21–30 of 51 posts
I get the use case, but realistically this type of tool is going to be used by HR right before they fire an employee, or as a step in the process to firing an employee.
I think this is a great idea for a product, but in my experience, the pain associated with handover is something that is earned over a long period of time. Knowledge starts to centralise in one person and they don’t do enough to disperse it. Maybe they are too busy, maybe they don’t value documentation, maybe it’s an oversight, there are lots of reasons. But that problem starts to build up and you only discover the f…
It's really only a large risk if you don't compensate competitively. Sports teams constantly "lose talent" because they refuse to pay for it. Suddenly they start losing games.. All this "knowledge lost" is often just talent and experience. You can lead a horse to water, you can lead a junior to documentation. I know the manager brigade will take this personally but talent and experience have always carried any workpl…
You need to plan in advance for people leaving, not just assume they will be there forever.
I get the use case, but realistically this type of tool is going to be used by HR right before they fire an employee, or as a step in the process to firing an employee.
It would be more useful if it trained on input from the fired person’s whole tenure, e.g. reading their slack messages or something… if the quality of the product depends on cooperation of the person being replaced then it’s gonna be an uphill battle.
So the employer either needs to be surveillant and somewhat hostile, taking data from Slack messages etc. Or they need to have a culture which prioritizes documentation as a part of daily routine.
I honestly find it difficult to believe it could make knowledge transfer easier than, let's say, a template for the employee to fill out. It (knowledge transfer) is such an unstructured thing and differs wildly from post to post, and from company to company.
I find it hard to know where to start, what to include and how to structure. Having a tool to prompt me along the way would be really helpful and I feel speed up the process of ideation and creation of documentation.
Lol, getting interviewed by an AI as your job gets taken by AI.
Earlier quoted context omitted.
It's really only a large risk if you don't compensate competitively. Sports teams constantly "lose talent" because they refuse to pay for it. Suddenly they start losing games.. All this "knowledge lost" is often just talent and experience. You can lead a horse to water, you can lead a junior to documentation. I know the manager brigade will take this personally but talent and experience have always carried any workpl…
Compensating competitively might stop somebody from leaving for another job, but it won’t stop them from keeling over dead from a heart attack or getting hit by a car. You need to plan in advance for people leaving, not just assume they will be there forever.
I think this is a great idea for a product, but in my experience, the pain associated with handover is something that is earned over a long period of time. Knowledge starts to centralise in one person and they don’t do enough to disperse it. Maybe they are too busy, maybe they don’t value documentation, maybe it’s an oversight, there are lots of reasons. But that problem starts to build up and you only discover the f…
I once quit a job and gave them 6 weeks notice because I wanted to try and make the handover as painless as possible. My manager said “stop working today. Come in, check your emails, but don’t do any work. Forward and delegate everything that lands in front of you. Let people who reach out to you know you’re leaving and introduce them to whoever is taking over that particular responsibility. We’re going to have to wo…