David Yang: The Great Migration: How to Retain Engineers and Developers in the Age of Global Hunting? People Analytics Conference Website - https://pacamp.org/ Youtube - https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ/featured FB - https://www.facebook.com/pacamporg

1. The Great Migration 2021
How to your employees
in the Age of Global Hunting?
David Yang, Ph. D.
Founder and CEO of Yva.ai, Inc.
People Analytics Online Camp
2022 Winter

2. David Yang, Ph. D.
CEO and Co-founder Yva.ai, Inc.
● Founder and board director at ABBYY
● Member of the most famous Silicon Valley investment
group Band of Angels
● Serial entrepreneur specializes in AI
● Founded 12 companies
Speaker & Meeting Goals

3. ABBYY (pictured)
Leader in Artificial Intelligence Tech
1,300 full-time employees
100,000 client companies in
200+ countries use ABBYY technologies
Yva.AI, Inc.
Spin-off from ABBYY
20 years of experience at
artificial intelligence and HR
technologies
20 years of
experience
at AI & HR

4. Over 3.4% of the US workforce to leave their jobs every month. Companies like Amazon 1
are losing more than a ⅓ of their workers each year, forcing employers to ramp up hiring
like we have never seen before.
30% attrition levels in IT sector in India.
This is a massive and possibly irreversible trend: that of giving workers a new sense of
mobility they’ve never had before.
According to Gallup, today more than 45% 2
of employees now work remotely (25% full
time), which means changing jobs is as simple as getting a new email address.
Until recently the trend for workforce to leave their job
was called the Great Resignation...
1.
From The Great Resignation To The Great Migration // Josh Bersin. Dec 5th, 2021.
2.
Remote Work Persisting and Trending Permanent // Lidia Saad & Ben Wigert, Ph.D.rsin. Oct 13th, 2021.
3.4%
45%

5. So what is going on?

6. – Josh Bersin
“
“This is not a Great Resignation, it’s a Great Migration 3
.
Employees are migrating from “crummy jobs” to “better
jobs” and from “companies that don’t seem to care” to
“companies that really really care”.
3
From The Great Resignation To The Great Migration // Josh Bersin. Dec 5th, 2021.

7. ● 90% of all jobs in the US (including even truck drivers) are service-centered
jobs. In other words, they add value through their human touch, care,
consideration, or ingenuity. This means that every company, regardless of your
industry, is essentially in the people business.
● With 14 million jobs open and a US workforce of around 160 million people,
you are already missing almost one in ten workers for your company.
Research from Citibank predicts next year it may be one in eight 4
.
● The financial return on investment in people is higher than ever. Amazon 5
is
planning on spending $4 Billion on hiring in Q4 alone (just to maintain their
on-time delivery brand). If they can afford to do this, you can too.
This is not going away
4
Technology at Work v6.0: The Coming of the Post-Production Society // CITI GPS, Aug 18th, 2021.
5.
From The Great Resignation To The Great Migration // Josh Bersin. Dec 5th, 2021.
For years companies have been debating what to do about employee retention as if it’s a sideline
problem. Now the world realized that taking care about the employees is a must have priority.
What does
all this mean?

8. It’s time to run your company
as if every employee has
one foot out the door

9. How Yva discovered
the stages of burnout
We distinguish 4 pre-resignation phases of burnout.
FRUSTRATION
Early signs of employee being
unsatisfied with hers or his work,
increased stress levels
4 to 8 months
EARLY
BURNOUT
PASSIVE CANDIDATE
2 to 4 months
LATE
BURNOUT
ACTIVE CANDIDATE
1-3 monts
RESIGNATION
WORK TASKS HANDOVER
2-6 WEEKS

10. How Yva measures employee
burnout (continued)
Case Study
Burnout detected 11 months before
the resignation happened.
Yva had detected burnout 9 months
before the resignation happened.
06/24/2019
the employee leaves the
company
05/13/2019
the employee sends the
resignation letter. TURNING
OVER THE DUTIES
01/10/2019
Late burnout period has
started. SEARCHING FOR
JOB
10/02/2018
BI becomes negative &
reaches min level. Early
burnout period has started.
OPEN FOR OFFERS
7/23/2018
NAC is declining and
becomes negative.
Frustration period has
started

11. Take employee experience seriously. This is not some fad that came along with Zoom and Teams
It’s an existential change in the way you manage people.
5 Tips for Key R&D Talent Retention
1
2
3
4
5
Focus attention on your employee brand. Recruiting today is heavily dependent on your reputation,
so if your people are leaving or your company isn’t well-positioned, your talent pipeline is rather weak.
Get serious about facilitated internal mobility. Companies are creating data-driven career pathways
to develop new skills. You should identify your future needs and create career pathways to get people there.
Simple hiring won’t work anymore.
Build a Talent Intelligence strategy. Without good data about the roles, jobs, and skills you need
in the future, you’re flying blind. Each line manager will simply try to hire replacement jobs but you’ll have
no strategy to develop people.
Bring your CEO and CFO along on the mission. Most CEOs know that talent is their #1 priority, but now
it’s time to put your money where your mouth is. Investments in tailored and well-designed benefits programs,
end-to-end wellbeing programs, and digital workplace tools to improve productivity and wellbeing are critical.

12. How did Company X do it?
Let's see the case!

13. Employee Wellbeing Program
Payment for flights to other countries
for employees who temporarily want to
work from another city / country for a
change of scenery
Payment of subscriptions to gyms and
swimming pools in the city of residence
of remote employees
Spot increase in wages and revision of
the bonus part
Books for professional development at the
expense of the company
Trainings and courses for employees in
key positions
Purchase of work chairs and equipment
for arranging a workplace at home
Psychological assistance to burnout
employees (with diagnosed clinical
depression)

14. Try to understand
your team:
https://www.yva.ai/smart-surveys/signup

15. Thank you for your attention!
Get a free diagnostic session from an Yva.ai analyst about
29 use cases and best practices of employee listening
culture info@yva.ai
Case studies and more information at www.yva.ai
Yva.ai Inc., Santa Clara, CA, is a leading collaboration analytics company, the developer of an AI-driven employee experience and
performance platform that helps organizations by improving employee wellbeing and satisfaction, predicting resignations of key
employees, identifying toxic managers, informal leaders, HiPos, building employee listening culture and driving work performance.
In contrast to traditional survey systems, Yva.ai’s continuous listening approach is based on so-called “smart surveys”: weekly AI-driven
60-sec peer-to-peer micro-surveys with optional collaboration analytics across corporate tools - Office 365, Teams, Slack, Jira, etc.
(anonymously and with employee consent).