orgStars

This is a strange product to me, mainly because it seems like if communication is on point this isn't so necessary...maybe reaching out is better than analytical analysis? I would assume I wouldn't want to work for a company that was using this product....

....or you could focus on actually making your team happy and engaged??? The signs are usually right there and it would be a much better conversation if you actually asked, "Hey, you look upset...everything ok?" or "I know you really want to be honing *skill X* here and we haven't given you the chance lately. Let's talk about how we can work it in going forward" versus "Are you thinking about leaving?" which is awkward if they weren't and probably too little too late (and the wrong approach) if they are. PS: I've been thinking about this space myself. Anyone struggling with keeping on top of their team's individual career goals and important dates as you get busy shipping on deadlines and the chaos of a growing startup? I might have something that can help. @ me if you want to talk.

@_jacksmith Check out the "How It Works" sections on their home page, it explains how to use the bookmarklet.

yeah, the 'how it works' section didn't seem all that informative about the actual 'science' behind it though.

Employee retention is a big problem, especially in startups so I respect the team for building tools to mitigate this; however, it feels a bit big brother-ish. I would feel more cautious of what I do and say in public if I knew my employer were using orgStars.

Tools like this will likely drive more people away than keep them. False positives would also suck.

+1, Jason. The best leaders have a high emotional intelligence and relationship with their team to know when something's wrong. I'm sure the founders have received this feedback before. Curious to hear how they think about the problem.