Emotional locks with organizations

#workculture #employeeexperience #organizationalculture #organizationalleadership #organizationalpsychology #jobhopping #layoffs2022 #techlayoffs #paynegotiations

The season has been ripe with layoffs and leading tech organizations that boasted hiring and progressing in pandemic times have shown the true color in this recession phase. Irrespective of the debate that economic recession has started or yet to start, the recession phase for many promising careers has started.

Recruiters, Engineers, Directors and many other cross functional titles have gone blank with the rock-hearted send offs through blunt weekend emails and fake emotional apologies.

Apologizing after firing more than 10% of your workforce; weeping emotional videos by CEO, abrupt ending of careers after takeovers have been a daily scene in the recent times .

Many employees get attached to the “we are a family” terminology that organizations promote as a pseudo- cultural practice to attract talents . Organizations are aware that a good talent would flourish in an organization that encourages openness , autonomous to fresh ideas and celebrates every minute achievement as a great milestone.

However, in reality these organizations are the best examples of opportunistic gamblers. They gamble their organizational ethical reputation with the careers of their employees.

People who chose to stay with their companies as loyal members were shown the door without an iota of regret in a leading Edtech firm - BYJU’s but the company was shrewd enough to sign Lionel Messi as its brand ambassador.

Companies that downgrade work from home culture and speak about working for unaccounted extra hours without hourly pay commitments are the best nominees for “Avoid at all cost” category. They would not care if you are on H1B visa and would have to leave the country in 60 days if you fail to find a new job.

In a manipulative environment where companies are not attached to you in the real sense, it is absolutely fine to hop to a new job if you find a better culture , if the pay range is apt to your experience and if the opportunity seems to sculpt a new step to your career ladder.

Meta, Twitter, Google, and many other celebrated firms have never committed to reduce the pay of the senior leadership that failed to plan right and have never committed to reduce the unwarranted benefits they enjoy even during tough times.

When you negotiate for a job, make sure you demand the right pay range and do not shy away from speaking up if you are being under-evaluated intentionally to save company hiring budgets. Improving your pay range effectively through newer jobs is an appreciative progress for your hard work and a right entitlement for the capability.