28 Office Culture (ft. Megan Sales)

Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Kevin Tejada: There's a guest here today. It's my friend, Megan. Hello, Megan. (00:28):
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Speaker1: Hello, Kevin. Thank you for having me on this fine, cloudy day in Utah. (00:34):
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Speaker1: I don't know what the weather's like in Chicago, but I'm hoping it's better than Utah. (00:39):
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Kevin Tejada: No, it never is. I don't know why we should say that. (00:43):
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Speaker1: That's like my small talk. It's like shitty. (00:47):
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Kevin Tejada: So there it is. (00:49):
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Speaker1: There's my obligatory weather talk, and that's all. (00:50):
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Kevin Tejada: I will say. Yeah, speaking of obligatory small talk, the topic for today is (00:53):
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Kevin Tejada: going to be office culture, which I'm sure many people can relate to. (00:58):
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Kevin Tejada: I hope none of my co-workers listen to this ever. (01:03):
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Speaker1: I mean, do they know that you have a podcast? (01:06):
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Kevin Tejada: Okay, keep it that way. So they definitely won't, but if they do, (01:09):
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Kevin Tejada: it'll be interesting, I guess. (01:12):
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Kevin Tejada: So I say office culture, but it's (01:15):
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Kevin Tejada: more like obligation and threat of unemployment for a lot of this stuff. (01:20):
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Kevin Tejada: So I'm sure most people are familiar with the stuff you have to do for offices. (01:26):
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Kevin Tejada: You have to show up, you have to dress a certain way, you have to attend pizza (01:30):
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Kevin Tejada: parties, you have to have your cubicle and say, hi, Tom, hi, (01:34):
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Kevin Tejada: whatever, all this type of shit. (01:38):
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Speaker1: We all have a Tom. Like, I feel like every place. (01:39):
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Kevin Tejada: I've worked at, (01:41):
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Speaker1: There's been a Tom. (01:42):
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Kevin Tejada: Yeah. And it's not that these people are terrible, bad people. (01:44):
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Kevin Tejada: It's just that we don't really have to be in the vicinity of each other. We can just be home. (01:48):
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Kevin Tejada: So especially now, nowadays, we can just be home. So the fact that we have to (01:55):
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Kevin Tejada: be in proximity of each other and have to make small talk, have to say, (01:59):
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Kevin Tejada: oh, do you want to go out for lunch sometime? (02:03):
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Kevin Tejada: Like, I don't. So this is actually unrelated to actual office stuff, (02:05):
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Kevin Tejada: which relates to job stuff. (02:11):
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Kevin Tejada: Back when I was a personal trainer, I worked at this place called Focus in New York City. (02:12):
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Kevin Tejada: And they, I shit you not, had sleep pods in their headquarters. (02:18):
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Kevin Tejada: And they encouraged you, hey, why don't you stay, get to know the trainers, (02:22):
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Kevin Tejada: learn, sleep in the pod. I thought to myself, there's no way, (02:26):
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Kevin Tejada: there's no fucking way I'm going to sleep in a pod at this place. (02:30):
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Kevin Tejada: I don't care what's going on. (02:34):
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Kevin Tejada: That was, that was absolutely wild. I don't know if you have bunk beds at your office or anything. (02:37):
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Speaker1: I'm not aware of that, though. People, I'm sure people will just use whatever is there. (02:43):
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Kevin Tejada: People sleep at your job do they do that like (02:48):
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Speaker1: The first thought that comes to mind back when i was pumping breast milk uh (02:50):
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Speaker1: there they had this little room called the mother's room and it's like just (02:54):
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Speaker1: a room for one person and it's locked and you have to key in and i'm like i (02:57):
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Speaker1: use that place a lot to like take powers so. (03:01):
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Kevin Tejada: Oh okay that's cool i wish i could i wish i could okay here's the thing i wouldn't (03:05):
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Kevin Tejada: mind napping during work but if you have a sleep pod something about that is (03:09):
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Kevin Tejada: just fucked up to me i don't like it yeah well you know what that too (03:14):
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Speaker1: They're trying to keep you there that's the thing it's (03:17):
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Speaker1: like it's a factor that's trying to keep you there it's like (03:20):
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Speaker1: this is a completely irrelevant analogy but what i (03:23):
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Speaker1: think of is like you know casinos how they (03:26):
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Speaker1: don't have windows and they don't have clocks right it's (03:29):
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Speaker1: just two kind of like little details that well why why is that well (03:32):
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Speaker1: the reason why is they want to keep you there and so that you don't have (03:35):
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Speaker1: any sense of time so i feel like offices especially when (03:38):
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Speaker1: you're required to go on site they do these things on the (03:41):
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Speaker1: surface is like oh it's fun like ping pong tables like my my office (03:43):
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Speaker1: it's like we're very much like the progressive cool hip (03:47):
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Speaker1: like my ceo he looks like the stereotypical like (03:50):
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Speaker1: young dude like a ruffled like rolled out of bed he (03:53):
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Speaker1: wears a hoodie and jeans and you know they they kind of promote this like fun (03:56):
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Speaker1: vibe oh we're so progressive like lgbtqa you know which is all great but i think (04:01):
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Speaker1: underneath that surface it's like well why it's because we want to keep you (04:06):
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Speaker1: here we want to we You want to make it seem like you're going to like a super (04:10):
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Speaker1: fun place when in reality, it's just it's still a freaking nine to five. (04:13):
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Kevin Tejada: Yeah, they just want to drain you so they can make more money. (04:16):
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Kevin Tejada: That's the main thing. It's all profit. They want to use you guys as batteries (04:20):
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Kevin Tejada: like in the fucking Matrix. (04:23):
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Speaker1: Yeah, exactly. (04:25):
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Kevin Tejada: That's interesting. I didn't know casinos did that for that reason. (04:27):
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Kevin Tejada: And I'm thinking back to when I worked at Equinox. That was underground. (04:30):
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Kevin Tejada: I mean, obviously, it's impossible to have windows there. But I wonder if that (04:33):
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Kevin Tejada: has anything to do with it. That was... (04:37):
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Kevin Tejada: That was a kind of weird environment, too. Although there were clocks, (04:39):
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Kevin Tejada: I think. I don't remember. Maybe the same thing. I don't remember. (04:42):
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Kevin Tejada: But nowadays, while I do still help people lose weight, my day job is in IT. (04:46):
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Kevin Tejada: So there's a lot of... My favorite thing in the world is when I get meetings. (04:52):
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Kevin Tejada: When someone sends you an email on Friday at about 3 p.m. (04:56):
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Kevin Tejada: For a meeting for, you know, a bunch of meetings for the next week. (05:01):
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Kevin Tejada: That always gets me really happy and excited for the weekend. (05:04):
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Kevin Tejada: Even worse is when on thursday friday morning it's like hey it's a sign of meeting (05:08):
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Kevin Tejada: on friday at 4 p.m let's do that i i don't know why people do this like who's awake (05:12):
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Speaker1: And functioning at 4 p.m on a friday. (05:19):
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Kevin Tejada: Why do people do this how is that possibly the best the best time for a meeting (05:21):
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Kevin Tejada: who cares everyone is mentally checked out at that at that period of time right (05:26):
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Kevin Tejada: and i don't know the only time i've had that happen is when a project manager (05:31):
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Kevin Tejada: did it and that was really yeah yeah that That's really frustrating. (05:34):
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Speaker1: I just feel like some people are out of touch with like how things really are. (05:38):
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Speaker1: So I feel like this just depends on your company, your company culture and your (05:42):
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Speaker1: manager, because I've had managers who are really aware of that. (05:47):
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Speaker1: Like, for instance, my job is not in IT. I'm an instructional designer. (05:49):
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Speaker1: So like build and create things all day. And the last thing that I want is for (05:52):
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Speaker1: my flow to be interrupted. (05:55):
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Speaker1: Right. Like if I'm in the middle of creating a course from the middle of creating (05:57):
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Speaker1: a video, I don't want to be like have a 30 minute meeting to talk about bullshit. (05:59):
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Speaker1: Right. So like I found that I've had many managers over the years and some of (06:03):
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Speaker1: them get that. They're like, hey, like my IDs are in a flow state. (06:06):
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Speaker1: I'm going to just book call either first thing or at the end so that I'm not (06:10):
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Speaker1: interrupting their like, you know, six, seven hour block of time. (06:14):
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Speaker1: And some people just don't. Right. So what I've found, because like, (06:17):
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Speaker1: I know this, this podcast is about like, not just bitching on things, but solutions, right? (06:20):
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Speaker1: Is I, I try to be vocal about that. And I try to like, let my managers know, (06:24):
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Speaker1: or my stakeholders know, hey, this is the nature of the work I do. (06:29):
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Speaker1: I personally prefer if like, whenever we do have meetings there, (06:33):
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Speaker1: first of all, they have a purpose, right? (06:37):
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Speaker1: So what you said, Kevin, if like, well, could this just be an email? Could this be a Slack? (06:39):
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Speaker1: And then I'm like, and then I prefer if it's not during the middle of my day, (06:43):
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Speaker1: if possible. Of course, that depends on scheduling, but like if it's first thing (06:46):
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Speaker1: or last thing, at least that gives me the uninterrupted block of time. (06:49):
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Speaker1: And you might think, oh, my gosh, like, why are you so vocal about that? (06:52):
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Speaker1: But I found that like when I speak very frankly like that, people tend to be (06:55):
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Speaker1: very receptive and they're like, oh, we didn't know that. OK, (06:58):
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Speaker1: thank you for telling me that. (07:01):
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Speaker1: Right. So you just have to be vocal about it if you want to see some change. (07:02):
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Kevin Tejada: You know, I totally agree with you. When there's a meeting, let's say, (07:08):
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Kevin Tejada: you know, 10 a.m., that's fine, because once you get that done, (07:12):
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Kevin Tejada: it's good. it but it's early yeah 11 30 a.m or like 1 30 it's like (07:15):
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Speaker1: Yeah or it's like in lunchtime it's like encroaching in lunchtime it's (07:19):
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Speaker1: like common sense like people have to eat lunch or like people have (07:22):
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Speaker1: to pee that's the other thing it's like you know here's why i mentioned that (07:25):
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Speaker1: it's like calendars are visible right if i'm gonna (07:28):
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Speaker1: book a call with my team and i open up their calendars and i see a (07:31):
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Speaker1: tom let's bring back tom he has four back-to-backs i'm (07:34):
