Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:01):
Hey, happy Tuesday.
So the past few days have beenkind of a whirlwind.
So at the gym we found out, asyou heard in the last episode,
that it looks like we'll qualifyfor Chapter 7.
Basically, the losses for thegym are really big and it
settles out that it makes sensebecause we have practically we
(00:23):
have like practically no debt onour personal finances.
We have a massive amount ofdebt for the business and so it
all settles out that we'll getseven.
So that's a big win.
And then yesterday, monday, getan email at like I don't know,
12 o'clock.
It's like hey, everyone.
And for the day job heyeveryone, hope you're doing.
Well, there's going to be somechanges to the the organization.
(00:47):
Folks who have been laid offhave been notified.
Uh, everyone on this email willbe getting an update this
afternoon about what things aregoing to be looking like for
like different teams, differentcompany structure, all that so
postponed.
And then I get an email like foran invite a half hour later to
catch up with my manager and mydirector, so my manager's boss.
Normally that means layoffs, soI now have 30 minutes to sit
(01:11):
there and like hang tight,working at home Like all right,
well, what's done is done.
They said they notified peoplebeforehand, so hopefully that's
true.
I don't know if I'm getting apromotion, a demotion Like what
are we doing here?
So now I get to sit here andwait for a half hour because I
can't mentally think aboutworking because I'm completely
(01:31):
distracted by tech, org andwho's still here, who's not here
and all that stuff.
And so I talked with my wifeand said, all right, well, we're
just going to hang tight, we'regoing to pray quick and just
realize if I get to stay, then Idon't need to worry, and if
they've already made a decisionto let me go, then I can't do
anything to save that, so Idon't need to worry about it.
So it just hung tight, had themeeting and basically they said
(01:55):
hey, you know, sorry for thelast minute and I just wanted to
give you a heads up before theemail comes out.
We're shifting you to adifferent team.
So I've been working with themonetization how do we get
revenue for the business?
And they're shifting me over tothe customer retention side of
things.
So people that are currentlyregistered, whatever, how do we
(02:17):
keep them engaged, keep themplugged in and involved with the
product that we're giving awayfor free.
So I'm like cool, I can do that.
Happy to be here.
Love working with you guys.
Obviously a little bit scarywhen there's a last minute catch
up, so this is the best news Ican possibly hear.
I'm here for it, happy to behere.
I'll get rocking and rollingtomorrow.
When then, everything'sannounced and I'm 10 out of 10
(02:41):
committed to staying plugged inand engaged, let's go.
So that was good.
So a big nervousness and then abig surprise and just realizing
so now, today, all that to say,all the job titles are updated.
Everyone had like a unique jobtitle to an extent.
So now everyone has like morehomogenous, consistent job
(03:02):
titles.
So my title is now slightlydifferent.
It's not as fancy on paper, butit's more consistent across the
company.
So, just so.
Reason I bring all that up iswhen giving like updates and
meetings with people, it's goodto give them a heads up.
If there's nothing to worryabout, saying like hey, don't
want you to worry, just wantedto give you an update before
(03:23):
everyone else did.
You're fine, no worries, I wantto give you that courtesy
insider scoop before otherpeople do.
It's all good, just so thatpeople are going to pull
themselves out of that fight orflight brain that they're going
to fall into pretty easily, andso that's just a tip I have.
If you're a manager or an owner, it helps keep your people at
(03:46):
bay and it helps keep moralehigh.
Unless it is bad news, then youdon't want to give them a heads
up and then just surprise them,because people don't need to
fester or not fester, peopleneed to sit tight in their
anxiousness.
If you're going to give thembad news, just do it quick.
That, as well as job titles,don't really matter.
So at the business or at the dayjob, at the day job, on paper
(04:09):
it looks like I took a job Iused to have like a title like
senior contributor, and now mytitle is like contributor level
two and like for what it is likethe tech world, like senior is
always a little fancier, alittle more bougie than if
you're like a contributor leveltwo, and so right now like it's
tempting to think, oh man, I gota demotion, my title isn't as
(04:32):
appealing, recruiters are notgoing to see me as highly a
desirable candidate and so mycomp on the marketplace might be
down.
In reality, I don't know if Idid get a sideways title like
it's the same or if I got ademotion.
I honestly don't know.
It doesn't really matter if myday-to-day work is the same.
