31–40 of 86 posts
Some people are motivated by what they produce at work, not their compensation
The benefit of this being from 2020 is we can see he was right, he built a colossal company at breakneck speed
Hire professionals. My care is reserved to me, my family and my friends.
It would be nice if the employer also cared in return, however in my experience, this is exceptionally rare. I think more than a fair share of us here learned our lessons in investing ourselves rather sharply. It rarely, if ever, pays off for the worker.
Yeah they're literally paying you money so they don't have to.
Your work creates the profit that your salary comes from, the employer takes a cut of that and gives you what they deem they can get away with.
It would be nice if the employer also cared in return, however in my experience, this is exceptionally rare. I think more than a fair share of us here learned our lessons in investing ourselves rather sharply. It rarely, if ever, pays off for the worker.
Yeah they're literally paying you money so they don't have to.
checks notes
Literally my entire career.
Earlier quoted context omitted.
In practice what would an employer caring look like to you?
What risk/return are they expecting employees to accept? What risk/return are they willing to accept? Any advantage they give themselves over the employee, to me, means they don't care.
It would be nice if the employer also cared in return, however in my experience, this is exceptionally rare. I think more than a fair share of us here learned our lessons in investing ourselves rather sharply. It rarely, if ever, pays off for the worker.
As a former freelancer the standards I hold myself to are exceptionally high. Then I got employed and carried that standard with me (still do). The problem is that this means work will be pushed my way, because I am sometimes literally the only person who can do it within a day instead making it a month long project.
This led then to such an amount of work that I could mo longer hold that quality level, which made me unhappy. Of course I complained all the way, with no real change.
The only thing that worked was a strategic leaking of the fact that I was looking for positions elsewhere, suddenly a whole lot of concessions were made, and since then it has gotten better and I got much better at rejecting work.
Care too much and you burn out and get replaced.
It would be nice if the employer also cared in return, however in my experience, this is exceptionally rare. I think more than a fair share of us here learned our lessons in investing ourselves rather sharply. It rarely, if ever, pays off for the worker.
In practice what would an employer caring look like to you?
But you're asking the wrong question. The real question is why, despite decades of evidence showing these practices improve retention and performance, they remain exceptional rather than standard. The system isn't broken; it's working exactly as designed. It is optimized for wealth extraction, not value creation.
Public companies are legally obligated to maximize shareholder value. Every dollar spent on employee wellbeing that doesn't directly boost quarterly metrics is arguably a breach of fiduciary duty. Middle managers who genuinely care get promoted out or pushed out. The few companies that do care either have unusual ownership structures (co-ops, private ownership with values-driven founders) or are temporarily buying talent in hot markets. Once conditions change, watch how quickly that 'caring' evaporates.
So yes, we all know what caring looks like. The question is why we keep pretending the current system has any mechanism to deliver it at scale.
Thus, hiring people who do care requires very particular kinds of bosses who can accept/handle people who care. Companies who do not have those are in my opinion often better served with people who don't give a fuck, but hardly ever (because they don't really consider it to be worth their time) actively disagree with orders from above. If the description of such people sounds passive-aggressive to you, I don't disagree: such people sometimes are this way. So, it might actually (surprisingly) make sense for companies to scout for passive-aggressive people. :-)