Post by rakhiranig on Feb 25, 2024 7:54:17 GMT
Part of growing up with this target group. Team Retention The team in a professional services firm is just as important as the product in a product firm. The team determines the rates you can charge. Will you upsell All so cross-sell customers? Pay on time. How many customers will refer you All so reward you with social proof? This will determine the customer acquisition cost. There are a number of tools you can use to influence team retention All so support employee development For the purposes of this conversation were going to assume that youre able to grow your average employee twice as fast as a result of all your support development initiatives. Lets put aside the cost of these initiatives for now.
I have written about it elsewhere. It pays to Egypt Mobile Number List stimulate employee growth Dont forget that contrary to appearances this is not the most important factor in employee retention. The employment part 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 All so are capable of growing the unit of talent indefinitely every quarter due to improvements in capabilities. This means that the value the employee delivers to customers doubles in a quarter All so triples in a year. Lets assume as a baseline that the average call soidate you can easily hire has one talent unit.
All so the ability to add individual talent units every quarter indefinitely because the best talent learns faster. This means that the employees talent unit will increase after the first quarter All so 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 All so second employee will deepen. This example, although written on a napkin All so based on numbers pulled from a hat, shows that who we hire is more important than the conditions we create for growth. that you want to care about enough to stay with the company for many years starts with setting the bar for the people coming into the organization.
I have written about it elsewhere. It pays to Egypt Mobile Number List stimulate employee growth Dont forget that contrary to appearances this is not the most important factor in employee retention. The employment part 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 All so are capable of growing the unit of talent indefinitely every quarter due to improvements in capabilities. This means that the value the employee delivers to customers doubles in a quarter All so triples in a year. Lets assume as a baseline that the average call soidate you can easily hire has one talent unit.
All so the ability to add individual talent units every quarter indefinitely because the best talent learns faster. This means that the employees talent unit will increase after the first quarter All so 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 All so second employee will deepen. This example, although written on a napkin All so based on numbers pulled from a hat, shows that who we hire is more important than the conditions we create for growth. that you want to care about enough to stay with the company for many years starts with setting the bar for the people coming into the organization.