企业总是愿意花重金去聘请那些已经在行业内取得过成就的优秀人才，这无疑是提升产能和效率的有效方式。但令人遗憾的是，相当一部分曾经在业内证明过自己的“高手”在加入新的组织后，却很难表现出实力... 难道是企业看走了眼？虽然不能排除有些“高手”是包装出来的，但未必尽然。关键还是在于加入企业后，他们的新上司们是不是有意识到他们需要的六种感受，并尽力为他们提供了支持和帮助。

     Companies are always willing to invest heavily in recruiting outstanding talents who have already achieved success in their industries. However, it is regrettable that a considerable portion of these "high achievers" struggle to demonstrate their abilities after joining new organizations, raising doubts about whether the companies made the right decisions.
     Although delicate packaging might present oneself more capable than reality, that’s not necessarily where the real trouble lies. The key lies in whether the managers are conscious of the six senses their new colleagues need and whether they make efforts to provide support and assistance. 

       管理者需要关注人才的六种感受分别是存在感、成就感、信任感、安全感、挫败感和危机感。其中，前四种感受决定了人才是否能够充分发挥自己的即有的智慧，为企业创造价值。挫败感决定了他们是不是可以持续发挥和输出。而危机感则将决定他们能不能始终和企业共进退。这也是企业留住人才的一种有效方式。

     Managers need to pay attention to the six senses of talents: sense of existence, sense of accomplishment, sense of trust, sense of security, sense of frustration and sense of crisis. Among them, the first four senses determine whether talents can give full play to their existing wisdom and create value for the enterprise. Frustration determines whether they can continue to play and output. The sense of crisis will determine whether they can always advance and retreat with the enterprise. This is also an effective way for enterprises to retain talents.