People leave jobs all the time. It's when a trickle turns into a flow that people tend to get concerned and wonder, “Why am I still here?”
人們都要經(jīng)歷離職。當(dāng)走的人越來(lái)越多，人們往往就會(huì)擔(dān)心并考慮，“為什么我還在這里？”

If the seats around you are emptying at a rapid rate—and not because of a recent layoff or merger—it's essential to take some time to evaluate your situation and make an important decision: Should you leave if everyone else is?
如果你周圍的位子空的很快，而且不是因?yàn)樽罱脝T或合并，那就有必要花些時(shí)間評(píng)估下你的情況，并作出重要決定：如果其他人都離開(kāi)了，你應(yīng)該走嗎？

Whether you should be looking for a new job or staying put based on high employee turnover depends on a host of factors. It's tough to lose colleagues you respect and enjoy working with, but their departure isn't necessarily a red flag. However, it's worth asking yourself a few questions when it happens.
你是應(yīng)該找新工作呢，還是考慮到高員工離職率決定繼續(xù)待下去呢，這取決于許多因素。你尊重同事，而且彼此合作愉快，他們離開(kāi)了，這是有點(diǎn)讓人難過(guò)。但他們的離開(kāi)并不一定是一個(gè)警告。但是，當(dāng)這件事發(fā)生時(shí)，你有必要問(wèn)自己一些問(wèn)題。

Here's a handy guide to deciding whether or not you should consider jumping ship.
這是一個(gè)便捷指南，可以幫你決定是否應(yīng)該考慮跳槽。

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Yes if: Most of the People Who've Left Are in Your Department or at Your Level
如果大部分離開(kāi)的人都在你的部門(mén)或和你級(jí)別相同，那就應(yīng)該。

Look around—is there a trend of people like you departing? If so, pay close attention. There could be a deal breaker that just hasn’t gotten to you yet. For example, the company has decided that project managers are going to absorb the duties of administrative assistants, and the first handful of project managers who tested out the new system decided to leave. This could be a huge negative change to your workload and responsibilities.
環(huán)顧四周，有沒(méi)有一批像你這樣的人離開(kāi)了？如果是的，那請(qǐng)多注意。可能有件事情通融不了，只是還沒(méi)輪到你頭上。比如，該公司已決定把行政助理的工作內(nèi)容合并給項(xiàng)目經(jīng)理， 第一批體驗(yàn)過(guò)這個(gè)新體系的項(xiàng)目經(jīng)理們已經(jīng)決定離職了。這可能給你的工作量和職責(zé)帶來(lái)巨大的負(fù)面改變。


No if: A Number of Colleagues Have Left But They Work on Different Teams
如果許多同事離開(kāi)了，但他們?cè)诓煌膱F(tuán)隊(duì)工作，那就不應(yīng)該。

No need to worry just yet if people are leaving elsewhere in the organization. Most likely this is due to people's tenure or team shifts unrelated to your own department. Try to evaluate the reasons for their departures and see if it's something that will actually affect you personally. If you can see an obvious reason for their departures (say, the sales and marketing departments are being combined) but it doesn’t apply to you, then stay put.
如果人們?nèi)チ斯镜钠渌块T(mén)，那暫時(shí)不用擔(dān)心。這很可能是因?yàn)樗麄內(nèi)纹谝褲M或是團(tuán)隊(duì)輪職，這和你自己的部門(mén)無(wú)關(guān)。試著評(píng)估他們離開(kāi)的原因，看看是否真的存在會(huì)影響到你個(gè)人的因素。如果你能知道他們離職的直接原因（比如，銷售和市場(chǎng)門(mén)正在合并），但這并不會(huì)影響到你，那么請(qǐng)呆下去。


Yes if: Communication Has Been Terrible
如果溝通非常糟糕，那就應(yīng)該。

No one on your level knows anything about why people are leaving, who's taking over, or if there are any company issues—for example, they've lost a major client—and there are mixed messages coming from management. Disorganization and dishonesty often signify bigger problems than just a few people leaving, so take note. If asking questions isn't getting you any answers, that may be a sign.
在你的級(jí)別上，沒(méi)有人知道大家為什么要離開(kāi)，誰(shuí)來(lái)接管，或者是不是公司有什么問(wèn)題。比如，他們丟掉了一個(gè)重要客戶——并且管理層意見(jiàn)不統(tǒng)一。組織管理混亂和缺乏忠實(shí)度往往預(yù)示著更大的問(wèn)題，不僅僅是造成幾個(gè)人的離開(kāi)，所以請(qǐng)注意。如果你提出問(wèn)題卻得不到回復(fù)，那可能就是一個(gè)征兆。


No if: There's Been Clear Communication About the Situation (and They've Outlined a Plan)
如果狀況已經(jīng)溝通明確（而且他們已經(jīng)列出計(jì)劃綱要），那就不應(yīng)該。

If you feel confident that your manager (or their manager, or someone) is resolving the problems that caused people to leave (they've gotten rid of a terrible boss, for example), you can relax and stick around a while longer—at least until you're sure whether actual change is in the works.
如果你確定你的經(jīng)理（或他們的經(jīng)理，或其他人）正在著手解決導(dǎo)致人們離開(kāi)的問(wèn)題（比如，他們已經(jīng)擺脫了令人討厭的上司），那你就可以松口氣，再堅(jiān)持一段時(shí)間，至少等到你確定是否發(fā)生了實(shí)際改變。

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Yes if: You Can See the Writing on the Wall
如果你能看到不祥之兆，那就應(yīng)該。

Sometimes it's just coincidence that a number of people leave at the same time. But other times it's because there's been some kind of big change—to leadership, to company priorities, to the culture—that leaves many unhappy, and the smart people start taking off. If you feel similarly about these shifts and believe that they are no longer in line with your goals or values, it's OK to want to follow suit.[/en
有時(shí)候，許多人同時(shí)離開(kāi)只是巧合。但其他時(shí)候，這是因?yàn)轭I(lǐng)導(dǎo)層、公司高層、公司文化方面發(fā)生了一些重大改變，讓許多人感到不愉快，所以聰明的人就開(kāi)始離開(kāi)了。如果你對(duì)這些改變有同樣的感受，并覺(jué)得它們不再符合你的目標(biāo)或價(jià)值觀，那么你想跟著離開(kāi)也是可以的。

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[en]No if: It Really Is Just a Coincidence

如果這真的只是一個(gè)巧合，那就不應(yīng)該。

If one person goes on maternity leave, another got a big pay increase somewhere else, and a third is moving to a new city, those aren't signs that the company is going down the tubes. It's worth staying put if everything else seems like it's business as usual.
如果一個(gè)人要去休產(chǎn)假，另一個(gè)人在其他地方獲得了大幅加薪，第三個(gè)人要搬到一個(gè)新城市，這些并不是公司正在走下坡路的跡象。如果其他一切看起來(lái)與往常無(wú)異，那就值得留下來(lái)。


翻譯：Claire
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