Netflix Algorithm Tells You When Your Best Employee Is About To Leave You

An anonymous reader writes "Former Netflix data scientist Mohammad Sabah has used the basis of the video-streaming company's movie-recommendation engine to create a new system to predict when valuable employees are likely to leave your company for pastures new. The new application 'Workday Talent Insights' uses the basis of the engine to correlate diverse factors such as interval between promotions and current length of tenure with equivalent job opportunities at employment websites, in order to gauge 'corporate restlessness', and provide options for employers who identify potential leavers."

Comments

Easy

[halivar]

Has the employee been watching Office Space on repeat? He's about to leave.

Managers need an algorithm for that?

[Viol8]

- Have they turned up in a suit one day when they normally where jeans and t-shirt and disappear off for an extra long lunchbreak?
- Have they started arriving late and leaving early?
- Do they skip meetings more often?
- Have they hinted about a payrise in the last assessment?
- Has their work quality gone off a cliff and they spend most of the day on social media or youtube?

If YES is the answer to 2 or more of those then yes, probably they're looking to leave.

Re:Managers need an algorithm for that?

[Anonymous Coward]

It's amazing how true this is... as a manager, I can predict when an employee is going to leave 1-2 months before they give notice. It's often subtle changes in their routine that become red flags - so subtle I doubt they even realize they have changed.

Re:Managers need an algorithm for that?

[fibonacci8]

- Have they been turned down for a raise when they've demonstrated they're consistently making the company more money than when they were first hired?

Re:Managers need an algorithm for that?

[houghi]

Once I knew people were leaving, I talked to them asking why and then helped them in any way I could.

I never tried to hold them back. Their decision was taken, so why bother them? If they wanted references, I gave good (and honest) ones to their potential new employer. I also would inform what I would say to the emplyee, so it would be up to them if they wanted to use me or not.

This would mean in the end that they would be much more willing to do their time with us, which can still be several months (in Belgium). It also would enable me to hire new people who would then be trained by the person leaving.

When I wanted to leave, I always went to my manager and explained why. They were always happy that I did that and gave positive feedback and helped me with everything I asked for as much as possible.

One even gave me the address of a company that were looking for what I was looking for (didn't work out).

Karma goes a long way and there is no reason to burn your bridges.

Re:Managers need an algorithm for that?

[Anonymous Coward]

This, entirely this. Saved a company over half a million dollars(or more) in lost time once by doing something that wasn't even my job only to be told I was not able to get a raise because my title didn't warrant it, oh and I couldn't get a new title. Within 2 years of leaving I'm on the verge of being triple my salary there. If you're not willing to pay someone what they are worth once they've proved their worth, you can bet someone else is.

Re: Managers need an algorithm for that?

[jrumney]

Yeah, that's pretty much how it goes. I don't normally wear jeans to work though.

In some workplaces that could be considered inappropriate, in others it may depend on your style of underwear.

Re:Managers need an algorithm for that?

[BVis]

That works for European employers, it's much harder to fire someone in general than it is in the USA.

When a manager finds out someone is leaving, one of the following happens:

1) They're fired on the spot and escorted from the building;
2) The manager tries to guilt them into staying;
3) A pathetic counter-offer is made (nevermind that the reasons for leaving may not have anything to do with compensation);
4) A significant counter-offer is made (usually intended to keep the worker there just long enough to hire a replacement).

Occasionally what you describe happens. It's rare in my experience. Look at it from the employer's point of view; to this point in the employee's time there, they have been able to do pretty much whatever they want w/r/t the worker. No binding job descriptions, arbitrary re-assignment, (for exempt employees) forcing them to work 60, 70, 80 hour weeks with no extra pay, making them do the work of three people for a single salary, etc etc etc. The playing field is heavily tilted in their favor. So, it comes as a shock and an insult when the employee exercises the one right that US workers really have: They can quit. How DARE they! Don't they know that the company will only make 6 bazillion dollars instead of 6.5 if they leave? WON'T SOMEONE THINK OF THE SHAREHOLDERS!

Re:Managers need an algorithm for that?

