I try to impress upon younger workers that in the vast majority of cases, employees owe their managers nothing. Too many young employees get trapped into thinking, "yeah, the company is uncaring, but my boss is awesome". They don't have the life experience to inform them that no matter how awesome their boss is, it is extremely unlikely they have no external pressures to trim staff whatsoever.
The rare cases are those bosses who own the company outright, and make it plainly obvious with how they compensate and treat employees over time (2-3 years of consistent, first-hand observed behavior) that they plan retention over the long term. Or you're part of a worker co-operative or similar stability-promoting arrangement. Okay, then I'll grant you that you might afford the luxury of developing a less self-interested, short-termism strategy. It's not all sunshine and roses on that side of the fence, either; plenty of criticism from market fundies that such arrangements are only possible in sclerotic, uninnovative, inefficient, dullard organizations (I happen to disagree with the fundies on this point, but that's a discussion for another time).
I try to impress upon younger workers that in the vast majority of cases, employees owe their managers nothing. Too many young employees get trapped into thinking, "yeah, the company is uncaring, but my boss is awesome". They don't have the life experience to inform them that no matter how awesome their boss is, it is extremely unlikely they have no external pressures to trim staff whatsoever.
The rare cases are those bosses who own the company outright, and make it plainly obvious with how they compensate and treat employees over time (2-3 years of consistent, first-hand observed behavior) that they plan retention over the long term. Or you're part of a worker co-operative or similar stability-promoting arrangement. Okay, then I'll grant you that you might afford the luxury of developing a less self-interested, short-termism strategy. It's not all sunshine and roses on that side of the fence, either; plenty of criticism from market fundies that such arrangements are only possible in sclerotic, uninnovative, inefficient, dullard organizations (I happen to disagree with the fundies on this point, but that's a discussion for another time).