Consider the message this sends to employees. This decision was made at a level above the person who is left to explain it to you. No one from that level wants to explain it or answer your questions. That’s not a trustworthy organization. That’s a leader hiding from people being impacted by their decisions.
That’s not a leader I’d want to work for. Some might even argue that they aren’t a leader at all.
When you lose that trust, you’ll lose the retention battle.
Don’t let your programs be junk, fix the culture. Recognize how your culture contributes to the problem and then do something about it.
The US government spends a lot of time telling people to fear what Chinese companies could do with the data they get from our phones when we use something like TikTok, but they do nothing about things like this.
I’m online to connect with other real people and the ideas that live in their heads. I write to share those ideas with others, but I also write because writing helps clarify my thoughts and ideas. It’s practice for the many times I find myself needing to go into more detail and flesh out ideas in front of other people. Asking a chatbot to write this post wouldn’t give me mental exercise. It would remove the challenge of figuring out what I want to say and how I want to say it.
Humans don’t handle uncertainty well. They will seek out the path that has more certainty. You’re either providing that, or you’re not. If you’re not, you’re losing one of the important factors that impact retention. There’s a reason resignations are contagious. There’s a reason they go up right after layoffs or significant managerial change. We don’t like feeling uncertain.
Why did we think anything on the public internet was a place to let kids roam with no training?