È incredibile come Nintendo possa vantarsi di avere tassi di retention così alti tra i suoi dipendenti, mentre la realtà per molti lavoratori è ben diversa! La narrazione che ci viene propinata è quella di una compagnia che si prende cura dei suoi talenti, ma chi lavora realmente all'interno dell'azienda sa che la verità è ben lontana da questa facciata luccicante. Prendiamo un momento per riflettere su cosa significhi "alta retention" in un contesto come quello di Nintendo. Significa che i dipendenti restano, ma a che prezzo? Quanti di loro sono realmente soddisfatti del loro lavoro? Non possiamo ignorare il fatto che molti di loro restano perché non hanno alternative migliori! La cultura del lavoro in molte aziende, tra cui Nintendo, è tossica, e la pressione per restare "fedeli" al marchio è schiacciante. Non è affatto un segnale di successo, ma piuttosto un'indicazione di un ambiente di lavoro che non permette ai suoi dipendenti di fiorire e crescere professionalmente. E poi c'è il problema dei salari. Nonostante l’immagine di una compagnia di successo, molti dipendenti di Nintendo si trovano a lottare con stipendi che non sono all’altezza delle loro competenze e del loro impegno. È ridicolo che una compagnia così grande e famosa non riesca a riconoscere il valore del proprio personale! Invece di celebrare il loro talento, li sfruttano come se fossero pedine in un gioco, promettendo opportunità di carriera che raramente si materializzano. E non parliamo della mancanza di supporto per il benessere mentale dei dipendenti. Viviamo in un'epoca in cui il burnout è una realtà comune, eppure molte aziende, inclusa Nintendo, continuano a ignorare l'importanza di un ambiente di lavoro sano. Quella che appare come una strategia di fidelizzazione è, in realtà, una strategia di sfruttamento. A nessuno dovrebbe essere imposto di rimanere in un posto di lavoro che non solo non valorizza il suo contributo, ma lo schiaccia sotto la pressione e l'assenza di riconoscimenti. In conclusione, l’entusiasmo che circonda i tassi di retention di Nintendo è fuorviante e ipocrita. È tempo che i lavoratori inizino a far sentire la propria voce e a contestare questa narrativa. Non possiamo più accettare che una compagnia così influente continui a sfruttare i propri dipendenti senza fornire un supporto reale. Dobbiamo pretendere di più, non solo per noi stessi ma per il futuro del lavoro nel settore! #Nintendo #Lavoro #RetenzioneDipendenti #GiustiziaLavorativa #CulturaAziendale

What on earth is happening at OpenAI? The recent news that OpenAI leadership responded to Meta offers by claiming “someone has broken into our home” is nothing short of infuriating! Are we seriously supposed to believe that the loss of top research talent to a competing giant like Meta is just a freak occurrence? This isn’t just a minor setback; it’s a glaring sign of how poorly the leadership is managing the situation. Let’s get real here. When top researchers are being lured away by Mark Zuckerberg, it’s not just a sign of better offers; it’s a blatant reflection of OpenAI's inability to create a competitive and appealing work environment! Recalibrating compensation? Really? That’s the best you can do? Instead of addressing the root causes of employee dissatisfaction and the exodus of talent, you’re merely tweaking the numbers on a paycheck. How about investing in a supportive culture, meaningful projects, and real career development instead of throwing money around like it’s going out of style? This is a wake-up call for everyone involved! OpenAI should be leading the charge in AI research, not scrambling to patch up leaks in their workforce. The leadership seems to be living in a bubble, completely unaware of the reality outside their doors. While they sit in their high offices, Meta is actively poaching their talent and turning it into a powerhouse. How can you call yourselves innovators when you can’t even keep your own team intact? Moreover, this statement about a “broken home” is incredibly lazy and shifts the blame instead of confronting the issue head-on. This is not about someone invading your space; this is about your failure to cultivate loyalty and engagement among your team. Don’t point fingers at the competition when the real problem lies within your own walls! It’s time for OpenAI leadership to step up, take responsibility, and start making the necessary changes to keep their talent from walking out the door. Let’s not sugarcoat this – if OpenAI doesn’t get its act together, it might find itself in a downward spiral, losing not just its top researchers but also its reputation as a leader in AI. The time for excuses is over. It’s time for action, or else we will witness the demise of what could have been a pioneering force in artificial intelligence. #OpenAI #Meta #LeadershipCrisis #AIResearch #TalentRetention

