Big Tech layoffs have scared employees - Retaliation for The Great Resignation?

Discussion in 'Political Discussions' started by Lerner, Jan 27, 2023.

  1. Lerner

    Lerner Well-Known Member

    The Great Resignation was fueled by workers’ obsession with flexibility. Big Tech layoffs have scared employees reprioritizing what they need

    JBjunior likes this.
  2. Rich Douglas

    Rich Douglas Well-Known Member

    I don't think you dump thousands of people because of spite. Now, Fred in engineering? The one who doesn't do much more than complain about the way things used to be? Yeah, fire that guy. But Google isn't going to risk both short-term revenues and long-term productivity just to get back at a vague (and possibly non-existent) concept.

    There is a good chance that "quiet quitting" doesn't even exist, that what we're seeing instead is people changing their relationships with work and what they want to accomplish (or not). I created a theory about this--based on Pierre Bourdeiu's Capital Theory--and I teach it to my clients.
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  3. Lerner

    Lerner Well-Known Member

    Some are lamenting on how the termination occurred.

    I can be wrong but from what I hear - some of the people who got terminated /downsized basically told that the managers that used to care about them were mostly Americans who grew up in the US but when the management changed to be more diverse and many top managers who grew up in other countries such as India so its when they felt they are no longer treated as in the past but more like how workers treated in India and similar countries the atmosphere was no longer friendly and some say it even hostile.

    I never made the connection and didn't check beyond what friends are saying I don't know who the managers are and never checked etc.

    Just another big company'
    An engineer on the West Coast who's been with Google for more than 10 years told Insider surviving staff were "angry and sad."

    "We truly did believe that Google was something different," he said. He spoke on condition of anonymity to protect his employment but his identity is known to Insider.

    "This is just another big company," he said. "Now, anything that used to feel special or like you really were a part of a mission — not just a big money-making machine — that feeling is I think gone."
  4. Rich Douglas

    Rich Douglas Well-Known Member

    Any company, over time, runs the risk of becoming traditional. It's hard not to.

    Early on, during the growth phase, the company comes together, driven by its purpose, its ethos, and its founder(s). Maybe it sacrifices efficiency for innovation. Maybe it focuses on revenues and not bureaucracy. Or, perhaps, people are just enjoying the ride, excited to be on board.

    But, inevitably, companies go from the growth phase to the mature phase. They understand their market niche better. They know where they stand with the competition. They mature their offerings and the processes employed to create them. And, in the absence of skyrocketing growth, they have to look for efficiencies. How can they do what they do, but faster, cheaper, and better? The company might go public, thus becoming responsible to stockholders and the market, not just one or a few owner(s). In short, they grow up.

    Sometimes, like with Apple, the founders go away, often to create something new somewhere else. (Rarely do they come back like Jobs. Apple was desperate.) Sometimes they stay (like Hewlett and Packard), but the company still matures and stabilizes. And most of the time they get bought out or just go away.

    If you've been at Google for 20 years, you're like the proverbial frog in the pot of water.* It's been changing all around you, but you didn't really realize it until it was too late.

    (*This proverb is wrong, scientifically. It turns out that the frog DOES notice the warming water and jumps out when it is too hot. But people are not frogs. We complicate things.)
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  5. Lerner

    Lerner Well-Known Member

    A positive history from India

    Screenshot_20230129_195054_LinkedIn.jpg Screenshot_20230129_195046_LinkedIn.jpg
  6. JBjunior

    JBjunior Active Member

    An example of someone valuing something, health, well-being, and likely the survival of others, over something they think gives them “wealth.” Our endless pursuit of more, in ways that largely are disconnected from our own quality of life, is something many people grapple with.
  7. Lerner

    Lerner Well-Known Member

    "With quiet hiring, we're talking about an organization strategically, at a leadership level, looking at the talent they have across the organization and where the critical gaps are and finding ways to fill those," she said. "It's trying to acquire new skills and capabilities without acquiring new people."the important distinction with quiet hiring is that a company is openly communicating with employees about its priorities and temporarily moving employees to areas that serve those priorities, versus just loading employees with more work instead of hiring more people.

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