{ "media_type": "text", "post_content": "I'm sick of all my people leaving after 2-3 years. I'm great. 8.5 hour days, unlimited PTO, and we have a fire every other month at most. Remote. Pay is competitive and errs on high. Progression is transparent. There's a focus on education and growth.\n\nSo what the fuck is next?\n\nI'm thinking 4 day work weeks. Let's see em get poached by companies with 5 day work weeks, amirite?\n\nVote now on whether I'll get my retention closer to 3-4 years with this. Likes for agree, lols for nooooopes.", "post_id": "610305b7337059001cbc1ae0", "reply_count": 6, "vote_count": 9, "bowl_id": "5d27b811e470cf001b3a4f13", "bowl_name": "Digital Marketing" }

I'm sick of all my people leaving after 2-3 years. I'm great. 8.5 hour days, unlimited PTO, and we have a fire every other month at most. Remote. Pay is competitive and errs on high. Progression is transparent. There's a focus on education and growth. So what the fuck is next? I'm thinking 4 day work weeks. Let's see em get poached by companies with 5 day work weeks, amirite? Vote now on whether I'll get my retention closer to 3-4 years with this. Likes for agree, lols for nooooopes.

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Are you conducting exit interviews? Do the employees feel psychological safety to tell you the truth?  Have you examined opportunities for improvement to strengthen your corporate culture? Do you assess employee satisfaction regularly? They may be generally satisfied but are not cognitively and emotionally connected to their work. Do you regularly conduct reverse performance reviews where employees give open candid feedback on leadership? Most people don’t quit their jobs; they quit their managers.

likesmart

Have you been considering whether your new hires would gel well into your team culture and personalities of existing team? That is an important factor too

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How old are the people jumping so quickly? Are they jumping for the quick bump in pay? Are their growth opportunities at your firm?

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Hire me.

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Cutting the work week is silly. I mean it’s a nice thing but that’s not what the problem is. The problem is the work isn’t interesting, sorry. In a market where your folks are leaving so often for another better gig, think what’s better? If your work isn’t challenging or makes people feel a sense they’re being purposeful with their time, then you can’t give them enough flex days.

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