Keeping the good ones

Greymill AcademyPeople and hiring2 min read

The short answer

Replacing someone costs far more than keeping them.

The takeaway. People rarely leave over pay alone. They leave over not knowing where they stand.

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  • A predictable conversation about how they are doing, even a short one
  • Knowing what would have to happen for them to earn more
  • Being told about changes before they hear them second hand
  • Someone noticing when they did something well
Example conversation with Staff & HR
You
Four staff, no review process. Give me something short I will actually keep doing.
Staff & HR
Twenty minutes, once a quarter, per person. Three questions.

1. What went well this quarter? They answer first, not you.
2. What is getting in your way? This is the one that earns its keep.
3. What would need to happen for you to earn more? Answer it honestly, even if the answer is not yet.

Write three lines afterwards and send them. That is the whole system.

Book all four now for the same afternoon, otherwise it never happens. Want me to draft the invite?

Twenty minutes and three questions. Short enough that it survives contact with a busy quarter.

Play this demo in the Academy

Paste this to GRACE

I have [how many] people and no formal review process. Design me something simple and short that I will actually keep doing.

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