MINORITY REPORT: At Google, a mathematical formula can identify which employees will quit

http://online.wsj.com/article/SB124269038041932531.html ^ | 5/19/2009 | wsj

[wrrock]

Concerned a brain drain could hurt its long-term ability to compete, Google Inc. is tackling the problem with its typical tool: an algorithm.

The Internet search giant recently began crunching data from employee reviews and promotion and pay histories in a mathematical formula Google says can identify which of its 20,000 employees are most likely to quit.

Google officials are reluctant to share details of the formula, which is still being tested. The inputs include information from surveys and peer reviews, and Google says the algorithm already has identified employees who felt underused, a key complaint among those who contemplate leaving.

Applying a complex equation to a basic human-resource problem is pure Google, a company that made using heavy data to drive decisions one of its "Ten Golden Rules" outlined in 2005.

[Mr Ramsbotham]

Maybe they could write one to determine which employees will go postal.

[End Times Sentinel]

I've noticed that when people put all their work-place belongings in a box and put it in their car, they're probably going to quit.

[Joe 6-pack]

Surfing monster.com from their cubicles is also a statistically significant indicator.

[Thane_Banquo]

The inputs include information from surveys and peer reviews, and Google says the algorithm already has identified employees who felt underused, a key complaint among those who contemplate leaving.

This is a key problem most managers don't seem to get. People don't get disgruntled because they are asked to work. They get disgruntled because they're talents are not fully utilized. Asking someone to tackle a big project is a sign of confidence in that person's abilities. People generally respond well to it. Discouraging people from utilizing their talents is demeaning.

[loungitude]

Maybe they could write one to determine which employees will go postal.

---

That already exists. A few years ago, it was a 10 point checklist. If a person satisfied seven or more, watch out.

[a fool in paradise]

The role of Commander in Chief is above Barack Obama’s paygrade. I’m wondering when he’s going to quit. 100 days are up.

[wbill]

And, of course, I'm positive that the employees are completely truthful on these surveys. /s

A former employer distributed "anonymous" surveys. I skipped it, they're usually worthless. A few weeks later, I was asked by management...."WBill, why have you not turned in your anonymous survey?" Think about it.

Fast forward a couple of years to my current employer. They distributed "anonymous" surveys. I told the above story to them....much laughter ensued. "What a bunch of idiots. Bet you're glad you don't work THERE anymore, etc etc etc". I skipped taking the survey....same reasoning. Would you like to guess what my manager came and asked me a few weeks after it was supposed to be turned in?

I had another employer who distributed surveys...sounds much like what Google was trying to do. They were "For the benefit of the employee"....surveyed our skills, interests, and so forth.

I saw this one coming and skipped it. Some of my co-workers were just amazed when they got reassigned to duties in garden spots like the backwoods of North Dakota and Boondocks, Canada.

Bottom Line....HR is never your friend. At best, they're just an extension of the executives, at worst they work against you.

[Lonesome in Massachussets]

“I like being President. I’m good at it.” If he does say so himself.

[Lonesome in Massachussets]

Separating New York City from the rest of the State could have very interesting consequences. They'd tax workers from Lawn Guyland and Westchester, driving even more jobs out of the City. Kennedy and LaGuadia have a near stranglehold on air traffic in the region, but Newark would probably see an upspike in traffic as more airlines move as much of their operations out of New York as possible.

The only thing that distinguishes New York City from Zimbabwe is the ability to print money and the level of corruption. Zimbabwe is a model of rectitude in comparison.

[VoiceOfBruck]

So what’s the issue here? If someone’s inclined to quit, let him quit. You’re not doing anyone any favors by trying to keep a disgruntled employee around.

What they should be focusing on (and maybe they are) is trying to figure out who their most productive employees are (it’s almost never the highest paid or highest ranking) and figuring out ways to keep them around.

[FatherofFive]

HR is never your friend. At best, they're just an extension of the executives, at worst they work against you.

Numbers are difficult things in the hands of most HR types. I worked with one company where the “engagement” score dropped from 63 to 54 over 5 years. NOI went from $361mm to 1,750mm in the same period. Their response? Get a new engagement survey.

HR is at the core of so many corporate problems. I have a good consulting practice fixing the problems and working around their “solutions” to problems.

[goodnesswins]

EXACTLY.....I left a position once because the VP wouldn’t let me do the job she hired me for.....it was SOOOO frustrating.

[goodnesswins]

I worked in HR....actually am a SPHR....and I LEFT when I started feeling like HR was an extension of the government....about 17 years ago...

[ChiefKujo]

What they are really doing is monitoring their searches for job openings and recording visits to sites such as Monster.com, etc...

[End Times Sentinel]

I once worked with a guy who changed his cursor to the monster mascot from that site.

One day he left for lunch and never came back.

[MayflowerMadam]

“HR is at the core of so many corporate problems.”

Amen to that! I just retired after being in HR for about 10 years. HR is rotten to the core, spewing political correcness, and is evil evil evil. I believe most HR managers are sadistic. The things I’ve seen still make me ill to think about them. So glad to be gone.

[Paladin2]

"trying to figure out who their most productive employees are (it’s almost never the highest paid or highest ranking) and figuring out ways to keep them around"

Never exhibit excessive competence doing tasks you don't want to keep doing.