(04:52):
Day-to-day work is the same, um, but and so at the business, if
someone did get a more genericjob title for the business, it
doesn't matter, cause I'mlooking at like who's
contributing, who's selling,who's keeping morale high, who's
like doing good work, and thenI want to change their title to
match what they're doing.
(05:12):
So the title is always thesecond thing before the work
that they're doing.
And at the day job on the otherside, I'm like, oh, I want the
fancy title, I want therecognition, I want to look
fancier and more appealing thanthan I look on paper now.
So just realizing, like fromthe business owner perspective,
do your best, the job title willcatch up If you're
(05:34):
outperforming, you're outhustling, you're doing more than
you're asked.
People notice, people arewatching and they're like
writing stuff.
There's an episode in theOffice where, like, robert
California is writing down noteson like who's doing this, who's
doing that, who's like puttingin the extra work, and like,
people notice, people arewriting things down, they're
(05:55):
watching work and people notice,people are writing things down,
they're watching.
You may not know.
You may not see that they'rewriting things down, but they're
doing it.
They're always trying to figureout stuff.
That's six months down the road.
Who's going to be on the A team, who's going to be on the B
team, who's going to be on mywhatever?
So don't worry about if yourwork is not being observed.
It is, and if it's not thenyour manager is not very
(06:16):
competent.
So don't worry about if yourwork is not being observed.
It is, and if it's not thenyour manager is not very
competent.
So don't worry about that.
Um, my wife and I had drivenback from a doctor's appointment
for our little one and she justpassed me.
So I'm now smiling.
Uh, so that's just it.
Don't worry if you don't thinksomeone's watching you the
managers that are our creators,our visionaries, our planners
(06:38):
and movers and shakers.
They're watching.
If the company is going nowhereand things are flat there, then
you don't need to worry aboutit, because you'll probably get
plucked out of your role andhired elsewhere.
So, anyhow, just interestingmindsets.
As an owner, I don't care aboutjob titles.
I really don't.
I just want to make.
I only lean on job titles.
If something needs to happenand it's not happening.
(07:00):
I then look at who is the mostsenior person on that squad and
are they doing their job?
Okay, if they are, then theperson below them are they doing
their job?
Okay, they're not, then thatperson is the one in trouble
quote unquote in trouble or theyneed to get cut up to speed and
at the day job it's.
(07:21):
I'll just keep doing my best.
So today it's going to be a lotof something that I am really
happy that I have done and Iwould recommend this to
employees Keep track of theprojects you've worked on, the
bookmarks on your browser, thethings that you've saved off to
the side.
When a transition like thishappens, it's easier for you and
(07:43):
the next person if you can justshare a bunch of links with
people and they can easily pickup what you've worked on.
It makes the organization faster, more nimble and it makes you
look more competent becauseyou've stayed organized.
If it now takes like a month totransition all of your stuff
over to somebody else, it lookslike you're not a team player
(08:04):
and you don't know how you'vekept yourself together.
So that's the optics, that'swhat it looks like and I've,
whenever I've completed aproject, I've always like put it
all the links and relevant infoin a side document that's
easily shareable.
So now I just share a link tothat document and the person
that takes over all my work cannow, like, see everything, and
(08:26):
they don't need to ask forpermissions or whatever.
It's very quick, very smooth,and now, as I'm getting
onboarded to somebody else'swork, I'll get to see how
they've stayed organized, andthe less organized they have
been, the more effort it's goingto take to get me up to speed.
And so just a pro tip yes, itdoes mean layoffs are smoother
(08:46):
for the employer, but are theyreally going to lay you off if
you're?
Are they going to lay you offas easily or as excitedly if
that's even the right word ifyou've had the goal of keeping
your peers up to speed?
My hunch is no.
I could be wrong, and so justset yourself up for success.
(09:07):
Make your life easier so thatin the future you'll be thanking
yourself for what you're doingtoday.
So, with that being said, I'mon a new team.
30% of my role is completelybrand new.
I don't know what I'm doing,70% are skills and tech that I
have knowledge of, and so it'slike I just got hired to a new
(09:27):
role and I kind of know what'sgoing on.
So that's where we're at,that's where we're going.
Let's rock and roll.
Hey, happy Tuesday.
So the past few days have beenkind of a whirlwind.
