March 20, 2024 • 36 mins
Ever felt that tingle of excitement as you return to work from leave, knowing the landscape of office dynamics has shifted? Well, Warren and CeCe are here to guide you through the maze of HR management, where we put the spotlight on 360 evaluations, ensuring a smooth end-of-year review with no surprises. We'll unwrap the gift of continuous feedback and documentation, serving as your navigators through the complexities of performance assessments.
As the chatter of basketball brackets buzzes through the office, we share our own March Madness musings and dissect how this season's frenzy affects the work environment. From the collective energy to the potential productivity pitfalls, we're bouncing around anecdotes and insights that could make even the least sports-savvy among us want to jump into the game. And speaking of noise, we dish out our personal preferences on workplace ambiance, asking whether a slam dunk in the background beats the typical office hum.
But it's not all fun and games—expect to get the lowdown on the challenges that test our HR prowess. We commiserate over unsolicited sales pitches and the managerial shirking of responsibility that too often finds its way to HR's doorstep. So, fasten your seatbelts for a rollercoaster episode that promises to equip you with the insider know-how to tackle these hurdles with finesse. And don't forget, your burning questions might just be featured in our upcoming AMA session, so get those inquiries ready!
We want to hear from you.
Text us or leave a voicemail (252) 564-9899
email: feedback@jadedhr.com
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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 JDHR, all right.
Warren (00:47):
Welcome to JDHR, to podcast by two HR professionals
who want to help you get throughto work day by saying all the
things you're thinking, but saythem out loud.
I'm Warren.
Cee Cee (00:57):
I'm CeCe, all righty.
Warren (01:00):
Back again and your clock is ticking, oh my God.
Cee Cee (01:05):
My clock is ticking.
I think I have about five moreweeks officially and I am yeah,
I'm kind of at that point whereit's like senioritis in high
school.
I'm just, I'm mentally clockedout.
I just wanted to come becauseof one more person.
There was one more bizarrething on my plate at work.
(01:26):
I am going to cry.
Warren (01:30):
Oh yeah, they got to get all of the can from you before
you head out for your maternityleave.
Cee Cee (01:37):
Oh, and not only that, like we have, we've been doing
360s for a while but like noone's utilized them in a very
long time, so we shut it down.
And now, as I'm trying to prepto leave, we have a request to
do 25 360s.
I'm like, oh my gosh, likereally at all the months of the
(01:58):
year now is when you want to do25, but I'm happy to do it, but
still, I'm just laughing at thetiming.
Warren (02:03):
Okay, here's.
We didn't discuss this 360evaluations how much value is in
360 evaluations?
And I should qualify because itdepends on each company's 360.
Are you having subordinatesrank their managers and peers,
rating their peers and thingslike that is.
I've worked one place, we didit one year and I will say they
(02:27):
probably I joined the companywhen it was already in progress
and they didn't do it again, butit just I don't know.
I got very cynical about it andI don't think it was set up
properly to begin with, but inthe training wasn't there.
But is there true value in 360s?
Cee Cee (02:47):
I think you're right.
I think it depends on howthey're set up.
I love a 360 as long as they'reset up correctly and they're
still anonymity to an extent andpeople are actually honest, but
I adore a 360.
Warren (03:05):
Okay, cause focus group of one time and, like I said, it
was probably poorly of art,wasn't probably it was poorly
done.
I seem to recall somecatty-ness in peer reviews and
maybe catty-ness isn't the rightterm because it implies maybe
females, but I'm talking justsort of backstabbing to
(03:27):
regardless of gender with that.
And then from subordinates tomanagers.
I experienced employees whobasically felt that they could
do, they should be doing theirmanager's job, and I just don't
think the right training was putin place to help the reviewers
understand what their job andwhat we're looking for out of it
(03:47):
.
Rather than a vent session, abitch session or you know, I
could do my manager's job withmy eyes closed and I don't get
any respect for what I bring tothe table, cause that's what
they.
I found they turned it aboutthem of more than a few times.
I saw that what they.
You know you're supposed to bereviewing somebody else when
you've turned around about youand that's Interesting.
(04:10):
I would love to research andpotentially look into 360 from a
higher level, but where I'mactually trying to get my
company to go is of agilereviews where you're just
continuously document and hey,hey, warned you know we had this
conversation that well on thisproject and ongoing, repetitive
(04:34):
and instant ongoing feedbackdocumented and then at the end
of the year say, okay, well,we've been talking about this
stuff all year round here toincrease any questions because
you've had that conversation onan ongoing basis.
I think my company is stillquite away away from being able
to do that, but that's sort ofmy longterm goals.
To do just agile, just give thecontinuous feedback, continuous
(04:57):
feedback, continuous feedback,and then come back and say, okay
, well, this is what wediscussed.
Recap the year and we're done.
That would be ideal.
Cee Cee (05:08):
See, that's nice.
I love that you brought that up.
I am in my award winningperformance management system.
There was.
I just like sat through adebrief session and I like you
know you're always nervous in adebrief session because people
are just kind of it's like ayear end review of like how
things went.
And we pulled a bunch of HRpartners in and it was like oh,
(05:31):
how did it you?
know how did this process workfor you, how did it work for the
people?
So you're kind of sitting therejust waiting for all this real
constructive feedback.
But the one thing they said iswe started doing check ins, like
quarterly, and we document themand then you can pull a report.
In our system it was work day.
We use work day Then you canjust basically like pull in like
(05:53):
all the feedback from thefollowing conversations and that
everyone hands down was likethat made it so much easier,
Like just that everything wasthere for the end of your
performance review.
