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Mark Cuban has been one of Bluesky’s most vocal supporters in recent months. And now that the Supreme Court has upheld the TikTok ban, the billionaire entrepreneur is looking for something new.

“I appreciate everyone reaching out to me to try to come up with a TikTok alternative in case it closes,” Cuban posted on TikTok this week. “Here’s what I’m open to considering. There’s an app called Bluesky and it’s built on a thing called the AT Protocol in which you create your own servers, create your own apps, and it all connects together to the 26 or 27 million Bluesky users.”

Bluesky is built on the AT Protocol, an open, decentralized network for building apps. The X alternative, which began as an independent research project within then-Twitter in 2019, became its own company in 2022. Twitter co-founder Jack Dorsey was once on the board.

Related: ‘You’re Not Old Until You Act Old’: Mark Cuban’s Advice on How to Stay Entrepreneurial Even When Considering Retiring

Cuban said if someone can build a TikTok alternative on the AT Protocol, they would have an immediate investor—himself.

“I would be open to investing and supporting anyone who creates a TikTok replacement built on the AT Protocol,” Cuban continued. “So if you have that ability, let me know in the comments.”

@mcuban Let me know in the comments ! https://docs.bsky.app/docs/advanced-guides/atproto. #savetiktok #tiktok## shout out to @Austin ♬ original sound – Mark Cuban

Cuban asked interested candidates to “create an MVP,” if possible, “a minimum viable product” so that he has something to see before investing.

“I think you’d have a whole lot of support,” he added. “And, when you build on the AT Protocol it’s extensible, so that means nobody can buy it nobody can just close it.”

Related: Duolingo Says It’s Seen ‘216% Growth in New Chinese (Mandarin) Learners’ as TikTok Users Try Out a Competing App

TikTokers flooded the comments ready to take on the task.

“NASA software engineer here,” wrote on user. “If anyone wants to collab on this project let me know!”

“I’m a full-stack developer, I’m willing to work with other devs to get this done!”

According to Bloomberg’s Billionaire Index, Mark Cuban is worth just shy of $8 billion.

Despite significant growth in recent years, women are still a notable minority within STEM fields. Women make up an estimated 34% of the STEM workforce overall, yet in more lucrative fields like engineering and computer science, women only account for roughly 20% of college majors.

While the gender gap persists in STEM, this doesn’t mean that women aren’t capable. Far from it. In fact, women have many unique capabilities that make them distinctly positioned to close the talent gap within STEM — not just for other women, but for all STEM workers.

Related: 3 Top Companies’ Strategies for Hiring and Retaining Women in STEM

1. Emphasizing collaboration

As a report from MIT on women in leadership positions notes, women are generally more inclined to be collaborative, a trait that makes them well-suited to finding win-win solutions when working with stakeholders, partners and employees.

This collaborative approach is also necessary for closing the talent gap within STEM fields. Collaboration is key to developing a more cohesive team where each member works together and supports each other — including by making up for each others’ weaknesses and helping each other improve their skills.

By emphasizing collaboration through their leadership style, women in STEM create an environment that will naturally facilitate more learning opportunities as everyone comes together to solve problems.

2. Driving innovation with diverse perspectives

Bringing together diverse perspectives is another important area where women in STEM can help close the talent gap and improve outcomes for their organization as a whole. Research from McKinsey highlights that companies in the top quartile of female representation on their executive boards were significantly more likely to outperform those with less than 30% female representation.

As research from the Harvard Business Review illustrates, firms with women in the C-suite benefit by becoming more open to change while developing a more risk-averse mindset, as well as shifting their focus from acquisitions to research and development.

The diversity of thought that female leadership brings to STEM firms creates new opportunities for learning and growth within the organization, helping the company develop innovations that improve the capabilities of its team while also driving bottom-line results.

Related: 10 Women on the Myths of Working in STEM and Tech

3. Shifting the focus from individuals to teams

Closing the talent gap in STEM requires a focus away from individual self-promotion and a greater emphasis on achieving success as a team. However, this mindset is often not present in STEM. The Gotara 2024: Shattering the Myth of the ‘Bad Manager’ industry report found that, for managers in STEM fields, “increasing my visibility and impact” was the top goal category for technical managers, representing 26% of overall goals.

These types of goals, which included being recognized for another promotion, were especially pronounced among middle managers, 32% of whom had a goal that fit in this category. On the other hand, goals that fit within the categories of “drive team performance” and “leading teams effectively” each only accounted for 15% of total manager goals.

