November 29, 2023 • 27 mins
Ever had one of those days when the HR role feels more like a rollercoaster ride than a job? Strap in as we take you on a wild ride through the intense world of Human Resources. We kick off with the tricky terrain of salaries, bonuses and the surprisingly prevalent workplace jealousy. Drawing from our own experiences (believe us, we have plenty to share), we chat about coping strategies, the emotional toll, and the unfortunate truth that HR isn’t always the most lucrative field - no matter how many secret salary documents we stumble upon!
But we’re just getting started. Hang on as we zoom into the generational gap, fired up by a viral TikTok video and some eye-opening stats about our friends from Gen Z. When 74% of managers report struggling to manage them, we have to ask, what gives? Tune in as we examine the pandemic’s effect on their social cues, ponder the parenting factors, and even share a chuckle about generational quirks. Wrapping up our wild ride, we share our own HR "WTF" moments (hand us the bourbon!), and lighten the mood with our annual Christmas song because let's face it, the HR life may be tough, but it sure isn't dull. Buckle up, this is one HR journey you won't want to miss.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Andrew Quilpa (00:02):
Had you actually read the email, you would know
that the podcast you are aboutto listen to could contain
explicit language and offensivecontent.
These HR experts' views are notrepresentative of their past,
present or future employers.
If you have ever heard mymanager is unfair to me.
I need you to reset my HRportal password, or can I ride
(00:24):
up my employee for crying toomuch?
Welcome to our little safe zone.
Welcome to JDD HR.
Warren (01:05):
So welcome to JDD HR, the podcast by two HR
professionals who want to helpyou get through to work day by
saying everything you'rethinking, but say it out loud.
I'm Warren and Feathers is back.
Yes, feathers is back.
Feathers (01:19):
I don't know, where I've been, but I've been
somewhere.
Warren (01:24):
Okay, the pokey, we weren't going to say anything.
No, no, that's a joke, butanyhow, or maybe it's not- We'll
talk about my EEOC case later.
Feathers (01:37):
I'm just kidding.
Warren (01:40):
Yeah, watch your news feed.
Yeah, follow me on Twitter sospeaking of which you can follow
us on social media.
I'm not on Twitter anymore.
I was a JDD HR account but I'mnot there.
But you can follow us onInstagram.
That's where I'm at most of thetime and maybe we'll expand our
other social media things, butInstagram is where I'm at.
(02:03):
Want to thank Hallie, theoriginal JDD HR rock star, and
Bill, our second contributor toour Patreon account.
I have not been on Patreon, soif you've added on to Patreon
recently, thank you, but Ihaven't checked it in a little
bit.
So thank you to our Patreonsupporters.
You keep us going and make it alittle easier pill to swallow
when software subscriptioncharges come in, like the
(02:26):
software recording that came inlast night that we're recording
on today.
So that definitely helps.
So also, please leave us areview on your favorite podcast
player.
It's amazing Feathers.
We've got the number onepodcast player in the world is
Apple and it makes sense, but weonly have like 20 some odd
reviews.
(02:46):
But on Spotify, which is likethree or four depending on which
chart you look at, we've gotnow that you can't write a
review, but we've got like, Ithink, 40 or so five star review
, five star ratings on Spotify.
So thank you all you Spotifyfolks and if you happen to be a
that's all you.
(03:07):
If you happen to be a GooglePlay podcast listener that is
going away, you can.
They say you can continue onYouTube music.
We'll see about that, butthere's all sorts of other
opportunities for you to listento us.
I know that Google plays likenumber five on the list of
podcast players of people usethe listen to us.
So I use Pocket Cast.
(03:28):
I love it, but don't get anymoney from them yet.
So, anyways, I've got threestories today and you know what
time it is.
It's that most wonderful timeof the year when we do our
Christmas song.
And before we get to theChristmas song, I'm going to say
I was going a completelydifferent direction for months
(03:50):
and months and then this justpopped in my head and in and I
finished it in like in two daysafter this one popped in my head
.
So I like it a lot better.
But anyways, uh, I wanted totalk about the hardest things
about being in HR, since we areJ to show in.
So many of the shows latelyhaven't been to J did at all.
(04:10):
They're like you know.
Feathers (04:12):
uh, I don't know, get off message.
We're going to get back onmessage.
Get back on exactly.
Warren (04:17):
We fucking hate people.
Feathers (04:19):
Dear job, don't be an asshole.
There we go, yeah.
Warren (04:23):
All the above.
Well, I I had a talk with a HRfriend of mine and they they
were not a happy camper becausethey just had to process a batch
of bonuses for a department intheir company that botches
(04:44):
things up all the time.
They're famous for passing thebuck and then apparently blaming
HR when things don't go well.
But the HR team had to processthese bonuses and HR hasn't
received a bonus in quite sometime.
This person told me they thinkthat the new manager of that
department is using the bonusesto buy the team into liking them
(05:08):
, and this person has been attheir job for over 10 years and
is now thinking of making a moveaway just because of this.
And when talking to them, theirvoice was literally shaking,
literally shaking.
They were so angry.
You know how people's voicegets when they're they're just
on the cusp of losing it, that's.
(05:29):
That's how pissed off they wereand it was.
And you know, I haven't had thatexact experience in my life,
but I can definitely know wherethey're coming from with that.
But you know, that's one of thethings about being in HR we get
exposure to a lot of sensitiveinformation salaries, bonuses,
(05:51):
things along those lines andthrough the course of my career
I've worked at places like CPAfirms, law firms, engineering
firms, things like that, and Isee these people salaries and
you know, do I get jealous?