Like I was like there you goLike just continuous feedback.
Warren (06:07):
I think that the grand finale, the meeting, should be
really anticlimactic, becauseyou've had those discussions all
year around and sometimes theymay be uncomfortable discussions
.
Hey, warren, you really screwedthe pooch on this.
We needed you to do X, you didY.
It mess things up for whatever.
Have those uncomfortableconversations and document them
(06:29):
once again, but when you get onto that final review meeting
it's all been discussed.
You say, hey, this is what Igot, this is what we got and,
yeah, just be done with it.
But that's my perfect worldscenario to get to.
Andrew Quilpa (06:47):
Perfect world.
Warren (06:49):
Well, before we get too much further, got to do our
thank yous to start off the showHalle, the original JTTR
Rockstar.
And Halle I'm going to send youa personal message, so be on
the lookout for that and Bill,our other Patreon supporter.
If you'd like to support us onPatreon, there's ways to do that
.
Or if you just want to give usa one-time support, there's a
(07:10):
bias of beer in the show notes,so you can go ahead and check
that.
Of course, CC, in her currentstate, will not be drinking a
beer, but we'll save it forlater.
Cee Cee (07:21):
Just wait, just a stockpile them, I'll get to them
.
Warren (07:25):
Yes.
So, anyways, if you enjoy thepodcast, support us in any
number of ways reviews, tell afriend, send us a story.
It's been so long since we'vehad a story from a listener, so
send us a story we'd love toshare.
And then the final thing I wantto get to you is our AMA.
Our next episode is our AMAfourth anniversary special.
(07:46):
So you got a crazy, weird,stupid question.
Ask us.
We will be answering them, andwe have a special guest joining
us on that episode as well.
So I'll put some informationout on social media.
Our email address is in theshow notes, as well as our text
and voicemail number.
You can leave us voicemail.
Go ahead and do that, and ifyou leave us a voicemail, I'll
(08:09):
actually play the voicemail, soyour voice will be on the air if
you want it to be so, anywaysit's like you're here with us.
Yeah, so yay, let's see here.
So where do I want to start?
Well, I'm going to rant and Ithink, uh, yes, and it's the
same topic as always.
I know everybody's like, ohdamn it, warren, you and your
(08:31):
freaking solicitors.
But here's the number one wayto find yourself on the top of
my solicitor shit list, showingup unannounced.
That's the part one.
And then, when I tell thereceptionist I'm not available,
say that's fine, I'll wait.
And I'm like two things wentthrough my mind.
(08:54):
Do I just let him wait therefor till I leave, at whatever
time I finally get out of theday?
Or do I just go up there andsay, hey, I'm not going to have
time in the near future?
Sorry, anything like that.
I chose option B just to getrid of them, but I so bad if I
need to be more of an evil humanbeing sometimes.
(09:14):
And, yeah, he can sit his assout there all day long.
And, yeah, I'll wait.
Okay, yeah, anyhow, that'sthat's do they know what you
look like.
Cee Cee (09:25):
Oh, no, probably just like you can just be walking and
back and forth.
They'll never know.
Warren (09:32):
Yeah, I don't know who this person was.
I mean, they did leave a cardand I threw it away.
So I got back to my desk.
The card did not have a verylong shelf life.
But here's another way, andthis happened last week to me
and I'm gonna call this comingin hot and stupid.
So I'm, this is actual linefrom from the email he sent oh,
(09:58):
no, excuse me, not email fromhis phone conversation.
I'm not gonna go over to emailone today.
I'll save that solicitor forlater.
So I'm coming in hot and stupid.
Hey, I'm reaching out to you tosee if you're open to partnering
with us.
We can supply you top engineersto help replace the fill and
drain services on your upcomingspacecraft programs.
(10:18):
I just said no, that's all Isaid to him.
He says Is there any particularreason we can't assist you?
We'd love to, part way, you usemy company's name so he knows
the company.
On these type of projects wecan give you a very favorable
rate, and all this because wewant to work with you, know my
company.
And I said Well, the problem iswe actually don't have a
spacecraft program.
(10:39):
And he follows up oh well, whatdo you do?
I'm sure we can help you withyour staffing needs.
I'm like no, thank you, I meanto your homework to your
homework person.
I even googled, looking for acompany that has a name anything
like us, has anything to dowith spacecraft and whatever
(11:02):
fill and drain service valvesare.
I was googling that, so I'mjust to see if there's.
I couldn't find anything closeto us.
So like, do your homework knowwho you're calling before you
call.
So anyhow, those, those are myrants on solicitors, so got it
off my chest.
Thank you very much, everybody.
I feel much better now.
Cee Cee (11:23):
So I don't know what it is, but at my I've never gotten
so many solicitation emailsthat I have at my current
company, linkedin.
I understand that's just that'swhat it is now, but I'll
literally get email upon emailfrom people and it's then
they'll.
They'll not only name me, butit's like is it you or Susie who
(11:45):
I should be contacting for this?
And I'm like I don't, and it'salways something I don't do like
about your recruiting.
And I'm like I don't recruit.
So I'll be like take me off thelist, I don't recruit.
And then they'll be like ohwell, do you have a name of
someone we can reach out?
Warren (11:59):
to no we're done.
Cee Cee (12:02):
This transaction is done.
Warren (12:04):
Yeah, that just when they ask for somebody else who
can, who can I talk to you aboutthis?
Well, I'm not doing yourhomework for you.
You know you're obviously notgood at the research Anyhow.
