4y
We've been adjusting comp upward significantly across the board, and aggressively so for some roles because there was a bit of a fair critique there. We've closed that gap and continue to make progress doing so. We would never retaliate against an employee asking why there is a difference in compensation in their position vs. another's: we strive to maintain internal consistency but in some cases when an employee is underperforming in the role (and openly telling us "I'm doing the bare minimum possible here," it probably warrants a change of scenery, managed gracefully with plenty of notice so that they can land on their feet.
In consulting, there are always fantastic clients and frustrating clients, but we've been extremely proactive about transitioning problematic clients out, or establishing clear boundaries to protect psychological health of our team. We can always be better about that, but I'm pleased with our progress on that initiative over the past six months, and the continued progress we've made with legacy clients.
Regarding turnover, it ebbs and flows. We're extremely proud to have _really_ low churn across the board, but we did have two of our six Project Coordinators leave at the same time, though a third we did ask to part ways with because of the above circumstance. Our average tenure is over 4 years, which is pretty remarkable in this industry and something I'm always working to improve.
I agree we do need to fill open positions more quickly, and work to hire more top talent, though. That's a big initiative for us this year and something I'm eager to continue to work on.
And the critique on hiring a more formal HR resource is good feedback. While I think we've been able to handle things pretty well in the past, as we continue to grow, we'll need a more dedicated structure there.
Thanks for the feedback!
