We need to set the record straight. Simon Sinek posted an article last week about Watercooler that generated a lot of discussion about the use of AI in understanding employee behavior. We got some interesting comments about the study we provided. As a recap, Simon shared a graph of Interrupted time-off contribution to flight risk that shows how employees who do some work on weekends and vacations have a lower likelihood of resigning compared with employees who do not work, or work too much, during these periods. Let’s add some more context. The graph tells the story of only one company. Other companies mean different cultures hence their data and patterns will most likely be different too. There is no one-size-fits-all when it comes to this type of analysis and many variables can skew the data. Another issue that’s been raised is that this is a case of correlation and not causation. Just because there is a relationship between working during time off and lower resignation risk, does not mean that it is the cause. In short, it may not be the actual reason they quit, but it's common to many who do Here, we couldn’t agree more. What the data tells us is what is happening. As an AI company, we do not believe that AI will solve all of humanity’s problems. Especially not inter-personal issues. It’s up to us humans to figure out why people burn out and it’s the responsibility of managers to provide solutions. Our mission is to make employees suffer less in their working environments, by providing a real-time view of what is really going on. Directing the attention to the right place at the right time, so people will be seen, heard and appreciated. In summary, AI used as part of HR analytics is not here to replace people managers, it's here to shed light on their talent vulnerabilities. The rest is up to us.
This is a REALLY interesting study. It was the opposite of what I thought, but upon further contemplation, it makes sense. Someone who does a little work and checks emails on the weekend likely holds some type of leadership position within the organization. This means the likely feel more tied to the company's mission and/or they feel additionally responsible for the growth of their team and the forward movement of their projects. I'd be VERY interested to see how this shakes out based on title/leadership level!
Watercooler
4mo
A shout-out to some of the folks whose comments got us thinking: Pradnya K., Aakash Gupta, Prabath S., Candice Cheng, Stella Petrou Concha, Shana Padgett MBA, Vimal Prabu, Holger Heinze, CMgr FCMI, Carolyn Foo
Really interesting insights on how much people should work. Bottom line - don’t discourage occasional overtime but too much leads to retention issues. Just as bad as people who don’t do any overtime as it could be a sign of apathy. Magnus Sandberg Ralf Altpeter Alexander M. Swoboda Carlos Midence Edward Szukalo
Thanks for the clarification. I doubt Simon crafts all of his social media posts, as that was one last week was a tad simplistic.
Full time Father, Entrepreneur & AI apprentice wizard redefining HR with a touch of magic
4moHybrid intelligence is key, the interaction between AI and humans. Thanks a lot for this post, it really gives perspectives.