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Government workers are using encrypted messaging apps like Signal to avoid hacks and data leaks As a devastating wildfire burned through a Maui town, killing more than 100 people, emergency management employees traded dozens of text messages, creating a record that would later help investigators piece together the government’s response to the 2023 tragedy. One text exchange hinted officials might also be using a second, untraceable messaging service. “That’s what Signal was supposed to be for,” then-Maui Emergency Management Agency Administrator Herman Andaya texted a colleague. Signal is one of many end-to-end encrypted messaging apps that include message auto-delete functions. While such apps promise increased security and privacy, they often skirt open records laws meant to increase transparency around and public awareness of government decision-making. Without special archiving software, the messages frequently aren’t returned under public information requests. An Associated Press review in all 50 states found accounts on encrypted platforms registered to cellphone numbers for over 1,100 government workers and elected officials. It’s unclear if Maui officials actually used the app or simply considered it — a county spokesperson did not respond to questions — but the situation highlights a growing challenge: How can government entities use technological advancements for added security while staying on the right side of public information laws? How common is governmental use of encryption apps? The AP found accounts for state, local and federal officials in nearly every state, including many legislators and their staff, but also staff for governors, state attorneys general, education departments and school board members. The AP is not naming the officials because having an account is neither against the rules in most states, nor proof they use the apps for government business. While many of those accounts were registered to government cellphone numbers, some were registered to personal numbers. The AP’s list is likely incomplete because users can make accounts unsearchable. Improper use of the apps has been reported over the past decade in places like Missouri, Oregon, Oklahoma, Maryland and elsewhere, almost always because of leaked messages. What’s the problem? Public officials and private citizens are consistently warned about hacking and data leaks, but technologies designed to increase privacy often decrease government transparency. Apps like Signal, WhatsApp, Confide, Telegram and others use encryption to scramble messages so only the intended end-user can read them, and they typically aren’t stored on government servers. Some automatically delete messages, and some prevent users from screenshotting or sharing messages. “The fundamental problem is that people do have a right to use encrypted apps for their personal communications, and have those on their personal devices. That’s not against the law,” said Matt Kelly, editor of Radical Compliance, a newsletter that focuses on corporate compliance and governance issues. “But how would an organization be able to distinguish how an employee is using it?” Are there acceptable government uses of end-to-end encryption apps? The U.S. Cybersecurity and Infrastructure Security Agency, or CISA, has recommended that “highly valued targets” — senior officials who handle sensitive information — use encryption apps for confidential communications. Those communications are not typically releasable under public record laws. CISA leaders also say encrypted communications could be a useful security measure for the public, but did not encourage government officials to use the apps to skirt public information laws. Journalists, including many at the AP, often use encrypted messages when talking to sources or whistleblowers. What are states doing? While some cities and states are grappling with how to stay transparent, public record laws aren’t evolving as quickly as technology, said Smarsh general manager Lanika Mamac. The Portland, Oregon-based company helps governments and businesses archive digital communications. “People are worried more about cybersecurity attacks. They’re trying to make sure it’s secure,” Mamac said. “I think that they are really trying to figure out, ‘How do I balance being secure and giving transparency?’” Mamac said Smarsh has seen an uptick in inquiries, mostly from local governments. But many others have done little to restrict the apps or clarify rules for their use. In 2020, the New Mexico Child, Youth and Families Department’s new division director told employees to use the app Signal for internal communications and to delete messages after 24 hours. A 2021 investigation into the possible violation of New Mexico’s document retention rules was followed by a court settlement with two whistleblowers and the division director’s departure. But New Mexico still lacks regulations on using encrypted apps. The AP’s review found at least three department or agency directors had Signal accounts as of December 2024. In Michigan, State Police leaders were found in 2021 to be using Signal on state-issued cellphones. Michigan lawmakers responded by banning the use of encrypted messaging apps on state employees’ work-issued devices if they hinder public record requests. However, Michigan’s law did not include penalties for violations, and monitoring the government-owned devices used by 48,000 executive branch employees is a monumental task. What’s the solution? The best remedy is stronger public record laws, said David Cuillier, director of the Brechner Freedom of Information Project at the University of Florida. Most state laws already make clear that the content of communication — not the method — is what makes something a public record, but many of those laws lack teeth, he said. “They should only be using apps if they are able to report the communications and archive them like any other public record,” he said. Generally, Cuillier said, there’s been a decrease in government transparency over the past few decades. To reverse that, governments could create independent enforcement agencies, add punishments for violations, and create a transparent culture that supports technology, he said. “We used to be a beacon of light when it came to transparency. Now, we’re not. We have lost our way,” Cuillier said. #signal #message #messaging #encryption #encrypted #secure #texting #Communication -(Fortune)

Once an employee gives notice, it's too late. People don’t quit jobs, they quit poor leadership, broken cultures, and stagnant environments. A colleague once told me: “I didn’t leave because of the workload or pay, I left because I couldn’t see myself thriving there anymore.” And that’s the real issue. Employees rarely leave for a single reason. They leave because of the culture, the leadership, and a lack of opportunity to grow. Here’s why your team might be walking out: Retention isn’t about hiring more people to fill empty seats. It’s about asking: Why are they leaving in the first place? Here are the top reasons employees quit: 1) They feel invisible. - When was the last time you recognized their contributions? 2) Growth has stalled. - If there’s no development or career path, people will outgrow you. 3) Feedback is a joke. - Micromanaging isn’t feedback. Silence isn’t either. 4) Culture feels toxic. - Gossip, favoritism, or burnout damages morale faster than you think. 5) Pay doesn’t match the value. - People notice when their paycheck doesn’t reflect their effort. 6) Leaders don’t inspire. - Great leadership isn’t about authority, it’s about empowerment. 7) Work-life balance is a myth. - When “flexibility” feels like a trap, people won’t stay. What companies get wrong about retention: → Exit interviews won’t save you. By the time someone quits, they’ve already mentally left months ago. → Perks don’t replace purpose. Free coffee won’t fix poor leadership or lack of appreciation. → High turnover is expensive. Losing employees costs more than just their salary, it’s morale, momentum, and knowledge walking out the door. Be the reason they stay, not the reason they leave. What’s your take? Let’s hear it in the comments. ♻️ Repost this to your network if you found it insightful! #resignation #retention #jobs #advice #tips #employee #burnouts #stress #hiring #worklifebalance #flexibility #toxicity #workculture #purpose

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