Anyhow, did you have a rant, doyou were gonna?
Cee Cee (12:22):
I do have a rant, so I saw this in a Facebook group and
it was someone on my table Oneof those.
I know it's like the Facebook HR, I don't know it's.
It is what it is.
But there is someone in therewho has a similar job title than
I do and she was talking abouthow a manager or one of the
employees at her company wascomplaining that she had
(12:45):
received a performance reviewand the manager said that you
know, I wish I could give you afour, but the company's just not
letting me, so I have to giveyou a three.
And the funny thing was is notonly did they say the company
was not letting me, but theyalso insinuated that there is
some kind of like a forcedistribution and everything.
(13:08):
And this person was like wedon't have a force distribution,
like.
So the whole thing turned intowhy can't managers just manage?
And that's my biggest pet peeve.
So when I read it, I was, I wasangry for this person, because
why are you blaming it on thisboogie man which, by the way,
(13:31):
turns out it's always HR.
Hr is always always like Iwanted to do it but HR wouldn't
let me, or something like that,and I just get so mad.
I'm like you.
This is your job.
This is your job.
Give feedback, give the reasonwhy they're getting what they're
getting and be done with it.
Warren (13:50):
Yeah, it really isn't that hard.
I think bad managers just makeit a lot harder than it has to
be.
So I actually have a futuretopic I've listed on passing the
buck date on HR and somethingthat I was dealing with once
(14:13):
upon a time and I was going towrite about it, so maybe we'll
have that for a future topic.
Cee Cee (14:19):
It's aggravating, yeah, stop it Just.
And the other thing is is, likeyou know, just going off that
every time we ask our managersto do something like leading
their team or doing somethingthat would help benefit or
enrich their team, we always getthe same eye roll of a response
(14:39):
to be like well, I have otherwork to do.
I'm like no, you're a peopleleader, that's a big part of
your job.
You have to do that.
Warren (14:48):
Exactly I, managing.
If you're a manager, unlessyou're just a total process
manager, I know, like an ITworld, there's people that have
the title manager but they don'thave any people in them that
are managing a process or systemor something like that.
But if you have people, that's,that's part of your job.
(15:09):
Well, well, I guess what we'vebeen talking about these grants
can lead ultimately to arguments, and I've mentioned any number
of times I was a baseball umpirefor 15 years, worked through
the college ranks and thingslike that, and one of the
sayings we have an umpire worldis never argue with an umpire.
(15:31):
It's like wrestling with pigsyou both get dirty and the pig
likes it.
So I had somebody getting notrelated work, want to argue with
me about something, and I'm nota big argue or I don't like
arguing.
I don't like that side ofthings.
But when you get to that pointwhere you've pushed me over the
edge, I'm coming for you.
(15:51):
And this person was was theirargument had no factual basis.
It was all Excited, excited,emotional garbage and things
like that, and I was trying myhardest not to argue.
But we got to the point.
An argument was going to like,said I, unless it's my wife.
(16:12):
I'm arguing to win.
At that point, and I use factsand logic and reason, I came up
with like five bullet points bam, bam, bam bam.
Hundred percent truthful,hundred percent accurate, and at
that point they really can havea say.
This is what the person saidafter I just destroyed them with
facts.
He says Well, let's just saywe're both right and I'm like no
(16:36):
, unless, unless you'recompletely changing everything
you just said, you can't beright at any level.
But if that's what makes youfeel better, fine I'm.
I was resigned at that point.
But no, we can't just both beright with.
You got to me participationawards when you're a kid.
I don't, I don't know what'sgoing on with.
We can't all be right anyways.
Cee Cee (16:59):
Your number one mistake was approaching that argument
with logic.
Warren (17:04):
Yeah, that I.
But, like said, I don't want toargue.
I am so happy letting stupidpeople remain stupid and be, you
know, wallowing their stupidity.
I'm perfectly fine with thatand I tried to just leave and be
okay.
Whatever dude you're, anyways,anyways.
But yeah, my main topic for theevening March Madness.
(17:29):
We are in March Madness time.
We're recording this.
On March 18th I think all theconference attorneys are done
they announced the seating ofthe March Madness tournament and
it has a definite impact onoffice places.
And I don't know about whereyou live.
I'm in North Carolina and Iwill go as far as to say
(17:53):
basketball is a form of religionhere.
You know it is that People arethat strong up in that much
behind their team because, youknow, yeah, north Carolina
didn't found basketball, butthey damn well sure perfected it
, and I'll go get some comments,I hope, on that, hey, but
(18:16):
anyways, it's really cool.
I mentioned in our fantasyfootball episode how awful I am
at fantasy football, but I willsay I've won a few bracket
tournaments in my day.
In the last one I won.
I wasn't measuring, but I wasgoing against teams rather than
(18:37):
saying, oh, I want this personto win that, print it up.
I don't want that one to win.
I wanted them out here andthat's how I ended up winning it
.
So March Madness has to rank itright up there with fantasy
football and the Super Bowl forterms of loss, productivity and
cost to the employer.
And so I actually did someresearch.
And wallet hub I've never heardof, but they said businesses
(19:02):
can collectively expect to lose13.8 billion due to unproductive
work years.
During March Madness and anothercompany I haven't heard of
before, yampo.
They had some stats out theresaid 86% of employees will spend
at least some time at worktracking, keeping track of the
games.
56% of those employees willdedicate at least one hour of
(19:25):
the working day.
For the first two days of thetournament, 8.4 million
employees will watch gamesonline during work hours.