No, not really, because I'm notan engineer, cpa or lawyer and
I had the opportunity to go toschool and learn one of those
(06:12):
skills and become higher paid.
So I do look at thatinformation as data.
I try not to get pulled intothe I don't know the oh, that
person doesn't do shit.
Why do they?
You know this.
This entry level engineer ismaking, you know, puku dollars.
And here I am with 25 years ofmy experience because, honestly,
(06:35):
hr has a different value in themind place than people who
produce.
And until you get to one ofthose big big companies that has
thousands of employees in a CROthat's making big, big, big
bucks, it's, it's HR is notwhere you go to get paid, but
(06:57):
you know that.
That's one thing that I've justbeen able to deal very well
within my career.
But my company we're currentlyin we're currently in the middle
of the fourth quarter of ourreview season.
The fourth quarter is reviewtime for everybody, and this
happened to me at a priorcompany once upon a time and as
(07:17):
HR, one of our jobs were to theHR generalists or business
partner, whatever you want tosay for that group, would read
all the reviews for their groupjust to make sure there's
nothing you know.
Read no red flags or anythingstupid written on a review or
anything like that.
And once upon a time I read areview of an employee and if I
were to say this employee wasinferior, that would be
(07:41):
extremely generous.
They, they, they took up spacevery well.
That's what I could complimentthem on.
You took up space very wellover the past quarter of this
year.
Feathers (07:53):
We do not have to correct you for wearing
deodorant or not.
Warren (07:58):
We're putting a good spin on this shit sandwich here.
But but this person they effedup so many different things.
We had to correct theirproblems and what everything
they did seems to makeeverybody's job more difficult.
I really don't know what valuethey ever brought to the company
.
And they were.
(08:19):
This person was one of thosepeople that would CC the whole
world, including and I know thisfirst hand because I was both
the recipient of being CC'd andI was the subject of it.
But if something goes wrong,they CC the entire world on it,
including HR.
And you know, like I said, I'vebeen the reported, a mistake
maker and I've been the CCperson with it.
(08:40):
And, like I said, if they justdisappeared off the face of the
earth, I wouldn't have knownwhat Change to expect.
But anyways, going to getting asidetrack there, I read their
review.
There they were in my, one ofmy divisions.
I had to read the review forand all four.
When it's review time, that'sthe time to pat yourself on the
(09:02):
back, as long as you're in therealm of reality with that and
and it's a good time for that.
But this was a fairy tale thatWalt Disney couldn't have come
up with and I some of the thingsin the review.
I could actually pull up factsand say, no, you're wrong, false
, false, false.
But to make it worse, they hadto nerve in their review to say
(09:24):
they deserve a huge raise.
I forget what percentage theywere asking for, but it was a
huge percentage.
I was like, yeah, right,because of all the extra work
they do and all the things theydo, like no, I don't know what
that is.
And their manager, who I tothis day I still think very,
very highly of, said went alongwith the whole thing.
(09:47):
Should.
The manager she just drank theKool-Aid in Mass and Like said
that was a new manager, had areputation for being a
no-nonsense manager, a goodmanager, and that would just.
That just made me sick to seesomeone like that.
It's like that's when.
That's only time.
I think having access tosensitive, quote-unquote HR
(10:09):
information has really ticked meoff To a certain degree.
And why should it pick me off?
I don't know the.
The person was useless andwhat's a matter if they get more
money or bigger raise.
I think they shouldn't havereally had a job.
But anyway, yeah, have you hadany experiences where you've the
, the sensitive HR informationyou're interested to sort of
(10:30):
Burn your biscuits.
Feathers (10:34):
Simple answer is yes, that's the only time I can think
of.
It's.
I always find it fascinatingwhen you have access to that
kind of information, when it'slike budget season or like we're
talking about, like promotionsor merit increases or equity,
and you be across the board andwhile, yes, we can encourage
(11:01):
Holistically from my experience,and not decision-makers we can
influence, but we, we don't havethe final say.
So, yeah, sometimes reallypisses me off.
But what's your point earlier?
I mean, clearly we chose thisprofession, but we chose this
profession Because we hatepeople.
(11:23):
How?
Andrew Quilpa (11:25):
my people person yeah, yeah now.
Feathers (11:28):
So no, I mean, I mean you've you said it very well.
I mean we I tried to understandthis data points as well, but
it's really tough when you seeThings, you just shake your head
like I can't understand whythis person is either making X
or getting X or being promotedto, why, yeah, it can be a pain
in the ass sometimes.
Warren (11:47):
Yeah, yeah, and maybe there's more to the story.
I don't know, but the storythat I do know or have known in
the past and things like thatit's just said no, no,
everything's wrong with thissituation.
Well, speaking of, everythingis wrong with the situation,
this came from the source Ifound it on was Dextro dxtrocom,
(12:12):
a story on November 24th byMichael William.
So there was a tiktoker and Idon't know I doubt you've seen
the video, but he works, workedpast tense at home depot and I'm
not going to use his handles.
Probably everybody's seen this,all right, but he made a clip
(12:32):
about his customers wanting tobeg, begging him to buy this
grand duchess Christmas treedisplay, and if you haven't seen
the grand duchess Christmastree display, it's a beautiful
tree and it it went viral ontiktok and you can't find it
anywhere now.
And this guy did a video wearingwhat appears to be his home
(12:54):
depot smock and While possiblybeing in in home depot, he
didn't talk, it was just wordsgoing across his smug face about
it.
But the text read the nextperson that calls asking for the
grand duchess Christmas tree,he's going to get a crowbar to
their kneecaps and so guess what?
