But if an employee gets a better offer, and his departure leaves the company in a lurch, he will get the sad puppy-dog look, and hand-wringing bs about the burden he's leaving the company with. Or worse yet, the "I thought we were a family" lecture.
Okay, Dad. If we're a family, let me use the credit card.
“But if an employee gets a better offer, and his departure leaves the company in a lurch, he will get the sad puppy-dog look, and hand-wringing bs about the burden he’s leaving the company with. Or worse yet, the “I thought we were a family” lecture.
Okay, Dad. If we’re a family, let me use the credit card.”
Makes you think of that Olive Garden commercial where they say, “When you’re here, you’re family”. OK, so why do I get a bill at the end of the meal then? ;-)
I was downsized recently from a property that absolutely could not afford to lose the manpower but in the upper management’s infinite wisdom, decided that because certain functions had been transferred to the corporate office that it was time to cut labor costs. That this cuts down on the quality of the lives of customers (reduced knowledge base of workforce, drastically reduced hours) AND employees (added burdens, little to no increase in pay) means nothing.
it’s not even REALLY about making money for the company because that would be about pure profit. In many cases what I see is that each mid to upper manager is looking to boost their resume with quantifiable ‘results,’ so they can move on to cushier posts. And the company is interested in showing numbers to stockholders, which in many cases are just part of a vast shell game that don’t reflect the reality of the moment or market.
There’s no loyalty out there and you’re being played for a fool if you think there is any to be found.
One reason I like privately owned companies is that there is at least a CHANCE that they will have created a different ethos and you might actually see a ‘team’ and ‘loyalty’ to reasonable extents.