And they also said that 30% ofbandwidth can be consumed by
single user watching video on ateam one line.
So there's a lot ofunproductive activity and that
(19:48):
person is you know.
Imagine one person streaming it.
How many people do you have tohave streaming it to just bring
your system to a completeslowdown Modus, a company I've
actually heard of.
They said that it speak of it.
They say it.
Pros state that a lot of 64% ofit Pro state that state their
(20:08):
company is blocking streamingcontent, throttling bandwidth to
streaming content, institutinga company policy that bans non
work related streaming, and 45%say they company actually offers
an alternative to streamingWatch games.
That's pretty cool, but when itcomes to that, your cell phone
(20:31):
my boss knows I'm not lettingany secrets out while East
Carolina is playing a baseballgame during the day and I'm at
work, I have my phone on, I haveit on mute and I'm watching the
game on ESPN plus on my phone.
I'm streaming it, not having tointerrupt the company servers,
but it's on mute and it's on theside and I keep checking in and
watching and things Like that.
But yeah, the company can onlydo so much because you have that
(20:55):
little cell phone and I canstream all day long, I'm having
unlimited plan and, yeah, noproblem with that.
So, anyways, well, I foundanother article by Steve Corral
from Southern IllinoisUniversity and he is a
Carpendale professor ofmanagement and he listed some
(21:16):
pros and some cons to Marchmadness the positive workplace
bonding, cohesion, making theworkplace more enjoyable
absolutely I agree with that.
People taking a quick break cangive people the chance to
refresh and then come back moreproductive.
Okay, he says numerous studieshave shown that contented
(21:37):
employees are typically moreloyal and committed.
So for workplace permits, marchmadness, the result is likely
improved satisfaction andretention.
He also stated that 84% of aresponse to a survey said that
office pools make their jobsmore enjoyable, and then 79%
(21:57):
said pools improved their workengagement and half said they
met with coworkers after hoursof watch a game, leading to
closer workplace relationships.
And then 73% of workers saidthey look forward to going to
work more when they join Marchmadness pools.
And I can absolutely agree witheach of those stats that he
(22:20):
said it's fun, it's, it's a lotof, I don't know, it's
camaraderie.
People love their sports,people love whichever team
they're pulling for, and it's,it's great.
I can't say anything negative,but he did have a few negatives.
Steve cryo says March madnesscan easily give people an excuse
(22:44):
to.
Here's a new term for you cyberloaf.
Oh, okay, we're making up wordsnow.
Yeah, it's.
You know, since the pandemic oreven right before, we just like
making up words, but cyberloafing.
Economic analysis is suggestedthat March madness tournament
time.
No-transcript.
The lost production could totalas much as 134 million in lost
(23:07):
wages and 1.9 to billion to upto 13.3 billion dollars in lost
productivity.
People being distracted fromthe job they're being paid to do
and using time to watch gamesfill up brackets, betting in
office pools and track news oreven print is a cost to the
company.
(23:28):
Another thing he mentions is anexclusion or asterism effect,
such that while many in aworkplace jump on the bandwagon
and join the hype, those whodon't can feel left out or
clueless.
Cee Cee (23:40):
And then he mentioned I don't like that okay.
Warren (23:43):
I don't really don't.
Cee Cee (23:45):
I get it, but I don't like, I'm not a I'm not a
basketball sports ball fan, butat the same time.
I'm a football fan, I'm not abasketball fan, so but even when
we had brackets in the officeand everyone was like losing
their minds, it was still fun tobe part of it.
Yeah, I don't know, the energywas fun.
I don't get ostracized.
Warren (24:04):
Exactly Going going to fantasy football.
Someone asked me if I wouldjoin the company fantasy
football team.
I said hey, I'll be glad tojoin and have fun.
I said I'm not good at it atall.
I said I, you know, just like Idid on our fantasy football
podcast, I'm almost always deadlast in fantasy football.
I'm just that's not my thingabout.
(24:25):
I'll do it, I'll have fun withyou and I'm not going to end up
not sending me an invitation.
That was, that was fine.
But I don't think you can feelreally excluded if you're doing
a pool or something like thatthen, and or brackets, I mean it
takes okay, it doesn't takethat long to fill up brackets,
unless you're one of thosepeople wants to dive in and you
(24:46):
know, on a Tuesday night withtemperature above 70 degrees and
coming in break number threethis guy does great now and
there, god love them, therepeople.
Cee Cee (24:55):
I choose my brackets based off the mascots.
How much I like the mascots ofthe team?
Warren (25:02):
Hey, it can work.
It can absolutely work,absolutely work.
That's what's so fun.
You know what's his name WarrenBuffett puts up his own money,
usually every year, to correctlypick all the games and the
March Madness.
I haven't seen if he's doing itthis year, but I know in the
past he has enough.
I filled out my bracket for himand I have not won, but anyways
.
The final thing he mentions isa fear of missing out the FOMO
(25:26):
effect, and it can cause theescalation of commitment issues.
When people get hooked onchecking the news scores,
watching the games and so on,it's easy to increase the amount
of time spent on it, meaningmore time away from working,
more difficulty doing whatyou're actually paid to be doing
, and I can understand that.
You get your phone.
You get notifications thatyou're Of all the scores if you
(25:51):
want them, or sometimes youdon't want them, but yeah, you
can definitely overdo it, butthat's anything in life.
But I don't know.
I enjoy it.
I think I would encourage itactually in the workplace, as
long as I would say no, as longas there's no real money
exchanging hands.
