Hi! I'm looking to improve employee retention and overall happiness at my firm. What suggestions have you seen at PI firms that you think went a long way for you? I want to see how firms are getting creative and getting results.

For example, I read hear once that one firm closed their office from 12/24 - NYE and it does wonders for employee morale (if you're reading this) How do you do it organizationally? I want to pitch it but need to have a plan of action in place before. Thank you!

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For PI it’s usually a balance of paying really, really well & giving employees time to unwind and not micromanaging them.

I recommend quarterly bonuses on top of the year end bonus based on performance; closing down before Christmas through the day after New Year’s Day (nobody’s gonna be in the mood to work after NYE); if you have a major holiday that ends up on a Thursday, just close down the shop on Friday too; encouraging your employees to take vacations and not to miss their kid’s events for work; generally leaving them alone to get their work done by their deadlines and not micromanaging them.

I’ve heard of some firms buying cars or other luxury items in lieu of cash, but I prefer to just give everyone on the team cash. These rules apply to everyone - not just associates.

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Geez. I'm at an ID firm and we have unlimited PTO. I can't imagine working Christmas eve through NYE from the office....

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First off, drop the Chief People Officer label. It reeks of corporate speak.

Second, instead of a top down approach, find out what everyone wants. Some may want to be fully remote while others may prefer to work in the office full time. Some may want the time between Christmas and New Year’s off, while others may want to work (psycho people). Some may want to start at 6:00 am and clock out 2:00, or start at 10::00 and clock out at 6:00.

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oh god, I meant to write ***here

I mean, the easiest solution is one that is applicable to most places of employment, let alone plaintiff PI firms- good pay/work life balance/structure/support/transparency. I understand achieving all of these things may be unrealistic but if the employee sees you are actually trying to strive to achieve for all of these things it goes a long way.

I would recommend implementation of EOS depending on the size and revenue of the organization.

Sounds like what you’re looking to do is develop/crystallize core values and a culture that leads to higher levels of engagement which leads to higher levels of happiness, retention, better recruiting etc.

This takes tools, teams and systems that EOS provides the foundation for. It’s a game changer.

Start by reading the book Traction by Gino Wickman.

PS I posted about closing between Christmas Eve and NYD.

To add- my office follows EOS and it really keeps everyone on the same page

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