That did not set too well withthe home depot management.
(13:16):
Uh, so he was get this.
He was fired and then he did.
His next video was a video ofhim doing he called it the walk
of shame and he was showing histermination paperwork as he's
being led out the front door.
But that video he said he wasgoing to continue making videos
(13:36):
spiting the store and thatcustomers don't need to buy
everything a white girl ontiktok told you to buy.
So you know In his name is hisreal name is on here, so
everybody knows who he is.
So it's not like he's going togo to Lowe's across the street
and I'm like, fuck you, we'renot hiring you.
You're going to do the samething here.
And what the hell are you doing, visibly making tiktok videos
(14:00):
while you're at work?
I mean, there's no, no two waysabout that.
But Insighting violence orthreatening to hurt your
customers is Is not a good wayto keep your employment.
And but he got a lot of peoplelike Encouraging which it's
social media.
You know, hey, I'm gonna, youknow, stick my tongue in a
(14:21):
toaster and I want to watch andeverybody's good.
Yeah, yeah, go for it.
You know, whatever stupid thingpeople are doing and but I'm a
firm believer in Darwinism.
Feathers (14:31):
Let him do it.
Warren (14:34):
But yeah, I wonder what's gonna happen to this guy,
where he's gonna be next.
So he's not.
I don't.
I hope people are doing socialmedia checks at least properly
do them.
You don't want your manager'sdoing a social media check on
their potential employees isthat's very bad.
But having a HR person orsomeone a recruiter doing Social
(14:55):
media check on these people andthis guy's made himself
virtually unhirable, I think,with his, his actions, but we
shall see.
But some people are moreforgiving than I am as well.
So the last story of the day Ifound it today.
David Miclus, who was a guest onthe show once upon a time, put
(15:17):
this on LinkedIn and I followedthe link.
It was actually published inMay, may 15th, and it was from
resume builder.
Resume builder.
Resume builder finds that threeand four managers find it
difficult to work with Gen Z.
So we are.
This segment once again islet's shit on Gen Z, because
(15:40):
that's what this whole articleis about it.
So resume builder surveyed 1344managers and business leaders
and found 74 percent Believethat Gen Z is more difficult to
work with than other generations.
49% say it's difficult to workwith Gen Z all or most of the
time.
The top reasons they feel thatGen Z is difficult to work with
(16:03):
is they lack the technologicalskills, effort and motivation.
65% say they more commonly needto fire Gen Z years than
employees of other generations.
12% have fired a Gen Z year inless than one week of their
start date.
And One of the top reasons forfiring Gen Z year because
(16:24):
they're too easily offended.
You don't have that safe spacefor them.
Adam Garfield, who is themarketing director at Haribo I
shall love their gummy bears.
Compared to other generations,he says.
I find Gen Z to be highlyinnovative and adaptable.
They're not afraid to challengestatus quo and bring new ideas
to the table.
They also value authenticity,transparency and expect
(16:48):
companies to be sociallyresponsible and ethical.
However, one area where Ibelieve Gen Z could improve in
the workplace is theircommunication skills.
While they're proficient withusing digital communication
tools, they may lack some of theinterpersonal skills required
for face-to-face interactions.
Gen Z years could benefit fromdeveloping their communication
(17:09):
skills to build strongerrelationships with colleagues
and clients.
Let's say more.
More stats from the theirsurvey 34% say they prefer to
work with Millennials.
30% prefer to work with Gen X,which that surprised me, as I'm
thinking most of the people inthe management world right now,
or either your older Millennialsor Xers, but the poor boomers
(17:32):
only 4% would prefer to workwith boomers and those are
probably boomers themselves.
Four Millennials managers thinkthat Millennials are the Most
productive and I'll have thebest technological skills, which
, overall, I can't disagree with.
And then, right behind themwere Gen Xers.
(17:53):
They feel they are the mosthonest 46% and most productive.
42% felt they were mostproductive.
And yeah, gen Xers were honest.
We're gonna tell you fuck down,we don't.
We don't have those filters orsafe spaces.
But my whole point in this, thisarticle, is you know Gen Z?
(18:13):
They and you know what.
Before I get too far, I thinkit's people like Maybe not me
specifically, but the Xers whoare the parents of these Z's
that are causing problems.
They all got theirparticipation awards and they
all got sold.
You know you.
You struck out because umpirewas bad.
No, you struck out because yousuck at baseball.
(18:33):
They were never told hey, maybebaseball isn't the right sport
for you.
Have you ever tried?
Thought of chess or Somethinglike that?
Nobody would tell them no andset boundaries for them.
So they had these.
They've never been givenrealistic expectations and now
they're.
And add to that Covid, wherethey were doing their
(18:54):
assignments and turning thingsin online and didn't have to
interact with people and Didn'treally develop those social
skills at those key years.
You know, think you're, you'rein high school or early college
and you're not having theinteraction with other people
your age.
I, you know, I don't want totruly give them a scapegoat,
saying it's Covid, but thecovid's gonna play a part in it
(19:16):
the pandemic and being isolatedduring those, those key years.
And, like I said, they're nowentering the job market and
that's just crazy.
You know, when you do someone'sI9 I still do all of our
employees I9's and and singthese people with their birth
years and they're like, oh mygod, I was married and had kids
(19:36):
before you.
My kids are older than you.
It's, it's really, really crazy.
So, yeah, that.
That concludes this episode ofshitting on Gen Z, unless you
got some bad.
Feathers (19:53):
No, I just have to probably agree with every most
things I'm hearing.