I did a workplace pool oncewhere your brackets cost you, I
(26:15):
think, five dollars and twodollars of it went to whatever
charity and then went to thewinners, earnings or whatever
you want to call it, and forfive dollars, I don't care.
You know, I'll fill out acouple brackets and see who, and
just to just have fun with it.
Cee Cee (26:34):
That's the kind of stuff I miss working in an
office, I miss being part ofthat stuff, like even even
though, like I said, I'm not abasketball fan just the energy,
I believe.
Probably the benefit outweighsthe cost of it.
Oh yeah, as you mentionedbefore, it's all about the
employee engagement and thecamaraderie and the likelihood
(26:58):
to stay in a place where youfeel that.
I think that, like what people?
What people are going to work?
If like less a few hoursbecause of it, that just let
them be, let people be.
Warren (27:11):
And this is like the truest form of, like organic
team building.
You don't need any manage.
Actually, the less managementintervention in this case, the
better.
I think there would be somerules on gambling and betting
and things like that.
But if it's a pool, you'reputting in a couple bucks, like
I said, I'm sure at your workthey have a baby pool for you.
What's the date, what's the day, the weight, all those other.
(27:35):
So I'm a guy, I've participatedin this pools.
When people go out on you knowabout to go out on maternity
leave, you, you buy a block forthe height, weight, you buy
blocks for the day all the time.
I mean, who cares?
And in those cases the oneplace I worked that did that, a
block was like two dollars andit went to the gift.
Yeah, yeah, by block, to oursure, don't care are you?
Cee Cee (28:03):
are you sure you weren't feeling ostracized doing
maternity pool?
Warren (28:06):
No, I thought it was fun the way they did it.
You just bought a block andthey put in the numbers.
After you just put your nameand then they wrote like, yeah,
so you're buying it blind.
I was like, sure, yeah, I'llhave some fun with this and see
what it is.
And now I did not feelostracized, I did not feel
(28:28):
harassed, I did not feeldiscriminated against.
It's fun.
And you know what?
I'm not into a lot of sports.
I'm into college football,college baseball, college
basketball.
But if someone were to come upwith a Stanley Cup finals
bracket sure, I know absolutelynothing about hockey I can name
maybe five players.
(28:48):
Maybe they might have retiredby now, I don't know, but I can
maybe come up with five players.
But what the heck, it's fun,why not?
Why not do it?
Have some fun, camaraderie.
And I think, as a HR person,it's also maybe more important
for us to get involved in thosethings as participants, because
that'll help reduce that visionof us being the bad guy.
(29:10):
Oh, hr, better not let HR knowthis, or you know, whoops.
You know, the other day Iwalked into the break room.
Oh, I can't say that HR's here.
Cee Cee (29:19):
It's like whatever Say, whatever the fuck you want, I
don't care yeah that's a reallygood point, because it's not
only it humanizes us, but italso gives people permission to
take part in these things too,because I feel like, oh, we
can't do this, we can't do that.
And if we participate, it'slike, oh, this is, this is
allowed, it's fun, it's part ofthe culture, just do it.
Warren (29:43):
And, like I said, it's so organic and it doesn't.
Okay, it does cost the companyproductivity, I'm not going to
deny that, but I think some ofthese numbers are really
escalated.
I just I don't know how theywould calculate that.
Yeah, I'm going to.
Let's say, I spend a full hourcompleting my brackets.
I don't take that long, I just,like you know, I like them, I
(30:06):
like them, I don't like them,and go through it.
And if you want to pick mymascots, that's cool.
Maybe you have to spend someextra time googling what I don't
know San Jose State's mascot is, because I couldn't tell you
what that is.
To see if you like it betterthan the other team's mascot it.
And yeah, we're good.
(30:27):
People are going to chat andtalk, and that's another thing.
Talking about the games, oh,did you see you know what
happened to whomever, whateverteam?
It is that this game does?
Those types of things are goodfor the environment and, like I
said, I would do as much toencourage it within within
reasons.
I have a, just a, a, a good,healthy experience with it.
(30:48):
Oh, no, fun, fun stuff, and I'mlooking forward to March
Madness.
I have not watched as muchcollege basketball this year
than I, as I have in the past.
So you know, I'm, I'm, I'mgoing in a little bit blind, but
I'm, I'm looking forward to itjust the same, just because it's
fun and and you're getting thebest, the best out there right
now, yeah, so, and yeah, I'm ina little fine.
(31:12):
Yeah, yeah, point this this well.
I guess we we didn't go to Jadain this, but I would think even
as as an OD professional, youcould it's got to have real
value.
This.
I think it brings real valuethat you can be measured and,
beyond the loss, productivity.
And if, if there's anindividual that's having a
(31:33):
problem and they're, you know,watching TV all day long versus
doing their work, that's anindividual issue.
That's not a a thing that makesyou have to have to cancel the
whole thing.
Okay, no, march Madness at ouroffice, cause, just once again,
manage your people.
Hey, get off the TV, warren,you've got to get this work done
(31:55):
.
You know we have a deadline.
Or hey, I don't care if youcheck the scores and updates,
but you can't be watching the TVthere, for you know, eight
hours a night or whatever it's,it's, it's crazy.
Cee Cee (32:06):
To add to that too, I used to work in a.
I used to work on a learningteam and the team you know this
is back when I it was for GE itwas like I don't want to say it
was a call center environment.
It wasn't, but it was like aticketing kind of environment
because this team took all theLMS what is it?
The LMS requests from theentire company and there's a one
(32:29):
person on the team and he wouldjust have his iPad set up and
he would be streaming all dayand people would complain
because they'd be like, oh myGod, like is he even working?
