Ryan Peterman

What happens is a new market dynamic, which is like, I think as an employer, you're thinking, I don't actually have to make so many sacrifices to acquire and retain talents.

And so therefore I'm going to make fewer of them.

And this can play out in a million ways, but it can be like compensation, but it can also be things of like, do we do things that upset the employees or do we not?

And how hesitant are we?

How much do we give them a voice and how much do we not give them a voice?

I think that stuff has changed a lot in the years I was at Meta.

But my impression is MED is not in any way unique here.

This is just a general property of all of Silicon Valley.

But I do think, you know, as an employee, I think the labor supply and demand situation is super different from when I started.

And I think it is a thing that is going to make generally being an employee rougher periods.

Yeah.

I mean, there's just so much stuff that in the previous versions of Netta was done that I think there was a bad decision for the business, but made sense from the context of retaining talent.

You know, and I think that the company is just doing less of that.

But on the flip side, I mean, I guess to be clear, I didn't say it as I supposed to before.

I do think for most people, like fundamentally, just like the possibility you might get laid off is the number one emotional thing that causes people stress.

and living in a world where you know that is both happened recently and may happen again in the future, I think sort of like is probably beats out all the other questions of sort of lifts and like food and stuff.

I think I think when prior to the layoffs, when those things got taken away, people freaked out and were like, this is unforgivable.

But then like once they're like, oh, wait, actually, you guys might just fire me.

So now I'm much more tolerant of you taking away my food away.

But I do think that fundamentally, it probably drives for most people the vast majority of it.