Stay marketable. Keep your résumé current. Always be networking. Your network is your net worth.
American career advice, given as a permanent instruction rather than as something to do when looking. Security is described as a property of the individual, maintained continuously.
The American default: either party may end the relationship at any time for any lawful reason, without notice. Forty-nine states apply it. There is no statutory dismissal protection accruing with service, and no requirement to justify the decision.
American quit rates reached record levels in 2021 and 2022, and the phenomenon was widely attributed to a reassessment of what work should cost a person. It was expressed as millions of individual departures rather than as any change in law or policy.
The default American employment relationship can be ended by either side at any time, for any lawful reason, without notice. There is no equivalent of a statutory notice period accruing with service. Availability is not protected by anything.
Disaggregate: to separate into component parts; to break up or apart. Americans not only aggregate, they also disaggregate.
A manager has a spontaneous idea, calls a meeting with more than a handful of experts to discuss it, then just as quickly disbands it noting that she and they should continue thinking about it. A corporate-internal project, generously funded at first, but which does not produce the initial results expected, has the “plugged pulled” on it quickly.
When low earnings over three straight quarters has investors grumbling, executive management reacts quickly with corrective action: close plants, layoff workers, hire a consulting firm to recommend a cost-cutting program.
At least until the end of the Second World War, the United States maintained a modest standing army, forcing it during war to ‘ramp up’ as rapidly as possible, only to then after the war demobilize just as rapidly.
Aggregate. Disaggregate. Quickly. It’s how Americans utilize resources.
The Human Resources departments in American companies – especially large ones – have become very careful in how they handle employee performance appraisals. Not only because they strive to develop their talent, but also in order to avoid lawsuits. Even well-designed appraisals can lead to a lawsuit if they are poorly implemented or applied in an inconsistent manner.
Because U.S. labor courts continue to make exceptions to the once solid At-Will doctrine, employers face greater requirements to prove legitimate business reasons for many personnel actions.
At-Will employment is a term used in American labor law for contractual relationships in which an employee can be dismissed by an employer for any reason and without warning.The rule is justified by its proponents on the basis that an employee may be similarly entitled to leave his or her job without reason or warning.
At-Will employment gradually became the default rule under the common law of the employment contract in most states during the late 19th century. Over the 20th century many states modified the rule by adding an increasing number of exceptions, or by changing the default expectations in the employment contract altogether.
In Death of a Salesman, Willy Loman, a struggling salesman, meets with his boss, Howard Wagner, to ask for a stable position in New York rather than continuing to travel. Willy tries to appeal to Howard’s sense of loyalty and decency, but Howard remains unmoved, focused solely on financial metrics.
Howard embodies a purely transactional, numbers-driven approach. He ignores Willy’s emotional appeals and repeatedly brings the conversation back to business metrics and profitability. Howard’s emphasis on facts, figures, and bottom-line results reflects the American business culture, where personal relationships and sentimentality are secondary to financial performance.
Is salary important to workers? Bet your bottom dollar it is.
“Employees will go where the money is. And where they’re treated respectfully and valued. But, mostly, it’s the money.”
When we asked those respondents to choose from a list of top reasons why they’re open to new opportunities, nearly two-thirds (63.4%) selected “I need to make more money”.
That’s more than double the next-most popular reason, which is “I need a fresh challenge” (24.6%).
Work flexibility (20.8%), meaningfulness in work (19.3%) and career advancement (also 19.3%) are other leading factors prompting the drive to explore new job opportunities. Still, those numbers pale in comparison to compensation.
The United States is seeing its highest “quit rate” since the government started keeping track two decades ago. Bill Whitaker speaks with employers who are scrambling to find help and people who left their jobs and aren’t looking back.
YouTube comments:
“I’ve worked in the food industry since I was 16, I am 30 now. I’ve never been offered a management position or any other kind of supervisory role so I opened my own restaurant in 2020. I got tired of being overlooked so I took my fellow co-workers and gave them a job at my restaurant with great pay, great benefits and I really did for them what my former jobs refused to do which is giving them “respect”. So far I’ve had not one employee leave my business.”
“Bad environment, low pay, employers are demanding more and paying less. I quit my job because I was expected to do the job of 3 people and constantly reprimanded for not being able to keep up. I’m sure I’m not the only one who has gone through this. A lot of businesses, corporations treat their employees like dirt, unimportant. They are way too many managers out there that have absolutely no people skills and are high on a power trip.”
“I’ve worked since I was 13. I walked the day I turned 55. It was always the plan. Nobody ever gave me a dime. I kept telling everyone at work I was going to leave. No one believed me. I left everything at my desk. Got up and left. I’m now 62. Just started S.S. All those years I worked my way up the ladder. When I got there I realized there was just more work. Get out early if you can.”
“Also let’s take some social responsbility for ourselves- it’s not JUST the companies that make jobs miserable. I talk to people in the service and retail industries and I personally spent years in IT. On the customer end, people are often entitled, impatient, and rude. It’s far worse that what I remember it 20 years ago. Don’t make your own workplace or that of someone else, needlessly toxic. Your Amazon package being a day late or waiting in line a little longer at the supermarket are not the end of the world. You will survive, I promise.”