Of course, when we create new laws or tools, we focus on the problem in front of us. Whether that be, in this case, trying to enforce an age restriction or requiring identity verification in some odd attempt at making it more difficult for people to engage in anonymous speech, we too often forget the details of how that would work exactly.
Think about it, services that tell you how many times your post has been shared on Twitter, auto-posting from a blog, automation involving automatic sharing of links, and scheduling of tweets, many of these things involve the API. Many of the tools we all use to share content on Twitter with minimal effort could either be gone or become more expensive next week. That will push a lot of excellent content out of the platform.
All this time, this person is being evaluated based on how they lead the team they are not officially leading. They are even being measured based on the performance of people who don’t report to them and don’t know this is happening. Eventually, they may get promoted to the position they’ve been doing unofficially. Is that leveling up in your career, or is it wage theft?
This further emphasizes that living your life for work is not worth it in the end. How many similar stories are out there? How many people were mid-project or working late evenings on important deals and were let go the next day?
How important was that work, and the contribution they made to work? How important could it have been? Look at how it was considered so easily replaceabl
I have heard this before, but is the Twitter situation going to be the thing that moves the needle for RSS? I started using Revue to send newsletters last year as an option for people who were trying to follow my websites on social media but ran into the algorithm deciding not to shat them anything that was being posted, especially with Facebook Pages. It had some subscribers but not that many. After Twitter killed Revue, I also moved to Substack and have seen some growth, but I’m also realizing that we can’t replicate Twitter with email newsletters.
Apply the same logic to the preference of where to work. If a survey says 51% of people think hybrid is a good idea, then it is true that hybrid is the option that would be preferable to most people. Are your employees in that 51% or the other 49%? How about you talk to them instead of relying on some study that tells you what most employees want? Your team might not be “most” people. They each have individual values and priorities. Do you know what they are?
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