An emphasis on individual self-promotion negates opportunities for true leadership. On the other hand, women in STEM and other fields are generally known for being more community-oriented — more focused on elevating the performance of the entire team. This change in mindset creates more opportunities to close the talent gap by placing greater emphasis on the needs of each team member and helping them achieve their full potential.

4. Leading with empathy

The empathy that women in leadership display is another key trait that can help close the talent gap in STEM. As noted in the MIT report cited earlier, teams with female managers typically have higher employee engagement levels, in large part because of the empathy displayed by their leaders.

Female managers are more likely to provide emotional support, ensure each employee has a manageable workload that helps maintain work-life balance and even check in on each person’s well-being. Such actions help reduce turnover and burnout.

While this may not seem to directly influence the talent gap, it can have a very real impact. STEM workers who feel supported rather than overwhelmed will have a greater capacity to develop their own skills through their work. An improved mental and emotional state creates a better mindset for learning and personal growth.

5. Serving as mentors

A report from Deloitte notes that as digital technology disrupts workforces, it shortens the shelf life of the skills learned by employees in all industries, requiring continuous re-skilling of workers to help them remain employable. When combined with the challenges women face entering STEM fields in the first place, this makes the value of mentorship abundantly clear.

Female leaders‘ collaborative and empathetic approach makes them well suited to serving as mentors to other women entering STEM fields. This mentorship can naturally apply to technical skills, which are becoming increasingly crucial in a work environment that is getting radically disrupted by AI. However, it can also help close the skills gap in soft skills, helping new hires develop the attributes necessary to become effective leaders and communicators.

Related: Why We Need More Women in STEM and How AI Could Help Us Get There

Women can close the gap

While women are historically underrepresented in STEM, this doesn’t have to remain the norm. Indeed, as women leverage their innate strengths and apply them to their work and leadership within STEM, they can ultimately help create a more inclusive and supportive environment that inspires a broader cultural shift that helps everyone within these fields improve their capabilities.

TikTok and its parent company, China-based ByteDance, asked the U.S. Supreme Court in December to pause the mid-January deadline imposed by U.S. lawmakers last April that forces ByteDance to sell TikTok or face being banned in the U.S.

The hearing on Friday, January 10 lasted for more than two hours. But the Supreme Court still hasn’t ruled on whether to uphold the ban, which is set to go into effect on January 19. Reports note that TikTok is preparing to “go dark” on Sunday.

Justice Amy Coney Barrett noted during the proceedings, “The law doesn’t say TikTok has to shut down. It says ByteDance has to divest.”

ByteDance has previously said that it would not sell. Despite reports this week that suggested the company was talking to Elon Musk about a possible sale, TikTok said the news is “pure fiction.”

Now, on Thursday, President-elect Donald Trump’s incoming National Security Advisor, Florida Congressman Mike Waltz, said on Fox News‘ “Special Report” that Trump will “preserve” the app, either through an executive order or other measures, like the 90-day Presidential extension option written into the law. Trump is set to be inaugurated the day following the possible ban.

Related: Is Kevin O’Leary Buying TikTok? ‘Shark Tank’ Star Teams Up With Frank McCourt for ‘People’s’ Bid

TikTok had argued that a ban “violates the First Amendment.” The app is used by around 170 million Americans, according to ByteDance. During the proceedings, a lawyer representing TikTok creators wondered why other Chinese-owned companies, like Temu, aren’t being targeted.

The justices noted that ByteDance is a foreign corporation that doesn’t have First Amendment rights.

“Congress doesn’t care what’s on TikTok,” Chief Justice John Roberts said during the hearing. “Congress is fine with the expression.”

Related: ‘Sent Ripples Through the Marketing World’: What Businesses Can Do Now to Prepare for a Possible TikTok Ban, According to a CEO

In September, U.S. government attorneys argued that TikTok’s algorithm is “controlled by its Chinese parent company,” which may influence Americans on the app. The Biden Administration also argued that TikTok could access data from American users and send it to China.

Despite supporting a ban in the past, President-elect Trump urged the Supreme Court to block it in a filing in December.

In a separate court filing the same month, TikTok said that if the ban went through, creators and small businesses in the U.S. could lose $1.3 billion in revenue and earnings in just one month.

TikTok broke it down as about $1 billion in business marketing and $300 million in earnings for people who create videos with the app.

This is a developing news story and will be updated.

