Retention Strategies Quotes

What is twice read is commonly better remembered that what is transcribed.

Vlad hated doing the paperwork as much as he did when a human employee quit, which was why they'd both made a promise not to eat quitters just to avoid the paperwork. As Tess had pointed out, eating the staff was bad for marale and made it so much harder to find new employees.

It's kind of a weird process being pitched by the company you're already with.

Many of my staff have been with me for over 20 years. I have a great team, and I make sure they feel respected and appreciated.

If we reduce the number of employees for better short-term financial results, employee morale will decrease. I sincerely doubt employees who fear that they may be laid off will be able to develop software titles that could impress people around the world.

One of the most important jobs of a great leader is to attract great talent.

We can't afford to let high performing talent just walk away from our companies without providing an opportunity to work through family needs.

The memory should be specially taxed in youth, since it is then that it is strongest and most tenacious. But in choosing the things that should be committed to memory the utmost are and forethought must be exercised; as lessons well learnt in youth are never forgotten.

Insurance companies don't necessarily want to invest in your wellnes because you're likely to switch insurance companies within 10 years. They don't benefit from their investment in you.

I'm the seventh chancellor at Vanderbilt; Bobby Johnson is the 25th head football coach. That shows a lack of commitment to attract and retain.

If we can enhance the experience, more people will spend more of their leisure time with us.

Well-trained medical doctors and engineers leave Nigeria to the developed countries. We want to reverse that.

You can build a filter app get people really excited, but the way to keep them is to provide long-term value. Long-term value is, in fact, being its own network.

As someone who's been lucky to have a great career in tech, I know how creative and fulfilling a career in this industry can be for women. And I want to make sure we continue to recruit and retain great female hires.

The tech company needs to win in the war for talent. This means much greater focus on the employee, not simply as cog in the machine, but vital member of a programming team in a race against time and competitors. Wall Street is up-or-out, dog-eat-dog, survival of the fittest.

Recruitment and retention are critical to sustain our Armed Forces with the best men and women willing to stand in the gap and make huge sacrifices to ensure our freedom.

How do you remember all those lines? By forgetting everything else.

We have closely monitored the ups and downs of recruiting and retention trends for many years and have been quick to sound the alarm when challenges came into view.

In the sales profession, the real work begins after the sale is made.

In online learning environments, it is often hard to tell whether a student is struggling. By the time test scores are lagging, it's often too late - the student has already quit.

Having to re-recruit, rehire, and retrain, and wait for a new employee to get up to speed is devastating in terms of cost.