5 ms·

I think it’s more about exploiting the gap between the bar for the role and the bar to get fired. Perhaps “ideally” there’s no gap there to exploit. But practic

I think it’s more about exploiting the gap between the bar for the role and the bar to get fired. Perhaps “ideally” there’s no gap there to exploit. But practically there will be. Moreover, because the bar to fire is usually driven by completely separate mechanisms in an organization, there’s no clear backpressure to force more alignment between the two. So I think it’s less about the respect of an employee or an employer - it’s not that the employees are doing anything wrong - and more what are the systemic consequences of the size of this gap potentially changing and/or employees biasing more towards the ‘not fired’ bar. What happens if everyone swings left? Whose responsibility should it be to manage that and who is actually empowered/incentivized to do so? Who’s at the wheel here?

Terr_ 2y ago
There's also a gap regularly exploited by employers, between "worker does extra" and "worker actually gets paid for it." I feel it would be a mistake to try to analyze just one of those without the other.
fnordpiglet 2y ago
The employee is at the wheel here. That’s the realization that’s setting in. Want more engagement? Make the work more engaging. Or just realize that you get what you pay more. What the “bar for the role” gap is really is the zone you work in when you don’t care about getting ahead. Getting ahead has never been mandatory, at least post the first few years at work (often the first few levels in most corporations have an expiry date you need to matriculate through or be let go). Once you’re in a terminal role it’s supposed to be ok to stay there and not put in that extra to get ahead. It should be ok for people to not always be striving and reaching higher and higher. Often other things in life become more important - children, last years with parents, your maker hobby. That’s ok.

Terr_ 2y ago

There's also a gap regularly exploited by employers, between "worker does extra" and "worker actually gets paid for it." I feel it would be a mistake to try to analyze just one of those without the other.

fnordpiglet 2y ago

The employee is at the wheel here. That’s the realization that’s setting in. Want more engagement? Make the work more engaging. Or just realize that you get what you pay more. What the “bar for the role” gap is really is the zone you work in when you don’t care about getting ahead. Getting ahead has never been mandatory, at least post the first few years at work (often the first few levels in most corporations have an expiry date you need to matriculate through or be let go). Once you’re in a terminal role it’s supposed to be ok to stay there and not put in that extra to get ahead. It should be ok for people to not always be striving and reaching higher and higher. Often other things in life become more important - children, last years with parents, your maker hobby. That’s ok.