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Speaker1: not gonna throw in a fifth back to back after the four where (07:37):
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Speaker1: i can clearly see he hasn't had time to use the bathroom you know what i (07:41):
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Speaker1: mean so i feel like a lot of this like corporate bullshit is like (07:43):
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Speaker1: people just not having like the the freaking common (07:46):
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Speaker1: sense a lot of this is unspoken but it's like if you're a human with like a (07:49):
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Speaker1: decent heart and a working brain you shouldn't have to to be like i i wonder (07:52):
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Speaker1: if it's okay to to throw in a bit back to back on tom's calendar of course not (07:57):
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Speaker1: can you let tom pee like can you let him go to the bathroom and and grab a granola (08:01):
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Speaker1: bar or something like do you get what i'm saying like. (08:06):
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Speaker2: Yeah, full disclosure, I don't think I have any co-workers named Tom. (08:08):
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Kevin Tejada: I'm just, it was a good name. (08:11):
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Speaker1: You don't know yet. (08:13):
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Kevin Tejada: But that's the thing. I do see people do have their calendars visible most of the time. (08:15):
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Kevin Tejada: And even if it's not the specific meeting or whatever, it says busy, there's a block. (08:20):
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Kevin Tejada: And when I see people have like three, four hours straight of stuff, (08:24):
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Kevin Tejada: I'm like, I'm just not going to contact them at all. (08:29):
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Kevin Tejada: Because I know they're going through it right now and they're not going to be able to help anyway. (08:31):
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Kevin Tejada: So I'm just gonna I'm just gonna not not do this at all but I feel like some (08:36):
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Kevin Tejada: people like oh you have three hours of meetings and then a half hour slot and (08:40):
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Kevin Tejada: then the two hours of meetings perfect let me stick something right in there (08:44):
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Kevin Tejada: some people do that yeah they do (08:47):
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Speaker1: And those are the people I hate because they lack common sense (08:50):
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Speaker1: that's the thing it's like this is just basic human decency and (08:53):
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Speaker1: courtesy the only time it's okay to do that if it's like (08:56):
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Speaker1: like I've had managers do that to me because managers notoriously have (08:59):
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Speaker1: calendars like that like I'm sure your manager kevin like that's what (09:02):
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Speaker1: managers do they have back-to-back meetings that's their freaking job right and (09:05):
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Speaker1: so the only time i will like claim that like (09:08):
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Speaker1: 30 minute spot that's free is when they actively tell me hey megan (09:11):
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Speaker1: like this is the only time i'm free and we need to talk about this just go ahead (09:14):
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Speaker1: and claim that spot so that's another like basic etiquette is like if you're (09:17):
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Speaker1: unsure i don't know if you guys use slack teams whatever if you're unsure hang (09:21):
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Speaker1: the person beforehand instead of like you know just flat out booking it which (09:25):
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Speaker1: is just indecent in my opinion that. (09:30):
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Kevin Tejada: Is something I wish more people did there have been a few times where (09:33):
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Kevin Tejada: someone has basically just they (09:36):
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Kevin Tejada: were you know we go back and forth and email a couple times and they're (09:39):
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Kevin Tejada: like they're like you know what let's just have a meeting I I mean they don't (09:42):
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Kevin Tejada: say that they I just see the meeting invite with like nine other people I'm (09:46):
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Kevin Tejada: like why did you do that right how it could how consider do you have to be to (09:49):
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Kevin Tejada: just hog that time from all those people half of those people had nothing to (09:53):
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Kevin Tejada: do with this, by the way. So I feel bad for them. (09:57):
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Kevin Tejada: And that's one thing I've gotten to recently. (10:00):
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Kevin Tejada: If a meeting is listed as optional, if I'm an optional attendee, immediately decline. (10:02):
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Kevin Tejada: Not because I hate the people or I don't care about it. Sometimes I will actually (10:08):
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Kevin Tejada: get in there from like, okay, this seems kind of relevant. (10:12):
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Kevin Tejada: I'll hop in there. But for the most part, if I'm an optional attendee, (10:14):
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Kevin Tejada: decline immediately because I don't need to just fill up my calendar for it (10:18):
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Kevin Tejada: doesn't need to be filled. (10:23):
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Kevin Tejada: If I can have the time for whatever I need to do, then I'm going to leave it that way. Exactly. (10:24):
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Speaker1: Yeah, that's a good tip. Another tip, too, which I am hoping we're heading in (10:29):
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Speaker1: the direction of like, how do we make, (10:32):
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Speaker1: meetings not only intentional but like efficient meaning like people (10:34):
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Speaker1: you know those people that like ask a question one minute before the (10:37):
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Speaker1: meeting's supposed to end and then they extend a 30-minute meeting to like a one-hour meeting (10:40):
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Speaker1: okay see those are the people that again have no common sense so (10:43):
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Speaker1: here's my tip for people okay here's my tip for people come (10:46):
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Speaker1: prepared to the meeting all right so i will speak from (10:49):
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Speaker1: an organizer point of view and an attendee point of view from an organizer point (10:52):
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Speaker1: of view i like to give people pre-work and i (10:55):
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Speaker1: know people are like ew like what's wrong with you megan but there's reason for that (10:58):
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Speaker1: when i give people pre-work or like hey think about this before (11:00):
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Speaker1: you come to the call can you prepare this thing it's going to take five minutes that (11:03):
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Speaker1: will ensure that when people come to the call they have something (11:06):
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Speaker1: to talk about and it's not like oh let's spend 20 minutes like brainstorming and (11:09):
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Speaker1: like you know what i mean you're not wasting time so from the organizer (11:13):
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Speaker1: perspective i like to do that and then from an attendee perspective (11:16):
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Speaker1: i do the same thing whether it's assigned to me or not like (11:19):
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Speaker1: hey i know we're going to talk about xyz in the meeting so let me (11:21):
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Speaker1: come up with like three four bullet points to make sure i have something (11:24):
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Speaker1: to contribute and we're not just like filling the time with freaking small talk (11:27):
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Speaker1: or data like for this podcast for instance kevin like i pulled up your outline (11:30):
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Speaker1: and i thought about a couple of your points like like oh hey maybe i could mention (11:34):
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Speaker1: this like that's my pre-work right so that makes sure that that the time is (11:38):
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Speaker1: like intentional so that's. (11:43):
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Kevin Tejada: Like an agenda exactly yes yeah meeting (11:45):
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Kevin Tejada: agendas that used to be a bigger thing but sometimes like (11:48):
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Kevin Tejada: you said people just assigning meeting this is a topic people come in (11:51):
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Kevin Tejada: they just say so this happened i'm like okay this is (11:54):
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Kevin Tejada: going nowhere and like what you said this happens so (11:57):
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Kevin Tejada: often it's like a half hour meeting 28 minutes and (12:00):
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Kevin Tejada: someone says oh yeah one more thing i know right then (12:03):
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Kevin Tejada: and there 15 minutes at least it's added on that's one of the worst things in (12:06):
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Kevin Tejada: it even outside of meetings so this is another part of office culture it specifically (12:10):
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Kevin Tejada: yeah in it usually there's a ticketing system basically you submit a request (12:14):
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Kevin Tejada: for help right so right keep the documentation people don't lose your your problem (12:19):
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Kevin Tejada: so they can actually get back to. (12:23):
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Kevin Tejada: But what a lot of people do is they will just walk into your office and then (12:25):
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Kevin Tejada: they say, hey, my computer's broken. (12:29):
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Kevin Tejada: And then your whole day is basically derailed. And the worst part is (12:31):
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Kevin Tejada: At the end of this, if it's a quick thing, this always happens. I swear to you. (12:36):
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Kevin Tejada: If they come in for a very quick thing and they say, so while I have you, (12:40):
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Kevin Tejada: there I know two hours of my time is going to be completely fucking drained at that point in time. (12:44):
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Speaker1: I'm guilty of that. (12:49):
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Kevin Tejada: Like the office knocking. (12:51):
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Speaker1: I've done that a couple of times, so now I feel bad. (12:51):
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Kevin Tejada: Yeah, you should. If someone is in the middle, if someone's like, (12:54):
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Kevin Tejada: if you can tell they're daydreaming, like it's finally, yeah, (12:57):
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Kevin Tejada: sure, I'll have something to do. (12:59):
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Kevin Tejada: But if someone's in the middle of something, like I've had legitimately, I've had (13:00):
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Kevin Tejada: a situation where i had i want to say like four or (13:03):
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Kevin Tejada: five laptops open and someone just walks in saying hey my computer's bus and (13:06):
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Kevin Tejada: i man submit please yeah i yeah but it'll be really quick it makes it makes (13:10):
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Kevin Tejada: me want to leave basically yeah so i really hate that i really really hate that (13:17):
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Kevin Tejada: it's it's like the the assigning a meeting on your calendar but in person it's (13:21):
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Kevin Tejada: really frustrating right (13:25):
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Speaker1: I mean it just comes down to boundary setting right i feel like i'm also trying (13:26):
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Speaker1: to get better at this of like politely saying no or having the canned response (13:29):
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Speaker1: like for me the equivalent to that is like people asking for videos or courses (13:32):
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Speaker1: or whatever that are outside of my bandwidth. (13:36):
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Speaker1: They're like, hey, can you do this for me? Because I know it's what you do. (13:38):
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Speaker1: I have a canned response like, OK, thank you for the request. (13:40):
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Speaker1: Here's a form you can fill out and we'll add it to our backlog. (13:42):
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Speaker1: So it's not an asshole response, but it's polite and it's acknowledging their (13:45):
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Speaker1: request and it's adding it to the, you know, to our system. (13:49):
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Speaker1: So that's similar to you where you just have to be like in a polite way. (13:53):
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Speaker1: Hey, I'd love to right now, but, you know, you'll have to submit a ticket. (13:55):
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Kevin Tejada: And the great thing about that is a ticket in their form is that also creates (14:00):
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Kevin Tejada: friction because there are some people who when you tell them that they're like (14:03):
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Kevin Tejada: okay yeah and then they're in their head they're like i don't want to do that (14:07):
