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Retention is the biggest challenge. Understand that financials aren't the only reason for leaving. Meeting their aspirations, giving them power, authority and also more money are keys to retaining.
Be clear about the two purposes for hiring -- to faciliate business, to accelerate business. For facilitators, environment, job security, social security and compensation has to be provided.
To accelerate, you need to make them partner. By partner, they need to have decision making power, right interface for clients, some form of revenue sharing.
While you may not be able to give a brand, you can provide something different to retain - a good work life balance, remembering their birthdays, team outings, TT championships, paid leaves etc.
Just as we ask clients to not expect immediate returns, we also need to be willing to invest in people and wait. We cannot expect returns the next month. A large hearted approach is key to building teams.
"We trust that you will avoid using harsh language and will refrain from making
unsubstantiated allegations against individuals and firms. Your constructive feedback
and opinions are very valuable to all of us in the industry. "
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