Hi Nirit, thanks for another great article which fits amazingly to the process I been through in the last month since I resigned.
I decided in the last week on being independent. And within days I write and set: brand name, business definition, sales model, vision and even company values.
I talked with 4 most talented people I met in the last 5 years and made them the advisory board (must have some more brains giving feedback and ask wise questions).
I still shocked of the match in timing between the big change and process I been through vs. this article and the previous about Strategic quitting (:
Regrettable and non-regrettable attrition is just the standard internal term, that's what it's called. That Meta would use this language externally is, of course, quite shocking. But then, this is the company lead by someone who said "young people are just smarter", and many other things. So what can you expect?
I did a complete change and from full time 10 years ago moves to hybrid and from Covid to full remote after we also minimzedc our local office. I was able to change complete my life style and my effectiveness didn’t decreased. We moved to a different state and traveling much more in different time zones and my work- life balance is much more balanced. We were able in my role as HR ,to hire 30 employees off shore and decreased the costs without impact the productivity.85% of our employees are full remote and the resignation rate is low( less than 5%) . We are average pay company. I am a big believer at flexibility as described and from my discussions either employees this paid and people are ready to get compensated even less for it.
I could not phrase and express better than this article the change that we are going through in the work place. As an HR leadef i see it every day in my territory - US, Canada and Latam where 90% of ouf workforce is fully remote which enable better talent acquisition and higher retention. Me included is much more effective with my work anx work life balance . I am talking with people from different generations , especially Z and it’s clear that what you are describing is the new reality. I spoke last week with a veteran in Amazon and she was “polite” not to over Criticize her CEO and said yhat one of the reasons it was made is for supporting the community - the businesses around the buildings …
I think that we are experiencing the “ Generation War” that IMHO will ended in 5-10 years. It will have influence on real estates and mobilization .
We've always had internal language that marked turnover as desired and undesired. Even the change of language from desired (as in I now know that I'm OK with this person leaving) to Non Regrettable (as in I will always be happy that they left) is very assuming. And I completely agree that should not be external language. But language paints brands. And people notice.
I appreciate the insight provided in this dissertation on AI and teaching. It made me think of the fact that so many people around the world are licensed and knowledgeable to drive a vehicle, and so few have learnt the basics of the technology that provides the combustion engine power to drive the car. Understanding the basics helps us to utilize the practical aspects of driving a car and helps us to use that knowledge to handle and exploit the mechanics of a combustion driven vehicle. I would like to see a course corriculum for school children to learn the underlying technology of AI to understand how it works, what it can do, and what constraints might apply. Of course practical application and ethics are part of the deal as well.
actually what I like most about this analogy is that it shows us that using AI will be like driving a car and not learning how it works. In fact I don't think "prompt engineer" is a profession, I think we'll simply talk to the world and it will answer back :)
Read it carefully and checked the Overalls company philosophy comparing to current benefits but not a valuable replacement of current benefits. I used “ deep search” AI and nothing. At this point it’s an interesting approach but not practical unless you have additional benefits that can replaced or wants to give more…
Yes, i did. Unfortunately although i like the ideas it doesn’t give any specifics that we can “ give away” - health, 401k, vacation unless the company has other benefits beyond or additional budget. The reasoning is clear but i doubt if AI personal assistant would be able to do it n few months..
Hi Nirit, so much of your focus points reflect the development of my journey from full time employment to independent actuarial consulting. My pivot point was leaving my safe full time work at a time when my contacts around the world were still warm. Timing is important. Thank you for your insights.
Thank you Maurice for your comment. That's a really good point. I think the challenge for many salaried employees is that they don't have warm contacts that feel relevant to whatever it is they're trying to do next...
I think it may be more than that. Firstly, after a few years moving around a few employers, he or she may not realize that previous colleagues, and perhaps pertinent family relatives, are approachable and often glad to offer themselves as contacts or even refer second tier contacts.
![TheFutureOfLess[?]Work](https://substackcdn.com/image/fetch/w_80,h_80,c_fill,f_webp,q_auto:good,fl_progressive:steep,g_auto/https%3A%2F%2Fsubstack-post-media.s3.amazonaws.com%2Fpublic%2Fimages%2Feaee5ab5-0825-4b77-be17-20871805b782_1280x1280.png)
![TheFutureOfLess[?]Work](https://substackcdn.com/image/fetch/e_trim:10:white/e_trim:10:transparent/h_72,c_limit,f_auto,q_auto:good,fl_progressive:steep/https%3A%2F%2Fsubstack-post-media.s3.amazonaws.com%2Fpublic%2Fimages%2Ffcc9d426-5684-49a5-8d01-fa4b458d333c_2801x534.jpeg)
![TheFutureOfLess[?]Work](https://substackcdn.com/image/fetch/w_36,h_36,c_fill,f_webp,q_auto:good,fl_progressive:steep,g_auto/https%3A%2F%2Fsubstack-post-media.s3.amazonaws.com%2Fpublic%2Fimages%2Feaee5ab5-0825-4b77-be17-20871805b782_1280x1280.png)
Hi Nirit, thanks for another great article which fits amazingly to the process I been through in the last month since I resigned.
