Most companies deal with leavers passively. Many do so destructively. The reality is, though, that there are things you can do before a resignation even comes, once it's landed, and after someone has left to make departures have a positive impact. This is especially true in consultancies where word gets round.
These 4 excellent reports from O'Reilly are for companies that employ technologists and designers (know any of those?). Although they are ostensibly about salary, they provide a wealth of valuable information about many other topics of concern to designers and technologists. From time spent on different types of tasks, to tool and framework preferences, to job satisfaction, as well as numerous influencers of salary, there's a lot of useful info for our industry.
You're in tech. Everyone else in Shoreditch has a fusball table. So you buy a fusball table. Or you offer a breakfast bar with criossants and muesli. You've now got "a culture" which will attract and retain great staff, right? Perks and benefits are important. But they need to be consistent. Choose your perks to reflect and reinforce your values, or to reflect elements of your culture that you want to maintain. Your perks don't define your culture - rather, they should be defined by them and by…
Retaining your best consultants is no easy task. The most effective way to do it is to foster loyalty in your team, both to your consultancy and to each other. That takes a lot more than decent pay or yet another fusball table (spare me). Here are some real tips based on my experience of taking consultant employee churn down from 40% to an industry-leading 6%.
Between-project time for consultants is notoriously badly managed. Not to have a strategy in place for it results in significant opportunity cost, and is also bad for keeping your consultants engaged (and retained!). Here's how to use that time to effectively drive strategy forward and develop and enable your consultants.
Consultancies, agencies and all professional services firms need to be obsessive about talent acquisition and retention. In today's world, that extends to giving your staff a greater sense of meaning at work. Maslow said so!