So at the gym we found out, asyou heard in the last episode,
that it looks like we'll qualifyfor Chapter 7.
Basically, the losses for thegym are really big and it
settles out that it makes sensebecause we have practically we
(00:23):
have like practically no debt onour personal finances.
We have a massive amount ofdebt for the business and so it
all settles out that we'll getseven.
So that's a big win.
And then yesterday, monday, getan email at like I don't know,
12 o'clock.
It's like hey, everyone.
And for the day job heyeveryone, hope you're doing.
Well, there's going to be somechanges to the the organization.
(00:47):
Folks who have been laid offhave been notified.
Uh, everyone on this email willbe getting an update this
afternoon about what things aregoing to be looking like for
like different teams, differentcompany structure, all that so
postponed.
And then I get an email like foran invite a half hour later to
catch up with my manager and mydirector, so my manager's boss.
Normally that means layoffs, soI now have 30 minutes to sit
(01:11):
there and like hang tight,working at home Like all right,
well, what's done is done.
They said they notified peoplebeforehand, so hopefully that's
true.
I don't know if I'm getting apromotion, a demotion Like what
are we doing here?
So now I get to sit here andwait for a half hour because I
can't mentally think aboutworking because I'm completely
(01:31):
distracted by tech, org andwho's still here, who's not here
and all that stuff.
And so I talked with my wifeand said, all right, well, we're
just going to hang tight, we'regoing to pray quick and just
realize if I get to stay, then Idon't need to worry, and if
they've already made a decisionto let me go, then I can't do
anything to save that, so Idon't need to worry about it.
So it just hung tight, had themeeting and basically they said
(01:55):
hey, you know, sorry for thelast minute and I just wanted to
give you a heads up before theemail comes out.
We're shifting you to adifferent team.
So I've been working with themonetization how do we get
revenue for the business?
And they're shifting me over tothe customer retention side of
things.
So people that are currentlyregistered, whatever, how do we
(02:17):
keep them engaged, keep themplugged in and involved with the
product that we're giving awayfor free.
So I'm like cool, I can do that.
Happy to be here.
Love working with you guys.
Obviously a little bit scarywhen there's a last minute catch
up, so this is the best news Ican possibly hear.
I'm here for it, happy to behere.
I'll get rocking and rollingtomorrow.
When then, everything'sannounced and I'm 10 out of 10
(02:41):
committed to staying plugged inand engaged, let's go.
So that was good.
So a big nervousness and then abig surprise and just realizing
so now, today, all that to say,all the job titles are updated.
Everyone had like a unique jobtitle to an extent.
So now everyone has like morehomogenous, consistent job
(03:02):
titles.
So my title is now slightlydifferent.
It's not as fancy on paper, butit's more consistent across the
company.
So, just so.
Reason I bring all that up iswhen giving like updates and
meetings with people, it's goodto give them a heads up.
If there's nothing to worryabout, saying like hey, don't
want you to worry, just wantedto give you an update before
(03:23):
everyone else did.
You're fine, no worries, I wantto give you that courtesy
insider scoop before otherpeople do.
It's all good, just so thatpeople are going to pull
themselves out of that fight orflight brain that they're going
to fall into pretty easily, andso that's just a tip I have.
If you're a manager or an owner, it helps keep your people at
(03:46):
bay and it helps keep moralehigh.
Unless it is bad news, then youdon't want to give them a heads
up and then just surprise them,because people don't need to
fester or not fester, peopleneed to sit tight in their
anxiousness.
If you're going to give thembad news, just do it quick.
That, as well as job titles,don't really matter.
So at the business or at the dayjob, at the day job, on paper
(04:09):
it looks like I took a job Iused to have like a title like
senior contributor, and now mytitle is like contributor level
two and like for what it is likethe tech world, like senior is
always a little fancier, alittle more bougie than if
you're like a contributor leveltwo, and so right now like it's
tempting to think, oh man, I gota demotion, my title isn't as
(04:32):
appealing, recruiters are notgoing to see me as highly a
desirable candidate and so mycomp on the marketplace might be
down.
In reality, I don't know if Idid get a sideways title like
it's the same or if I got ademotion.
I honestly don't know.
It doesn't really matter if myday-to-day work is the same.
