I've been working for the same company, Conscia, for more than five years now. This thread will describe why I have stayed and will help managers and leaders to understand how you can keep high performers around.
This is going to take a number of tweets.
This is going to take a number of tweets.
Everything starts with culture. You can't fake culture. Forget about ping pong tables, free lunch and things of that nature. Those are fine but they are NOT culture. I don't, and probably most other high performers, have zero fucks to give about things like that.
Culture is something you build from the ground. With passionate employees that want to improve and that want to help others improve. You can try to, and can have some results improving culture, but if the company was built on shit culture, results won't be good.
I love my job because I have great colleagues. Not only my fellow consultants. Also people in economy and supporting functions like what they do and are very good at it. This matters.
Don't oversell roles. Don't promise someone to be an Architect if you don't have Architect work
Don't oversell roles. Don't promise someone to be an Architect if you don't have Architect work
I do architecture and design, which was promised. If I was promised an Architect roles, and ended up racking switches, I would have left in an instant.
Be realistic and provide good career paths. If you want to retain people, you need to provide them with paths to grow.
Be realistic and provide good career paths. If you want to retain people, you need to provide them with paths to grow.
Staying at a company is never going to be as lucrative as changing jobs, but provide reasonable increases in pay. Giving people minimum raises is a sure fire way of seeing them leave when a better offer comes along. You might think it's only money, but it's how you treat people.
Having good managers is important. You can like everything about your job and still be miserable if you have a bad manager. I'm greatful that I have a manager that listens when I need his attention. He doesn't bother me with stupid stuff or try to micro manage.
Another great way of pissing employees off is to not pay for training, certifications, conferences etc. What's preventing you from providing your employees to grow? This indicates system failure of some sort. People don't expect conference every year, but also not never.
Don't forget the little things. When I passed my CCDE, my manager showed up at my door with flowers and champagne. He drove an hour to get there. That is how you show apprecation for the effort that people put in. It's not only about money. Show that you care.
Which leads to that it's a game of give and take. You can't ride your employee's back all the time if you don't ever give back. People need to wind down, when you are working them too hard, show that you know, and work to improve the situation.
Having a decent pay and interesting things to do is the baseline. It should be evident from these tweets that what really sets a company apart is the culture. You can't fake that. I don't care how much you pay me if the culture is shit and you don't do WFH.
I'm not taking another job that doesn't provide some form of WFH. Honestly, if you can't provide some WFH, you're doing something wrong. Especially in these times. Get with the program.
In summary: You wan't to keep good people? Don't be shit. It's not that hard. Build something good. Care about your employees. Show that you care and be there when they need your support.
Good luck!
Good luck!