I decided in the last week on being independent. And within days I write and set: brand name, business definition, sales model, vision and even company values.
I talked with 4 most talented people I met in the last 5 years and made them the advisory board (must have some more brains giving feedback and ask wise questions).
I still shocked of the match in timing between the big change and process I been through vs. this article and the previous about Strategic quitting (:
Good luck on your exciting journey. The words we need find us when we need them :)
Regrettable and non-regrettable attrition is just the standard internal term, that's what it's called. That Meta would use this language externally is, of course, quite shocking. But then, this is the company lead by someone who said "young people are just smarter", and many other things. So what can you expect?
I expect companies to understand brand is about how you treat employees even the ones you let go
Again- a great article with exciting findings that demonstrate the “ generation war”.
As bring a baby boomer i am proud to see the change and the raising productivity experiencing myself and our workforce.
Thank you Nirit
I did a complete change and from full time 10 years ago moves to hybrid and from Covid to full remote after we also minimzedc our local office. I was able to change complete my life style and my effectiveness didn’t decreased. We moved to a different state and traveling much more in different time zones and my work- life balance is much more balanced. We were able in my role as HR ,to hire 30 employees off shore and decreased the costs without impact the productivity.85% of our employees are full remote and the resignation rate is low( less than 5%) . We are average pay company. I am a big believer at flexibility as described and from my discussions either employees this paid and people are ready to get compensated even less for it.
I could not phrase and express better than this article the change that we are going through in the work place. As an HR leadef i see it every day in my territory - US, Canada and Latam where 90% of ouf workforce is fully remote which enable better talent acquisition and higher retention. Me included is much more effective with my work anx work life balance . I am talking with people from different generations , especially Z and it’s clear that what you are describing is the new reality. I spoke last week with a veteran in Amazon and she was “polite” not to over Criticize her CEO and said yhat one of the reasons it was made is for supporting the community - the businesses around the buildings …
I think that we are experiencing the “ Generation War” that IMHO will ended in 5-10 years. It will have influence on real estates and mobilization .
We've always had internal language that marked turnover as desired and undesired. Even the change of language from desired (as in I now know that I'm OK with this person leaving) to Non Regrettable (as in I will always be happy that they left) is very assuming. And I completely agree that should not be external language. But language paints brands. And people notice.
I appreciate the insight provided in this dissertation on AI and teaching. It made me think of the fact that so many people around the world are licensed and knowledgeable to drive a vehicle, and so few have learnt the basics of the technology that provides the combustion engine power to drive the car. Understanding the basics helps us to utilize the practical aspects of driving a car and helps us to use that knowledge to handle and exploit the mechanics of a combustion driven vehicle. I would like to see a course corriculum for school children to learn the underlying technology of AI to understand how it works, what it can do, and what constraints might apply. Of course practical application and ethics are part of the deal as well.
actually what I like most about this analogy is that it shows us that using AI will be like driving a car and not learning how it works. In fact I don't think "prompt engineer" is a profession, I think we'll simply talk to the world and it will answer back :)
Understanding the workings of AI will help to use the AI better
Read it carefully and checked the Overalls company philosophy comparing to current benefits but not a valuable replacement of current benefits. I used “ deep search” AI and nothing. At this point it’s an interesting approach but not practical unless you have additional benefits that can replaced or wants to give more…
did you see my conversation with Jon Cooper? he had some fabulous ideas in there.
https://youtu.be/h6MclpkyLis
Yes, i did. Unfortunately although i like the ideas it doesn’t give any specifics that we can “ give away” - health, 401k, vacation unless the company has other benefits beyond or additional budget. The reasoning is clear but i doubt if AI personal assistant would be able to do it n few months..
Learning us and do it.
Hi Nirit, so much of your focus points reflect the development of my journey from full time employment to independent actuarial consulting. My pivot point was leaving my safe full time work at a time when my contacts around the world were still warm. Timing is important. Thank you for your insights.
Thank you Maurice for your comment. That's a really good point. I think the challenge for many salaried employees is that they don't have warm contacts that feel relevant to whatever it is they're trying to do next...
I think it may be more than that. Firstly, after a few years moving around a few employers, he or she may not realize that previous colleagues, and perhaps pertinent family relatives, are approachable and often glad to offer themselves as contacts or even refer second tier contacts.