Introduction
High turnover rates in investment banking can erode institutional knowledge and disrupt operations. Richard Reid’s retention strategies address root causes like unsustainable workloads and lack of growth opportunities.
How Richard Can Help
Reid’s “Stay Interviews” replace traditional exit surveys, identifying pain points before talent leaves. For a bulge-bracket bank, his mentorship program increased retention of junior analysts by 33%. He also overhauls recruitment and onboarding processes to ensure that new hires feel supported and engaged from day one. Reid’s approach includes developing career progression pathways that align with employees’ aspirations, fostering a culture of growth and development.
Conclusion
Retaining top talent requires empathy—Reid helps banks build loyalty without compromising competitiveness. By investing in employee development and support, firms can enhance retention and maintain a strong talent pipeline.
