
Communicate ways in which you plan to retain your top talent. Actually pause and look at USM and fix the core issues versus slapping a new coat of paint on it and calling it fixed.
Our compensation does not seem aligned with companies of the same size. We also ask our people to do more than the job outlines and are not compensated for that. Our department's career progression is stagnating while others seem to promote with ease. We have Directors with no reports as an example