This whole discussion about "job hoppers" is so bogus.
Employment is a relationship. It has two sides. When one party decides to end it, the most common reasons are:
1) Other party's chronic inability to respond and satisfy the breaker-upper's needs.
2) A competitor coming along who satisfies those needs much better.
Employers regularly break up employment relations for those two reasons. But now some CEOs and VC managers will have us believe that it's wrong for employees to do the same to them.
Employers are expected - nay, obligated! - to fire employees who fail to meet performance expectations. But if an employer fails to meet your compensation expectations, and you leave, the Susters and Calacanises shall publicly insult you and announce they will not hire you, and nobody else should either.
It is telling that only very specific employers and very specific dream-dealing businessmen are among the mob shouting indignantly about loyalty and morality. When was the last time Google or Palantir blogged petulantly about "Generation Y" and "trophy kids"?
Suster, Calacanis et al are reacting to their own failing at keeping employees, with all the grace, maturity and effectiveness of that girl you dumped, who went out on the street and shouted about what a terrible person you are to leave her, and how nobody else should ever trust or date you.
Mature, successful employers do not waste their time on that. They're too busy making great products with their happy, motivated, tenured employees - or bidding polite farewell to those who should or want to move on.
This article is spot on. Startup executives are world-class dealers of dreams. They need to be more weary of selling to their own employees. Too many bright engineers work insanely hard for a year or two, then discover all they're getting is fairy dust, and quit. Why don't Suster and Calacanis write an article about that?
It's most striking when a top employee leaves for a company that's not a startup. Take that engineer that left Mahalo for Yahoo recently. Suster and Calacanis call him a flake, yet how much you want to bet he'll stay at Yahoo longer than a year?
And since when is it acceptable to attack an ex-employee that way, sleazily keeping his name out, when everyone on the internet knows who the epitaphs refer to?
These people are sore losers, and they'll keep losing until they figure out what that "dying company" is doing right that makes their best engineers "hop" there rather than labor at their own enterprises.
All they do right now is poison and taint an otherwise healthy, open and mature dialogue between employees and employers.
You're way off base.
- I haven't lost any employees so painting me with that brush is wrong
- I never made any commentary on the guy who left Mahalo - I wrote him a private email making it clear that my commentary had nothing to do with him (I didn't even know that story when I wrote my post)
- I never publicly insulted anybody
- I made a balanced argument that if people leave a few employers early in their careers it's fine. If they make a career out of changing jobs they'll find it hard in the long-run to wind up in senior positions.
And while we're on the topic of insulting posts or people on a rant, why don't you re-read your text and think about how IT sounds
Employment is a relationship. It has two sides. When one party decides to end it, the most common reasons are:
1) Other party's chronic inability to respond and satisfy the breaker-upper's needs. 2) A competitor coming along who satisfies those needs much better.
Employers regularly break up employment relations for those two reasons. But now some CEOs and VC managers will have us believe that it's wrong for employees to do the same to them.
Employers are expected - nay, obligated! - to fire employees who fail to meet performance expectations. But if an employer fails to meet your compensation expectations, and you leave, the Susters and Calacanises shall publicly insult you and announce they will not hire you, and nobody else should either.
It is telling that only very specific employers and very specific dream-dealing businessmen are among the mob shouting indignantly about loyalty and morality. When was the last time Google or Palantir blogged petulantly about "Generation Y" and "trophy kids"?
Suster, Calacanis et al are reacting to their own failing at keeping employees, with all the grace, maturity and effectiveness of that girl you dumped, who went out on the street and shouted about what a terrible person you are to leave her, and how nobody else should ever trust or date you.
Mature, successful employers do not waste their time on that. They're too busy making great products with their happy, motivated, tenured employees - or bidding polite farewell to those who should or want to move on.
This article is spot on. Startup executives are world-class dealers of dreams. They need to be more weary of selling to their own employees. Too many bright engineers work insanely hard for a year or two, then discover all they're getting is fairy dust, and quit. Why don't Suster and Calacanis write an article about that?
It's most striking when a top employee leaves for a company that's not a startup. Take that engineer that left Mahalo for Yahoo recently. Suster and Calacanis call him a flake, yet how much you want to bet he'll stay at Yahoo longer than a year?
And since when is it acceptable to attack an ex-employee that way, sleazily keeping his name out, when everyone on the internet knows who the epitaphs refer to?
These people are sore losers, and they'll keep losing until they figure out what that "dying company" is doing right that makes their best engineers "hop" there rather than labor at their own enterprises.
All they do right now is poison and taint an otherwise healthy, open and mature dialogue between employees and employers.