三和一善 | How this technology company has achieved zero turnover since 2018

 In terms of retaining employees, it can help if your company is willing to work for it. This is the case with FPlayer, a video game developer based in Seattle. Even so, since 2018, their turnover rate is still 0%. Compared with the overall turnover rate of 57.3% in 2020, this number is very significant. The company currently has 62 employees, who have worked in the company for an average of nearly 7 years.

FPlayer CEO D Morton stated that his company offers salary "just above the industry average" and standard technology industry benefits such as 401(k) matching and paid transportation to and from the office And dining. However, he attributed the company's zero turnover to the flat organizational structure, flexibility and the infusion of fun.

Get rid of the boss

"The most important thing we do is to provide work autonomy," Morton said. "We firmly believe that employees don't need a boss. What they need is to control their work. We believe that they will do their work and do well without someone standing by their side."

FPlayer employees work in a team, but no one is considered a leader. The coordinator collects information about what is happening inside the team and provides it to Morton and his partner Doug Pearson, who provides feedback. However, there is no hierarchical structure for reporting to the boss who owns another boss. Morton said, therefore, people feel control and ownership.

This structure is deliberate. "When a startup is acquired, the situation tends to get worse because of the layering of organizational structure, management, bureaucracy and paperwork," Morton said. "It hurts the spirit of employees. When we started FPlayer, we thought about what we can do differently. No matter how old we are, we will maintain independence, job ownership, and knowledge contribution. As we grow, we expand Improve the team, not increase management."

Morton said that having a team structure also helps hold employees accountable. "You don't want to disappoint your team members," he said. "It feels different from pressure because someone is looking at you from behind."

Provide flexibility

The company also provides flexible working hours. The core time is 10 am to 4 pm, and everyone is expected to be available during this time. Employees have the autonomy to work outside of these hours, for example from 10 am to 6 pm. Or from 8 a.m. to 4 p.m.

Since its launch in 2006, FPlayer has also been using a hybrid arrangement. Employees work in the office three days a week, and work from home on Tuesday and Thursday.

 

三和一善

 

"This provides a better work-life balance in terms of being with the family," Morton said. "We don't schedule meetings on Tuesday and Thursday. If you want to work at night or take your kids to school completely on these two days, it's up to you. You don't need to keep a fixed time on those days."

have fun

Morton said his employees like to have fun, and the company organizes parties and awards awards through Zoom.

"Team members nominate someone they think is a good job every two weeks," Morton said. "These names enter a pool, and every week someone will be pulled out of the pool and have the opportunity to play a lot of money, just like a TV game show."

The amount of the envelope ranges from $5 to $5,000. Employees choose an envelope to eliminate, one at a time. Every once in a while, the company's chief financial officer will make an offer that they can accept or leave.

"We developed software for this so everyone can see the current offer and share whether they think employees should accept or reject it," Morton said. "Someone won $1,850 yesterday."

Morton said the reward process has evolved over time. "We used roulette to determine the winnings in the first place," Morton said. "We are game makers, so we like to try different games to keep the game interesting and interesting."

Hire the right people

Zero turnover also comes from intentional recruitment methods. Morton looked for people with team spirit, and he was the last person to interview the hired employee.

"They need to be willing to accept feedback and work with the team instead of trying to be a heroine," he said. "Let me see what their selves are. How humble are they? They may be very talented, but if I don't feel humble, they won't pass the test."

Morton admits that it doesn't hurt that he is a gaming company. "By definition, not all places are so interesting," he said. "We know we have advantages, but we continue to evolve to create a company that people are willing to stay. This requires as much work as running a hierarchical organization.”