Bill Kosteas

one of our main results from this, if I look at like the full sample of it, you get about between 40% reduction in the kind of full sample or roughly around in there, 35 to 45%, depending on whether we're talking about six to 10 days or 10 days or more, right?

That's a pretty big saying that, you know, that the rate at which someone is going to resign or voluntarily leave their job

It gets cut, not quite in half, but pretty significant.

And so that's one way of looking at, you know, how we, that's how we're going to interpret those results from what we're talking about this, you know, anybody, sure, everybody's going to run and read the paper now, right?

They're going to rush it, download the paper, read it.

When you look at the numbers in it, that's how you interpret that, right?

So.

I would say that that's, you know, you can look at our research and say, hey, here's some information, right, that might help you.

Again, with another caveat there, right, it's we didn't break this down by industry or type, like, you know, what occupations workers are in.

And so that cost-benefit analysis can change dramatically.

You know, for one thing, you know, as I said, like, if we want to take, say, 40% as a rough ballpark, because we got a range of estimates, you know, in the paper.

Let's say you want to take 40%.

There's a 40% reduction in turnover rates on average.

But again, that's on average.

That might be in one particular industry, it might have a much smaller effect.

In another one, it might have a larger effect, right?

So I always go back to this.

More research will help us dig into that and give better advice to employers and to policymakers as well.

No, well, so in our data, we focused, it was mostly pre, right, in the pre-pandemic era mostly.

And so that would actually be one interesting thing for us to look at as we get more data post-pandemic, right?