A Big Shift is Afoot

​I heard something the other day that is very upsetting to me.

An insider in a high-tech workplace told me that a big shift is afoot. That these workplaces who were once known for providing generous professional development budgets, amazing speakers, and events intended to keep employees growing, engaged, and well-rounded, have done an about face.

My understanding is that the race to be the leader in the world of Artificial Intelligence is so great that the larger high-tech companies are now valuing only technical skills, certifications, and things that keep people with their nose-to-the grindstone longer.

This person told me that nothing that even barely resembles employee holistic health or team development is being considered. In fact, the informal messaging is that, as a manager, you best not propose or bring such things up.

While I don’t find it shocking or surprising, I do find it sad.

Another insider from that world (or should I say, “survivor”) had often told me that the initiatives that were about employee health were often just another way to keep people working longer and harder. A facade if you will. But now, 6 years later, it sounds like even the facade has been dropped.

I’ve been around a long time now, long enough to be able to see patterns and trends.

And I can tell you, the attention on output over the well-being of the humans isn’t sustainable.

The reality is, the shareholders and the leaders in most of the Big 5 (Apple, Alphabet (Google), Amazon, Meta (Facebook), and Microsoft) aren’t interested in the workforce as humans.

They know that behind each occupied seat, there is a line of people who want the chance to work there. The leaders aren’t playing a long game. They are in a race and want to get there first. No matter the cost to the workers.

Now I don’t know people who work or have worked at all these companies, but I know people that have worked at many. In fact, in my professional role, I’ve helped put some of them back together after they chose to leave or were unceremoniously discarded (including one client who worked over 17 years and woke up to an email saying they were out immediately due to a change in priorities.) So yes, some may be better than the others. But I haven’t seen it.

What I do know is that most of us spend at least a quarter of our 112 non-sleeping hours per week at work. And I firmly believe that within those work hours we should be able to work for leaders who are truthful, self-reflective, value humor, and care for the work community as much as they do profit.

In fact, I believe that should be a basic human right.

And I believe that both profit and healthy work communities are possible. In fact, I believe it is an easier road to success.

But time will tell. In the meantime, I’m here to help and work side-by-side with those leaders who share the values I share and want to be part of enriching their employees lives while doing good in the world.

How about you?

If what I’m sharing resonates, let me know. If you want to know how to begin to shift to be a leader or manager who cares both about outcomes and about people, let’s chat.