Guest: Ryne Sherman: Chief Science Officer at Hogan Assessments
Ryne is the chief science officer at Hogan Assessments. In this role, he is responsible for managing the primary functions within Hogan’s industry-leading data science department, including talent analytics, product innovation, business intelligence, and Hogan’s research archive and infrastructure.
Ryne’s research in personality has examined the role of personality in daily life, career pursuits and workplace performance, and the assessment and measurement of personality and individual differences. Ryne is also an expert on modern approaches to personality assessment, including unobtrusive assessment, such as voice prosody, word use, and affective responses to stimuli. He is also in an expert in data analytics, including the use of artificial intelligence and machine learning in conjunction with personality assessment.
Prior to joining Hogan, Ryne was a professor of psychology at Texas Tech University and Florida Atlantic University, where he was recognized as the FAU College of Science Distinguished Teacher of the Year in 2013. His research on the psychological properties of situations and their interaction with personality was awarded federal support from the National Science Foundation, and in 2016 he was named an APS Rising Star by the Association for Psychological Science. In addition, he received the SAGE Young Scholars Award in 2018 for his research concerning person-situation transactions and how people navigate their social worlds on a daily basis.
In this episode, he’ll discuss the decline of ‘quiet quitting’. We’ve entered a new era of bold exits, where frustrated employees aren’t just handing in their notice—they’re making sure it’s heard loud and clear. According to a survey by Software Finder, 17% of employees have revenge quit in the past and 4% of employees plan to do so in 2025. Welcome to the world of revenge quitting, where top talent walks away not in silence, but with impact.
While nearly half of all employees are frustrated with their salary, revenge quitting isn’t only about pay. It’s also about broken promises, toxic leadership, and a chronic lack of genuine engagement. The traditional methods of dangling perks and performance reviews are falling flat. Why? Because today’s workforce is driven by purpose, flexibility, and psychological safety—none of which can be solved by a ping-pong table or free snacks.
Join us as we discuss exiting with a bang
Host: TBC