Warren (19:58):
Yeah, and it's sad because you would think like my
next generation I.
I, as an excerpt, can agree thatmillennials, they're pretty
damn good at virtuallyeverything.
They, they, they do work hardoverall.
You know it's pain with thisbroad brush that they work hard
overall.
They know their technology,they, they have the
(20:20):
interpersonal skills.
I think they're, they're, youknow, not too far off of Xers,
but then you go to the Z.
It was like what the fuckhappened.
So, anyways, so at long last weare prepared.
Get yourselves prepared for the2023 Christmas song by Jaded HR
(20:45):
.
All right, if you, if you'renew to the show and you haven't
listened to look around November, december, each year, in the
back episodes of episodes, weeither have a song or a story.
I did, I did, I did.
It was the night beforeChristmas once upon a time.
But the others are songs andwe'd like to put a nice little
HR spin on your favoriteChristmas song.
Feathers (21:06):
So so before we get into it, let's just point out
one thing Merry Christmas Cause.
The rest of that political crapbullshit I hate.
Andrew Quilpa (21:15):
Yeah.
Feathers (21:15):
I'm like.
I'm like a true Jaded person.
Warren (21:19):
Like you know and you know, if you're you're not, I
have a new one, oh hold on, holdon.
Feathers (21:24):
I have a new one.
This is something that I brandnew, that I heard for the first
time.
I was now a wish a happy fallholiday and not happy
Thanksgiving holiday.
Warren (21:39):
Okay.
Feathers (21:41):
You know, I had nothing.
I was like did I just getwished a happy fall holiday?
I did.
Okay, I had to text people andbe like is this the thing?
Did I miss this?
Is this my?
Am I not supposed to sayThanksgiving anymore?
Like I know some NativeAmericans and they don't care.
Warren (21:59):
The Native American that I think you're thinking about
doesn't give a rad test aboutmuch.
Feathers (22:03):
No, I mean, I know, I know a couple of them and
they're, they're all like um,okay.
Andrew Quilpa (22:09):
Thanks yeah.
Feathers (22:11):
Like whatever we at corn do, like you know it's.
Warren (22:14):
You know, as I will speak as a non-Christian person,
if someone says Merry Christmasto you, I'll just say thank you
, I don't, you know, you didn'thurt my.
You're wishing me well, you'regiving me good vibes, whatever
it is, I would just say oh,thank you.
Move on, you too, whatever.
(22:35):
You don't need to make a oh myGod, you know, that's not my
culture, that's not myupbringing, that's not my
whatever.
You're imposing your beliefsystem on me.
Feathers (22:47):
What was the?
What was the line in?
I was always thinking aboutstripes like call me psycho.
Lighten up.
Francis.
I lighten up Francis, like getthe fuck over it.
Warren (22:57):
Yeah, stripes.
You know, I've rewatched thatmovie not that long ago and it
just I didn't laugh as much as Ithought I would be.
It was I don't know.
It's you're becoming older andunjaded you just like I can
watch airplane and I've watchedoh, I watched the Christmas
(23:18):
vacation or the vacationmarathon, all of them on
Thanksgiving Day.
I can laugh at those.
Feathers (23:25):
So airplanes, great.
What's up?
I picked the wrong week to stopsniffing glue.
Andrew Quilpa (23:28):
Yeah.
Warren (23:29):
Yeah.
Feathers (23:31):
Yeah.
All right, that's what they do.
Let's, let's butcher the shitout of this.
Warren (23:35):
OK, I never came up with the title of this, so I'll just
call it a Jingle Bells parody.
So who knows how many takesit's going to take us to get
through this thing?
Feathers (23:48):
So we have three.
I'm looking at, but it'sbourbon, so Jack Daniels, ok,
yeah, yeah.
Warren (23:56):
OK, ready, yeah.
One, two, three Dashing throughthe halls trying to get away,
dodging sales calls, gettingthrough the day with my eyes
rolling at employees not sobright, oh, but I can only dream
(24:16):
of getting home tonight.
Oh, what the hell, what thehell.
Seems all I ever say,struggling not to be so snob.
But bourbon will say the dayhey, what the hell, what the
hell seems all I ever sayStruggling not to be so snob,
but bourbon will say the day.
If I'm asked again, where's myW to?
(24:40):
I'll just have to grin Bend over, I'll show you.
You ask this every year.
Will you ever learn what thefuck is wrong with you?
You make my stomach turn.
Oh, what the hell, what thehell seems all I ever say,
struggling not to be so snob.
But bourbon will say the dayhey, what the hell, what the
(25:02):
hell is all I ever sayStruggling not to be so snob but
bourbon stays today.
Jimmy has to go Is all I have tosay.
He really has to know you can'tbehave that way this year.
His little trick after a drinkor two he whipped out his little
(25:25):
dick and started chasing Sue.
Oh, what, the hell, what thehell seems all I ever say.
Struggling not to be so snob.
But bourbon will say the dayhey what?
the hell, what the hell seems,all I ever say.
Struggling not to be so snob.
But bourbon will say the day.
Feathers (25:46):
That's great, that's great.
Warren (25:49):
Yeah, as I mentioned earlier, I was going a whole
nother route and I don't knowsomething.
So no change course, sohopefully one take.
Feathers (26:00):
We nailed it.
We nailed it.
One take.
We're not going to put thelyrics in the show notes.
Warren (26:06):
Copyright 2023 JTHR.
So hopefully that made your daya little bit better.
Our best practice be, when you,when you get a little down and
out, when you are exposed tosensitive HR data, just think
what the hell, what the hell.
