How do you retain good talent, especially when revenue operations roles are in such high demand across the industry?

This question must have triggered me a bit because I wrote way more than I initially intended to, but here it goes: The short answer is you don’t, at least not in perpetuity. If you’re building a high-performing team, mobility isn't a bug, it’s more of a feature. The goal is to make the value exchange so lopsided in the employee's favor that they stay for a high-impact chapter of their career because they are growing faster within your team than they would elsewhere. The retention at all costs m ...Read More

Ensure that associates are working on challenging projects Recognize the positive impact they are having on the business Provide meaningful feedback on a regular basis. We have quarterly "Connects" to share accomplishments, areas for improvement, goals for the next quarter, and development opportunities. With a virtual team, it's extra important to communicate what's going on in the business and provide the opportunity to ask questions. I have weekly team meetings and individual 1:1s. Invest in ...Read More

I think it comes down to a few things and I don't think this is specific to revenue ops. I borrow this concept from one of my favorite Youtubers, Ali Abdaal, who notes in his upcoming book that meaningful work boils down to three P's - power, play, and people. And if you have a team or an organization that does all three well, you'll have a good chance of retaining people. Power is about autonomy and progress, the feeling that people have control over the work that they do. It also encapsulates ...Read More

This is a great question - so many things about talent retention have to do with the company as a whole vs. things that I have control over on the operations team. So the first thing is to join a company that aligns with your values and where you believe in the mission and leadership; retention is much easier if it’s a great place to work! On the ops team in particular - make sure your team is working on projects that interest them, that they have a voice in setting their roadmap and OKRs and th ...Read More

Revenue operations demands a wide skill set that leads to a wide range of tasks as well as demanding career ladders. Additionally, revenue operations has the propensity to become low autonomy due to its nature in assisting numerous teams. Managing these challenges is essential to retaining top revenue operations talent. Here are some ideas to improve retention: Understand both what interests the employee, but also what disinterests them If you can do it genuinely, reframe work outside of the emp ...Read More

There obviously is not a one-size-fits-all approach here, but the way I think about this boils down to a few things: Create and foster a culture of learning and collaboration amongst your team, and enable folx to solve interesting problems together without someone constantly looking over their shoulder. When your team is learning and growing together with autonomy, that can sometimes be a tough thing to recreate somewhere else. Expanding on that, top talent will always value autonomy and trust i ...Read More

To retain good RevOps talent: 1. Ensure that you support them in balancing foundational work, such as addressing tech debt, creating documentation, and building scalable infrastructure alongside reactive, execution-focused work.  RevOps teams run the risk of spending most of their time completing one-off tasks, such as implementing new automation within the sales process or launching marketing campaigns. While these tasks are a big part of the job, if RevOps team members cannot dedicate some tim ...Read More

The most effective way to retain strong talent is to create an environment where great people can truly thrive. In my experience, that usually means a few key things: Challenging, meaningful problems to solve. High performers want to work on projects that matter and solve problems that stretch them and have real impact on the business. Continuous learning and growth opportunities. Whether that’s exposure to new parts of the business, new tools, or increasing levels of ownership, people stay enga ...Read More

First and foremost, you need to understand what is important to your team(s) and the individuals within it. At the end of the day, not everyone is motivated by the same thing(s). However, I have found usually someone's motivation will fall into one or combination of the following buckets: Compensation: Offer competitive salaries and benefits that align with industry standards/for your size of a company. See where you can differentiate yourself with perks too. Career Development: Provide clear ca ...Read More

I've found success retaining high performers by investing time to understand what motivates the team member, and creating opportunities and/or taking action on activities that meet the motivation criteria. Ideally, you identify activities that meet all 3 criteria below: Are what the team member likes or wants to do Are what the team member is good at Are what is good for the company Team members are more likely to become discontent with their roles if their projects are lacking in the first two ...Read More

Retaining top-notch RevOps talent isn't as tricky as it might seem. At the end of the day, RevOps talent, like any other, sticks around when they feel valued and see opportunities for growth. Here's how to keep them engaged: 1. Recognition and Appreciation: Shine the Spotlight: Make a point of recognizing and appreciating the hard work and contributions of your RevOps team. Often, they're the unsung heroes behind the scenes, making the revenue engine run smoothly. Highlight their achievements an ...Read More