But at that environment, likeyou kind of see people's KPIs
and their productivity, and it'slike this person is like the
number two on the team.
If him having Netflix streamingsomething in the background
(32:52):
while he works works for him,then mind your business.
Mind your business Like.
If you're doing the work, whocares?
Warren (33:02):
Exactly that.
That's actually something I hadto teach myself because where I
work now, there are any numberof people you go by.
They've got Netflix going,they're watch, they're actively
watching as they're working andas a HR person, you know.
And and old foggy on top ofthat, I.
That's not right.
(33:23):
That's not right.
And here I am.
I mentioned I'll watch a ECUbaseball game, but I'm not
dedicated watching it.
I even have it on mute, I'mjust peeking.
It's there so I can peek at itwhen I want to.
And, yes, I will hit Rewind andif there was a play that I miss
or something like that, but aslong as, as long as the work is
getting done and the managerdoesn't have a problem, then
(33:44):
it's not my business.
And you know, it's still cringeworthy to me sometimes to see
people doing it, and it'sespecially in certain more
visible positions, you know when, but I haven't heard any
complaints.
Hey, you know, this person putme off because they were
watching TV rather than, youknow, helping me do whatever I
(34:05):
needed needed help with.
So you know, until it gets thatperson, let it go, let it go.
And I do think some people aremore productive my, my wife.
She works from home and she hasinvestigation discovery on 24
seven in our house.
To begin with, it's like whyshe's listening to it in the
background as she's working andthat's her.
(34:26):
That's her white noise, if youwill to to get her work done as
investigation discovery and youknow I'm on a Vanderpump rules
kick right now, that's in thebackground while I'm working.
Cee Cee (34:38):
Yeah.
Warren (34:41):
I haven't tried that.
I tried music once upon a timeand it didn't work well for me.
I'm still, like said, old foggy, I'd like just working noise.
Cee Cee (34:53):
Just silence.
Warren (34:54):
Yeah, working, noise, silence, the chit chatter of
people walking you know, I stillwork in the office the chit
chatter of people walking around, talking, doing what they got
to do, that's, that's good.
So, anyhow, I think that's allwe've got for today.
Anything else on your end.
Cee Cee (35:15):
No, I'm good.
Warren (35:17):
All righty.
Well, I think our best practicefor today is get that March
Madness bracket in as they.
They just announced theseedings and the tournament
place, so get them out there,have some fun with your team,
even if you don't likebasketball.
I like said, have fun with that.
Let's see here at the voiceartists doing our intro is
(35:38):
Andrew Culpa and the music ourintro and outro music is double
the double by the underscoreorchestra.
As always, I'm Warren.
Cee Cee (35:46):
I'm CC.
Warren (35:49):
And before I say we're here helping you survive HR one
fuck, what the fuck.
Moment at a time, I'm going tosay get those questions in for
the AMA.
We'll get some social media onboth mine and CC or the Jada HR
and CC's boozy HR account.
So send us your questions andour special guests will be
reading the questions and wewill respond to them and give us
(36:12):
some crazy ones.
I want to hear what you got.
I know you got some really goodhumdingers out there.
So now I'll say now I'll saywe're here helping you survive
HR one, 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 JDHR, all right.
Warren (00:47):
Welcome to JDHR, to podcast by two HR professionals
who want to help you get throughto work day by saying all the
things you're thinking, but saythem out loud.
I'm Warren.
Cee Cee (00:57):
I'm CeCe, all righty.
Warren (01:00):
Back again and your clock is ticking, oh my God.
Cee Cee (01:05):
My clock is ticking.
I think I have about five moreweeks officially and I am yeah,
I'm kind of at that point whereit's like senioritis in high
school.
I'm just, I'm mentally clockedout.
I just wanted to come becauseof one more person.
There was one more bizarrething on my plate at work.
(01:26):
I am going to cry.
Warren (01:30):
Oh yeah, they got to get all of the can from you before
you head out for your maternityleave.
Cee Cee (01:37):
Oh, and not only that, like we have, we've been doing
360s for a while but like noone's utilized them in a very
long time, so we shut it down.
And now, as I'm trying to prepto leave, we have a request to
do 25 360s.
I'm like, oh my gosh, likereally at all the months of the
(01:58):
year now is when you want to do25, but I'm happy to do it, but
still, I'm just laughing at thetiming.
Warren (02:03):
Okay, here's.
We didn't discuss this 360evaluations how much value is in
360 evaluations?
And I should qualify because itdepends on each company's 360.
Are you having subordinatesrank their managers and peers,
rating their peers and thingslike that is.
I've worked one place, we didit one year and I will say they
(02:27):
probably I joined the companywhen it was already in progress
and they didn't do it again, butit just I don't know.
I got very cynical about it andI don't think it was set up
properly to begin with, but inthe training wasn't there.
But is there true value in 360s?
Cee Cee (02:47):
I think you're right.
I think it depends on howthey're set up.
I love a 360 as long as they'reset up correctly and they're
still anonymity to an extent andpeople are actually honest, but
I adore a 360.
Warren (03:05):
Okay, cause focus group of one time and, like I said, it
was probably poorly of art,wasn't probably it was poorly
done.
I seem to recall somecatty-ness in peer reviews and
maybe catty-ness isn't the rightterm because it implies maybe
females, but I'm talking justsort of backstabbing to
(03:27):
regardless of gender with that.
And then from subordinates tomanagers.
