Post by account_disabled on Feb 24, 2024 20:38:26 GMT -8
The team is just as important as the product in a product company. 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 customer acquisition cost. 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. Stimulating employee growth is worth not forgetting to do with.
On the surface this is not the most important factor in retaining Iceland Mobile Number List employees. 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 An 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 An triples in a 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 because of the best talent.
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 in both cases is likely to double due to policies that support employee development then there will be an imbalance between the first An second cases. Staff 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. Yet if you do it right you will become those.
On the surface this is not the most important factor in retaining Iceland Mobile Number List employees. 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 An 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 An triples in a 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 because of the best talent.
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 in both cases is likely to double due to policies that support employee development then there will be an imbalance between the first An second cases. Staff 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. Yet if you do it right you will become those.