4 ms·

I'm not saying this is the case for you, but often when companies have recurring problems with retention it's because of some underlying issue: culture, perceiv

I'm not saying this is the case for you, but often when companies have recurring problems with retention it's because of some underlying issue: culture, perceived lack of professional development opportunities, low pay, etc. These issues might affect even new hires joining with the best of intentions.

pc86 3y ago
I mean it is extremely likely it is a problem with the company. We don't know how many "a rash of folks" is but sounds like at least 3 or 4 and at that point it's not just bad luck. Most people don't want to work somewhere for a year and leave, they do it because something better comes along.
- layer8 3y ago
  Changing jobs often was a common advice though to ramp up your salary.
  - pc86 3y ago
    Which is only the case because the companies don't keep current employees' pay up to market rate. It's a problem with the company. When the market rate salary increases 5-10% a year, year over year, and you're giving 2-3% raises, it's no surprise people leave for a 30% range after a few years.
mojomark 3y ago
(Writing this to address the several similar astute responses)... You're not wrong that there is an underlying, systemic, contributing issue on our companies side affecting retention. Our compensation/benefits are well above industry standard and our culture is very friendly and transparent (and I came from a place that was not thos things). In exist interviews, most employees are just saying that they want to expand their skiĺls by working in a new field (or something that aligns more deeply with their interests), and I certainly don't fault them for that. I think we could probably thwart that loss of talent if those feelings about wanting to grow professionally were recognized earlier and we worked together on a plan to achieve those goals. Maybe, maybe not. I'm relatively new myself (1.5 yrs in) and we're in a growth phase, but the organization lacks structure for communication to flow efficiently. It's a problem we are actively working to fix via restructuring. That being said, when a candidate resume is received and there is a history of job-hopping, we will generally pass on that resume.
- pcthrowaway 3y ago
  > Our compensation/benefits are well above industry standard I've definitely heard companies saying this when it wasn't the case, "industry standard" means different things to different people I guess, and also depends what country you're hiring from.

pc86 3y ago

I mean it is extremely likely it is a problem with the company. We don't know how many "a rash of folks" is but sounds like at least 3 or 4 and at that point it's not just bad luck. Most people don't want to work somewhere for a year and leave, they do it because something better comes along.

layer8 3y ago
Changing jobs often was a common advice though to ramp up your salary.
- pc86 3y ago
  Which is only the case because the companies don't keep current employees' pay up to market rate. It's a problem with the company. When the market rate salary increases 5-10% a year, year over year, and you're giving 2-3% raises, it's no surprise people leave for a 30% range after a few years.

mojomark 3y ago

(Writing this to address the several similar astute responses)... You're not wrong that there is an underlying, systemic, contributing issue on our companies side affecting retention. Our compensation/benefits are well above industry standard and our culture is very friendly and transparent (and I came from a place that was not thos things). In exist interviews, most employees are just saying that they want to expand their skiĺls by working in a new field (or something that aligns more deeply with their interests), and I certainly don't fault them for that. I think we could probably thwart that loss of talent if those feelings about wanting to grow professionally were recognized earlier and we worked together on a plan to achieve those goals. Maybe, maybe not. I'm relatively new myself (1.5 yrs in) and we're in a growth phase, but the organization lacks structure for communication to flow efficiently. It's a problem we are actively working to fix via restructuring. That being said, when a candidate resume is received and there is a history of job-hopping, we will generally pass on that resume.

pcthrowaway 3y ago
> Our compensation/benefits are well above industry standard I've definitely heard companies saying this when it wasn't the case, "industry standard" means different things to different people I guess, and also depends what country you're hiring from.