Where are the Linchpin jobs?
Industry offered a deal to the worker:
Here’s a job. We’ll pay you as little as we can get away with while still being able to fill the job. We’ll make sure it’s easy to find people for this job, because we don’t want you to have much in the way of power or influence. We’ll use software to read the resumes, and we’ll do it in huge batches.
In return, you’ll work as little as you can get away with. That’s the only sane way to respond to the role of being a cog. If the system is going to squeeze you, no need to volunteer.
It’s hard to over-estimate the impact that this deal has had. The whole idea of mass advertising for mass jobs. The compliance-based school and resume system. The apparent power of the big companies to dictate the culture of work…
But, over time, the economy has changed. Now, the most cog-like jobs are done by machines. Now, cog-like work doesn’t create nearly as much value as truly human work. Now, if the opportunity is right, the pay is fair and the cause is a good one, it’s possible to create a culture where people choose to contribute as much as they can, not as little as they can.
This requires a shift.
Two shifts, actually.
The first shift is for the employer. It means not only paying more compensation to capture the attention and focus of the people who are willing and able to do Linchpin work, it also means investing in a culture that supports that sort of work. Compliance isn’t as important as contribution. But it’s frightening, because turnover costs more when you’re dependent on people who bring special magic to work.
The second shift is on the employee. It means caring enough to walk away from a cog job. It means being brave enough to make assertions and to lead. It means telling the truth about your background and your future. And it means keeping your end of the bargain, even when the work feels scary.Read the full article @ Seth’s Blog