Feathers (26:26):
And have a bourbon.
I'm probably going to have abourbon after this.
Warren (26:30):
Well, thanks once again.
Please be sure to leave areview.
Share with your friends.
We'll let the whole world knowabout.
Know about us, as always.
Oh, like I say, the intro andoutro music is the underscore
orchestra, double to double, andthe voice artists doing the
intro is Andrew Culpa, and now Ican say, as always, I'm Warren.
Feathers (26:50):
And this is feathers.
Warren (26:52):
And we're helping you survive.
Hr won.
What the fuck moment at a time.
Had you actually read the email, you would know
that the podcast you are aboutto listen to could contain
explicit language and offensivecontent.
These HR experts' views are notrepresentative of their past,
present or future employers.
If you have ever heard mymanager is unfair to me.
I need you to reset my HRportal password, or can I ride
(00:24):
up my employee for crying toomuch?
Welcome to our little safe zone.
Welcome to JDD HR.
Warren (01:05):
So welcome to JDD HR, the podcast by two HR
professionals who want to helpyou get through to work day by
saying everything you'rethinking, but say it out loud.
I'm Warren and Feathers is back.
Yes, feathers is back.
Feathers (01:19):
I don't know, where I've been, but I've been
somewhere.
Warren (01:24):
Okay, the pokey, we weren't going to say anything.
No, no, that's a joke, butanyhow, or maybe it's not- We'll
talk about my EEOC case later.
Feathers (01:37):
I'm just kidding.
Warren (01:40):
Yeah, watch your news feed.
Yeah, follow me on Twitter sospeaking of which you can follow
us on social media.
I'm not on Twitter anymore.
I was a JDD HR account but I'mnot there.
But you can follow us onInstagram.
That's where I'm at most of thetime and maybe we'll expand our
other social media things, butInstagram is where I'm at.
(02:03):
Want to thank Hallie, theoriginal JDD HR rock star, and
Bill, our second contributor toour Patreon account.
I have not been on Patreon, soif you've added on to Patreon
recently, thank you, but Ihaven't checked it in a little
bit.
So thank you to our Patreonsupporters.
You keep us going and make it alittle easier pill to swallow
when software subscriptioncharges come in, like the
(02:26):
software recording that came inlast night that we're recording
on today.
So that definitely helps.
So also, please leave us areview on your favorite podcast
player.
It's amazing Feathers.
We've got the number onepodcast player in the world is
Apple and it makes sense, but weonly have like 20 some odd
reviews.
(02:46):
But on Spotify, which is likethree or four depending on which
chart you look at, we've gotnow that you can't write a
review, but we've got like, Ithink, 40 or so five star review
, five star ratings on Spotify.
So thank you all you Spotifyfolks and if you happen to be a
that's all you.
(03:07):
If you happen to be a GooglePlay podcast listener that is
going away, you can.
They say you can continue onYouTube music.
We'll see about that, butthere's all sorts of other
opportunities for you to listento us.
I know that Google plays likenumber five on the list of
podcast players of people usethe listen to us.
So I use Pocket Cast.
(03:28):
I love it, but don't get anymoney from them yet.
So, anyways, I've got threestories today and you know what
time it is.
It's that most wonderful timeof the year when we do our
Christmas song.
And before we get to theChristmas song, I'm going to say
I was going a completelydifferent direction for months
(03:50):
and months and then this justpopped in my head and in and I
finished it in like in two daysafter this one popped in my head
.
So I like it a lot better.
But anyways, uh, I wanted totalk about the hardest things
about being in HR, since we areJ to show in.
So many of the shows latelyhaven't been to J did at all.
(04:10):
They're like you know.
Feathers (04:12):
uh, I don't know, get off message.
We're going to get back onmessage.
Get back on exactly.
Warren (04:17):
We fucking hate people.
Feathers (04:19):
Dear job, don't be an asshole.
There we go, yeah.
Warren (04:23):
All the above.
Well, I I had a talk with a HRfriend of mine and they they
were not a happy camper becausethey just had to process a batch
of bonuses for a department intheir company that botches
(04:44):
things up all the time.
They're famous for passing thebuck and then apparently blaming
HR when things don't go well.
But the HR team had to processthese bonuses and HR hasn't
received a bonus in quite sometime.
This person told me they thinkthat the new manager of that
department is using the bonusesto buy the team into liking them
(05:08):
, and this person has been attheir job for over 10 years and
is now thinking of making a moveaway just because of this.
And when talking to them, theirvoice was literally shaking,
literally shaking.
They were so angry.
You know how people's voicegets when they're they're just
on the cusp of losing it, that's.
(05:29):
That's how pissed off they wereand it was.
And you know, I haven't had thatexact experience in my life,
but I can definitely know wherethey're coming from with that.
But you know, that's one of thethings about being in HR we get
exposure to a lot of sensitiveinformation salaries, bonuses,
(05:51):
things along those lines andthrough the course of my career
I've worked at places like CPAfirms, law firms, engineering
firms, things like that, and Isee these people salaries and
you know, do I get jealous?
No, not really, because I'm notan engineer, cpa or lawyer and
I had the opportunity to go toschool and learn one of those
(06:12):
skills and become higher paid.
So I do look at thatinformation as data.
I try not to get pulled intothe I don't know the oh, that
person doesn't do shit.
Why do they?
You know this.
This entry level engineer ismaking, you know, puku dollars.
And here I am with 25 years ofmy experience because, honestly,
(06:35):
hr has a different value in themind place than people who
produce.
