Hey, it's Rachel Cook, your modern mentor. I'm the founder of Lead Above Noise, where we help

leaders design work so that results, wellness, and engagement can all thrive together.

If the leaders in your organization are interested in exploring how small tweaks, well-sequenced,

can really change the game, then head over to leadabovenoise.com slash connect.

Submit a form and we'll get on a call and talk about how a program or a talk can really

equip and empower your leaders to create change.

Okay.

On to the episode.

So I was chatting with my brother recently about the collection of seven

parents or parent-like people we have in our lives. You know, every one of those seven

ultimately retired or plans to retire from the same job they started at, every single one.

It sounds almost bonkers today. but for them and their peers,

this was the norm. Once upon a time, work was a place fueled by loyalty, and that loyalty went in both

directions, as in a person took a job, and that person person expected barring any really bad behavior or performance

to keep that job indefinitely. And on the flip side, the organization expected, again, barring

disaster, that that person would just stay always. And this two-way unwritten loyalty was known as the psychological contract. And that contract

is looking really super different today in 2025. We look around and we all see that layoffs and

reorgs are the new normal. Companies aren't promising lifelong careers anymore. And in in exchange employees aren't promising to spend

entire careers with a single employer we can debate whether this is a good thing or a bad thing

I kind of think it's both but either way it certainly is a thing but wherever you fall in your

assessment I want you to feel and to be empowered in your career,

to never feel victim or caught off guard by your company's decisions.

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