Signs Your Company Is Recovering From ZIRP

The hosts say executive turnover can be a positive sign when companies replace leaders accustomed to abundant resources and little accountability. Founders may also need to become more involved and reassess plans made during the boom. They describe this as management facing the company’s current situation directly.

The hosts argue that a return to office can signal that senior management is making difficult changes to improve how the company works. They say in-person contact can help colleagues build deeper connections and potentially work more productively. They acknowledge employees may dislike the change, but frame management’s willingness to make it as a sign of commitment.

Projects that mainly expand someone’s team or support their promotion can consume company resources without helping customers, the hosts say. They see it as a good sign when leaders end those projects and make the company’s incentives more intentional. They also describe reducing perks such as meal delivery, haircuts, massages, and extra personal time as part of adjusting to changed conditions.

The hosts joke that being asked to work on a weekend may indicate a company is moving away from ZIRP-era expectations. They say building a substantial company takes hard work and warn employees not to assume they have the security or resources of an established giant. They suggest employees try to contribute to the recovery and say effort may become more visible and rewarded.

The hosts argue that a demanding workplace can help people learn skills, build products for customers, and work with colleagues who take the work seriously. They compare it to learning more at a challenging school. If a company shows no signs of recovery, they suggest finding another job, starting a company, bootstrapping, or working independently.