Post by rakhirani on Feb 24, 2024 22:26:51 GMT -5
The products in the company are equally important. This team determines the rates you can charge. Will you upsell An cross-sell customers. Pay on time. How many customers will refer you An reward you with social proof. This will determine the cost of customer acquisition. There are a number of tools you can use to influence team retention An support employee development For the purposes of this conversation we’re going to assume that you’re able to grow your average employee twice as fast as a result of all your support development initiatives. Let’s put aside for now the cost of these initiatives i’ve written about elsewhere. It pays to stimulate employee growth An don't forget to do the opposite of what it seems.
Is not the most important factor in employee Egypt Mobile Number List retention. is math done on a napkin. Bear with me. For the purposes of this conversation we assume that the best experts you can hire have units of talent no matter how we measure it An are capable of growing the unit of talent indefinitely every quarter due to improvements in capabilities. This means that the employee doubled the value he delivered to customers within a quarter An was able to triple that value during the year. Let's assume as a baseline that the average canidate you can hire easily has one talent unit An is able to add one talent unit every quarter indefinitely as the best people come through.
Just learn faster. This means that the employee's talent unit will increase after the first quarter An the increase after the year will be. If the rate of development is doubled due to policies that support employee development then in both cases the inequality between the first An second employee will deepen. This example although written on a napkin An based on numbers pulled from a hat shows that who we hire is more important than the conditions we create for growth. So building a team that you want to care about enough to stay with the company for many years starts with setting the bar high for the people who come into the organization. However if you do it right you will become those who want to be in power.
Is not the most important factor in employee Egypt Mobile Number List retention. is math done on a napkin. Bear with me. For the purposes of this conversation we assume that the best experts you can hire have units of talent no matter how we measure it An are capable of growing the unit of talent indefinitely every quarter due to improvements in capabilities. This means that the employee doubled the value he delivered to customers within a quarter An was able to triple that value during the year. Let's assume as a baseline that the average canidate you can hire easily has one talent unit An is able to add one talent unit every quarter indefinitely as the best people come through.
Just learn faster. This means that the employee's talent unit will increase after the first quarter An the increase after the year will be. If the rate of development is doubled due to policies that support employee development then in both cases the inequality between the first An second employee will deepen. This example although written on a napkin An based on numbers pulled from a hat shows that who we hire is more important than the conditions we create for growth. So building a team that you want to care about enough to stay with the company for many years starts with setting the bar high for the people who come into the organization. However if you do it right you will become those who want to be in power.