And until you get to one ofthose big big companies that has
thousands of employees in a CROthat's making big, big, big
bucks, it's, it's HR is notwhere you go to get paid, but
(06:57):
you know that.
That's one thing that I've justbeen able to deal very well
within my career.
But my company we're currentlyin we're currently in the middle
of the fourth quarter of ourreview season.
The fourth quarter is reviewtime for everybody, and this
happened to me at a priorcompany once upon a time and as
(07:17):
HR, one of our jobs were to theHR generalists or business
partner, whatever you want tosay for that group, would read
all the reviews for their groupjust to make sure there's
nothing you know.
Read no red flags or anythingstupid written on a review or
anything like that.
And once upon a time I read areview of an employee and if I
were to say this employee wasinferior, that would be
(07:41):
extremely generous.
They, they, they took up spacevery well.
That's what I could complimentthem on.
You took up space very wellover the past quarter of this
year.
Feathers (07:53):
We do not have to correct you for wearing
deodorant or not.
Warren (07:58):
We're putting a good spin on this shit sandwich here.
But but this person they effedup so many different things.
We had to correct theirproblems and what everything
they did seems to makeeverybody's job more difficult.
I really don't know what valuethey ever brought to the company
.
And they were.
(08:19):
This person was one of thosepeople that would CC the whole
world, including and I know thisfirst hand because I was both
the recipient of being CC'd andI was the subject of it.
But if something goes wrong,they CC the entire world on it,
including HR.
And you know, like I said, I'vebeen the reported, a mistake
maker and I've been the CCperson with it.
(08:40):
And, like I said, if they justdisappeared off the face of the
earth, I wouldn't have knownwhat Change to expect.
But anyways, going to getting asidetrack there, I read their
review.
There they were in my, one ofmy divisions.
I had to read the review forand all four.
When it's review time, that'sthe time to pat yourself on the
(09:02):
back, as long as you're in therealm of reality with that and
and it's a good time for that.
But this was a fairy tale thatWalt Disney couldn't have come
up with and I some of the thingsin the review.
I could actually pull up factsand say, no, you're wrong, false
, false, false.
But to make it worse, they hadto nerve in their review to say
(09:24):
they deserve a huge raise.
I forget what percentage theywere asking for, but it was a
huge percentage.
I was like, yeah, right,because of all the extra work
they do and all the things theydo, like no, I don't know what
that is.
And their manager, who I tothis day I still think very,
very highly of, said went alongwith the whole thing.
(09:47):
Should.
The manager she just drank theKool-Aid in Mass and Like said
that was a new manager, had areputation for being a
no-nonsense manager, a goodmanager, and that would just.
That just made me sick to seesomeone like that.
It's like that's when.
That's only time.
I think having access tosensitive, quote-unquote HR
(10:09):
information has really ticked meoff To a certain degree.
And why should it pick me off?
I don't know the.
The person was useless andwhat's a matter if they get more
money or bigger raise.
I think they shouldn't havereally had a job.
But anyway, yeah, have you hadany experiences where you've the
, the sensitive HR informationyou're interested to sort of
(10:30):
Burn your biscuits.
Feathers (10:34):
Simple answer is yes, that's the only time I can think
of.
It's.
I always find it fascinatingwhen you have access to that
kind of information, when it'slike budget season or like we're
talking about, like promotionsor merit increases or equity,
and you be across the board andwhile, yes, we can encourage
(11:01):
Holistically from my experience,and not decision-makers we can
influence, but we, we don't havethe final say.
So, yeah, sometimes reallypisses me off.
But what's your point earlier?
I mean, clearly we chose thisprofession, but we chose this
profession Because we hatepeople.
(11:23):
How?
Andrew Quilpa (11:25):
my people person yeah, yeah now.
Feathers (11:28):
So no, I mean, I mean you've you said it very well.
I mean we I tried to understandthis data points as well, but
it's really tough when you seeThings, you just shake your head
like I can't understand whythis person is either making X
or getting X or being promotedto, why, yeah, it can be a pain
in the ass sometimes.
Warren (11:47):
Yeah, yeah, and maybe there's more to the story.
I don't know, but the storythat I do know or have known in
the past and things like thatit's just said no, no,
everything's wrong with thissituation.
Well, speaking of, everythingis wrong with the situation,
this came from the source Ifound it on was Dextro dxtrocom,
(12:12):
a story on November 24th byMichael William.
So there was a tiktoker and Idon't know I doubt you've seen
the video, but he works, workedpast tense at home depot and I'm
not going to use his handles.
Probably everybody's seen this,all right, but he made a clip
(12:32):
about his customers wanting tobeg, begging him to buy this
grand duchess Christmas treedisplay, and if you haven't seen
the grand duchess Christmastree display, it's a beautiful
tree and it it went viral ontiktok and you can't find it
anywhere now.
And this guy did a video wearingwhat appears to be his home
(12:54):
depot smock and While possiblybeing in in home depot, he
didn't talk, it was just wordsgoing across his smug face about
it.
But the text read the nextperson that calls asking for the
grand duchess Christmas tree,he's going to get a crowbar to
their kneecaps and so guess what?
That did not set too well withthe home depot management.
(13:16):
Uh, so he was get this.
He was fired and then he did.
His next video was a video ofhim doing he called it the walk
of shame and he was showing histermination paperwork as he's
being led out the front door.
But that video he said he wasgoing to continue making videos
(13:36):
spiting the store and thatcustomers don't need to buy
everything a white girl ontiktok told you to buy.
So you know In his name is hisreal name is on here, so
everybody knows who he is.
So it's not like he's going togo to Lowe's across the street
and I'm like, fuck you, we'renot hiring you.
