Brilliant @Mark, and this could be a great exercise to do as part of an onboarding process, and adding a metadata tag "Employee". Plus; offboarding with information about where the person have moved. And, adding a metadata tag "Alumni".
Great suggestions, Merethe. I've always loved the idea of a "exit interview" - to not only pass along critical knowledge, but to give a sense of "where did so-and-so go?" for others in the org that weren't aware of the person's departure. :)
Exactly, leaving a workplace doesn't mean you disappeared from planet earth. And, an exit doesn't have to mean byebye forever. It has happened before that people return to a previous employer. I think a good exit strategy is equally important as an onboarding strategy. The work relation might have ended, however, not the relation between the company and the person leaving. I still love several of my earlier "work-families", they didn't have this in their exit-process, however, they are great people with a good work culture, and many, both people and companies, are life-long friends. It's like it's ok to be friends with an x-type of thing, even if the love is not the same - and you end up in the friend zone. 😁
The call and chat is one of the methods I have hypothesised for training a Digital Twin. Explicit knowledge + implicit knowledge + tacit knowledge + conversational knowledge
A lot of good angles that represent who you are and what you know - and to some extent how you know it (the truth aspect; help those agents hallucinate less). :)
Brilliant @Mark, and this could be a great exercise to do as part of an onboarding process, and adding a metadata tag "Employee". Plus; offboarding with information about where the person have moved. And, adding a metadata tag "Alumni".
Great suggestions, Merethe. I've always loved the idea of a "exit interview" - to not only pass along critical knowledge, but to give a sense of "where did so-and-so go?" for others in the org that weren't aware of the person's departure. :)
Exactly, leaving a workplace doesn't mean you disappeared from planet earth. And, an exit doesn't have to mean byebye forever. It has happened before that people return to a previous employer. I think a good exit strategy is equally important as an onboarding strategy. The work relation might have ended, however, not the relation between the company and the person leaving. I still love several of my earlier "work-families", they didn't have this in their exit-process, however, they are great people with a good work culture, and many, both people and companies, are life-long friends. It's like it's ok to be friends with an x-type of thing, even if the love is not the same - and you end up in the friend zone. 😁
How about adding a Mark Kashman Digital Twin agent trained with things you know and talk about, tweaked to emulate your style of conversation...
I could load in 20 years of tech blogs + my book of puns... 😃. Or, they could call me and chat. 😉
The call and chat is one of the methods I have hypothesised for training a Digital Twin. Explicit knowledge + implicit knowledge + tacit knowledge + conversational knowledge
A lot of good angles that represent who you are and what you know - and to some extent how you know it (the truth aspect; help those agents hallucinate less). :)