How do modern project managers retain employees in their projects

This is a common talent retention tactic practiced by an American software company. Along with a contract of appointment, Trinual CEO Chris Ronzio is offering new employees $ 5,000 if they decide to apply to leave two weeks after starting work at the company, Business Insider reports.

Ronzio is confident that this measure allows the company to retain the best talent in the industry, as well as maintain a strong corporate culture. “For most, this offer is a challenge that mobilizes them to prove to themselves that they can do the job,” Chris Ronzio told the publication.

The offer to leave is a kind of quick filtering process that allows each new member of the team to “raise a red flag if they don’t feel otherwise, just not excited about the job,” he added. Ronzio also believes that providing the opportunity to leave quickly accompanied by a financial incentive creates an extremely healthy atmosphere in the team. “It is very important for these employees to give up money, make a decision and get involved. This lays the foundation for a great working relationship, ”says Trainual’s CEO.

Ronzio also said he introduced the pay-as-you-go policy in May 2020. The company initially offered employees $ 2,500 if they wanted to leave two weeks after they were hired if they had any doubts about whether this was the right job for them. None of the 38 people hired since the introduction of this policy has accepted the proposal so far. And the company recently raised the amount to $ 5,000.

“We looked at our average salary figures when we were considering a change in the amount and finally decided that if someone makes $ 80,000 or $ 100,000 a year, then $ 2,500 may not be financially attractive enough. employees decide to stay longer until they find a better paid job. That’s why we doubled the amount, “he added. The logic behind the two-week window is that there is less disruption to the business than when leaving after a longer period of time when the company has invested more in the employee.

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Managers and their difficulties in times of crisis

The last two years have been particularly difficult for small businesses. The good news is that it has made many entrepreneurs smarter, stronger, more flexible, and more adaptable. The bad news, however, is that difficult times lie ahead. Survival and success in the coming years will require entrepreneurs to demonstrate resilience and the ability to adapt quickly and implement the right strategies. This was written for Entrepreneur magazine by Dr. David Phelps, founder of Freedom Founders, a group of experts whose primary mission is to help others achieve financial independence. After analyzing the situation, he gives ideas on how to make small businesses succeed through the crisis.

Managers must be objective

It may seem to you that in some respects 2002 is better than 2020 and 2021. Much of the world is gradually opening up and returning to normal life. But the truth is that this is life after a pandemic. Dozens of small stores were forced to close, while large chains such as Best Buy, Target, and Lowe’s remained open and made record profits. In practice, this proved to be a large-scale consolidation of market share stolen from small businesses and presented on a silver platter to corporations. The situation has created a much more challenging and less equitable business environment.

The pandemic has given rise to a distant workforce, and now that the spirit has come out of the bottle, there is no going back. Businesses that adapted survived and in many cases prospered. Remote workforce management means that management must measure productivity proactively based on the value of the company’s contribution. Many homeowners have found that their businesses do not need a large workforce to be efficient.

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