Post by arfanho7 on Feb 24, 2024 7:23:24 GMT
A number of questions can be raised about the article itself given the fact that much of it was based on interviews with those who had left an organization that clearly placed severe restrictions on the reporter’s movements and contacts within the company. But let’s assume for the moment that the article was even handed and accurate.
It portrayed an organization with a “churn and burn” personnel strategy offering exciting jobs creative freedom among talented co workers and the opportunity to earn high compensation but jobs Egypt WhatsApp Number List that often become too demanding for some employees particularly those with health problems or family obligations. Former employees complained about bosses who lacked empathy for their problems and that kicked back when personal priorities supplanted job priorities. No data was provided but the impression left by the article was that because so many good people have left Amazon it pursues either intentionally or unintentionally what can be called a low retention strategy when it comes to people.
It’s one that has produced remarkable service for customers and long term profits to patient investors but disappointment for some people who have gone to work there. and I used in a recent book that discusses Amazon it still falls short of the “service trifecta.” In fact if Amazon is pursuing a low retention HR strategy its customers probably regard it as a highly successful application of that idea. Advocates of a high retention strategy may wonder why Amazon hasn’t learned something from online retailer Zappos a high retention “best place to work” company that Amazon owns.
It portrayed an organization with a “churn and burn” personnel strategy offering exciting jobs creative freedom among talented co workers and the opportunity to earn high compensation but jobs Egypt WhatsApp Number List that often become too demanding for some employees particularly those with health problems or family obligations. Former employees complained about bosses who lacked empathy for their problems and that kicked back when personal priorities supplanted job priorities. No data was provided but the impression left by the article was that because so many good people have left Amazon it pursues either intentionally or unintentionally what can be called a low retention strategy when it comes to people.
It’s one that has produced remarkable service for customers and long term profits to patient investors but disappointment for some people who have gone to work there. and I used in a recent book that discusses Amazon it still falls short of the “service trifecta.” In fact if Amazon is pursuing a low retention HR strategy its customers probably regard it as a highly successful application of that idea. Advocates of a high retention strategy may wonder why Amazon hasn’t learned something from online retailer Zappos a high retention “best place to work” company that Amazon owns.