就業(yè)市場比以往更加蕭條。

????如今，讓優(yōu)秀高管們接聽電話比一兩年前都要容易許多。不僅獵頭們發(fā)現(xiàn)了這一點，各家公司也似乎更樂意互挖墻角。睿仕管理顧問公司（Right Management）上個月進(jìn)行的一項調(diào)查中，約有三分之二的雇主抱怨，競爭對手正在想方設(shè)法拉攏他們的優(yōu)秀員工。而去年這個比例僅有不到一半（42%）。

????但是最大的問題在于，你最希望留住的人可能不會直言不諱地告訴你，他們對目前的工作不滿意——至少在他們接受其他公司提供的機會之前，而到那時則為時已晚。所以，確定誰已經(jīng)生出二心，“在當(dāng)下來看至關(guān)重要，”在線高管職業(yè)網(wǎng)站ExecuNet的總裁馬克?安德森說道。“我們發(fā)現(xiàn)，對四個專門問題的回答可以讓雇主對于誰可能離開做到心里有數(shù)。”

????ExecuNet的研究人員在編輯即將出版的2013年版《高管就業(yè)市場情況報告》（Executive Job Market Intelligence Report）時發(fā)現(xiàn)了這些問題。這份報告對各個行業(yè)的3,785名美國高管（平均工資：220,000美元）進(jìn)行了詳細(xì)調(diào)查。受訪者回答了有關(guān)各人未來12個月規(guī)劃的問題，ExecuNet根據(jù)這些答案將所有受訪者分成了兩類——約55%的受訪者決定保持現(xiàn)狀，而45%的受訪者不確定或已經(jīng)在準(zhǔn)備跳槽。

????調(diào)查人員在數(shù)據(jù)篩查過程中發(fā)現(xiàn)了一些有意思的事情。安德森說：“我們提出的一個問題是：‘你對目前工作的公司感到自豪嗎？’決定保持現(xiàn)狀的受訪者中，有89%給出了肯定回答，而在正準(zhǔn)備跳槽的受訪者中，這一比例僅有62%。”這個現(xiàn)象引起了ExecuNet的興趣，于是這家公司開始尋找其他相互關(guān)系，結(jié)果發(fā)現(xiàn)了另外三個問題：

????? 你喜歡自己的工作嗎？被安德森稱為“快樂的人”的那一部分受訪者，有86%給出了肯定回答，而打算跳槽的受訪者僅有58%。

????? 你的老板是一位令你尊敬和/或欽佩的人嗎？繼續(xù)留守的受訪者，80%回答是，而準(zhǔn)備跳槽的受訪者僅有56%給出了肯定回答。

????? 你會推薦自己交際圈中的其他高管到你現(xiàn)在的公司工作嗎？75%快樂的人表示他們會推薦其他高管，而打算跳槽的受訪者僅有42%。

????It never fails. After every recession, people (especially top performers) get restless, and their employers start fretting about how to keep them from jumping ship. This recovery, although it has come with a feebler job market than most, is no exception.

????Not only are recruiters noticing that it's far easier to get A-list managers to take their calls than it was a year or two ago, but companies seem to be more intent on poaching each other's star players. Almost two out of three employers (63%) complained, in a survey last month by consultants Right Management, that competitors are aggressively wooing their best people. That's a marked increase from well under half (42%) who said so last year.

????The big problem here, of course, is that the people you most want to keep may not come right out and tell you they're dissatisfied in their current jobs — at least, not until they've accepted an offer somewhere else, and by then it's too late. So identifying who's eyeing the exits "is crucially important right now," notes Mark Anderson, president of ExecuNet, an online career network for senior managers. "We've found that the answers to four questions in particular will give you a pretty good idea of who's likely to leave."

????ExecuNet's researchers discovered those questions in the course of compiling the forthcoming 2013 edition of its Executive Job Market Intelligence Report, a detailed survey of 3,785 U.S. executives (average salary: $220,000) across a range of industries. Based on their answers to queries about their plans for the next 12 months, ExecuNet sorted the whole group into two categories — the roughly 55% who plan to stay put, and the 45% who aren't so sure or are already plotting their departure.

????In sifting through the data, the researchers noticed something interesting. "One of the questions we asked was, 'Are you proud of the company where you work now?'," Anderson says. "Among those who are planning to stay, 89% said yes, versus 62% of those who are job hunting." Intrigued, ExecuNet started looking for other correlations, and found three more:

????? Do you enjoy your work? 86% of those Anderson calls "happy campers" said yes, versus 58% of those planning to quit.

????? Is your boss someone you respect and/or admire? 80% of loyalists answered yes, versus 56% of job seekers.

????? Would you refer other executives in your network for a job here? Among the happy campers, 75% said they would, versus only 42% of the group looking to leave.