If there is any reader who has been struck by the title of this article, it is because they may be thinking of quitting their job, as it may not. But, if yes, chances are the head of the company already knows about it.
In a 2019 report, CNBC commented on new technology that lets companies know when their workers are about to leave the company. In fact, IBM’s artificial intelligence can predict with 95% certainty which workers are considering quitting.
This was confirmed by Ginni Rometty, who served as the company’s president and CEO until early 2020. In the aforementioned CNBC report from 2019, Rometty talks about the technology used. In fact, she commented that she used artificial intelligence to retain talent in the company. “The best time to approach an employee is before he leaves,” the former CEO said.
This AI is used so much at IBM that it even has its own patent. In this way, your human resources department can use an “Employment Prediction Program” to control your workforce. Thus, they can act in advance and organize actions to create relationships between managers and vulnerable groups.
Of course, Ginni Rometty doesn’t reveal this AI secret. However, the former CEO said that the reliability of this technology is related to the analysis of large amounts of data within the company.
The 3 data that help the algorithm of this AI
Georgetown University professor Brooks Holtom published a bit more about IBM’s artificial intelligence in the Harvard Business Review. As he notes, these predictions can be made using machine learning technologies and large amounts of data put together. Thus, the information necessary to know if an employee is about to leave can be measured.
Of these types of data, Holtom describes some:
- First, you have events that can cause employees to quit. These can be described as changes in company management or a major purchase by another, larger company.
- In addition, other factors such as news related to this type of event, stock market movements and legal proceedings against the entity are also taken into account.
-Likewise, there is another factor: the relationship between the employee and the company for which he works is essential in this process. Using publicly available data, such as the number of previous occupations, employment anniversaries, skills, education, gender, and geographic location, certain conclusions can also be drawn.
What benefits can this artificial intelligence have
Although many may see the measure as an invasion of privacy (a topic that invites debate); this type of artificial intelligence could ultimately benefit employees. In fact, many companies prefer to financially compensate disgruntled workers, rather than simply replace them with a new one.
The cost of replacing a skilled worker can be twice her salary. So instead of wasting time and money selecting, recruiting and training a new professional, some companies focus on making their current employees happy.
“Even if you can predict who’s going to leave, you still need to respond thoughtfully,” says Brooks Holtom, a professor at Georgetown University.
Holtom describes in his article that “the best organizations develop a culture of listening.” Thus, managers can hear from their employees what is going well and what is not. In this way, working conditions in the company can be improved.
With this artificial intelligence technology, managers and workers can create a better map of what people really value. They can also develop a more positive environment and personalized work style. Of course, privacy concerns prevail:
“My biggest concerns are around privacy limits. At a certain level, these could even become invasive. Pulling information from Instagram, Snapchat or Facebook. Information that people upload publicly, whether password controlled or not. There is a risk for the employees”, concludes Holtom.