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Kevin Tejada: shit forget it it's not it's not that big of a deal i'm not going to do it so (14:09):
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Kevin Tejada: you save yourself some time because they actually don't want to go through the (14:12):
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Kevin Tejada: process right so that's yeah teaching (14:15):
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Speaker1: Them to self-serve and self-educate. (14:17):
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Kevin Tejada: Yeah so they can help them they can help themselves without wasting everyone (14:19):
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Kevin Tejada: else's time one thing i definitely want to talk about with office culture i (14:25):
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Kevin Tejada: feel like this is kind of It's related, but not quite office stuff. (14:28):
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Kevin Tejada: It's just the concept of commuting is a killer. (14:31):
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Kevin Tejada: I know you had, you and I, we have mostly remote jobs when we do have to go in. (14:35):
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Kevin Tejada: It's very, very frustrating because (14:39):
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Kevin Tejada: it takes time away from your day that doesn't need to be taken out. (14:41):
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Kevin Tejada: I know for you, I think your commute was or is somewhere close to an hour at some point, (14:46):
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Speaker1: Right? (14:51):
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Kevin Tejada: Which is not an hour. It's actually almost two hours every time that you have to go. (14:52):
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Kevin Tejada: That's the frustrating part. And the cool thing is, and I mean this sarcastically, (14:57):
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Kevin Tejada: is that you don't get paid for that time. Nope. (15:01):
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Kevin Tejada: You know what would be really, really, really cool? If your workday started (15:04):
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Kevin Tejada: when you left your home, when you had to actually go in. (15:08):
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Speaker1: Right. I mean, yeah, then I wouldn't be complaining. (15:10):
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Kevin Tejada: Yeah, that would be cool. Yeah, I wouldn't really complain either. That would be awesome. (15:12):
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Kevin Tejada: And then your workday ends, if you're an hourly employee, your workday ends (15:16):
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Kevin Tejada: once you actually get home. (15:21):
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Kevin Tejada: That would be really sick, if that were the case. (15:22):
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Kevin Tejada: But community in general is just such a hassle, especially since COVID popularized (15:25):
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Kevin Tejada: work from home. Now, we don't really need, most people don't need commutes. (15:31):
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Kevin Tejada: Obviously, there are some jobs you need commutes. If you work in a restaurant, (15:36):
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Kevin Tejada: you can't do that from home, you know, obviously. (15:38):
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Kevin Tejada: But if you're working with computers, technology and stuff like that, you can just be home. (15:41):
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Kevin Tejada: So when you have the obligatory, you got to come in, it's kind of frustrating (15:46):
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Kevin Tejada: because the real reason is, and this was told to me by a former CTO, (15:51):
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Kevin Tejada: is that, well, it's due to the building lease or it's due to some value. (15:55):
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Kevin Tejada: It's basically due to some kind of money or a sunk cost fallacy where someone paid for the building. (16:00):
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Kevin Tejada: So we're going to have you guys just come in anyway because we've got to make use of it. (16:05):
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Kevin Tejada: Or it's a powered dick swinging move. I don't know. Some people do that too, (16:10):
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Speaker1: Some companies. That's one of my team's theories. You know this, (16:14):
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Speaker1: Kevin, like a few months ago, my company, Enforza RTO, thankfully, (16:16):
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Speaker1: I was able to get an accommodation, but that's because like they're like, (16:20):
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Speaker1: oh, they finally realized I'm a top performer and it'd be dumb and they'd be (16:22):
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Speaker1: losing money by letting me go. (16:25):
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Speaker1: But I want to add, build on to what you're saying of like, I personally have (16:27):
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Speaker1: no problems with the office, but it depends on your role and what you do and the reason why. (16:30):
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Speaker1: Well, yeah, I know. For the most part, for the most part, I agree with you. (16:35):
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Speaker1: Most jobs can be done for home. (16:38):
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Speaker1: For the people who are like pro office, I get their point of view. (16:39):
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Speaker1: And to that, I would counter, well, we need to think about what people actually (16:42):
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Speaker1: do. Like, for instance, my role is I'm a builder. (16:45):
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Speaker1: I'm not client facing in the sense that I speak to clients all day, (16:48):
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Speaker1: you know, or like, to your point, Kevin, if like people will have to show up (16:51):
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Speaker1: in a brick and mortar place like a restaurant. (16:54):
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Speaker1: Okay, I'm a builder, I can easily edit a video at home as I do in the office, right? (16:56):
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Speaker1: Whereas other people on my team and my department are client facing, (17:00):
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Speaker1: they have to consult with people, they have to like you know (17:04):
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Speaker1: it's a more like talky kind of job so (17:06):
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Speaker1: for that i understand if they would require hey at least two three times (17:09):
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Speaker1: a week come in right so that's my problem is (17:12):
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Speaker1: when something like rta was enforced without nuance when (17:15):
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Speaker1: it's enforced on a company kind of blanket general level without (17:18):
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Speaker1: regard for people's unique situations right again some (17:21):
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Speaker1: people have more privilege than others or freedom than others i'm a single (17:25):
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Speaker1: parent you know that like i have obviously have more (17:28):
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Speaker1: limitations than like a single bro who's just (17:31):
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Speaker1: growing around you know what i mean so when when when higher-ups just fail to (17:33):
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Speaker1: think about the nuance and people's unique situations and they just enforce (17:38):
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Speaker1: the same like blanket wide that's when i take issue because it's like now you're (17:41):
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Speaker1: reducing humans to just like numbers and you're not thinking about them as humans (17:46):
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Speaker1: with with unique lives you know they. (17:50):
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Kevin Tejada: I don't think they ever have megan because they there's a (17:53):
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Kevin Tejada: there's a department called human resources and i feel like that's you (17:56):
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Kevin Tejada: know what are they doing label that's labeling human humans as resources it's (17:59):
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Kevin Tejada: kind of fucked up in the etymology anyway but i i agree with you back in in (18:04):
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Kevin Tejada: my previous it job where i was an it bitch boy i was doing desktop physical (18:08):
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Kevin Tejada: stuff right i had to come in twice a week i hated it but i understood it because i i can't like (18:12):
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Kevin Tejada: you know, do physical stuff from home like that. It was hard to do. (18:17):
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Kevin Tejada: And I had to ship laptops out sometimes, stuff like that. So I understood that. (18:21):
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Kevin Tejada: But then when I leveled up to a more specialized position like that, (18:24):
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Kevin Tejada: now I literally do not need to do anything that involves being at the office. (18:27):
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Kevin Tejada: So me having to come in at all, it's kind of lame, but I understand they paid (18:33):
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Kevin Tejada: for the building. So I know why they're doing it, but I don't think it's necessary. And I resent it. (18:38):
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Speaker1: I think it's just a dumb excuse. Like, can you reallocate those funds for something else? (18:43):
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Speaker1: Maybe, like, they're not thinking outside of the box. (18:49):
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Kevin Tejada: Yeah, and it depends on leadership, too. Like, in the old place, (18:52):
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Kevin Tejada: it was just for the building lease, basically. (18:56):
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Kevin Tejada: But in this new job I'd have, I say new, I've been there for, like, over two years. (18:59):
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Kevin Tejada: But we got a new, what was that? We got a new, basically, director for our department. (19:03):
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Kevin Tejada: And he's way more lax. Before that, we were doing like a very slow, (19:10):
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Kevin Tejada: very slow kind of, you know, we're going to come in twice a week, whatever. (19:14):
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Kevin Tejada: And then we got this new guy. He's like, I don't really care. (19:19):
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Kevin Tejada: So then people actually, there was more working from home from now on. (19:22):
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Kevin Tejada: And the thing that annoys me about the previous attempt is that if literally (19:26):
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Kevin Tejada: everyone in IT in that department were to come in, there would be no physical room for everyone. (19:30):
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Kevin Tejada: That's the frustrating part. There's actually not enough room for everyone. so (19:36):
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Kevin Tejada: we have to do this kind of hotel spacing with (19:39):
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Kevin Tejada: the desks yeah yeah we do that most people have to work from (19:42):
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Kevin Tejada: yeah so yeah it's it's a bit of short-sightedness and (19:44):
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Kevin Tejada: it like it has no nuance like you said like this is over turn from and the thing (19:49):
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Kevin Tejada: is the weird thing is too i don't know why some other companies do it this doesn't (19:52):
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Kevin Tejada: affect us but i've i hear like amazon doing it i'm like twitter doing why why (19:57):
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Kevin Tejada: you know how rich you guys are do you do you under you don't need like here's the thing. (20:03):
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Kevin Tejada: If they just sold the building or just didn't force people to come in, (20:09):
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Kevin Tejada: they can get, first of all, save money on the building and then have people work (20:13):
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Kevin Tejada: Maybe more i'm not saying they should work more because they're from home i'm saying (20:18):
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Kevin Tejada: like so i've seen some people do it like oh yeah you know i'll do an extra 15 (20:20):
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Kevin Tejada: minutes because i don't have to commute so whatever right i'll finish this thing (20:24):
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Kevin Tejada: up or whatever right they would actually get more if they just sold the fucking (20:26):
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Kevin Tejada: building and let everyone work from home i don't know why they don't do that (20:30):
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Kevin Tejada: i think it's a power trip thing for those companies to be quite honest with (20:34):
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Kevin Tejada: you but i don't know the actual reason i yeah (20:36):
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Speaker1: And we'll never know this is a constant conversation that i have with my with (20:40):
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Speaker1: my team because like when the rto happened for me we were just theorizing of Like, why? (20:44):
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Speaker1: Why are they doing this? It's so dumb. And to your point, we were also saying (20:48):
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Speaker1: similar sentiments of like, well, they could just sell the building. (20:52):
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Speaker1: Or so we're a property management company. We were like, well, (20:54):
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Speaker1: why don't they convert it to housing for like low income people? (20:57):
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Speaker1: Wouldn't that be great? You know what I mean? Like, just think outside of the box. (21:00):
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Speaker1: That's the thing. And it's, you know, I try not to expend too much energy. (21:04):
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Speaker1: Like, you know me because I'm a stoic. But like, it's one of those things where, you know what? (21:07):
