I had a hard time logging on remotely, so I just got this now. As you can see, it's a relatively brief "overview" presentation for Jeff, not going into much of the detail surrounding, for example, performance criteria and evaluation or job classification (where much of the real work remains). The main purpose of this presentation is to give Jeff something for the December Board meeting. I need your thoughts on something: one of the rationales I had discussed with McKinsey for this new organizational approach was the need to win the war for talent. A partnership at least theoretically creates unlimited opportunity and reduced hierarchy in an organization. It also creates substantial upside opportunity and continued motivation for the business leadership. My question for you and your team is where are we at risk in fact when it comes to attracting and retaining talent. My suspicion is that our turnover is farily low, and that it is especially low in the top tiers of the organization. Where we run into problems, my gut tells me, is that we have some difficulty getting the very best from the very best schools (ie we often lose out to the I-Banks and, perhaps McKinsey-level consulting firms) and that we have a tough time holding the most talented managers and directors (ie we're OK at the top livels already). Could you have someone do an analysis of the turnover rates at different levels? We may need to weed out the performance related departures (including those who left after getting a low performance ranking even if they were not officially terminated for performance reasons) if possible.
Q: What is a potential subject line for this email?
answer: DRAFT - Document for next week
I am finalizing the docs and we should coordinate with Julian. You may want to let Scott Neal know that we will need his signature. SS
Q: What is a potential subject line for this email?
answer: CMS
Michelle: I would like to recommend that when the H.R. Representative has an exit interview with a foreign national employee who is being laid off from Enron, that Enron offer them a consultation with Tindall & Foster. This would enable the individual to talk to the attorneys about their individual immigration status and concerns, after they leave Enron's employment. I believe it would also show that we are concerned about them. The approximate cost of this is $150 per hour. Do you see any problems with this? Please advise Margaret
Q: What is a potential subject line for this email?
answer: Consultation with Tindall & Foster
Though many of you already know, today is my last day here at Enron. I am leaving to pursue my culinary interests full time and have accepted a baking/pastry apprenticeship with the Deer Valley Resort in Park City, Utah for the winter season. I am happy to have spent the past 3 years working with such a fun and intelligent group of people. I sincerely wish all of you the best in your future endeavors. Please don't hesitate to look me up if you are in the Park City area, vacation planning, or considering some radical career change like this...ha. It would be great to see old friends up there. Forwarding info is below:
Q: What is a potential subject line for this email?
answer:
Park City Bound