The Wall Street Journal just posted this article — Google to Give Staff 10% Raise — which reveals two fascinating tidbits for HR wonks like me:
1) While the companywide pay raise was prompted by the worrisome exodus of Googlers to competitors like Facebook, this employee-retention solution was guided by workforce survey results (which indicated Googlers cared more about their salaries than bonuses or equity).
When was the last time you saw a company respond so strongly and decisively to workforce feedback?
2) Google is also trying to lower its employee attrition rate by “testing a mathematical formula to try to predict which employees are most likely to leave, based on factors like employee reviews.”
Wow, I’d love to see the formula for that. But I truly believe — based on all the personal stories I’ve heard from friends and industry colleagues who left their jobs over the years and all the studies I’ve read and the experts I’ve interviewed while reporting on workplace issues — that the overwhelming majority of workers choose to leave their jobs because they’re unhappy with their managers. I wonder if and how Google factors the “bad boss” quotient into its attrition-prediction formula. No matter how sophisticated society’s science and technology gets, the human touch remains an all-important elusive factor throughout life.