I was recently contemplating a subscription to an AI copilot, and a thought struck me: my usage would likely be anything but steady. Some weeks I might rely on it heavily, drafting code, analysing data, or generating content; other weeks, barely at all. Some AI platforms do offer usage-based plans, where you pay per token or per request, rather than a fixed monthly fee—but most of the copilots I’ve seen do not. This discrepancy is significant. On high-use days, I might quickly exhaust my tokens. On low-use days, unused credits simply go to waste. While a handful of platforms allow the “rollover” of unused tokens, it’s far from standard practice. Most copilot subscriptions are engineered for predictable, steady usage—presumably because providers value predictable income, and, frankly, customers often crave predictable expenditure. Humans are creatures of habit. We love predictability. The Hidden Inefficiency of Multiple Subscriptions The problem deepens when you consider ...
We live and work in a world where employee loyalty is increasingly hard to secure, and organisations need to examine a multitude of strategies to retain their top talent. One approach, salary transparency, has emerged as a powerful tool for fostering trust, fairness, and engagement within the workplace. Let's explore how this practice can significantly impact employee retention. Trust is the cornerstone of any strong employer-employee relationship. When it comes to compensation, transparency can play a crucial role in building and maintaining this trust. According to a study by PayScale, 66% of employees at organisations with transparent pay practices expressed trust in company leadership. This trust translates directly into improved retention rates, with transparent organisations experiencing up to 25% lower turnover. Salary transparency goes beyond just disclosing numbers; it is about creating a culture of fairness and equity. When employees understand how their pay is determined...