As millions of U.S. TikTok users flock to Chinese-language social app RedNote in light of a possible TikTok ban, more Americans are trying to learn Chinese than ever.

Duolingo, a language learning app used by millions, reported on Wednesday that it had seen a 216% growth in new Mandarin Chinese learners in the U.S. this week compared to last year.

“Learning Mandarin out of spite?” Duolingo stated in a post on X. “You’re not alone.”

Learning Mandarin out of spite? You’re not alone.

We’ve seen a ~216% growth in new Chinese (Mandarin) learners in the US compared to this time last year. https://t.co/9hzwBxfTgD pic.twitter.com/qWM9f5oFYA

— Duolingo (@duolingo) January 15, 2025

The organic push to learn Mandarin arrives at a time when a Chinese-language app is burgeoning in popularity. Reuters reported on Thursday that in just one day, from Sunday to Monday, nearly 3 million new users joined RedNote.

The app is a Chinese TikTok alternative that includes short videos, images, shopping, and more. While TikTok is owned by ByteDance, RedNote is owned by Xingyin Information Technology.

Related: ‘More Than Marketing Tools’: Some Business Owners Are Worried About the Possible TikTok Ban

Data obtained by Reuters from research company Sensor Tower showed that U.S. downloads of RedNote were up 200% year-over-year. As of Wednesday, RedNote was the top social app on the Google Play store, up from its position of number 162 last year.

RedNote’s influx of new users, and Duolingo’s uptick in Mandarin Chinese learners, can both be explained by TikTok users looking for alternatives when faced with a possible TikTok ban.

A U.S. law passed in April ordered ByteDance to sell TikTok by Jan. 19 or face a ban on the platform. Though the Supreme Court could halt the law before the Jan. 19 deadline, as of Thursday, it had not yet released a decision.

Related: Is TikTok Considering Selling Its U.S. Business to Elon Musk? Here’s What TikTok Says.

TikTok’s 170 million U.S. users are now trying to find other social media avenues, including RedNote. The move from one Chinese app to another is a clear message that there is demand in the U.S. for Chinese social media apps, per TechCrunch.

TikTok stated in a court filing last month that a ban would cost U.S. creators and small businesses an estimated $1.3 billion in one month.

U.S. use of TikTok was down 2.1% week-over-week ahead of the possible ban, down to about 82.2 million daily active users, according to Reuters.

Related: ‘Sent Ripples Through the Marketing World’: What Businesses Can Do Now to Prepare for a Possible TikTok Ban, According to a CEO

New year, new raise?

Resume Genius released its 2025 Wage Growth Report this week identifying jobs that can expect to receive pay increases in the coming year. The career site’s researchers used three years of wage data (2021-2023) from the U.S. Bureau of Labor Statistics database to formulate the report.

Related: These Are the 10 Highest-Paying Jobs With the Lowest Stress, According to a New Report

The jobs on this list range in salary from $41,000 to $449,320, and the raises professionals in these roles could get this year ranged from $2,380 to $86,350.

The positions also varied considerably, from dentists to personal finance advisors.

“Heading into 2025, it’s a good career move for professionals to understand which industries are thriving,” said Resume Genius Senior Writer Eva Chan. “Fields like healthcare, technology, and renewable energy have high projected job growth, and knowing what roles are paying well can help workers make confident, informed decisions about their next career move in areas full of opportunity.”

Related: Looking for a Remote Job? Here Are the Most In-Demand Skills to Have on Your Resume, According to Employers.

Here are the top 10 jobs for wage growth that are most likely to receive a pay raise in 2025, according to the report.

