Humans don’t handle uncertainty well. They will seek out the path that has more certainty. You’re either providing that, or you’re not. If you’re not, you’re losing one of the important factors that impact retention. There’s a reason resignations are contagious. There’s a reason they go up right after layoffs or significant managerial change. We don’t like feeling uncertain.
Why did we think anything on the public internet was a place to let kids roam with no training?
Of course, when we create new laws or tools, we focus on the problem in front of us. Whether that be, in this case, trying to enforce an age restriction or requiring identity verification in some odd attempt at making it more difficult for people to engage in anonymous speech, we too often forget the details of how that would work exactly.
Think about it, services that tell you how many times your post has been shared on Twitter, auto-posting from a blog, automation involving automatic sharing of links, and scheduling of tweets, many of these things involve the API. Many of the tools we all use to share content on Twitter with minimal effort could either be gone or become more expensive next week. That will push a lot of excellent content out of the platform.
All this time, this person is being evaluated based on how they lead the team they are not officially leading. They are even being measured based on the performance of people who don’t report to them and don’t know this is happening. Eventually, they may get promoted to the position they’ve been doing unofficially. Is that leveling up in your career, or is it wage theft?
This further emphasizes that living your life for work is not worth it in the end. How many similar stories are out there? How many people were mid-project or working late evenings on important deals and were let go the next day?
How important was that work, and the contribution they made to work? How important could it have been? Look at how it was considered so easily replaceabl