Once again, you don't understand the term specific. "again you want specifics? here are your specifics. retention, employee engagement, morale, etc etc etc"
That statement is very vague. Why don't you enlighten us with what you feel Will has done about retention that is bad. Remebmer we want steps that he has asked someone to do that then resulted in a someone quitting. If you can manage that then we would love to hear your argument.
I can tell you something that he has done to help retention. In fact, I can name a few. He gives all FT employees that write 25 tickets or more $100 if the ESQI of their branch is 80. He gives A and B goals to managers to allow them to make more money. He adjusted pay plans for managers who were not set up to make 46K even if they were not performing in a hope that this would motivate them. Those are specifics that Will has done in an attempt to help our group with our poor retention. Funny thing, it helped us win an EAA in his first year.