I experienced employees whobasically felt that they could
do, they should be doing theirmanager's job, and I just don't
think the right training was putin place to help the reviewers
understand what their job andwhat we're looking for out of it
(03:47):
.
Rather than a vent session, abitch session or you know, I
could do my manager's job withmy eyes closed and I don't get
any respect for what I bring tothe table, cause that's what
they.
I found they turned it aboutthem of more than a few times.
I saw that what they.
You know you're supposed to bereviewing somebody else when
you've turned around about youand that's Interesting.
(04:10):
I would love to research andpotentially look into 360 from a
higher level, but where I'mactually trying to get my
company to go is of agilereviews where you're just
continuously document and hey,hey, warned you know we had this
conversation that well on thisproject and ongoing, repetitive
(04:34):
and instant ongoing feedbackdocumented and then at the end
of the year say, okay, well,we've been talking about this
stuff all year round here toincrease any questions because
you've had that conversation onan ongoing basis.
I think my company is stillquite away away from being able
to do that, but that's sort ofmy longterm goals.
To do just agile, just give thecontinuous feedback, continuous
(04:57):
feedback, continuous feedback,and then come back and say, okay
, well, this is what wediscussed.
Recap the year and we're done.
That would be ideal.
Cee Cee (05:08):
See, that's nice.
I love that you brought that up.
I am in my award winningperformance management system.
There was.
I just like sat through adebrief session and I like you
know you're always nervous in adebrief session because people
are just kind of it's like ayear end review of like how
things went.
And we pulled a bunch of HRpartners in and it was like oh,
(05:31):
how did it you?
know how did this process workfor you, how did it work for the
people?
So you're kind of sitting therejust waiting for all this real
constructive feedback.
But the one thing they said iswe started doing check ins, like
quarterly, and we document themand then you can pull a report.
In our system it was work day.
We use work day Then you canjust basically like pull in like
(05:53):
all the feedback from thefollowing conversations and that
everyone hands down was likethat made it so much easier,
Like just that everything wasthere for the end of your
performance review.
Like I was like there you goLike just continuous feedback.
Warren (06:07):
I think that the grand finale, the meeting, should be
really anticlimactic, becauseyou've had those discussions all
year around and sometimes theymay be uncomfortable discussions
.
Hey, warren, you really screwedthe pooch on this.
We needed you to do X, you didY.
It mess things up for whatever.
Have those uncomfortableconversations and document them
(06:29):
once again, but when you get onto that final review meeting
it's all been discussed.
You say, hey, this is what Igot, this is what we got and,
yeah, just be done with it.
But that's my perfect worldscenario to get to.
Andrew Quilpa (06:47):
Perfect world.
Warren (06:49):
Well, before we get too much further, got to do our
thank yous to start off the showHalle, the original JTTR
Rockstar.
And Halle I'm going to send youa personal message, so be on
the lookout for that and Bill,our other Patreon supporter.
If you'd like to support us onPatreon, there's ways to do that
.
Or if you just want to give usa one-time support, there's a
(07:10):
bias of beer in the show notes,so you can go ahead and check
that.
Of course, CC, in her currentstate, will not be drinking a
beer, but we'll save it forlater.
Cee Cee (07:21):
Just wait, just a stockpile them, I'll get to them
.
Warren (07:25):
Yes.
So, anyways, if you enjoy thepodcast, support us in any
number of ways reviews, tell afriend, send us a story.
It's been so long since we'vehad a story from a listener, so
send us a story we'd love toshare.
And then the final thing I wantto get to you is our AMA.
Our next episode is our AMAfourth anniversary special.
(07:46):
So you got a crazy, weird,stupid question.
Ask us.
We will be answering them, andwe have a special guest joining
us on that episode as well.
So I'll put some informationout on social media.
Our email address is in theshow notes, as well as our text
and voicemail number.
You can leave us voicemail.
Go ahead and do that, and ifyou leave us a voicemail, I'll
(08:09):
actually play the voicemail, soyour voice will be on the air if
you want it to be so, anywaysit's like you're here with us.
Yeah, so yay, let's see here.
So where do I want to start?
Well, I'm going to rant and Ithink, uh, yes, and it's the
same topic as always.
I know everybody's like, ohdamn it, warren, you and your
(08:31):
freaking solicitors.
But here's the number one wayto find yourself on the top of
my solicitor shit list, showingup unannounced.
That's the part one.
And then, when I tell thereceptionist I'm not available,
say that's fine, I'll wait.
And I'm like two things wentthrough my mind.
(08:54):
Do I just let him wait therefor till I leave, at whatever
time I finally get out of theday?
Or do I just go up there andsay, hey, I'm not going to have
time in the near future?
Sorry, anything like that.
I chose option B just to getrid of them, but I so bad if I
need to be more of an evil humanbeing sometimes.
(09:14):
And, yeah, he can sit his assout there all day long.
And, yeah, I'll wait.
Okay, yeah, anyhow, that'sthat's do they know what you
look like.
Cee Cee (09:25):
Oh, no, probably just like you can just be walking and
back and forth.
They'll never know.
Warren (09:32):
Yeah, I don't know who this person was.
I mean, they did leave a cardand I threw it away.
So I got back to my desk.
The card did not have a verylong shelf life.
But here's another way, andthis happened last week to me
and I'm gonna call this comingin hot and stupid.
So I'm, this is actual linefrom from the email he sent oh,
(09:58):
no, excuse me, not email fromhis phone conversation.
I'm not gonna go over to emailone today.
I'll save that solicitor forlater.
So I'm coming in hot and stupid.
