The Work Experience

Turnover … a potential indicator of longevity?

I think there’s a lot of lottery-playing going on right now. Companies staffing up, raising a bunch of money, hiring a bunch of people, and burning them out in the hopes that they’ll hit the lottery. …all you have to do is read TechCrunch. Look at what the top stories are, and they’re all about raising money, how many employees they have, and these are metrics that don’t matter. What matters is: Are you profitable? Are you building something great? Are you taking care of your people? Are you treating your customers well? In the coverage of our industry as a whole, you’ll rarely see stories about treating customers well, about people building a sustainable business. …I don’t know what percentage of tech companies have been around 30 years.

In this article from Fast Company, co-founder of 37 Signals Jason Fried, talks about building a sustainable business, in it for the long haul. He decries the tech start-up culture of burning out and churning though employees.

After reading it I was left wondering: could rates of employee turnover be an indicator of long term viability and success?

The Work Experience

Designing The One-Week Team Sabbatical That Will Transform Your Company

The image FAST COMPANY chose to lead this article isn’t quite representative of the ideas discussed. They should have chosen something more like this …

This article is about getting away from it all in order to work together and plan ahead. It outlines how to organise off-site sabbaticals, how to prepare for them and even gives you the debating points to counter the nay sayers who say you can’t afford the time or the people.

Key points:
Give everyone 3 months notice.
Allow everyone to contribute the project ideas to be work-shopped in this lead time.
Define project vision and scope in the lead time. Allocate team leaders to be responsible for this.
– Scope projects rigorously.
The projects should provide value for your team and clients.
– Get away from it all, the hum drum, the distractions and the routine and go off-site.
– Make sure people get to have some fun.

Cohesive teams should expect productive efforts and innovation roadmaps for the years ahead. Troubled teams should expect some catharsis.

For the full details and case studies check out: Fast Company