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Speaker1: And unless you can crawl your way into the CEO's brain, you'll never know. (21:10):
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Speaker1: And so is it really worth is it really worth it yeah like for another job at this point. (21:15):
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Kevin Tejada: Right yeah so something some things there's some people can't be reasonable with to be honest (21:22):
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Speaker1: So exactly i understand. (21:27):
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Kevin Tejada: That entirely let's see i want to get into a little bit of the team building (21:28):
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Kevin Tejada: stuff i don't know if your office ever has like team building events or media (21:33):
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Kevin Tejada: or like in-person meetings is that a thing that (21:37):
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Speaker1: Just had it a couple weeks ago team how (21:39):
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Speaker1: was that team kick off i mean it's it's (21:42):
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Speaker1: nice like i actually like the people i work with so it's nice to (21:45):
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Speaker1: socialize but in terms of the activities we did it's just (21:48):
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Speaker1: like always it's a waste of time we did strength finders i (21:51):
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Speaker1: know a lot of corporate companies do that have you heard of it it's kind of like if (21:54):
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Speaker1: you've heard of myers-briggs that's another popular one of like it's a (21:57):
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Speaker1: personality test essentially i've heard of that right yeah so it's (22:00):
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Speaker1: kind of like the myers-briggs but it's like strength finders is this (22:03):
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Speaker1: corporate test you can take that basically identifies what (22:06):
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Speaker1: are your like top five to ten strengths and then how (22:09):
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Speaker1: do you leverage that in context with your team so like for instance i (22:11):
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Speaker1: am a strategic thinker so you (22:14):
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Speaker1: should capitalize me in strategic position so i (22:17):
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Speaker1: get that but like the reason why i'm so jaded about it (22:20):
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Speaker1: is like i've taken the test now like four times and (22:23):
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Speaker1: like it's a good team building activity but i don't really see anyone (22:26):
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Speaker1: doing anything with it you know what i mean it's like oh we have this like very (22:29):
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Speaker1: like wholesome like team building session for like a week and we're talking (22:33):
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Speaker1: about it but then like when it comes to my actual work and the projects that (22:36):
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Speaker1: we do for the rest of the year I don't see the leaders or anyone doing anything (22:39):
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Speaker1: to capitalize on my strategic mind or to capitalize on Tom's, (22:43):
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Speaker1: social you know what I mean like it's just this thing but like why did I drive (22:47):
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Speaker1: all the way here to like take a personality test and like you know so yeah. (22:51):
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Kevin Tejada: I honestly I'm kind of in the same boat I have some complaints but it's honestly (22:57):
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Kevin Tejada: kind of okay the the all-staff meetings we have because we go in we get free (23:01):
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Kevin Tejada: food and then we build some kind of weird paper airplane or something and then (23:05):
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Kevin Tejada: that's it it's it's like that kind of stuff so it's like it's fine but sometimes (23:09):
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Kevin Tejada: the meetings are i don't like by the end of it i'm like (23:13):
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Speaker2: I didn't have to be here. (23:17):
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Kevin Tejada: Really? Exactly. You know what I mean? Like sometimes I'm like, (23:18):
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Kevin Tejada: I remember one of them was super, super irrelevant. It was about 40 minutes (23:20):
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Kevin Tejada: of discussing the deep finances of the place I work at. (23:25):
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Kevin Tejada: And I'm like, I'm not going to do anything with this information. (23:29):
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Kevin Tejada: I'm glad I got to eat for free. But I mean, I didn't like, I don't think this (23:33):
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Kevin Tejada: meeting needed to be necessary. (23:37):
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Kevin Tejada: You need to bring in all the work from home people for this. (23:38):
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Kevin Tejada: But, you know, you can do that. (23:40):
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Kevin Tejada: By the way, I wanted to get to this before I forgot. one of my biggest (23:42):
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Kevin Tejada: pet peeves and we've talked about this before whether (23:45):
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Kevin Tejada: you're talking about slack teams whatever kind of communication and (23:48):
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Kevin Tejada: basically the the people some people i don't (23:52):
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Kevin Tejada: think many people do this through email but just the communication when (23:55):
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Kevin Tejada: people ask for permission and wait for permission before actually unloading (23:58):
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Kevin Tejada: on you and i'm talking about messages you on teams like hey and they will not (24:03):
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Kevin Tejada: tell you what the fuck they want until you say hey i've had this before I've (24:07):
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Kevin Tejada: had and I didn't respond like I'm just not responding and then later like hey you there you know (24:12):
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Kevin Tejada: you sent me about four messages there and you could have just sent the original (24:17):
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Kevin Tejada: thing and as I got back to you it could have been done already I just want to (24:21):
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Kevin Tejada: let you know that I didn't say that because I was in the position I was I would (24:24):
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Kevin Tejada: have gotten me in trouble or something but I (24:27):
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Kevin Tejada: hate when people do that with a passion Was it superior? (24:30):
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Speaker1: I don't understand That particular scenario or was it just your okay so that's (24:33):
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Speaker1: why you were kind of like watching your words if it was your teammate would (24:37):
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Speaker1: you have just like left them on red for like (24:40):
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Speaker1: forever because that's that's what i do that's why i ask is like i am that person (24:42):
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Speaker1: if you were just like hey you ain't getting no response from me and you can (24:46):
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Speaker1: you can say hey for five years you need to tell me what you want it's like you're actually it. (24:50):
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Kevin Tejada: Was superior that i actually respected so i'm like oh i really yeah i don't (24:56):
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Kevin Tejada: want to say anything mean so i'm just want to say anything right now until a (25:02):
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Kevin Tejada: bit later but there's some times where there's some people you work with i'm (25:04):
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Kevin Tejada: like i'm i'm not going to be vitriolic but i'm not going to hide in any way (25:08):
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Kevin Tejada: that i'm not really a fan of you at all. (25:11):
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Kevin Tejada: There's so many times where I just got into almost heated arguments in the past (25:14):
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Kevin Tejada: job of Superior, and I'm like, I'm literally the best (25:19):
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Kevin Tejada: employee in this job title, so I know for a fucking fact you're not going to (25:22):
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Kevin Tejada: fire me, so I'm going to push back on this a lot, because I know you're not firing me. (25:27):
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Kevin Tejada: I know for a fact you're not. Because if you're left with the other guy, you guys are fucked. (25:31):
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Kevin Tejada: So I felt more free to do that, and I did do that with the other (25:35):
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Kevin Tejada: the other guy good just leave him on red because i don't i don't like that i guess i (25:41):
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Speaker1: It's done basically. (25:46):
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Kevin Tejada: What it does in my opinion it teaches them (25:47):
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Kevin Tejada: that they are able to kind of beckon (25:50):
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Kevin Tejada: you like a dog to say hey and then they expect (25:54):
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Kevin Tejada: you to get back to them first and then they can tell you as if you're like (25:57):
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Kevin Tejada: a little pet like here come here come here come here let me tell you the command now like (25:59):
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Kevin Tejada: no please just tell me like tell me immediately or (26:02):
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Kevin Tejada: send me an email or something but this like back and forth walk on (26:06):
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Kevin Tejada: the fuck over if you want to have this kind of thing you know what i mean right (26:09):
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Kevin Tejada: right this this is a what does he call it asynchronous communication okay right (26:12):
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Kevin Tejada: right it's not like if i don't respond to you in four minutes it's not like (26:17):
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Kevin Tejada: an invitation for you to get upset or to keep pinging me pinging me just tell (26:20):
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Kevin Tejada: me what you need as soon as i see it i'll respond to it (26:24):
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Speaker1: Yeah i. (26:26):
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Kevin Tejada: Know this happened with you a (26:27):
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Speaker1: Lot yeah for sure and i think this touches on a (26:28):
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Speaker1: broader category which i feel like is part of this corporate (26:31):
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Speaker1: conversation of just like effective communication which (26:34):
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Speaker1: is something that i feel like a lot of people in corporate are lacking and you (26:37):
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Speaker1: can expand this beyond slack to like real-time communication (26:40):
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Speaker1: like this or meetings like like i really respect and (26:43):
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Speaker1: value people who know how to convey what they want to convey concisely (26:46):
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Speaker1: and precisely and they're not conveying less (26:50):
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Speaker1: or more than they need to i love people like that right because i (26:53):
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Speaker1: feel like it it respects people's time and it (26:55):
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Speaker1: makes people's time and work more efficient across the (26:59):
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Speaker1: board so tying it back down to like slack because (27:01):
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Speaker1: we use slack it may seem like such a trivial thing but like i feel (27:04):
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Speaker1: like it speaks to a larger commentary and like because if (27:07):
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Speaker1: someone did the hate thing to me right it's in the context of (27:10):
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Speaker1: slack but if they're constantly doing that i can make inferences to how (27:13):
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Speaker1: they are as a person in other situations do you (27:16):
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Speaker1: get what i'm saying like oh how might they be when i'm talking to them (27:19):
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Speaker1: in real time how might they be in a meeting they're probably that person (27:21):
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Speaker1: who asks that last minute question you know what i mean they're probably like (27:24):
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Speaker1: when i talk to them speak like speaking 10 sentences but they could have just (27:28):
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Speaker1: said one you know what i mean so i feel like this speaks to a larger commentary (27:32):
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Speaker1: of like yo people like learn effective communication if there's one soft skill (27:35):
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Speaker1: that i feel like it's going to benefit you both per. (27:39):
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Speaker2: Personally and professionally, learn how to communicate because you're respecting (27:42):
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Speaker2: people's time and you're being considerate of people's time. (27:46):
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Speaker1: So that's my commentary on that. (27:48):
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Kevin Tejada: Yeah, I feel very thankful because I actually like my boss a lot. (27:52):
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Kevin Tejada: We're on the same wavelength on a lot of things. He tells me if a meeting is (27:58):
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Kevin Tejada: not optional, he's not fucking doing it. (28:01):