[Thanshin]

Knowing my past bosses, they need less succinct clues:

- Did they set up the job search page as browser's default?
- Did they ask you to check their CV?
- Did they tell you "That's it! I'm leaving this fucking hell hole!"
- Did they stop coming every morning?

And, the one good clue:
- When you called them on their personal phone to ask if they were "ill, or something", Did they answer "I LEFT THE COMPANY TWO WEEKS AGO, YOU FUCKING RETARD!"?

If the answer to all of the above is yes. Please, for the love of God, stop sending SMSs to their personal phone. They will never come back and they don't care you get fired if you don't make it to the shipping date.

Re:Managers need an algorithm for that?

[mwvdlee]

Subtle things like...
- Not being so darn stubborn when a salesperson sells a 12 month project to be delivered in 3 months.
- Taking up leave days, even though running behind on schedule.
- No longer working late or taking work home.
- Generally being cheerful and somehow more "care free".

Re: Managers need an algorithm for that?

[jsepeta]

underwear is for suckers

Re:Managers need an algorithm for that?

[BVis]

At-will means two things:

1) They can fire you with no notice and no reason at any time.
2) You can quit and walk out with no notice and no stated reason at any time.

On paper, that seems fair. However, it's tilted in the employer's favor because most of the time losing a job is much worse for the employee than it is for the employer.

Re:Managers need an algorithm for that?

[pla]

With the exception of companies that treat employees so abusively that they just leave in the middle of the afternoon in a torrent of obscenities, for the most part it works as follows:

Employee finds a new job. Employee gives two weeks notice (or more, sometimes). Employer escorts employee off the premises immediately and pays them for two weeks of "vacation".

or...

Employee gets called to a random meeting. On entering, employee sees his manager, one HR person, and possibly one random middle-management "witness" (point #1 - If you ever encounter this situation, immediately demand to have your own witness present, because they legally can and will lie to you about every materially relevant aspect of the ensuing discussion). They hand employee a pile of papers, ask for a bunch of signatures (point #2 - You have no obligation to sign a damned thing, this counts as your last bit of leverage to negotiate for things like prolonged severance, and some of it, such as anticompetes, you do not ever want to sign at an exit interview no matter what they offer you). Employer escorts employee off the premises immediately and pays them for two weeks (or as negotiated) of severance pay.

And yes, for any European friends reading this, that counts as the norm in most of the US. Companies really only deviate from that script in one situation - They so desperately need the employee that the employee actually leaving would temporarily cripple a significant portion of the company. In that case, they play nice and pretend to let you stick around for an extra two weeks - Meanwhile, your computer access drops to the point that you can't do anything but play solitaire (if even that), and you suddenly have a shadow ostensibly there to "facilitate" your knowledge dump (because rookies from security make excellent facilitators, of course).

Hits Home

[DumbSwede]

This type of monitoring makes me nervous.

I have a job where a few years ago I looked at some job opportunities on a Job Site. The very next day my manager came to me asking if I was happy with my job, which in general I was, but I was unnerved that they knew I was looking at the other options. I suspect they used a honey pot job listing. I decided my job security at that time was more important than looking for other opportunities so I stopped looking altogether. If I was to job hunt to today I would do so much more surreptitiously and under a pseudonym, at least initially.

I am well compensated at my job, but dislike the idea that they are aware of my activities outside of work.

Re:Hits Home

[ultranova]

I am well compensated at my job, but dislike the idea that they are aware of my activities outside of work.

You dislike it and the employer likes it for the same reason: it makes you position on the job market worse. And since they already have a stronger position, there's little you can do about it short of unionizing. But unionizing makes above average talent relatively - though not necessarily absolutely - worse off, and everyone likes thinking they're better than average. That combination of ego and selfishness is easy to turn into a weapon to make people act against their own best interests: all you have to do is tell them they deserve it better than someone else, and will get their due if they only forget solidarity with them. And when it's their turn to be eaten, there's none left to stand with them, so they fall.

