Tim Paradis

You know, it's funny, at least in certain firms, it seems to be the thing, right?

We said in the piece, like if 2025 was about calling workers to really go above and beyond, 2026 is about making sure they do it.

So, yeah, it'll be really interesting to see how this plays out.

I mean, in some ways,

the sense we got was that it was almost like sort of maybe bringing practices that had been existing in other industries to Silicon Valley, a little bit more, making a little bit more widespread.

So we're thinking like you mentioned at the top, you know, tracking badge swipes.

So making sure people are actually in the office complying with, you know, return to office mandates or, or,

Just looking at Amazon, for example, a colleague of mine reported that they're looking more at individual accomplishments.

Not that they hadn't done it before, but they're looking closer at, okay, what are the things you actually did?

What's your sort of ROI?

And they're trying to, I think, be more, from what I can tell, clearer and maybe more specific about certain things that people got done.

So I think it's a way that maybe, if you would, mature the performance evaluation process.

So it's a good question.

I think it's a few things.

The sense that I got from talking to folks is it is partly financial, is in that they're spending an enormous amount of money on AI and AI investments.

And so it's just a huge outlay.

And as you well know, a lot of those returns have yet to bear out.

And so there's that fear that we're getting out over our skis, right, that we've seen on Wall Street even.

And then the other part of it is just the idea that

It's an employer's market.