Imagine that you’re looking at your company-issued smartphone and you notice an e-mail from LinkedIn: “These companies are looking for candidates like you!” You aren’t necessarily searching for a job, but you’re always open to opportunities, so out of curiosity, you click on the link. A few minutes later your boss appears at your desk. “We’ve noticed that you’re spending more time on LinkedIn lately, so I wanted to talk with you about your career and whether you’re happy here,” she says. Uh-oh.

想象一下，你正在看着公司配备的智能手机，忽然出现了一条信息，原来是领英网的邮件：“这些公司正在招募着你这样的员工！”实际上，你当前并没有找工作的需求，不过你对到来的机会也是保持开放态度的，所以就点开来查看了。几分钟后，老板过来了，跟你说：“公司的系统显示，你最近花了不少时间在领英上，所以我想跟你谈谈你的工作状况。”啊噢！

It’s an awkward and Big Brother–ish scenario—and it’s not so far-fetched. Attrition has always been expensive for companies, but in many industries the cost of losing good workers is rising, owing to tight labor markets and the increasingly collaborative nature of jobs. Thus companies are intensifying their efforts to predict which workers are at high risk of leaving so that managers can try to stop them. Tactics range from garden-variety electronic surveillance to sophisticated analyses of employees’ social media lives.

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