Not that it really matters. The revolution of the proletariat failed, but it seems the bourgeoisie is perfectly capable of destroying the entire superstructure their might depends on without anyone's assistance. You can't have a business without customers, you can't have customers if people don't have money, and they can't get money without wages or social security. The only real question is: with communism discredited, what happens when the downward spiral reaches the point of no return? You can't maintain social cohesion without any kind of ideology when bread and circuses stop coming. Will we see the return of fascism, will someone come up with something entirely new, or will civilization simply collapse?

Bah, cue the evil ...

[gstoddart]

Of course what will happen in reality is companies will use this to maximize the amount of shit and abuse they can heap on employees before they actually leave, and ensure that by the time they do you no longer need to care.

The sociopaths who run corporations don't give a crap about employee retention or loyalty, just grinding them down into compliance.

There's no fucking way corporations will use this in some enlightened, self-aware attempt to keep employees happy.

Opportunity plus

[OzPeter]

Combine this with Googles new automated interview techniques and you can have people being moved automatically from company to company!

Imagine waking up and getting a message saying

Dear OzPeter,
We are sorry to hear that ABC Widget company has let you go. But don't worry, overnight you details were submitted to 14 different companies in your area who subscribe to Googles "Match Me" recruiting service. Based on information automatically provided by ABC Widget co through their Netflix firing algorithm, 9 of those companies bid on you, and we are happy to announce that you are now employed by XYZ Financial services.

Congratulations on your new position!

Please see the attached map to find your way to your new place of work.

Would you like us to update your:
Facebook status y/n?
Linked In profile: y/n?
Twitter account: y/n?
MySpace page: y/n?

Re:Opportunity plus

[neurovish]

Hmmm, well as long as Match Me is smart enough to get a minimum % pay bump with each move, doesn't hire me off to a place too far away, and the work at ABC Widget is interesting....I hate job hunting/interviewing.

conversely.

[nimbius]

Im sure an easy algorythm can be generated for when management is about to push a valuable employee out the door:

1. have you turned every change or alteration into a mindless bureaucratic rats nest of meetings and superfluous documentation that could best be handled through email?
2. Have you allowed the most vocal customers and users to continuously abuse his talent and divert his attention to helpdesk issues that make you look good at his expense?
3. Have you refused to consider his technical opinion on the design or development of a product or solution and instead just done what the sales rep told you or what would cause the least number of meetings or beurocratic effort?
4. Have you placed overwhelming reliance on him to micromanage his coworkers changes and projects instead of working to ensure they properly document and communicate instead? did he receive a silent promotion to assitant management?

Let me help you with adding more time to that.

[Anonymous Coward]

If you give an employee an awesome review, but tell him that due to your budget, you can only give a cost of living increase.

Or here's one the really pissed me off. I was working for a body shop and coming off a contract. The sales/recruiter/commissioned guy asks what kind of rate would I like for the next contract. OK.

So, I go up to computerjobs, type in my skills, experience, area and find that other W-2 contractors/temps were getting at least $5/hr more than I was. So, that's what I told the sales/recruiter/commissioned guy.

"That's a pretty big increase."

Excuse me. THEY are going to bill at market rates so why shouldn't I get market rates? My next contract was with another company that gave me $11/hr more. Yeah, this was in the late nineties - so, keep that in mind.

Here's another one that kills me.

You're working 12 hour days and ask your boss about getting more help - and entry level guy. And you explain that it will also develop more talent for the company.

He says, "No, see we can't get anyone qualified."

Now, I like getting my ego stroked as well the next guy, but frankly what I was doing wasn't rocket science. Then I overheard the stuff about the minimum ROI they have to make on a developer. That's right, they need to make 45% over your total compensation (salary, benefits, SS payments, etc ...). Some companies it's even more. So, they work you to death, tell you your awesome and that everyone else is too stupid to do what you're doing so, keep working hard you genius. Why hire two developers for when you can get one guy to kill himself?

All of us were eventually canned and the work sent overseas.

Just connect on linkedin

[daveywest]

I pretty much know when cow-irkers are leaving by paying attention to their activity on Linkedin. Employees that are happy aren't polishing up their online resume and padding their community involvement and awards.

Re:How to tell if your top Developers are leaving:

[DoofusOfDeath]

Haircut, beard trim

... not replenishing their Hot Pockets supply in the break-room freezer.