You're going to do the samething here.
And what the hell are you doing, visibly making tiktok videos
(14:00):
while you're at work?
I mean, there's no, no two waysabout that.
But Insighting violence orthreatening to hurt your
customers is Is not a good wayto keep your employment.
And but he got a lot of peoplelike Encouraging which it's
social media.
You know, hey, I'm gonna, youknow, stick my tongue in a
(14:21):
toaster and I want to watch andeverybody's good.
Yeah, yeah, go for it.
You know, whatever stupid thingpeople are doing and but I'm a
firm believer in Darwinism.
Feathers (14:31):
Let him do it.
Warren (14:34):
But yeah, I wonder what's gonna happen to this guy,
where he's gonna be next.
So he's not.
I don't.
I hope people are doing socialmedia checks at least properly
do them.
You don't want your manager'sdoing a social media check on
their potential employees isthat's very bad.
But having a HR person orsomeone a recruiter doing Social
(14:55):
media check on these people andthis guy's made himself
virtually unhirable, I think,with his, his actions, but we
shall see.
But some people are moreforgiving than I am as well.
So the last story of the day Ifound it today.
David Miclus, who was a guest onthe show once upon a time, put
(15:17):
this on LinkedIn and I followedthe link.
It was actually published inMay, may 15th, and it was from
resume builder.
Resume builder.
Resume builder finds that threeand four managers find it
difficult to work with Gen Z.
So we are.
This segment once again islet's shit on Gen Z, because
(15:40):
that's what this whole articleis about it.
So resume builder surveyed 1344managers and business leaders
and found 74 percent Believethat Gen Z is more difficult to
work with than other generations.
49% say it's difficult to workwith Gen Z all or most of the
time.
The top reasons they feel thatGen Z is difficult to work with
(16:03):
is they lack the technologicalskills, effort and motivation.
65% say they more commonly needto fire Gen Z years than
employees of other generations.
12% have fired a Gen Z year inless than one week of their
start date.
And One of the top reasons forfiring Gen Z year because
(16:24):
they're too easily offended.
You don't have that safe spacefor them.
Adam Garfield, who is themarketing director at Haribo I
shall love their gummy bears.
Compared to other generations,he says.
I find Gen Z to be highlyinnovative and adaptable.
They're not afraid to challengestatus quo and bring new ideas
to the table.
They also value authenticity,transparency and expect
(16:48):
companies to be sociallyresponsible and ethical.
However, one area where Ibelieve Gen Z could improve in
the workplace is theircommunication skills.
While they're proficient withusing digital communication
tools, they may lack some of theinterpersonal skills required
for face-to-face interactions.
Gen Z years could benefit fromdeveloping their communication
(17:09):
skills to build strongerrelationships with colleagues
and clients.
Let's say more.
More stats from the theirsurvey 34% say they prefer to
work with Millennials.
30% prefer to work with Gen X,which that surprised me, as I'm
thinking most of the people inthe management world right now,
or either your older Millennialsor Xers, but the poor boomers
(17:32):
only 4% would prefer to workwith boomers and those are
probably boomers themselves.
Four Millennials managers thinkthat Millennials are the Most
productive and I'll have thebest technological skills, which
, overall, I can't disagree with.
And then, right behind themwere Gen Xers.
(17:53):
They feel they are the mosthonest 46% and most productive.
42% felt they were mostproductive.
And yeah, gen Xers were honest.
We're gonna tell you fuck down,we don't.
We don't have those filters orsafe spaces.
But my whole point in this, thisarticle, is you know Gen Z?
(18:13):
They and you know what.
Before I get too far, I thinkit's people like Maybe not me
specifically, but the Xers whoare the parents of these Z's
that are causing problems.
They all got theirparticipation awards and they
all got sold.
You know you.
You struck out because umpirewas bad.
No, you struck out because yousuck at baseball.
(18:33):
They were never told hey, maybebaseball isn't the right sport
for you.
Have you ever tried?
Thought of chess or Somethinglike that?
Nobody would tell them no andset boundaries for them.
So they had these.
They've never been givenrealistic expectations and now
they're.
And add to that Covid, wherethey were doing their
(18:54):
assignments and turning thingsin online and didn't have to
interact with people and Didn'treally develop those social
skills at those key years.
You know, think you're, you'rein high school or early college
and you're not having theinteraction with other people
your age.
I, you know, I don't want totruly give them a scapegoat,
saying it's Covid, but thecovid's gonna play a part in it
(19:16):
the pandemic and being isolatedduring those, those key years.
And, like I said, they're nowentering the job market and
that's just crazy.
You know, when you do someone'sI9 I still do all of our
employees I9's and and singthese people with their birth
years and they're like, oh mygod, I was married and had kids
(19:36):
before you.
My kids are older than you.
It's, it's really, really crazy.
So, yeah, that.
That concludes this episode ofshitting on Gen Z, unless you
got some bad.
Feathers (19:53):
No, I just have to probably agree with every most
things I'm hearing.
Warren (19:58):
Yeah, and it's sad because you would think like my
next generation I.
I, as an excerpt, can agree thatmillennials, they're pretty
damn good at virtuallyeverything.
They, they, they do work hardoverall.
You know it's pain with thisbroad brush that they work hard
overall.
They know their technology,they, they have the
(20:20):
interpersonal skills.
I think they're, they're, youknow, not too far off of Xers,
but then you go to the Z.
It was like what the fuckhappened.
So, anyways, so at long last weare prepared.
Get yourselves prepared for the2023 Christmas song by Jaded HR
(20:45):
.