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Kevin Tejada: He wants to eliminate as many meetings as possible. And sometimes when I come to him, (28:03):
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Kevin Tejada: because there are some of these things that happen in terms of office culture, (28:08):
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Kevin Tejada: I'm like, hey so this person was kind of like this (28:11):
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Kevin Tejada: i kind of want to do this is this going to be a thing we're going to (28:14):
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Kevin Tejada: be doing he's like no don't worry about that shit okay i didn't (28:16):
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Kevin Tejada: know he's basically saying i it's nonsense don't don't pay attention to that (28:19):
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Kevin Tejada: stuff just ignore it don't waste your time on that i really really appreciate (28:23):
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Kevin Tejada: that and i feel like having a good culture yeah is is great it's it's it's mentally (28:27):
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Kevin Tejada: life-saving honestly and that is part i think that's part of the set anyway Wait, (28:33):
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Kevin Tejada: we should get into the stats part over here. Okay. I'm going into some numbers here. (28:38):
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Speaker1: Let's do it. (28:41):
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Kevin Tejada: Okay. So this first stat here, 85% of employees are not engaged at work. (28:42):
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Kevin Tejada: Oh. It seems a little high, but when I think about it, I get it. (28:49):
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Kevin Tejada: That makes sense to me. I don't know if... (28:53):
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Speaker1: Now I have some follow-up questions. What do you mean by engaged? How do you measure that? (28:55):
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Speaker2: I don't know. (29:01):
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Kevin Tejada: I like to kind of take these stats (29:02):
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Kevin Tejada: and just like create context for myself because this is not a, you know. (29:03):
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Speaker1: My mind is very analytical. So now I'm thinking of the follow-ups. (29:07):
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Kevin Tejada: I think what it means is that they're actually, there's like no daydreaming (29:12):
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Kevin Tejada: involved at work or they actually care. (29:17):
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Kevin Tejada: That's why I take it to be engaged because I feel like 85% of people are not that. (29:19):
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Kevin Tejada: And I count myself most of the time as well. If I'm in a meeting, (29:26):
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Kevin Tejada: I'm, you know, paying attention, you know. Right, right, right. (29:29):
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Kevin Tejada: Otherwise you know it can be it can be hit or miss do you feel like this number is accurate (29:32):
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Speaker1: It feels a little high see i'm just i have a lot of follow-up (29:36):
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Speaker1: questions like is this across all in this is this across all (29:39):
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Speaker1: industries you know what i mean is this like project specific (29:42):
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Speaker1: because like i'm like you were it depends on (29:45):
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Speaker1: what's going on like what project i'm on like for instance tying it (29:48):
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Speaker1: back to my strategic mind if i am on a project where my strengths are not being (29:51):
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Speaker1: capitalized and it's just like yo why do you even have me doing this then of (29:56):
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Speaker1: course i'm not going to be engaged right because there's no intrinsic motivation (29:59):
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Speaker1: but if i'm in a project where you know what you are capitalizing on my strengths (30:01):
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Speaker1: and my interests and i'm good of course i'm going to be more engaged you know (30:05):
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Speaker1: so it depends what's going on. (30:08):
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Kevin Tejada: I think it depends but probably overall basically i think the point of this (30:10):
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Kevin Tejada: is most people don't give that much of a shit about (30:14):
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Speaker1: Their job that's. (30:16):
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Kevin Tejada: Why i take it to me (30:17):
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Speaker1: Yeah i mean to that i can i can stand with you because like at the end of the (30:18):
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Speaker1: day we're all adults who just need to pay bills or most of us anyway the ones (30:23):
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Speaker1: who are not like rich entrepreneurs or youtubers or influencers those of us (30:26):
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Speaker1: who are not that the nine to five people we just need to pay the friggin bills (30:30):
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Speaker1: and we need to put food on the table. (30:34):
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Kevin Tejada: So a job is a job yeah yeah i agree that's that's a big one so i i i kind of (30:36):
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Kevin Tejada: think this number is probably on point but i agree there would need to be some (30:42):
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Kevin Tejada: kind of follow-up i think but (30:45):
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Speaker2: All right. (30:47):
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Kevin Tejada: Next that is companies with engaged employees engaged again. (30:48):
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Kevin Tejada: So maybe this might be tough. (30:51):
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Kevin Tejada: So companies with engaged employees outperform those without by up to 202%. (30:53):
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Kevin Tejada: So that is that's three times more. (30:58):
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Speaker2: Yeah. (31:00):
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Kevin Tejada: I mean, yeah, I guess so. That's true. Yeah, you've met those people like, (31:01):
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Kevin Tejada: oh, I'm totally into this. I'm into the mission, so to speak, or whatever. (31:05):
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Kevin Tejada: Or even something like myself with in the past, like I coach now, (31:09):
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Kevin Tejada: but when I was in gyms and a personal trainer, (31:13):
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Kevin Tejada: I actually did care about getting people to (31:15):
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Kevin Tejada: where they wanted to get to so i feel like i was more effective for (31:18):
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Kevin Tejada: the clients that way because i did actually care but i feel (31:22):
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Kevin Tejada: like many people in their positions don't really care (31:24):
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Kevin Tejada: for example if if for most people if you gave them a check for about five million (31:28):
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Kevin Tejada: and like quit your job right now they would do it immediately because it's not (31:32):
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Kevin Tejada: it's not really the job that they're engaged with it's the the the money and (31:37):
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Kevin Tejada: the health care that's uh they're (31:42):
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Speaker1: Really health care that's podcast number two i got it and he just like you said that word oh. (31:45):
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Kevin Tejada: Man that's one of my my biggest actual annoyances with jobs is that most of (31:51):
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Kevin Tejada: the good health care is tied to jobs i'll say or rather in terms of bang for (31:56):
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Kevin Tejada: buck ratio because you can get good health care outside of a job but holy hell (32:02):
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Kevin Tejada: it's gonna cost you like 800 a month or something like that yeah (32:05):
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Speaker1: It's not worth it. (32:08):
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Kevin Tejada: No it's not so a lot of people they stay with jobs that they're not big fans (32:10):
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Kevin Tejada: of because health benefits are so great they need that they need that shitty job to live essentially (32:16):
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Speaker1: Again it's one of those many factors that keep people tied to their jobs like (32:22):
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Speaker1: you know earlier we're talking about like the fun office like you can make like (32:27):
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Speaker1: a freaking 300 item list of all the things that keep people tied speaking to (32:30):
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Speaker1: the larger structural system of like our freaking country of like college educations, right? (32:35):
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Speaker1: The four-year degree and like you need a degree to get a job. (32:39):
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Speaker1: It's all tied together to make people corporate slaves. (32:42):
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Kevin Tejada: Yeah, pretty much. (32:46):
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Speaker1: It's all related. (32:47):
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Kevin Tejada: It really is. It's really frustrating that that's the case. (32:48):
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Kevin Tejada: By the way, while we're doing this, I ran elaborations on some of the engaged. (32:52):
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Kevin Tejada: So by engaged, these stats are meant to mean that they're either checked out (32:57):
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Kevin Tejada: or actively hating their jobs, (33:04):
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Kevin Tejada: which is kind of what i was guessing it would be so does that does that does (33:06):
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Kevin Tejada: that ring true with not engaged basically yeah (33:10):
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Speaker1: Yeah that makes sense for me like. (33:13):
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Kevin Tejada: Checked out makes more sense like the quiet quitting which i think is kind of (33:15):
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Kevin Tejada: a lame term the term is literally doing your job and nothing more i don't like (33:19):
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Kevin Tejada: that it's labeled quiet quitting it's kind of it makes (33:23):
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Speaker1: Sense though i actually just learned that term recently too and it makes sense (33:25):
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Speaker1: i've definitely quiet quit from from some places. (33:28):
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Kevin Tejada: But the thing is, it's interesting because the way it's described is say people (33:32):
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Kevin Tejada: will do their tasks and then not go the extra mile. (33:36):
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Kevin Tejada: And I think they're doing their job then, I guess, because if they needed to (33:39):
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Kevin Tejada: do more, then that more would be part of their job. (33:43):
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Kevin Tejada: In my opinion, it just seems like that quite quitting is like passive aggression (33:46):
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Kevin Tejada: of saying, hey, why aren't you working overtime more unpaid? (33:50):
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Kevin Tejada: That's what it sounds like to me anyway. Yeah. You know. (33:53):
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Speaker1: Well, I think it's also just like being like a freaking like engage, (33:56):
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Speaker1: like back to that word engage, like in meetings. (34:00):
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Speaker1: Am i voicing am i voicing some ideas am i voicing some thoughts am i responding (34:02):
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Speaker1: to people like you know i feel like it's just your basic day-to-day how you (34:06):
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Speaker1: carry yourself because the places that i've quiet put from that i stop that (34:09):
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Speaker1: too and like well i'm literally just gonna do this project you assigned me and (34:13):
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Speaker1: i'm not gonna talk to anyone if i don't need to talk to you i'm not going to if i don't need to get. (34:16):
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Speaker2: Opinions i won't (34:20):
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Speaker1: If i'm in a meeting i'll just be like this and be like okay like you know what (34:20):
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Speaker1: i mean to me that that's another factor of like i am checked out like I. (34:24):
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Kevin Tejada: Think for me, quiet quitting and not engaged is, for me, it's, (34:29):
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Kevin Tejada: you don't care if you get fired. (34:33):
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Kevin Tejada: That's what it feels like for me. You just don't give a shit. Yeah. (34:35):
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Kevin Tejada: Yeah. At my previous place, it was like that. I feel like I quite quit that (34:39):
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Kevin Tejada: place in that I'm like kind of looking for jobs somewhere else, (34:43):
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Kevin Tejada: but not too much because it's not like bad enough for me to leave. (34:47):
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Kevin Tejada: I'm like, I don't really care. I'm kind of browsing for something better maybe. (34:50):
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Speaker1: Yeah. Oh, well, by that definition, I've been quiet quitting for the past three (34:53):
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Speaker1: years at my job. Oh, dang. (34:56):
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Kevin Tejada: I mean, for everyone, you should always be on the lookout for opportunities (34:58):
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Kevin Tejada: for yourself, of course. (35:02):
