Your argument is right, to an extent. I can see high-performing *less experienced* employees falling into this space; especially ones without wear on the tires to know the value of personal input. They suffer sometimes from professional shadows (martyring, caretaking, etc.) where they put external value before their own. I did this when I was a younger worker too, and plenty of places “lost” me because I didn’t value myself enough to have an honest conversation with leadership. At the same time, it’s dyadic, and a huge part of healthy organizational culture is encouraging and inviting the dyad; that’s where managers and leadership often drop the ball. That’s my three cents, thanks for the piece!

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