Retention

“Monumental was indeed a great place to work, but as I looked at pursuing other opportunities, that was when I really sat still and reflected on how it was a great place to be from because it became the springboard for my...”

“If you're a great place to work, naturally you should evolve to become a great place to be from. Because you were the springboard for that employee to take all that they learned at your place of employment, and they took...”

“Think about retention differently. It goes back to how I started this, and I believe that Gen Z is going to be an amazing group of contributors to the workforce, and they're gonna force us in some areas to think about so...”

“This quarter, top priority is honestly year-end wrap-up, and with a heavy focus on staff retention and growth.”

“During that time, we saw less than 10% attrition for the next 2 years, which is unbelievable.”

“I'm pleased to say 4 years later, that we reduced our salary attrition by 41%.”

“They increased retention by 90%. So incredible, incredible success story about how just building that ownership culture went a long ways toward combating any of that employee dissatisfaction, employee turnover, and emplo...”

“My entire career has been built off this belief that's not what makes people stay. But more importantly, here at Lumen Alnatis, that is something that has been actively pursued by this organization for over 30 years. And...”

“in external benchmarking, there are a lot of longstanding data inputs that are really reliable that show rarely is compensation— I dare to say ever has compensation been in the top 3 reasons for people leaving an organiz...”

“focus on retaining your A-players versus just the recruiting side of things. Re-recruiting them every day”

“The biggest first mistake that companies don't have in place is they don't have succession planning in place.”

“I've had employees, like both men and women, tell me they've stayed at UTA because they want to start a family one day and don't want to miss out on our benefits.”

“If the company does not prioritize wellness, 83% of them say that they would consider leaving a company. And this from our surveys has evolved from 68% in 2022.”

“I absolutely do believe that learning and development is more important than compensation when attracting and retaining individuals. Now, your compensation has to be at a certain level first, but at the end of the day, p...”

“So many of these exceptional teachers became less interested in being campus leaders... So they wondered like, why moving to leadership if I'm already earning more and doing what I love, right?”

“Our newer generations don't want to work anywhere necessarily for that long. And so they want to know, hey, how do I, how do I move in my career?”

“If you're developing and training your staff, they will likely want to stay with you. You're going to build a career path for them.”

“We're not looking for a 10-year career path. If it happens, great, but we know individuals usually stay for 2 to 3 years.”

“I think all too often, you know, we're focused on the short term and what we can get out of the employee in the here and now, and not so much about that long-term relationship that we're trying to build.”

“Millennials and Gen Z are looking for growth and impact and a sense of belonging. So they're looking to the workplace place to give them things that they historically got from their social groups or their community. And...”

“what I realized is that about 50% of our overall turnover was happening with people within the first year. Some of it, it was the training or lack thereof. Some of it was just a bad hire or a bad fit.”

“we have now retained our highest performers at about 90% retention. So pay for performance and having the right talent in the job, which is what I call talent uplift, are some meaningful things that I do to drive busines...”

“The top reason people leave jobs isn't because of compensation and benefits. It's usually because of poor leadership or a lacking culture.”

“At its core, whether you're a supervisor or manager up, is spend time with your people every month, ask where they're at, how are they doing and what they need to be successful. And serve that and provide that for them.”

“We see greater retention with our managers, and I believe that these programs are a huge part of that engagement and retention factor.”

“I love Gen Z, and I love them because they're clear on what they want. And if it's not, if it doesn't meet their needs, they will leave.”

“If you're working on a project that you feel that the company doesn't value, you're looking for another job.”