All right, if you, if you'renew to the show and you haven't
listened to look around November, december, each year, in the
back episodes of episodes, weeither have a song or a story.
I did, I did, I did.
It was the night beforeChristmas once upon a time.
But the others are songs andwe'd like to put a nice little
HR spin on your favoriteChristmas song.
Feathers (21:06):
So so before we get into it, let's just point out
one thing Merry Christmas Cause.
The rest of that political crapbullshit I hate.
Andrew Quilpa (21:15):
Yeah.
Feathers (21:15):
I'm like.
I'm like a true Jaded person.
Warren (21:19):
Like you know and you know, if you're you're not, I
have a new one, oh hold on, holdon.
Feathers (21:24):
I have a new one.
This is something that I brandnew, that I heard for the first
time.
I was now a wish a happy fallholiday and not happy
Thanksgiving holiday.
Warren (21:39):
Okay.
Feathers (21:41):
You know, I had nothing.
I was like did I just getwished a happy fall holiday?
I did.
Okay, I had to text people andbe like is this the thing?
Did I miss this?
Is this my?
Am I not supposed to sayThanksgiving anymore?
Like I know some NativeAmericans and they don't care.
Warren (21:59):
The Native American that I think you're thinking about
doesn't give a rad test aboutmuch.
Feathers (22:03):
No, I mean, I know, I know a couple of them and
they're, they're all like um,okay.
Andrew Quilpa (22:09):
Thanks yeah.
Feathers (22:11):
Like whatever we at corn do, like you know it's.
Warren (22:14):
You know, as I will speak as a non-Christian person,
if someone says Merry Christmasto you, I'll just say thank you
, I don't, you know, you didn'thurt my.
You're wishing me well, you'regiving me good vibes, whatever
it is, I would just say oh,thank you.
Move on, you too, whatever.
(22:35):
You don't need to make a oh myGod, you know, that's not my
culture, that's not myupbringing, that's not my
whatever.
You're imposing your beliefsystem on me.
Feathers (22:47):
What was the?
What was the line in?
I was always thinking aboutstripes like call me psycho.
Lighten up.
Francis.
I lighten up Francis, like getthe fuck over it.
Warren (22:57):
Yeah, stripes.
You know, I've rewatched thatmovie not that long ago and it
just I didn't laugh as much as Ithought I would be.
It was I don't know.
It's you're becoming older andunjaded you just like I can
watch airplane and I've watchedoh, I watched the Christmas
(23:18):
vacation or the vacationmarathon, all of them on
Thanksgiving Day.
I can laugh at those.
Feathers (23:25):
So airplanes, great.
What's up?
I picked the wrong week to stopsniffing glue.
Andrew Quilpa (23:28):
Yeah.
Warren (23:29):
Yeah.
Feathers (23:31):
Yeah.
All right, that's what they do.
Let's, let's butcher the shitout of this.
Warren (23:35):
OK, I never came up with the title of this, so I'll just
call it a Jingle Bells parody.
So who knows how many takesit's going to take us to get
through this thing?
Feathers (23:48):
So we have three.
I'm looking at, but it'sbourbon, so Jack Daniels, ok,
yeah, yeah.
Warren (23:56):
OK, ready, yeah.
One, two, three Dashing throughthe halls trying to get away,
dodging sales calls, gettingthrough the day with my eyes
rolling at employees not sobright, oh, but I can only dream
(24:16):
of getting home tonight.
Oh, what the hell, what thehell.
Seems all I ever say,struggling not to be so snob.
But bourbon will say the dayhey, what the hell, what the
hell seems all I ever sayStruggling not to be so snob,
but bourbon will say the day.
If I'm asked again, where's myW to?
(24:40):
I'll just have to grin Bend over, I'll show you.
You ask this every year.
Will you ever learn what thefuck is wrong with you?
You make my stomach turn.
Oh, what the hell, what thehell seems all I ever say,
struggling not to be so snob.
But bourbon will say the dayhey, what the hell, what the
(25:02):
hell is all I ever sayStruggling not to be so snob but
bourbon stays today.
Jimmy has to go Is all I have tosay.
He really has to know you can'tbehave that way this year.
His little trick after a drinkor two he whipped out his little
(25:25):
dick and started chasing Sue.
Oh, what, the hell, what thehell seems all I ever say.
Struggling not to be so snob.
But bourbon will say the dayhey what?
the hell, what the hell seems,all I ever say.
Struggling not to be so snob.
But bourbon will say the day.
Feathers (25:46):
That's great, that's great.
Warren (25:49):
Yeah, as I mentioned earlier, I was going a whole
nother route and I don't knowsomething.
So no change course, sohopefully one take.
Feathers (26:00):
We nailed it.
We nailed it.
One take.
We're not going to put thelyrics in the show notes.
Warren (26:06):
Copyright 2023 JTHR.
So hopefully that made your daya little bit better.
Our best practice be, when you,when you get a little down and
out, when you are exposed tosensitive HR data, just think
what the hell, what the hell.
Feathers (26:26):
And have a bourbon.
I'm probably going to have abourbon after this.
Warren (26:30):
Well, thanks once again.
Please be sure to leave areview.
Share with your friends.
We'll let the whole world knowabout.
Know about us, as always.
Oh, like I say, the intro andoutro music is the underscore
orchestra, double to double, andthe voice artists doing the
intro is Andrew Culpa, and now Ican say, as always, I'm Warren.
Feathers (26:50):
And this is feathers.
Warren (26:52):
And we're helping you survive.
Hr won.
What the fuck moment at a time.
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