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17 results for “employee retention”
Topic12 mentions across episodes
Employee retention
Concept6 mentions across episodes
retention
Concept4 mentions across episodes
employee retention
So so with the error of omission. Right. And so one, I would say our bar has been constantly raised. One of the ways we measure are we making those decisions the right way is by tracking our turnover stats. You know, if you're firing thirty, forty, 5
44:16 / 45:23
from transcript44:16 – 45:23
And then there might be times that the market structure evolves and the investor doesn't evolve alongside. This is a a job where you have to have a lot of resilience in over time, maybe something in someone's personal life or the toll of investing ov
23:16 / 24:24
from transcript23:16 – 24:24
Natural turnover. And that makes sense, especially as firms get larger and they just people are going to leave. That's just more of a natural In the In the organizations where I work, I'm able to talk to people who have left, and sometimes they're co
36:47 / 37:51
from transcript36:47 – 37:51
And here's what happened, and here's who I leaned on internally and said, oh my god, am I gonna get fired? What's gonna happen now? And here's what they said back to me. So everyone has that story of, how did I learn? How did I make a mistake? Who pu
16:24 / 18:13
from transcript16:24 – 18:13
So when the turnover is that low and some of it has come from some underperformance that doesn't work its way out, it sounds like there's not a lot of voluntary departures. And I'm curious, what is it about the culture of the investment team in an in
23:59 / 25:04
from transcript23:59 – 25:04
...dollar retention and net dollar retention fund to fund, what would you do? Communicate with people, be super transparent with people, make sure they meet the entire team, go see them, spend time with them, and make them money. And no different than i
35:58 / 37:06
from transcript35:58 – 37:06
...and trust deeply trust, trust like you trust your spouse, right? You don't need to be checking on everything that your spouse is doing all the time. You don't need to know where your spouse is at 100% of the time, that level of trust. When you have t
30:41 / 31:47
from transcript30:41 – 31:47
person entity of Capital Group. In the investment group, it's even lower. It's low single digit attrition in the investment group. It's very rare someone would leave Capital Group as an investment professional and go to another company to do the same
17:09 / 18:16
from transcript17:09 – 18:16
where we can partner to bring folks in, give them that training program so that they emerge from the program skilled with a job. There's oftentimes certain recognitions or incentives that go along. And ideally, the end goal is to chart a path. So, if
48:41 / 49:47
from transcript48:41 – 49:47
...and retention strategies, community impact and involvement, employee counseling. Sometimes it's stuff like the cafeteria or childcare. Sometimes it's working out, employee wellness. And so we really want to be intentional about that because we found
14:46 / 16:03
from transcript14:46 – 16:03
is the person that they're working for, working sometimes the people that they're working with. And I would wanna get into that and understand, are there yellow flags here that we may wanna pay attention to from an organizational perspective and mayb
37:32 / 38:37
from transcript37:32 – 38:37
...of a given client, 30 to 40. There's no reason why it shouldn't be 100%. You know, everyone would benefit from sleeping better, eating healthier, from exercising, from meditating. So driving that enrollment rate up is a second thing that I'm, I'm dee
29:07 / 30:16
from transcript29:07 – 30:16
Now they don't need to be meaningfully different than the year before, but you and your direct reports need to agree on what they need to accomplish. Those things don't necessarily need to be x clients or y investment performance, but they do need to
17:10 / 18:20
from transcript17:10 – 18:20
...employees are having an experience that they enjoy coming to work more significantly more after we buy the business. And I just think about, okay, you're a single mom and you're working at a call center in one of our companies or something. Before we
41:54 / 43:03
from transcript41:54 – 43:03
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