Some thoughts on Meaning & Modern Job Satisfaction
Jason recently shared a thread on the tension between the objective criteria that make work meaningful increasing while the subjective experience of perceived meaning of work seems to be decreasing. As with most things related to progress, much of this likely stems from a combination of rising expectations and the current emotional climate of pessimism. However, with the help of several conversations, I believe that I’ve identified two elements that may help further explain the gap between objective and subjective experiences.
I was talking about this with a friend — Ashley — who is an upper middle manager at Nike. She’s worked at Nike for 10+ years, with numerous promotions and “career success” by most standards, she enjoys her work, loves the people she works with and has a fairly high degree of autonomy. She’s also an athlete, mostly a runner, who engages in the running community and does Nike sponsored events every year.
Based on all of this — the mastery, autonomy, recognition, human connection and the intersection of her work with her personal life — Ashley should experience a high degree of meaning in her work, but she shared that she experiences almost no meaning. That said, she has no plans to leave and her job has lots of emotional upside including being supportive of her family life.
In digging into why, it largely came down to two things (that she did not enunciate exactly, but I summarize as):
Feeling 100% replaceable — Ashley explained how many people she’s seen come & go over the years and how professionally, its meant very little to Nike. They may be missed personally and there may be some short term pain from a transition, but that, in her words, ‘the whole point of the corporation is so that no individual matters. We are all replaceable — and that’s a feature.’
I can imagine a past where, even a low meaning job by today’s standard, would not have felt so replaceable. Growing up in a (very) small town, I can tell you with confidence that when the pizza place closed, no one starved, but it was MISSED in a way that even the most popular pizza place in a city never could be.
Genuine uncertainty of causing harm vs benefit — While Ashley can repeat the marketing premises (and, yes, Nike has an entire team whose sole purpose is to market internally, to employees), she is genuinely uncertain of whether Nike produces a net benefit on the world. She conceptually embraces the ideals of Nike, but does not trust that Nike acts in a manner that expresses those ideals consistently nor that it is even possible for Nike, within a capitalistic system, to act as a net-positive for society.
Anecdotally, I had a very different conversation with a friend who works at OpenAI that lead to a similar conclusion (s/he wishes to remain anonymous) . While he does not feel replaceable, he is very concerned about how his job has shifted to become significantly less meaningful and more challenging to be fully engaged with as his ethical concerns about the company and general concern about the future have increased in the last 8 months.
To beat a horse dead with anecdotes, my father, who mines garnet, finds enduring and genuine meaning from unlocking resources from their raw state into one that is usable. He feels little uncertainty about the net benefit of his work. Meanwhile many people that I meet in my day-to-day (highly educated / not ever going to be miners) are honestly appalled by the idea of mining, let alone that the mine is within the boundaries of a protected wilderness and generally view his work as detrimental, rather than beneficial (and thus not meaningful).
While both of these are highly subjective criteria, so is an individual’s assessment of meaning. Framing matters. I think that people, and especially younger generations, are weighed down by their genuinely uncertain about how to positively impact the world — and a huge chunk of that is what progress studies is looking to address! It’s also why, in my opinion, the clarity and confidence of the EA worldview was able to spread so rapidly.
--
Here’s some research that dances around supporting the ideas, although I wasn’t able to find anything that nailed it in a cursory search:
You’re probably well aware of studies that indicate decreasing trust, which in turn leads to a dearth of confidence in the actions that will lead to their desired result. EG: the well supported idea that there is declining trust in institutions, scientists, and how greenwashing has / is significantly diminishing trust in corporate ethics (as well as scandals like ENRON, near disasters like the 2008 banking crisis, etc)
Some thoughts on Meaning & Modern Job Satisfaction
Jason recently shared a thread on the tension between the objective criteria that make work meaningful increasing while the subjective experience of perceived meaning of work seems to be decreasing. As with most things related to progress, much of this likely stems from a combination of rising expectations and the current emotional climate of pessimism. However, with the help of several conversations, I believe that I’ve identified two elements that may help further explain the gap between objective and subjective experiences.
I was talking about this with a friend — Ashley — who is an upper middle manager at Nike. She’s worked at Nike for 10+ years, with numerous promotions and “career success” by most standards, she enjoys her work, loves the people she works with and has a fairly high degree of autonomy. She’s also an athlete, mostly a runner, who engages in the running community and does Nike sponsored events every year.
Based on all of this — the mastery, autonomy, recognition, human connection and the intersection of her work with her personal life — Ashley should experience a high degree of meaning in her work, but she shared that she experiences almost no meaning. That said, she has no plans to leave and her job has lots of emotional upside including being supportive of her family life.
In digging into why, it largely came down to two things (that she did not enunciate exactly, but I summarize as):
Feeling 100% replaceable — Ashley explained how many people she’s seen come & go over the years and how professionally, its meant very little to Nike. They may be missed personally and there may be some short term pain from a transition, but that, in her words, ‘the whole point of the corporation is so that no individual matters. We are all replaceable — and that’s a feature.’
I can imagine a past where, even a low meaning job by today’s standard, would not have felt so replaceable. Growing up in a (very) small town, I can tell you with confidence that when the pizza place closed, no one starved, but it was MISSED in a way that even the most popular pizza place in a city never could be.
Genuine uncertainty of causing harm vs benefit — While Ashley can repeat the marketing premises (and, yes, Nike has an entire team whose sole purpose is to market internally, to employees), she is genuinely uncertain of whether Nike produces a net benefit on the world. She conceptually embraces the ideals of Nike, but does not trust that Nike acts in a manner that expresses those ideals consistently nor that it is even possible for Nike, within a capitalistic system, to act as a net-positive for society.
Anecdotally, I had a very different conversation with a friend who works at OpenAI that lead to a similar conclusion (s/he wishes to remain anonymous) . While he does not feel replaceable, he is very concerned about how his job has shifted to become significantly less meaningful and more challenging to be fully engaged with as his ethical concerns about the company and general concern about the future have increased in the last 8 months.
To beat a horse dead with anecdotes, my father, who mines garnet, finds enduring and genuine meaning from unlocking resources from their raw state into one that is usable. He feels little uncertainty about the net benefit of his work. Meanwhile many people that I meet in my day-to-day (highly educated / not ever going to be miners) are honestly appalled by the idea of mining, let alone that the mine is within the boundaries of a protected wilderness and generally view his work as detrimental, rather than beneficial (and thus not meaningful).
While both of these are highly subjective criteria, so is an individual’s assessment of meaning. Framing matters. I think that people, and especially younger generations, are weighed down by their genuinely uncertain about how to positively impact the world — and a huge chunk of that is what progress studies is looking to address! It’s also why, in my opinion, the clarity and confidence of the EA worldview was able to spread so rapidly.
--
Here’s some research that dances around supporting the ideas, although I wasn’t able to find anything that nailed it in a cursory search:
You’re probably well aware of studies that indicate decreasing trust, which in turn leads to a dearth of confidence in the actions that will lead to their desired result. EG: the well supported idea that there is declining trust in institutions, scientists, and how greenwashing has / is significantly diminishing trust in corporate ethics (as well as scandals like ENRON, near disasters like the 2008 banking crisis, etc)
Here is an HBR thought piece about potential relationships between talent & corporations that is relevant Plus a Quora thread on “Are employees really replaceable?” that I think highlights normal people’s thoughts on it (clue — YES!)
--
As one further, bonus anecdote, Ryan Holiday just wrote a piece about completely changing his marketing strategy to align with building a more meaningful life.