1. Pediatric surgeon

2023 mean annual salary: $449,320

2022 mean annual salary: $362,970

Pay raise from 2022 to 2023: $86,350

Average pay growth (2021 to 2023): 24%

2. Airline pilot, copilot, and flight engineer

2023 mean annual salary: $250,050

2022 mean annual salary: $225,750

Pay raise from 2022 to 2023: $24,300

Average pay growth (2021 to 2023): 12%

3. Dentist

2023 mean annual salary: $244,470

2022 mean annual salary: $233,430

Pay raise from 2022 to 2023: $11,040

Average pay growth (2021 to 2023): 17%

4. Industrial-organizational psychologist

2023 mean annual salary: $154,380

2022 mean annual salary: $144,610

Pay raise from 2022 to 2023: $9,770

Average pay growth (2021 to 2023): 17%

5. Personal financial advisor

2023 mean annual salary: $150,670

2022 mean annual salary: $137,740

Pay raise from 2022 to 2023: $12,930

Average pay growth (2021 to 2023): 12%

6. Veterinarian

2023 mean annual salary: $136,300

2022 mean annual salary: $129,110

Pay raise from 2022 to 2023: $7,190

Average pay growth (2021 to 2023): 12%

7. Management analyst

2023 mean annual salary: $115,530

2022 mean annual salary: $104,660

Pay raise from 2022 to 2023: $10,870

Average pay growth (2021 to 2023): 7%

8. Wind turbine service technician

2023 mean annual salary: $65,380

2022 mean annual salary: $59,880

Pay raise from 2022 to 2023: $5,500

Average pay growth (2021 to 2023): 6%

9. Skincare specialist

2023 mean annual salary: $51,100

2022 mean annual salary: $47,790

Pay raise from 2022 to 2023: $3,310

Average pay growth (2021 to 2023): 11%

10. Psychiatric aid

2023 mean annual salary: $41,000

2022 mean annual salary: $38,620

Pay raise from 2022 to 2023: $2,380

Average pay growth (2021 to 2023): 9%

I plan for an IPO as a grand opening for a new, highly anticipated restaurant. Before the debut, customers (like investors with an IPO) must be informed and excited about the launch. A well-orchestrated launch requires marketing and PR teams to work hand in hand well before the IPO to get the word out and build the buzz to make the opening day a success. That is only the beginning. Managing investors’ expectations, the public and internal stakeholders require constant vigilance with a solid communications program at the core.

After two years of slow initial public offering (IPO) activity, the start of 2024 had U.S. investors and companies cautiously optimistic that IPO activity would gain momentum. EY reports that IPO proceeds over the first three quarters of 2024 outpaced 2023’s full-year levels. For companies with strong differentiators in hot demand, an IPO could be a very real strategic business option in 2025. To optimize your chances of getting there, PR and marketing leaders must have a seat at the table early on to lay the groundwork effectively.

Related: PR or Marketing? Here’s the Difference

The role of PR and marketing in IPO success

An IPO isn’t just a financial event. It’s a transformation of a company’s public image. PR and marketing teams are crucial in guiding this transformation, ensuring the company’s brand and message resonate with investors, media and other stakeholders. Responsibilities include:

• Shaping the narrative: This should be established long before going public, but it is especially essential during an IPO. PR and marketing teams must work closely with leadership to build a narrative that conveys the company’s value, growth potential and vision for the future.
• Managing media relationships: Before, during and after an IPO, PR and marketing teams are responsible for managing communications to control the company’s narrative, handle media inquiries and avoid potential negative press.
• Investor communication: Clear, transparent communication with investors is vital. PR and marketing leaders must ensure that messaging about the IPO is consistent across all channels and reaches key audiences, from analysts to institutional investors.
• Expanding and improving brand trust: PR and marketing teams are tasked with bolstering the company’s credibility and developing and improving its trustworthiness with key audiences.

Related: How Being Transparent Helps Scale Your Company

IPO comms challenges to overcome

With the unique challenges IPOs present, PR and marketing teams must be prepared to navigate various elements. One of these elements is regulatory and compliance considerations. Public companies are subject to heightened scrutiny and regulations. PR and marketing leaders must ensure that all communications align with regulatory requirements and maintain transparency.

An example of this is Sarbanes-Oxley (SOX). While SOX governs financial reporting, marketing must be aware of its influence on communications and ensure all public statements align with these standards. Additionally, SOC 2 and ASC 606 regulations influence how companies present their operational and financial data to the public, which PR teams must understand to communicate the company’s integrity and compliance effectively.

Market conditions can affect the timing and pricing of an IPO. PR, IR and marketing teams must be prepared to manage the company’s image and investor sentiment, especially during market volatility. Building confidence is a primary goal here. In uncertain markets, it’s critical to communicate stability and vision, framing challenges as opportunities for growth. Depending on the market’s performance, the messaging tone may need to shift, highlighting resilience and long-term value while addressing short-term fluctuations.

Related: PR vs. Marketing — Which One Delivers Better ROI for Your Business?

Developing a PR and marketing strategy

For many companies, an IPO is a once-in-a-lifetime event, and PR and marketing leaders must be proactive in their approach. Begin communications planning well before the IPO to ensure the narrative is solid, clear and impactful across all channels. Align all messaging—from press releases to social media content — with the company’s long-term vision and the IPO’s goals.

