Great projects and supervisors, but growth prioritizes retention issues - Anonymous employee DOWL Employee Review

I’m glad you value DOWL’s people and projects as much as I do. They are central to who we are and to our continued success. That is why recruiting and retention are key parts of our strategic plan. Exceptional people help us win meaningful projects, and together, those strengths support our growth and help us remain a company that attracts both top talent and great work. In that way supporting growth is prioritizing employees and prioritizing employees helps us grow. For ownership, we do not set requirements that limit our ability to recognize the ways someone can be a standout contributor, regardless of tenure. At the same time, owners must eventually divest so others can invest. To support the firm’s long-term health, we have worked hard to turn over shares and create opportunities to recognize staff. To support retention and recognition, we also added a synthetic equity program a few years ago as an additional incentive and reward for top-performing employees. We also use our generous bonus structure to recognize those making the strongest contributions. DOWL is fortunate to attract many smart, hardworking people. I recognize that many employees are interested in ownership and will continue to expand our two lanes of ownership to those who contribute the most. On a personal level, from the looks of your review you appear to be a current employee at DOWL. I visit every DOWL office at least a couple times a year. I would love the opportunity to have a conversation with you about your goals and how DOWL can support you in your personal goals and growth.