The hottest Employee retention Substack posts right now

Many people quit their jobs because they don't find their work meaningful and don't feel valued by their colleagues or managers. To keep employees happy, companies should focus on providing fulfilling work experiences.
People are leaving jobs despite being offered good pay because traditional hiring and retention strategies are not addressing their real needs. Employers need to look beyond just salaries and benefits to understand why employees leave.
Relationships and connections in life matter a lot for both personal happiness and career success. It's important to nurture these relationships, as they can provide joy and future opportunities.

Creating a clear career ladder is crucial for growing engineering teams. It helps everyone understand how to advance and what is expected from them.
Collaboration is key when building this ladder. Getting input from the team can help define roles and ensure everyone feels involved and valued.
Regularly reviewing and updating the career ladder keeps it fair and relevant. It’s important to adjust it as the team and company grow to continue supporting everyone’s development.

Engineers are loyal when they feel valued and appreciated beyond just salary and equity
Investing in the right hardware and workspaces for engineers can increase productivity and loyalty
Creating an environment where engineers feel valued and respected leads to real loyalty

Community-based marketing is about creating meaningful connections and collaborations with customers.
Emotional bonds in a brand community can go beyond the actual products or services offered.
Community-based marketing requires a shift in leadership and strategy towards purpose and community impact.

Cultural fit is crucial in engineering teams, impacting performance and tenure. It's a continuous process that can change over time.
Language can signal cultural fit in teams. Monitoring language changes can offer insights into potential issues with team dynamics.
Using language as a tool, leaders can detect changes in cultural fit early. This can help in supporting team members better and retaining talent.

Get a weekly roundup of the best Substack posts, by hacker news affinity:

A 'reduction in force' (RIF) and natural attrition are lazy ways of managing staff without true consideration and development.
Lateral quitting should be examined closely, as letting good employees leave unchecked can lead to a decline in workforce quality and a 'drift towards mediocrity'.
Effective people management involves developing and retaining good employees, actively managing underperformers, and avoiding reliance on periodic RIFs or passive attrition.

The author has transitioned from a successful role at Brex to the startup Complete, focusing on a fresh and exciting challenge. This shift emphasizes the appeal of smaller companies and a return to foundational startup experiences.
The importance of strong company culture and team dynamics at Complete is highlighted. The author values the mix of talent, humility, and ambition within the team, which fosters an inspiring workplace environment.
Complete addresses a significant issue in the corporate world: managing employee compensation efficiently. The platform aims to streamline this complex process, making it easier for companies to retain talent and ensure fair compensation practices.