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.

　　有时候一份新工作不是你想象中的理想工作。但是你不可能总是负担得起离开这份薪水。除非公司付钱让你离开。

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

　　有些公司在让离职更加容易，付钱给不开心的员工，让他们体面地退出。

　　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.

　　网上零售商Zappos(美国最大网上鞋城)为新员工提供一个月的薪水，让他们在入职后三个月内离职。亚马逊每年为一些员工提供高达5000美元的离职补贴。

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

　　为什么公司会付钱让员工离职?因为这可以符合雇主的最大利益。

　　"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.

　　“我们希望你来这里，因为你相信公司的愿景和目标，并且可以带来改变。”Zappos的新招聘项目主管梅根·彼得里尼说。

　　Zappos isn't your typical office.

　　Zappos不是你的典型办公室。

　　"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."

　　“我们常常有游行，”她说。“如果一个游行来了，你正在接电话，你听不清了……如果这毁掉了你的一天，你不会感到开心。”

　　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的政策被官方称为“优雅离职政策”，但更常被称为“出价”。公司为期四周的培训项目大概已经进行了一半，从员工入职之日起三个月有效。

　　"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.

　　“通过这种方式，他们可以知道培训是什么样子的，并对自己的定位有个感觉，真正确认这是让自己快乐的正确选择。”她说。

　　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，没有人接受“出价”。其他年份，它更受欢迎。今年到目前为止，已经有3个人接受了公司的“出价”。

　　"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."

　　“这高于正常水平。”彼得里尼说，“然而酷的是，我们知道，在这里工作的人是被选中来这里工作的，而且离职的话也能得到一笔钱。”

　　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.

　　亚马逊借鉴了Zappos(2009年被其收购)的主意，提供一个类似的项目叫做“支付退出”。该公司的物流中心每年为员工提供一次离开公司的机会。第一年的出价是2000美元，以后每年增加1000美元，最高可达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.

　　“我们希望亚马逊的员工愿意留在这里。从长远来看，呆在你不想呆的地方对我们的员工和公司都是不利的。”一位亚马逊的发言人告诉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."

　　该项目开始于2013年左右。“我们预先告诉他们，我们希望他们不要接受这个出价。事实上，我们希望他们留下来。”

　　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.

　　虽然给员工离职资金有助于提高生产力和士气，但较高的员工接受率可能意味着，是时候重新评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."

　　高管培训师、《魄力：大胆而勇敢的领导力的秘诀》的作者约翰·巴尔多尼说：“审查你的招聘过程——我们在招聘谁，我们如何培养他们，我们是否将工作与技能进行了匹配。”

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

　　但这些项目也可能适得其反，不能有效地清除坏苹果。

　　"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."

　　“很多时候，会从中受益的人，可能是那些有选择余地的优秀员工。”他说，“那些没有选择的人，那些只能抓紧这一份工作的人，没有别的地方可去。”