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Manik Gruver
Investment Lead at M... • 16d
Retention Isn’t Rocket Science. It’s Culture + Intentional Design At the end of the day, retention is in the hands of leadership. If your people don’t feel fulfilled, valued, or rewarded, they’ll leave, and probably to someone who does make them feel that way. Goal is simple. Create enough emotional and practical resistance to leaving that they feel proud, lucky, and driven to stay. Just laying some crude thoughts and ideas to play with The obvious ones: 1. ESOPs – Ownership builds belonging. Period. 2. Retention Bonus – For key roles, especially post milestone events. 3. Commissions / Incentives – Tie rewards to efforts, not just outcomes. 4. Success Fees – Define metrics clearly. 5. Pre-set Awards / Recognition – Gamify the work 6. Paid Sabbaticals or Long Leave – People talk about this. Some not so usual but effective ones: 1. Company-paid Vacations – Even better if it’s a surprise 2. Family Benefits – Discounted school fees, parental support, whatever helps their family appreciate their workplace. 3. Bi-Annual Appraisals – Offer growth faster than market and also expect the same. 4. Work-from-Anywhere Weeks – Allow few fully remote weeks 5. Support long term finances – Support EMIs till X years, or maybe rent contribution 6. Founder Dinners / Coffee Chats – Personal facetime that builds culture 7. Kids-at-Work Days / Family Picnics – Show them you value their whole life, not just their job title 8. Milestone Gifts – Thoughtful, not expensive. (Engraved pens, their photoart) 9. Anniversary Story Posts – Celebrate employees 10. Link company's growth with people's career aspirations Would love to hear more creative ideas!
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