An aggressive and dominant communication style, unrealistic goals, inefficient structures where no one takes ownership and rigid hierarchies where people fear failure. Does it sound familiar?

Throughout my career, I've encountered the same environment numerous times. In each new job, I've tried to make improvements, yet inevitably, I would find myself without any major victories, feeling tired, out of place, and anxious. At my core, I still believe we can improve the quality of our work conditions and, I hold to the belief that the people I have met along the way can drive this change. Therefore, this is therefore a very dear topic to me.

Both employees and employers suffer when they fail to adapt to each other. A recent survey of 700 CEOs revealed that “attracting and retaining top talent” was their number one concern. Despite this, I don't believe companies are taking enough time to think deeply and act critically when it comes to retention.

The answer to improve retention is rather obvious - people stay where they are happy. And, I believe that happiness in the workplace comes from feeling socially and financially safe but also growing.

Growth

"No man ever steps in the same river twice, for it's not the same river, and he's not the same man." – Heraclitus

The beauty of life lies in its impermanence. As humans, it is only natural for us to seek growth, challenge, and learning opportunities. That’s why it’s critical for companies to provide ways to develop talent.

For one, they should have clear career paths aligned with compensation. Secondly, companies need to provide the resources for individuals to learn.

Psychological Safety

Humans are inherently social, and we have a primordial need to feel safe and valued within our community. Naturally, this extends to the workplace, where psychological safety is vital. To feel psychologically safe, people need to feel integrated, appreciated, heard, and respected.

Financial Conditions

Compensation is essential. Most people can only focus on other positive sides of their job once they feel financially secure.

How can companies pay more?

• Create a culture of innovation. Innovation is the true engine of economic growth.
• Reduce overhead, increase frugality. When given a choice between fancy offices or better personal benefits/compensation people always choose the latter.
• Reinvent processes to increase productivity. Pro tip: check out our success stories to know how we can help you streamline your business.

Improving financial safety isn't just about increasing salaries. Companies should support financial literacy initiatives, and, this way, help people gain control over their financial lives.

It is also important to acknowledge that financial challenges are often hidden. Family responsibilities or unexpected health costs can significantly impact a person's financial well-being, even if they aren't always known.

The DareData Way

Isn't it strange that if employee happiness is so crucial for retention, the word 'happiness' is rarely found in the corporate lexicon?

At DareData 'happiness' is a core metric in company assessments. Once happiness is measured, actionable steps can be taken to improve it. DareData culture revolves also around this metric, and, as result, recruiting and retaining are not a problem.

Company culture

In the interview stage, rather than focusing solely on a candidate's proven track record, we prioritise potential for learning and cultural fit.

Beyond that, there is a genuine commitment to providing full transparency and involving everyone in major decisions. For example, in our State of the Union meetings, partners give the entire view of the company’s roadmap, OKRs, and major updates, and, in regular Open Forums we openly discuss ideias. I believe that this approach, combined with the cultural fit, was capable to create a cohesive and collaborative team.

Means for growth

At DareData, there are three primary growth paths: Senior, Principal, and Tech Specialist, each of which is aligned with financial progression.

Also, in addition to regular feedback sessions, each person in path to become Principal or Tech Specialist is mentored individually.

Efficiency and compensation

Operations in DareData are very efficient. Meetings typically last about 15 minutes, people are assertive, and, since decisions-making isn't centralised in one person, decisions are made quickly.

There is a genuine concern to share DareData’s success among the entire network. As a result, compensation rates are competitive, and there is an ambitious plan to continue improving financial compensation.

To be mindful about

While DareData’s efficiency is impressive, remote work can sometimes make interactions feel overly task-focused.

I believe it’s important to recognise this and remain mindful of the human aspect in our everyday conversations.