We're a Team. Right?

In my last post, I spilled my feelings about corporate staff reductions. I think there used to be mutual employee/employer loyalty (or it's a legend of the olden days), but that's pretty much gone from most companies. However, it does exist in places.

My husband works in a small retail shop that sells cigars. Last weekend, I was invited to join the owners and employees for a Christmas dinner. After witnessing the camaraderie and talking business with one of the owners, I realized that the employees are treated like an important member of the team. The employees need to understand the product and are expected to know the customers. My husband said of one of the owners, "Ken treats me like I'm important to the business and that I contribute to its success." The shop has never let an employee go.

They are a team. They go to work knowing that what they do that day matters to the success of the business.

"We're a team."

"We're in this together."

This belief is also in the same attitude in the companies I have worked at (varying in size from 20 to 18,000 employees). There is an unspoken expectation is that each member gives 110%, works late, improves processes, shares ideas. These behaviors demonstrate commitment and that the employee is reliable. I have witnessed it, heard the critical remarks made of co-workers who didn't seem "fully engaged."

We're a team.

But as I said in my last post. The employees are among the first resources to go when times get tough.

We're not a team.

Or maybe the corporate team like any team that's highly competitive--a baseball or football team. Those who can't compete, those who don't fit anymore, those who are extra, those who are too old to play the game--they are let go. Stay on top of your game or we might switch you out. We might switch you out even if you do work hard. Just ask Brett Favre, he was let go from a team that he led to multiple Super Bowls so an unproven quarterback could be put in Favre's place. The same situation has happened in many corporations -- a senior manager/executive in their 50s let go and replaced with a younger, unproven leader.


As mutual loyalty has diminished, self preservation has increased--for both the employer and employee. Now, the employee/employer relationship is truly transactional. I work, you pay. I deliver results, you reap the financial rewards and I get resume bullet points so I'm ready for the next opportunity.

It's the reality. I can't help but think that somehow the modern corporation is missing out on the immeasurable (and perhaps measurable) return on investment that comes with employee/employer mutual loyalty. What if all companies and managers treated employees "like I'm important to the business and that I contribute to its success." And therefore, they don't cut employees. Is that even realistic?