Originally Posted by
C340
This was discussed by a few of us in my new hire class. We were told years 1-3 was where Flexjet was experiencing all the attrition. Of the people I spoke with, most of us thought that this $18k wasn't really going to do much to retain anyone. If you leave during years 1-3 its probably because the type of flying isn't your thing and you want out ASAP, or you're pulled away by a major the moment they call (which at this rate would probably be well under 3 years). If you stay long enough to get the $18k, you were probably planning to stay anyway, regardless of that incentive.
I gave them some feedback on a survey they sent out after our indoc dinner, and I told them exactly what, for me, would make staying at Flexjet over any major a no-brainer. And it had absolutely nothing to do with money, and everything to do with QOL. None of what I would like to see seemed like all too big of an ask.
Whether or not my response is heard, I do not know.
I do agree, I am not sure $ would solve the 1-3 year attrition problem, but everyone seems to say "pay needs to increase" We were told about a guy who 2 days before indoc got a call from SWA and was out the door, that guy (and many like him) was always going to leave for something bigger. I almost feel its a bit of a lost cause, X% of all new hires are waiting for that phone call. The next tier is people who will stay around assuming QOL and pay fits their goals and they dont mind getting up everyday to go to work.
Id be interested in hearing your thoughts. Feel free to DM me you ideas dont want to post them in public. Everyone seems to say "raise the pay and attrition and people will not leave". As I was always taught from my sales background, if all you have to sell is price, you are going to lose. I feel I am paid fairly and the company does seem to take care of us. I see myself here for the longterm however in this business, I will always keep my eyes and ears open for better opportunitites.