(04:52):
Day-to-day work is the same, um, but and so at the business, if
someone did get a more genericjob title for the business, it
doesn't matter, cause I'mlooking at like who's
contributing, who's selling,who's keeping morale high, who's
like doing good work, and thenI want to change their title to
match what they're doing.
(05:12):
So the title is always thesecond thing before the work
that they're doing.
And at the day job on the otherside, I'm like, oh, I want the
fancy title, I want therecognition, I want to look
fancier and more appealing thanthan I look on paper now.
So just realizing, like fromthe business owner perspective,
do your best, the job title willcatch up If you're
(05:34):
outperforming, you're outhustling, you're doing more than
you're asked.
People notice, people arewatching and they're like
writing stuff.
There's an episode in theOffice where, like, robert
California is writing down noteson like who's doing this, who's
doing that, who's like puttingin the extra work, and like,
people notice, people arewriting things down, they're
(05:55):
watching work and people notice,people are writing things down,
they're watching.
You may not know.
You may not see that they'rewriting things down, but they're
doing it.
They're always trying to figureout stuff.
That's six months down the road.
Who's going to be on the A team, who's going to be on the B
team, who's going to be on mywhatever?
So don't worry about if yourwork is not being observed.
It is, and if it's not thenyour manager is not very
(06:16):
competent.
So don't worry about if yourwork is not being observed.
It is, and if it's not thenyour manager is not very
competent.
So don't worry about that.
Um, my wife and I had drivenback from a doctor's appointment
for our little one and she justpassed me.
So I'm now smiling.
Uh, so that's just it.
Don't worry if you don't thinksomeone's watching you the
managers that are our creators,our visionaries, our planners
(06:38):
and movers and shakers.
They're watching.
If the company is going nowhereand things are flat there, then
you don't need to worry aboutit, because you'll probably get
plucked out of your role andhired elsewhere.
So, anyhow, just interestingmindsets.
As an owner, I don't care aboutjob titles.
I really don't.
I just want to make.
I only lean on job titles.
If something needs to happenand it's not happening.
(07:00):
I then look at who is the mostsenior person on that squad and
are they doing their job?
Okay, if they are, then theperson below them are they doing
their job?
Okay, they're not, then thatperson is the one in trouble
quote unquote in trouble or theyneed to get cut up to speed and
at the day job it's.
(07:21):
I'll just keep doing my best.
So today it's going to be a lotof something that I am really
happy that I have done and Iwould recommend this to
employees Keep track of theprojects you've worked on, the
bookmarks on your browser, thethings that you've saved off to
the side.
When a transition like thishappens, it's easier for you and
(07:43):
the next person if you can justshare a bunch of links with
people and they can easily pickup what you've worked on.
It makes the organization faster, more nimble and it makes you
look more competent becauseyou've stayed organized.
If it now takes like a month totransition all of your stuff
over to somebody else, it lookslike you're not a team player
(08:04):
and you don't know how you'vekept yourself together.
So that's the optics, that'swhat it looks like and I've,
whenever I've completed aproject, I've always like put it
all the links and relevant infoin a side document that's
easily shareable.
So now I just share a link tothat document and the person
that takes over all my work cannow, like, see everything, and
(08:26):
they don't need to ask forpermissions or whatever.
It's very quick, very smooth,and now, as I'm getting
onboarded to somebody else'swork, I'll get to see how
they've stayed organized, andthe less organized they have
been, the more effort it's goingto take to get me up to speed.
And so just a pro tip yes, itdoes mean layoffs are smoother
(08:46):
for the employer, but are theyreally going to lay you off if
you're?
Are they going to lay you offas easily or as excitedly if
that's even the right word ifyou've had the goal of keeping
your peers up to speed?
My hunch is no.
I could be wrong, and so justset yourself up for success.
(09:07):
Make your life easier so thatin the future you'll be thanking
yourself for what you're doingtoday.
So, with that being said, I'mon a new team.
30% of my role is completelybrand new.
I don't know what I'm doing,70% are skills and tech that I
have knowledge of, and so it'slike I just got hired to a new
(09:27):
role and I kind of know what'sgoing on.
So that's where we're at,that's where we're going.
Let's rock and roll.
Popular Podcasts
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
24/7 News: The Latest
The latest news in 4 minutes updated every hour, every day.
The Joe Rogan Experience
The official podcast of comedian Joe Rogan.