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Kevin Tejada: But in quiet quitting, it's more like, I don't care if I get fired because I (35:03):
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Kevin Tejada: will just actually take my job hunt seriously instead of casually. (35:07):
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Kevin Tejada: And that's what, that's for me, that's what it should be instead of like, (35:10):
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Kevin Tejada: I'm just doing my job and that's it. That's, come on. Yeah. That's not quiet (35:13):
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Kevin Tejada: quitting. That's just doing your job in my opinion. (35:16):
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Kevin Tejada: So here's another stat that I find to be interesting. 78% of millennials saw (35:19):
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Kevin Tejada: us prioritize work-life balance over salary when choosing a job. Yep. Yes. (35:25):
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Speaker1: Very, very true. (35:31):
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Kevin Tejada: Very true. I agree. Yeah. Because here's the thing. (35:33):
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Kevin Tejada: For me in my position in my field, because I'm specialized in IT, (35:36):
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Kevin Tejada: I could take myself somewhere else and make more money. (35:40):
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Kevin Tejada: I'm talking like maybe a couple dozen percent higher in salary. (35:44):
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Kevin Tejada: However, I know for a fact it's going to be a pain in the ass if I do that because (35:47):
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Kevin Tejada: the The place I'm at now is so chill. It is unbelievable. (35:52):
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Kevin Tejada: I don't want to lose that. And that's worth more to me than getting some extra (35:56):
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Kevin Tejada: money by working much harder at somewhere else. So I agree. (36:00):
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Kevin Tejada: And work-life balance is super important because... (36:04):
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Speaker2: I need to live my life and not live to work, (36:07):
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Kevin Tejada: You know? (36:10):
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Speaker1: I'm in the same exact boat. Like you took the words out of my mouth. (36:11):
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Speaker1: I think I messaged this to you when we were WhatsAppping, but like, (36:14):
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Speaker1: that's kind of like my hesitation to like signing on right away with like something (36:16):
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Speaker1: that's like, oh, they're going to make 15K more. (36:21):
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Speaker1: It would be like a better title. Because, you know, I want to be a manager someday, right? (36:23):
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Speaker1: But that's my hesitation. Because like currently, despite all the flaws and (36:26):
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Speaker1: the RTO bullshit, like you, like my team right now is so chill. (36:29):
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Speaker1: And I have that flexibility. and people know that I'm a single mom and if I (36:33):
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Speaker1: need to like, hey, like not be on this hour. (36:37):
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Speaker1: And like, honestly, the chillness of my job is what allows me to like do basic things like work out. (36:40):
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Speaker1: Like I think I told you this too. Like my workouts are like integrated into (36:45):
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Speaker1: my workday because that's what works for me. Or like cook a meal, right? (36:48):
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Speaker1: I would hate to move to a job where yeah, I make, you know, 15K more, (36:52):
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Speaker1: but now I don't have time to cook and I'm expected to be online from 8 a.m. to 5 p.m. (36:55):
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Speaker1: And I don't have time to work out. Well, what's the point then? (37:00):
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Speaker1: Like I'm losing my health and I'm losing my well-being. So I'm with you there. (37:02):
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Kevin Tejada: You just brought something up that gave me like a PTSD right now. (37:07):
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Kevin Tejada: And it didn't affect me as much, but I know people who have been affected by this a lot. (37:11):
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Kevin Tejada: If you have a manager superior who they watch your, like on Teams or Slack or (37:15):
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Kevin Tejada: something, they watch your online status like a hawk. (37:21):
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Kevin Tejada: And if you go away or something like that, they will say, hey, (37:23):
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Kevin Tejada: are you there? Are you working? Oh my God. (37:27):
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Kevin Tejada: That's happened very slightly at a previous one. But I know that I know I know (37:30):
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Kevin Tejada: people right now who that's happened to. (37:34):
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Kevin Tejada: And like that, that's that's fucked. I don't know how to describe it. (37:36):
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Kevin Tejada: Besides, it's just fucked. I don't know. I hope it doesn't happen where you're (37:40):
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Kevin Tejada: at. But that is in the next level micromanaging. (37:44):
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Speaker1: Yeah, it's just bad management. It's bad leadership and people like that who (37:46):
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Speaker1: don't have basic trust of their their employees. (37:50):
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Speaker1: And it just boils down to like respect, too. (37:53):
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Speaker1: I believe those people shouldn't even be in leadership positions because like, you know what I mean? (37:56):
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Speaker1: You're just a bad manager. If you're not holding your team to the standards (38:01):
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Speaker1: of like, you know what, it doesn't matter if I'm watching you or not, (38:04):
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Speaker1: I know you're going to do your job, right? (38:07):
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Speaker1: If you're not holding your team and you don't have their buy-in in that, (38:09):
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Speaker1: then you shouldn't even be a manager. I agree. (38:13):
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Kevin Tejada: And if that's the way that they check if you're being active or not, (38:15):
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Kevin Tejada: then that's pretty shit too. (38:20):
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Kevin Tejada: Yeah you know and for me personally you know for some of (38:21):
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Kevin Tejada: my youtube videos i've hired thumbnail editors and i don't (38:25):
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Kevin Tejada: care when it's done how it's done (38:29):
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Kevin Tejada: as long as there's a there's a deadline as long as it's done before that time (38:32):
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Kevin Tejada: i don't care if you're doing this while while fucking hang gliding i don't give (38:35):
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Kevin Tejada: a shit like i don't care i feel like more managers or suppliers should have (38:39):
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Kevin Tejada: this mindset like right these are like tab this is what needs to be done how (38:43):
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Kevin Tejada: you do that and when you know not not counting timelines of course (38:47):
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Speaker2: How you do that and when, (38:52):
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Kevin Tejada: It does not matter. The point is that you can do this. That's why you're hired. (38:53):
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Kevin Tejada: So just, you know, work at work at this. (38:57):
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Kevin Tejada: So I, those people just say, hey, are you online? (39:00):
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Speaker1: Those have been my favorite managers. Historically, thinking back to like, (39:03):
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Speaker1: who were my favorite bosses? It's people like that. (39:06):
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Speaker1: Like at my last job, the one before the one I'm at now, my boss was like that. (39:09):
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Speaker1: He would be like, here's your task. And like you, he would say like, this is when it's due. (39:12):
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Speaker1: Get it done. I don't freaking care like what you do, like what methods you use. (39:17):
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Speaker1: And like, honestly, an approach like that actually makes me want to work harder (39:20):
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Speaker1: more than the micromanager. (39:24):
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Speaker1: And the reason why is because like, holy shit, like he is expecting like a stellar (39:26):
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Speaker1: product and like I can't let him down. (39:29):
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Speaker1: He's placing all this trust in me. So it all boils down to trust. (39:31):
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Speaker1: Right. So he's not micromanaging at all. He may not check in at all between, (39:34):
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Speaker1: you know, the day he assigns it and the day it's due. (39:37):
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Speaker1: But that makes me work harder, which is a really interesting, really interesting. (39:40):
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Kevin Tejada: That's hilarious because I'm the same way. It makes me want to do the task better, (39:44):
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Kevin Tejada: but for the opposite reason. Because a micromanager, every time he's like, (39:48):
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Kevin Tejada: hey, you're doing this, you do this, I want to not do it because I'm saying (39:52):
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Kevin Tejada: fuck you in my head constantly. (39:55):
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Kevin Tejada: So, you know, I would do a little worse job there because I just am not happy (39:58):
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Kevin Tejada: with whatever's happening. (40:02):
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Speaker1: I'm the same as you. Oh, man. Full agreement. Full agreement. (40:03):
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Kevin Tejada: Next stat, 57% of employees say they're stressed at work on a daily basis. (40:06):
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Kevin Tejada: That's low, I think. Almost half. (40:12):
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Kevin Tejada: I think that's low. I'm going to be real. (40:15):
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Speaker1: Yeah. Yeah, that is kind of low, huh? for for america too knowing knowing how our culture is yeah. (40:17):
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Kevin Tejada: That's kind of (40:24):
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Speaker1: Maybe they're lying maybe this survey was taken because that's the thing it's (40:25):
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Speaker1: like you know sometimes people are afraid to voice how they really feel when (40:29):
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Speaker1: it comes to surveys because like my managers will see this and i don't know yeah. (40:33):
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Kevin Tejada: And i wonder what stress means like the stress of just being there having to (40:38):
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Kevin Tejada: work or because there's specific projects happening it could be either which (40:41):
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Kevin Tejada: way i guess Because some days I'm stressed at work, some days I'm not. I'm usually not. (40:45):
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Kevin Tejada: But some days I'm like, this thing is happening this day, so I am stressed. (40:48):
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Kevin Tejada: Yeah. It says daily basis, so I'm assuming they just have a constant level of stress. (40:52):
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Speaker1: Yeah. Maybe on the verge of burnout, I would assume just to the point where (40:57):
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Speaker1: you're like, you know what, it's affecting my mental and I just don't have the (41:00):
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Speaker1: ability to handle this anymore. (41:03):
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Kevin Tejada: Yeah. (41:05):
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Speaker1: Which is unfortunate. (41:06):
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Kevin Tejada: Yeah. That seems kind of about right, I guess. Last one here. The average worker... (41:07):
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Kevin Tejada: I know this one's true. The average worker is productive for only two hours and 53 minutes per day. (41:13):
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Speaker1: I mean, that sounds like my stats, but you know what? Those two hours, (41:19):
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Speaker1: I crank out some damn good material. (41:23):
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Kevin Tejada: I think this is statistically true. I'm not sure why we have eight hour days anymore. (41:26):
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Kevin Tejada: I know there used to be 12 hour days back way back when, but I think we could lower to be honest. (41:30):
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Kevin Tejada: I at least lower the day, like four days, three days a week or something. (41:36):
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Kevin Tejada: Because honestly like let's be real most people okay so i i'm sure many people (41:39):
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Kevin Tejada: have read this book deep work by cal newport (41:44):
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Speaker1: And i know you recommended it to me yeah. (41:47):
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Kevin Tejada: It's so the concept of actual deep work is just (41:49):
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Kevin Tejada: for like basically focus remove anything that's not important like the emails (41:53):
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Kevin Tejada: and slack messages as you mentioned just kill them whatever and then you focus (41:57):
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Kevin Tejada: on the tasks at hand and just deep dive into them for maybe 90 minutes to four (42:01):