Engage with key audiences, including the media and analysts and work alongside the investor relations team to foster positive relationships with investors that build trust in the company. Prepare for increased media attention by training spokespeople, developing a crisis communication plan, and staying on top of news that may impact the company’s public image.

A successful IPO involves more than just meeting financial goals — it’s about managing the expectations of investors, the public and internal stakeholders. Transparency and clarity are indispensable. Open, honest communication is critical to navigating the heightened scrutiny of the IPO process. PR teams must ensure that all communications are clear, accurate and consistent. In the event of negative press or unforeseen challenges, PR teams must be prepared with a crisis management plan allowing quick, strategic responses.

Navigate your IPO successfully

With IPOs expected to become a more viable option for liquidity events in 2025, the role of PR and marketing in ensuring a successful transition to the public market has never been more vital. PR, IR and marketing teams manage an IPO’s communication strategy, brand positioning and market perception. These are the linchpins of a successful IPO. From crafting compelling narratives that resonate with investors to navigating media relations and maintaining stakeholder trust, these are the keys to building investor confidence and setting the stage for long-term success as a publicly traded company.

Sixty-nine percent of American adults set a money-related goal for the new year — and 74% of them are confident they’ll be able to achieve it, according to a survey from Motley Fool Money.

Unfortunately, many of them might find it difficult to sustain that level of optimism into January and beyond.

When it comes to personal finance, U.S. respondents are insecure about how much they know: Only one-third (36%) consider themselves confident in their financial literacy, a recent report from professional survey software provider Checkbox found.

Related: Are You on Track for a Comfortable Retirement? Here’s How Much Money You Should Save Every Month Depending on Your Age and State.

So it’s perhaps not surprising that Americans’ saving habits and retirement planning aren’t necessarily setting them up for success in their golden years.

Checkbox’s research reveals that 40% of Americans save less than 5% of their income.

According to LendingTree data, the average salary in the U.S. in 2023 was $65,470, which means that people could be putting as little as $273 a month toward emergency funds or retirement accounts.

Seventy-seven percent of Checkbox survey respondents said a high cost of living prevented them from saving more, but 10% said they plan to open savings accounts, and 17% felt they’d be able to save more effectively if they had better financial knowledge.

Related: Your Retirement Savings Won’t Last If You Make These 3 Common Mistakes, Financial Advisor Warns

Nearly 60% of Americans feel insecure in their retirement plans, according to Checkbox’s data.

Over a third of Americans have no retirement plan at all, and of those who do have a retirement strategy, just a quarter began preparing before the age of 25. Almost half (42%) of those are saving for retirement with a “basic 401k scheme,” while 24% feel they don’t know enough about their retirement savings options.

“For all ages, it’s important to talk to an advisor who can help create a tailored path specific to your financial goals and set you up for a realistic retirement lifestyle,” Stacey Black, lead financial educator at Boeing Employees Credit Union (BECU), told Entrepreneur in August.

Related: Are You Actually on Track to Retire Well? A Financial Expert Reveals the Critical Milestones to Hit at Every Age — Plus 3 Common Oversights.

According to Black, it’s also important to consider how much you’ll need to save amid rising costs and inflation — because what seems like a “comfortable nest egg” today might not provide enough financial stability in the future.

Social Security Administration figures show that a record 4.2 million Americans will turn 65 in 2025. And with more Americans than ever reaching retirement age this year, where will they choose to live?

Several factors can make a state a good place to retire. That’s why senior living technology company Seniorly looked at nine metrics (cost of living, income taxes, Supplemental Security payments, weather, entertainment options, doctor availability, long-term care spending, the community of older adults, and the overall health status of the state’s senior population) to formulate their recently released a study ranking all 50 states, and Washington D.C.

Related: Are You on Track to Retire Well? A Financial Expert Reveals the Critical Milestones to Hit at Every Age — Plus 3 Common Oversights.

At the top of the list was Washington D.C., which had a high availability of doctors, or 769 doctors per 10,000 retirees. It also had ample recreational opportunities, like golf courses and museums, and gave seniors a substantial Supplemental Security payment of $1,094 per month.

However, the nation’s capital did present some drawbacks, mainly a high cost of living and a maximum personal income tax rate of 10.75%.

Wyoming and South Dakota, which have no personal income tax, made the top ten list for their affordability and high quality of life.

