Employment and the Exchange of Value
Estimated reading time: 3 minutes
Yesterday I came across a LinkedIn post by Justin Welsh that really struck a chord with me. He highlighted how many people end their careers rich in skills. However, they never truly use them for their own path. It made me reflect on the unspoken exchange of value. This exchange sits at the heart of the employer and employee relationship.
‘Your employer takes your expertise, packages it, and sells it for 5-10x what they pay you.’
At the beginning and middle stages of a career, the value exchange feels clear. An employee contributes effort, time, and energy in return for learning, development, networks, and a track record. For most, this is exactly the right balance. You give to an organisation and in return you gain skills, networks, and confidence to grow.
The dynamic becomes more complex later in a career. I see many senior professionals struggling to find their place in a market that often prioritises adaptability and malleability. It raises important questions. Is it harder for experienced professionals to flex to new demands? Or is it easier to start independently when you realise that the value exchange with an employer has peaked?
HR’s role is to open conversations about career progression, re-skilling, and future opportunities. It helps people recognise when they are still in mutual growth with their employer. Having these discussions helps them know when it might be time to take ownership of the next chapter. It is about supporting people in determining their current phase of mutual growth with their employer. It also encourages them to take ownership of their next adventure when the time is right. Creating honest dialogue about value exchange can reduce the risk of disengagement and open up opportunities for both sides.
In one-to-one meetings with employees, I often ask ‘what do you want to get out of this job?’, particularly if it’s an annual/mid-year review. In my experience, many employees are taken aback by the question, as if it’s somewhat mercenary to treat a job as a vehicle to personal ambition. I treat it as a fair exchange and an opportunity for accountability; I can guarantee you the organisation has designs on what you and your role will do for it – why shouldn’t you have a clear plan for what you want in return? If you’re concerned about a potentially difficult conversation, read my post on Embracing Conflict at Work.
Perhaps the most important lesson is this – the exchange of value between employee and employer is not static. It evolves over time and needs to be revisited throughout a career. Organisations that embrace this reality, and employees who reflect on it regularly, are far more likely to create sustainable and fulfilling paths forward. For employees, that reflection should not stop at the boundaries of the current job. Ask yourself: do you want to keep trading your expertise for a salary alone, or would you gain more by investing your skills into a side project, consultancy, or even building something of your own?