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Kevin Tejada: hours or something like that. And then it's done. (42:08):
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Kevin Tejada: And the thing is with deep work is that after that, your brain is not super (42:11):
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Kevin Tejada: capable of doing things that are too involved after that. (42:16):
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Kevin Tejada: You know what I mean? Like you can obviously do little things here and there, (42:21):
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Kevin Tejada: but you're not going to be able to put that much focus into the big tasks after (42:23):
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Kevin Tejada: your brain's already exhausted itself. (42:27):
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Kevin Tejada: And I feel like this is basically three hours is telling me and that kind of (42:29):
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Kevin Tejada: lines up like after three hours I don't think rather after three hours of actual (42:32):
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Kevin Tejada: actual hard work I don't think most people are doing much that's important or (42:37):
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Speaker2: Serious. (42:43):
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Kevin Tejada: So I think this lines up because the rest of the time is kind of, (42:44):
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Kevin Tejada: you know, emails, browsing, fucking web or something. It's just, yeah, whatever. (42:47):
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Speaker1: And I know a lot of people just like, so for me, for my job, (42:52):
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Speaker1: we're required to like log our metrics. Like, hey, I spent X number of time on this project. (42:54):
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Speaker1: So kind of tying it back to your point, I feel like a lot of people with the (42:59):
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Speaker1: 40 hour workweek expectation will just end up lying on their metrics just to be like, well, hey, (43:02):
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Speaker1: I completed the task in four hours, but you want me to prove that i've spent (43:08):
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Speaker1: eight hours working today so let me just log some random bullshit for the other four hours. (43:11):
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Kevin Tejada: I support it yes (43:15):
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Speaker1: I'm wondering like in my ideal world (43:16):
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Speaker1: we would be measured not unlike the amount of time we spent on something oh (43:19):
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Speaker1: megan spent 40 hours working this week but rather completion of maybe like deliverables (43:22):
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Speaker1: and tasks and projects right because ultimately that's what you want to see (43:26):
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Speaker1: right like if you sign me a video for example hey she got it done and the time (43:30):
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Speaker1: that she spent on it is irrelevant i asked for this video this week it got done this week, (43:35):
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Speaker1: she completed her and she's getting her salary like i i feel like a world like (43:39):
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Speaker1: that would be lovely you know what i mean. (43:43):
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Kevin Tejada: Great and honestly it's weird because what this (43:45):
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Kevin Tejada: implies is that for that video if it took you the full 40 hours it has more (43:48):
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Kevin Tejada: value for some reason than if you did it in like two hours very quickly it would (43:53):
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Kevin Tejada: mean if you did in two hours that your skill is immense it's awesome if you (43:58):
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Kevin Tejada: did it the full 40 apparently because you took more time it's more important it's better it's just (44:02):
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Kevin Tejada: I don't really I don't really agree with that because like I said the average (44:08):
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Kevin Tejada: the average person honestly I don't think they have that much in them each day (44:13):
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Kevin Tejada: especially with the monotony of depending how often you have to go in you your (44:16):
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Kevin Tejada: brain can only output so much there's so many times when I'm at work and I'm like (44:21):
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Kevin Tejada: Okay, so it's like a lunch time is around 12 or 1 or whatever, right? (44:26):
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Kevin Tejada: And then after that, you have a couple hours left. And I'm thinking, (44:30):
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Kevin Tejada: man, after lunch, I'm going to do, I'm going to get this done, this and this done. (44:33):
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Kevin Tejada: And I'm like, after lunch, I'm like, I get maybe one of those things done because I'm just done. (44:36):
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Kevin Tejada: I already blew my mental load earlier in the day. I'm like, I'm, I'm, I'm, yeah. (44:41):
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Speaker1: And that is why one of the top productivity tips that you hear all the time (44:46):
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Speaker1: is like, you know, do the hardest tasks first, right? Or a time batch accordingly (44:51):
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Speaker1: based on your energy levels, like know how your energy levels are. (44:55):
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Speaker1: If you're a night owl and you like to do those hard tasks in the evening, (44:58):
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Speaker1: then batch your time accordingly. (45:01):
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Speaker1: So I feel like that's just tying back to this, you know, people have to adapt (45:03):
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Speaker1: and implement these kinds of productivity tips because we are working in a system (45:06):
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Speaker1: that is dumb with an arbitrary, you know, nine to five, 40 hour work week. (45:11):
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Kevin Tejada: Yeah, that's exactly what I try to do as well, because I found it to be true. (45:15):
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Kevin Tejada: You know today is recording this on a monday early on (45:20):
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Kevin Tejada: in monday i was up at like 6 30 and what i did was i (45:23):
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Kevin Tejada: wrote my newsletter first thing and then i recorded like (45:26):
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Kevin Tejada: eight instagram reels so then i'm going to later i'm going to kind of edit a (45:29):
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Kevin Tejada: schedule and whatever so first the first thing done of the week is like the (45:35):
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Kevin Tejada: hard stuff that i actually have to mentally pay attention to be engaged in all (45:39):
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Kevin Tejada: this kind of stuff the rest of the week editing shit like who cares about that (45:42):
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Kevin Tejada: like doing little words, (45:46):
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Kevin Tejada: stuff like that, that's less important than the big stuff, which is just setting (45:48):
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Kevin Tejada: everything up and just going for it. (45:51):
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Kevin Tejada: And this, for example, is why I'm going to edit this later, but this is kind (45:53):
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Kevin Tejada: of the hard part for me mentally, just like actually being awake and speaking (45:57):
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Kevin Tejada: and thinking and all this kind of stuff. (46:01):
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Kevin Tejada: Later in the editing, that's not really important. That's the less productive (46:03):
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Kevin Tejada: stuff. So it can be later. And like you said, you prioritize the actual (46:05):
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Kevin Tejada: you know mentally draining tasks earlier you actually be more productive that way yeah (46:10):
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Speaker1: When i was a content creator i had a very similar system (46:15):
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Speaker1: to you where it's like earlier in the week i would do like i would call them (46:19):
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Speaker1: like my stage days where it's like i have to be on camera i have (46:21):
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Speaker1: to like talk and then i would also argue though (46:24):
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Speaker1: that like the prepping sometimes can be just as taxing like (46:27):
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Speaker1: for me i wasn't like you where i did did a rough (46:30):
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Speaker1: outline i actually wrote my scripts out word for word for my podcast so that (46:32):
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Speaker1: was very time intensive so both of those activities actually i i batched those (46:35):
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Speaker1: earlier in the week similar to you so that the late the later days in the week (46:39):
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Speaker1: i could spend on kind of like they weren't easier by any means but it's just (46:44):
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Speaker1: like i didn't need to be on camera i could be like you know chilling in my pajamas or whatever. (46:47):
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Kevin Tejada: No i agree that the the prep for some of the stuff (46:51):
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Kevin Tejada: can be harder but in in your case that would be the (46:53):
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Kevin Tejada: prep would be like the big task whereas for me (46:56):
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Kevin Tejada: the prep is like i have all these fucking setups and tools (46:59):
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Kevin Tejada: like that that shit doesn't matter to me it's actually doing it that's the hard (47:02):
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Kevin Tejada: part for me for you i think that's probably the easier part is you like setting (47:05):
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Kevin Tejada: everything up is probably the the more taxing part but it's (47:08):
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Kevin Tejada: opposite but either way the point is like the stuff that's extra hard (47:11):
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Kevin Tejada: and important for you do this shit first and then the rest of your day is probably (47:14):
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Kevin Tejada: fucked like after we record this i'm not doing shit that i think is coming later (47:19):
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Kevin Tejada: different time i'm done after this yeah you know so i agree the three hour three (47:22):
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Kevin Tejada: hour metric seems about right so i want to kind of i mean it's hard (47:29):
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Speaker2: To do this (47:33):
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Kevin Tejada: Because this is american office culture but what kind of ideas do you think (47:33):
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Kevin Tejada: would actually be helpful to combat some of this stuff you mentioned some earlier (47:39):
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Kevin Tejada: with basically learning how to communicate will solve most of this stuff but (47:43):
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Kevin Tejada: what about i don't know more practical stuff like for example i mean it's not ideal but (47:47):
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Kevin Tejada: carpooling could be something i guess i don't know it's still waste your time (47:53):
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Kevin Tejada: but you don't have to have a car i guess that's something yeah or (47:57):
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Speaker1: I guess to that point of commute it's still (48:01):
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Speaker1: eating up time but maybe finding ways to this is (48:03):
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Speaker1: so cheesy but to integrate beauty into your day what (48:06):
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Speaker1: i mean by that is like if you can afford to ride your bike to work okay you're (48:09):
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Speaker1: still taking time to commute but it's a more scenic experience you're getting (48:12):
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Speaker1: some exercise in or if you can afford to walk during your lunch break you know (48:16):
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Speaker1: what i mean so it's like yeah we're all stuck in this stupid nine-to-five drudgery (48:20):
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Speaker1: but if you can find ways to like weave in some like you know some (48:23):
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Speaker1: beautiful moments for yourself at least that's what i try to do you know what (48:27):
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Speaker1: i mean so it's so it's not so dull and dreary and yeah fuck my life all the time. (48:30):
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Kevin Tejada: Yeah or listen to an audiobook or music during the commute as well or if your (48:35):
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Kevin Tejada: office is cool you can have you know an earbud and listen to whatever you want (48:40):
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Kevin Tejada: the whole day i used to do that at some of my previous jobs because (48:44):
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Kevin Tejada: It can get pretty bleak if you don't have entertainment there. (48:47):
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Speaker1: For sure. (48:51):
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Kevin Tejada: Declining meetings right away, optional meetings right away is honestly one (48:53):
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Kevin Tejada: of the biggest pro tips I can give. Some people feel obligated. (48:57):
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Kevin Tejada: Yes, boundary setting encompasses that. Because if people, basically if people (49:01):
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Kevin Tejada: know that you just accept any optional meeting, they will be upset the day that (49:06):
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Kevin Tejada: you do decline that optional meeting. (49:11):
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Kevin Tejada: So I would say, you said set a boundary, set an expectation. (49:13):
