The Delusion of Entitlement

Happy Friday,

Entitlement stems from a mismatch between expectations and reality. The emergence of participation trophies, grade inflation, overpraising, and constant affirmation contributed to a generation expecting validation and reward without rigorous effort.

The cohort entering the workforce since the 2007-2010 Great Recession has a reputation for entitlement that’s off the charts. Sorry, but it isn’t even close. Studies by PEW, Gallup, SHRM, and the Bureau of Labor Statistics back it up.

Normally, the most entitled would be quickly dismissed. But coinciding with this surge, demand for technical staff soared well beyond the supply, largely driven by government money-printing (aka economic stimulus) and artificially low interest rates in response to the Great Recession. That surge in demand muted natural selection and forced leaders to tolerate behaviors they otherwise wouldn’t. That is, until the pendulum swings back.

As a result, many employees are currently enjoying a false sense of security.

Most leaders maintain two mental lists: a list of the people most critical to the organization and a list of the least. They're an action plan, i.e., if workload or utilization drops, sacrifice people on the second list to save the first. If you act entitled, you’re not on the first list. But you’re very likely on the second.

Entitled employees will be the first to go during reductions in force because their attitude signals low value, poor teamwork, or inflexibility, all antithetical to business survival. The competitive marketplace doesn’t care about feelings or expectations, only results.

Every organization, both public and private, is subject to macroeconomic forces beyond its control. Since ~2010, the pendulum has swung strongly in favor of employees. But just before that, late 2007-2009, home prices plummeted 23% nationwide, even more in the US West. The decline in value clobbered property tax revenue, immediately forcing many municipal agencies to cut staff and terminate infrastructure projects. That forced layoffs at municipal engineering consulting firms, some by over 50%.

Newsflash! The market cycles, and there are a LOT of macro-risks. So if you answered last week's questions and think there’s any chance you might come across as entitled, fall on your sword immediately. Humbly ask your boss if you do. If so, be appropriately mortified and express your sincere determination to change. Then change. Be the opposite of entitled.

Punchline: “I don’t need to outrun the bear. I just need to outrun you”. Indeed, when the next downturn hits, whether driven by high interest rates, AI, or some Black Swan surprise, your organization probably won’t disappear, but it’ll shrink 10%, 25%, or maybe 50%. Don’t get lulled into a false sense of security and leave yourself vulnerable. Think musical chairs. You're competing with your peers right now. And don't assume you can always grab another job. When these events happen, job ads immediately get pulled, and every employer knows the first people on the street are the last ones they should hire. Understand the career chessboard and think a few moves ahead.

And have a great weekend!

Dave

Feedback and blowback are always welcome: dave@goodnewsfriday.com

All 100+ topics are available at @goodnewsfriday.com