While other lists have labeled Florida the best place to retire, Seniorly ranked the Sunshine State No. 18 because the state’s Medicaid program spends $542 per senior on long-term care compared to D.C.’s $12,993 per senior.

New Jersey stood out as the worst-ranked state overall for retirement because of its lack of affordability, high cost of living, and 10.75% maximum income tax rate. It also had a low Supplemental Security Income payment of $660 and a low number (268) of arts and recreational facilities per 100,000 seniors.

Related: Can You Afford to Retire? Here’s How Much Americans Spend Daily in Retirement

Massachusetts was ranked the seventh worst state to retire. Seniorly called the Bay State the least affordable state in the U.S. for retirees.

Here are the best and worst states to retire in the U.S. in 2025, according to the report.

The Best States

1. Washington D.C.

2. Montana

3. Wyoming

4. Alaska

5. Pennsylvania

6. South Dakota

7. Vermont

8. North Dakota

9. Rhode Island

10. Maine

The Worst States

1. New Jersey

2. Alabama

3. Kansas

4. Georgia

5. Oklahoma

6. Mississippi

7. Massachusetts

8. South Carolina

9. Texas

10. Arizona

For the full list, click here.

Related: These Are the ‘Wealthiest and Safest’ Places to Retire in the U.S. None of Them Are in Florida — and 2 States Swept the List.

New AI products are constantly coming to market with promises to revolutionize some aspects of your business and save you time and, ultimately, money. It’s an exciting time, full of promise, but it’s important to sift through the hype and take a hard look at whether the benefits justify the costs.

Take workforce data analytics. Employee dissatisfaction and disengagement, especially among younger workers, have been a hot topic since the pandemic. It’s a critical issue, but many business owners are unaware of just how costly employee turnover can be. A median-size S&P 500 company can lose between $228 million and $355 million a year in lost productivity from employee disengagement and attrition, according to McKinsey research.

Related: The AI Tool Your Competitors Don’t Want You to Know About

Even when companies acknowledge they have a problem, they often create interventions to address the issue with little more than guesswork. AI gives businesses the opportunity to analyze their workforce issues more affordably than hiring a pricey consulting firm. AI data analytics tools can now predict the precise cost of employee turnover, identify the causes and offer data-driven solutions to prevent it.

Just because the technology exists, however, doesn’t mean your company will automatically benefit. You should vet decisions on whether to deploy AI solutions using the same rigorous cost-benefit analysis you use in every other aspect of your business.

Below are six questions to ask yourself before you commit:

1. How many employees do I have? AI workforce analytics typically only starts to pay off once your company has more than 50 employees. That’s because it takes resources to collect and structure the data, and it’s at the larger numbers that analytics become complex enough to justify the costs.
2. What kind of data am I already collecting? For predictive workforce AI analytics to work, your company needs to be collecting a lot of data already, preferably using employee management software. Useful data include employee schedule adherence and variability, employee utilization, sentiment around feedback reviews, employee skill sets, overtime hours and overtime pay.
3. What’s my free cash flow budget to apply to R&D? Even if you’re collecting a lot of data, you still need a robust pipeline to structure the data, and that can mean high upfront costs. Simple descriptive AI tools won’t require as much investment but also won’t deliver the same predictive insights. Be sure you know precisely what your AI tool is offering and what you will need to spend to make those insights pay off for you in the long run.
4. What outside data does my AI tool crunch? A strong predictive AI tool will combine your internal company data with external data affecting employee satisfaction — right down to traffic patterns on workers’ commutes. Ask questions at the start. What data does my AI tool bring to the table that I can’t access on my own?
5. Are my current workforce retention strategies working? If you’ve already tried to tackle an employee retention problem, do you have data to back up the effectiveness of interventions? Or are you flying blind? A good workforce data analytics firm can use causal analysis to determine whether you’re wasting money on solutions that don’t get to the root of the problem.
6. What’s my ROI? You need to calculate the cost of employee attrition at your company, the cost savings from implementing changes to help you retain top talent, minus the expense of implementing AI data analytics. How does it compare to the expense of a consulting firm? A good workforce data analytics company can help you determine whether it’s worth the investment, and an honest one will tell you when it’s not.

Related: What Is Artificial Intelligence (AI)? Here Are Its Benefits, Uses and More

AI workforce analytics tools have incredible potential. They can identify which employees are planning to leave your company — before they even know. New tools give small and mid-size businesses access to information and insights that were impossible to come by in the past. Still, it’s wise to be cautious and to make sure the investment will pay off for your business in the long run.