Ep 127 Career: How to navigate and succeed in the era of defensive employment

Show notes

Welcome to episode 127 of The Crazy One Podcast. I’m Stephen Gates, and this is the show where we talk about creativity, leadership, design, and everything else that empowers creative people.

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A Quick Recap

In episode 126, I introduced the concept of defensive employment, a term coined by my friend Mike Tinglin. His summary was spot-on: we’re in an era where employees must start protecting their own bottom lines, just as companies always have. That idea struck a chord. The response—DMs, emails, conversations—was huge.

This episode builds on that idea. We’ll revisit what defensive employment means, explore how it impacts your career, leadership, mental health, and—most importantly—what you should do about it.

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What Is Defensive Employment?

Companies protect their bottom lines through layoffs, reorganizations, budget cuts, or strategic pivots. Defensive employment is about doing the same for yourself:

• Protect your lifestyle

• Protect your work/life balance

• Protect your career goals

• Protect your income and location preferences

 

This shift is a reaction to trends we’ve all seen:

• Multiple reorgs in a single year

• Frequent layoffs

• Remote/hybrid battles

• Downward pressure on salaries

• Burnout from toxic hiring practices

 

It’s a recognition that the gig economy mindset—where people are free agents—has gone mainstream. Even those employed full-time now live with the realities of instability.

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What You Need To Do

1. Join Teams Differently

• Negotiate your salary – Never take the first offer. Listen to the salary negotiation episode if you haven’t.

• Know your contract – Are severance, bonuses, and equity clearly defined? Get the facts upfront.

• Do deep research – Go beyond Glassdoor. Use Blind. Reach out to former employees. Understand the real culture.

 

2. Watch for Warning Signs

• Follow your company’s quarterly earnings.

• Monitor leadership turnover.

• Know when your company is trending in the wrong direction.

• Read between the lines—are you in a stable environment or standing on shaky ground?

 

3. Set Two-Way Goals

• Know what you want from your role.

• Set measurable goals so you can track progress, negotiate raises, and take credit for your impact.

4. Activate Your Network and Personal Brand

• Build real relationships.

• Stay in touch with your mentors, peers, and collaborators.

• Understand that applying online doesn’t work. Word-of-mouth and referrals are the path forward.

5. Build a Financial Safety Net

• Know that severance isn’t guaranteed in most U.S. states.

• Save money.

• Minimize debt.

• Be ready to jump when you see the warning signs.

 

6. Prioritize Mental Health

• Job searching is demoralizing. Don’t go it alone.

• Build a personal board of directors.

• Talk to a therapist.

• Create a space for self-care and honesty.

7. Leave Teams Thoughtfully

• Your reputation is your currency.

• How you exit a job says everything about you.

• Leave professionally. Be helpful. Don’t burn bridges.

 

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If You’re a Leader

1. Create a Microculture

• Build a safe space for your team, especially when the company won’t.

• Be the calm at the center of the storm—the eye of the hurricane.

2. Plan for Turnover

• Shorter tenures are the norm.

• Think like a sports team GM: train the next star quarterback.

3. Outreach is the New Recruiting

• Don’t rely solely on job listings.

• Use mentoring, speaking, social media, and active outreach to find talent.

• Recognize that screening software likely weeds out some of the best people.

 

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Reclaiming Offense

Defensive employment feels reactive, fear-based, and exhausting. But you can flip the script:

• Know your value

• Have a strategy

• Build community

• Invest in yourself

 

This is the path to turning defensive employment into offensive employment.

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An Exercise: Define Your Brand

Ask 10 friends, colleagues, or loved ones to describe you using three individual words. No explanations—just the words. Gather and sort them. Look for patterns:

• What traits emerge repeatedly?

• What surprises you?

• What strengths do you undervalue?

 

This is how you begin to articulate your brand, find your value, and lean into your difference.

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Final Thoughts

We shouldn’t just be grateful for jobs. Companies should be grateful to have our talent. And if we show up with clarity, strategy, and a strong support system, we can own our careers no matter the environment.

As always, check thecrazyone.com for show notes and links.

Thanks for listening—and as always, stay crazy.

Tagged as:
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