This goes back to the recent findings that are leading to how to motivate employees better now instead of the tradition of compensation (staying under inflation

This goes back to the recent findings that are leading to how to motivate employees better now instead of the tradition of compensation (staying under inflation for most workers while management bonuses trend upward, anyway) and stability / loyalty (which nobody has anymore culturally besides small companies perhaps). The new drivers to motivate modern workers is around three of their core desires: autonomy, mastery, purpose. With most corporations, workers get mostly none of these and so you get decreased engagement, lower productivity, etc. which translate into just plain worse outcomes despite the old fashioned idea that spending more money on people will correlate with better results. Start-ups are a clear antithesis to the usual corporate model, but I have almost no faith that managers at large corporations really look carefully at how small companies succeed because they tend to be suffering from being beaten down by the same cultural problems that led to them giving up on changing anything - even managers have little autonomy, mastery, and purpose relatively, after all. I know we hate anecdotes here, but I left my last position despite feeling like I was respected (my opinions were taken into account somewhere) and provided certain tools and some recognition. The problem was that I was given responsibility with no authority to enact sufficient changes to improve conditions for those that did not feel the same.