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Kevin Tejada: Hey if an optional meeting comes my way it's probably getting shot down and (49:16):
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Kevin Tejada: what that'll do is cause people to maybe think twice about even adding you out (49:21):
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Kevin Tejada: to some of these meetings to (49:25):
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Kevin Tejada: save you some mental bandwidth as well yeah boundary setting is a really (49:26):
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Speaker1: Good amen and it touches on a lot of things the meeting thing as you said that's (49:29):
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Speaker1: a really big one and i do that too there are some meetings on my calendar that (49:33):
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Speaker1: are like more for like socializing like there's this weekly 15 minute thing (49:35):
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Speaker1: my boss set up just to say hi no i'm sorry i'm a single mom i don't have time, (49:40):
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Speaker1: so declined that's one way i think practicing the (49:44):
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Speaker1: boundaries in your day-to-day communications i know i think i (49:47):
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Speaker1: mentioned this earlier but when you're slacking with people and people (49:50):
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Speaker1: ask you for things like requests this or that like (49:53):
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Speaker1: first of all don't i think you said this kevin like don't feel like (49:56):
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Speaker1: you have to respond right away sometimes people slacks i don't even respond (49:59):
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Speaker1: to end of the day because it's not important oh did you watch us on (50:02):
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Speaker1: netflix last night i don't freaking care let me do my job first i'll (50:04):
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Speaker1: get back to you the other thing too is i'll just be straight up with (50:07):
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Speaker1: people hey you asked x y and z for me here's what my bandwidth is (50:10):
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Speaker1: looking like this week i don't think i can get to that until blah blah (50:12):
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Speaker1: blah and in the beginning especially like because i used to (50:15):
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Speaker1: be people pleaser it'll feel so icky to be (50:18):
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Speaker1: like oh my god like they're not gonna like me if i say that but over time and (50:20):
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Speaker1: i swear to you because again i'm a recovered people pleaser the more you set (50:24):
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Speaker1: boundaries and the more you're like hey i'm just stating an objective fact i'm (50:27):
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Speaker1: not being rude about it it's gonna get so much easier and now like i decline (50:31):
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Speaker1: requests left and right not in an asshole way, but like in the way that, you know what? Oh, okay. (50:35):
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Speaker1: Megan said that in a very respectful way. And to your point, (50:39):
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Speaker1: Kevin, the more that you do that, the more you'll have this reputation of, (50:42):
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Speaker1: you know what? Her time is valuable. (50:45):
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Speaker1: Her skills are valuable. And now in the future, they will only come to me with (50:46):
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Speaker1: requests and things that are worthwhile. (50:50):
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Speaker1: So it's worth it now to practice your boundary setting because it's going to help you down the road. (50:52):
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Kevin Tejada: Yeah. It's funny you say that as an objective fact, because I was listening to a podcast recently, (50:58):
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Kevin Tejada: the Modern Wisdom one there's a guy talking about people pleasing (51:02):
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Kevin Tejada: and he says something that when i heard it i'm like oh (51:05):
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Kevin Tejada: that makes a lot of sense even though it sounds rude but basically all (51:08):
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Kevin Tejada: people pleasers are notorious liars because they (51:11):
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Kevin Tejada: don't actually agree with the answer they (51:14):
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Kevin Tejada: gave you they're just doing it for some other purpose to not feel bad or something (51:17):
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Kevin Tejada: like that so when a person recovers like you have you get more often and then (51:21):
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Kevin Tejada: become more of a truth teller because they're actually speaking what they're (51:26):
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Kevin Tejada: what they're meaning in that case exactly exactly so i found that to be interesting. (51:29):
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Kevin Tejada: What I don't know how else to (51:33):
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Kevin Tejada: okay i was gonna say one way to fix a lot of office culture would be (51:36):
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Kevin Tejada: ceos there could be fewer of them maybe at least the asshole ones they could (51:41):
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Kevin Tejada: they could they could stand to be an example i'll say and if not they should (51:45):
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Kevin Tejada: maybe step down from their position i'll just say that it comes from the top i'll say that (51:49):
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Speaker1: I agree with. (51:53):
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Kevin Tejada: That that's basically that yeah don't (51:54):
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Speaker1: Be a manager tying back to our earlier commentary don't (51:56):
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Speaker1: be a manager or take on a leadership position if you don't have like (51:59):
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Speaker1: the the soft skills for it a lot of people think (52:02):
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Speaker1: oh i have a pmp i can be a manager no it takes (52:05):
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Speaker1: a lot more i've had tons of managers in the past who lacked social awareness (52:08):
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Speaker1: who lacked common sense and decency who lacked respect and consideration for (52:11):
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Speaker1: people like if you don't have those soft skills like you should not be in the (52:15):
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Speaker1: leadership position so i think have the self-awareness to be honest with yourself (52:19):
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Speaker1: and to save other people that torture. (52:22):
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Kevin Tejada: Not even if they don't have the skills it's if you don't have the trust in the (52:25):
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Kevin Tejada: people you're managing then that's another thing that's probably that's probably (52:29):
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Kevin Tejada: manager problems it's like a problem you got to figure out over there (52:32):
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Speaker1: Exactly exactly all. (52:35):
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Kevin Tejada: Right yeah i don't think there's i don't think we can be safe though um that's (52:37):
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Kevin Tejada: basically that yeah any well whatever i'm not i'm not retiring in this country (52:42):
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Kevin Tejada: so i don't care about that to be honest with you (52:48):
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Speaker1: So so. (52:51):
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Kevin Tejada: Yeah any parting words is there any anything you want to leave people with (52:52):
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Speaker1: I do actually i think like um if i (52:56):
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Speaker1: had to offer one last tip and you know if i was still a (52:58):
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Speaker1: content creator this would be a perfect opportunity to plug my podcast (53:01):
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Speaker1: that no longer happens but it was a stoic podcast and (53:04):
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Speaker1: in the spirit of stoicism right it's pick and (53:08):
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Speaker1: choose your battles like a lot of the times again personally and (53:11):
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Speaker1: professionally i see a lot of people getting stressed out and (53:13):
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Speaker1: like just freaking going mental (53:17):
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Speaker1: over things that don't matter and like ultimately at the end of the (53:20):
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Speaker1: day when you are stressed you ask yourself does this matter (53:22):
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Speaker1: ultimately does this matter and will this matter tomorrow a (53:25):
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Speaker1: week from now a year from now and a lot of the times the answer is freaking (53:29):
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Speaker1: no or a lot of the times you can't control it like oh the timeline is shorter (53:32):
undefined

Speaker1: boohoo well you know what freaking get over it and do what you can you're still (53:35):
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Speaker1: gonna get paid you know what i mean oh this stakeholder gave me this feedback (53:39):
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Speaker1: i don't you know what just freaking implement it and move on and clock out at (53:42):
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Speaker1: five none of this shit matters anyway (53:45):
undefined

Speaker1: you know what i mean and now that i take on that mindset it's like it's so peaceful (53:48):
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Speaker1: i just do my freaking job and i clock out at five and i don't worry about anything (53:52):
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Speaker1: else when i'm not in my work day. (53:56):
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Speaker1: And so more people should implement that because a lot of people carry the stress (53:58):
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Speaker1: from work into their personal lives. I'm like, why? (54:02):
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Speaker1: Why like you're gonna die someday and none of this will matter so those are my final my final words. (54:06):
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Kevin Tejada: Yeah yeah i i agree so my my final piece of advice i guess would be to learn (54:11):
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Kevin Tejada: how to say sorry i can't just just yeah just pull that out every so often let's do that or maybe (54:17):
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Speaker1: Sorry just i can't. (54:23):
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Kevin Tejada: Yeah no let's do that and then like and like you said just clock out of five (54:25):
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Kevin Tejada: and don't think about it don't think oh i wonder if he's gonna say oh well what if you can't no i can't (54:30):
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Kevin Tejada: as much as you can try it try i promise you you'd be surprised how often it (54:34):
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Kevin Tejada: works just try sorry i can't just it doesn't need any reason just i can't i (54:40):
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Speaker1: Can't yeah it gets easier guys it gets easier boundary setting it gets. (54:44):
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Kevin Tejada: Better as long as you do have a job though like you mentioned there are some (54:48):
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Kevin Tejada: compromises you have to just make and you're either gonna have to deal with (54:51):
undefined

Kevin Tejada: it or quit just pick one but until then just try to say no more i guess yeah yeah all right yeah i (54:55):
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Speaker1: Think that's the positive tone for the end of. (55:04):
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Kevin Tejada: This yeah say no it is it is because you gain a lot from it so that's cool all (55:06):
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Kevin Tejada: right thank you so much megan for coming on first guest you had my first spot (55:13):
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Kevin Tejada: there we go now i don't know what i'm gonna do with that shit i don't i gotta (55:18):
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Kevin Tejada: edit this first that's like my first i see i'm saying i can't think about actual (55:21):
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Kevin Tejada: shit after this by the way And Megan, where can people find you? (55:25):
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Speaker1: So I'm an ex-content creator, as I said earlier, but I do have a wonderful backlog (55:27):
undefined

Speaker1: of old podcasts and old newsletters. If you would like to see that, (55:32):
undefined

Speaker1: just go to my Instagram. I have a link tree there. (55:37):
undefined

Speaker1: It's meg.sales.14. (55:39):
undefined

Speaker1: See, I forgot it because it's been so long. (55:42):
undefined

Speaker1: Instagram, but I believe that is my handle. (55:45):
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Kevin Tejada: Everything will be in the description. And guys, check out her podcast. (55:49):
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Kevin Tejada: She wasn't kidding when she says she scripted out everything. (55:52):
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Kevin Tejada: Everything is like edited like a like a fucking medium yeah i (55:54):
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Speaker1: Was insane so that's why i'm done. (55:57):
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Kevin Tejada: All right that's fine now you're back to regular insanity nine to five percent (56:00):
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Kevin Tejada: that's cool all right thank you megan no (56:05):
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Speaker1: Problem bye anyway. (56:08):
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Kevin Tejada: Thank you for listening and or watching and have a good rest of your day see you next time (56:10):
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Speaker1: Yeah enjoy your corporate lives people. (56:17):
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Kevin Tejada: That was supposed to end positively (56:20):
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