Hey, I'm reaching out to you tosee if you're open to partnering
with us.
We can supply you top engineersto help replace the fill and
drain services on your upcomingspacecraft programs.
(10:18):
I just said no, that's all Isaid to him.
He says Is there any particularreason we can't assist you?
We'd love to, part way, you usemy company's name so he knows
the company.
On these type of projects wecan give you a very favorable
rate, and all this because wewant to work with you, know my
company.
And I said Well, the problem iswe actually don't have a
spacecraft program.
(10:39):
And he follows up oh well, whatdo you do?
I'm sure we can help you withyour staffing needs.
I'm like no, thank you, I meanto your homework to your
homework person.
I even googled, looking for acompany that has a name anything
like us, has anything to dowith spacecraft and whatever
(11:02):
fill and drain service valvesare.
I was googling that, so I'mjust to see if there's.
I couldn't find anything closeto us.
So like, do your homework knowwho you're calling before you
call.
So anyhow, those, those are myrants on solicitors, so got it
off my chest.
Thank you very much, everybody.
I feel much better now.
Cee Cee (11:23):
So I don't know what it is, but at my I've never gotten
so many solicitation emailsthat I have at my current
company, linkedin.
I understand that's just that'swhat it is now, but I'll
literally get email upon emailfrom people and it's then
they'll.
They'll not only name me, butit's like is it you or Susie who
(11:45):
I should be contacting for this?
And I'm like I don't, and it'salways something I don't do like
about your recruiting.
And I'm like I don't recruit.
So I'll be like take me off thelist, I don't recruit.
And then they'll be like ohwell, do you have a name of
someone we can reach out?
Warren (11:59):
to no we're done.
Cee Cee (12:02):
This transaction is done.
Warren (12:04):
Yeah, that just when they ask for somebody else who
can, who can I talk to you aboutthis?
Well, I'm not doing yourhomework for you.
You know you're obviously notgood at the research Anyhow.
Anyhow, did you have a rant, doyou were gonna?
Cee Cee (12:22):
I do have a rant, so I saw this in a Facebook group and
it was someone on my table Oneof those.
I know it's like the Facebook HR, I don't know it's.
It is what it is.
But there is someone in therewho has a similar job title than
I do and she was talking abouthow a manager or one of the
employees at her company wascomplaining that she had
(12:45):
received a performance reviewand the manager said that you
know, I wish I could give you afour, but the company's just not
letting me, so I have to giveyou a three.
And the funny thing was is notonly did they say the company
was not letting me, but theyalso insinuated that there is
some kind of like a forcedistribution and everything.
(13:08):
And this person was like wedon't have a force distribution,
like.
So the whole thing turned intowhy can't managers just manage?
And that's my biggest pet peeve.
So when I read it, I was, I wasangry for this person, because
why are you blaming it on thisboogie man which, by the way,
(13:31):
turns out it's always HR.
Hr is always always like Iwanted to do it but HR wouldn't
let me, or something like that,and I just get so mad.
I'm like you.
This is your job.
This is your job.
Give feedback, give the reasonwhy they're getting what they're
getting and be done with it.
Warren (13:50):
Yeah, it really isn't that hard.
I think bad managers just makeit a lot harder than it has to
be.
So I actually have a futuretopic I've listed on passing the
buck date on HR and somethingthat I was dealing with once
(14:13):
upon a time and I was going towrite about it, so maybe we'll
have that for a future topic.
Cee Cee (14:19):
It's aggravating, yeah, stop it Just.
And the other thing is is, likeyou know, just going off that
every time we ask our managersto do something like leading
their team or doing somethingthat would help benefit or
enrich their team, we always getthe same eye roll of a response
(14:39):
to be like well, I have otherwork to do.
I'm like no, you're a peopleleader, that's a big part of
your job.
You have to do that.
Warren (14:48):
Exactly I, managing.
If you're a manager, unlessyou're just a total process
manager, I know, like an ITworld, there's people that have
the title manager but they don'thave any people in them that
are managing a process or systemor something like that.
But if you have people, that's,that's part of your job.
(15:09):
Well, well, I guess what we'vebeen talking about these grants
can lead ultimately to arguments, and I've mentioned any number
of times I was a baseball umpirefor 15 years, worked through
the college ranks and thingslike that, and one of the
sayings we have an umpire worldis never argue with an umpire.
(15:31):
It's like wrestling with pigsyou both get dirty and the pig
likes it.
So I had somebody getting notrelated work, want to argue with
me about something, and I'm nota big argue or I don't like
arguing.
I don't like that side ofthings.
But when you get to that pointwhere you've pushed me over the
edge, I'm coming for you.
(15:51):
And this person was was theirargument had no factual basis.
It was all Excited, excited,emotional garbage and things
like that, and I was trying myhardest not to argue.
But we got to the point.
An argument was going to like,said I, unless it's my wife.
(16:12):
I'm arguing to win.
At that point, and I use factsand logic and reason, I came up
with like five bullet points bam, bam, bam bam.
Hundred percent truthful,hundred percent accurate, and at
that point they really can havea say.
This is what the person saidafter I just destroyed them with
facts.
He says Well, let's just saywe're both right and I'm like no
(16:36):
, unless, unless you'recompletely changing everything
you just said, you can't beright at any level.
But if that's what makes youfeel better, fine I'm.
I was resigned at that point.
But no, we can't just both beright with.
You got to me participationawards when you're a kid.
I don't, I don't know what'sgoing on with.
We can't all be right anyways.
Cee Cee (16:59):
Your number one mistake was approaching that argument
with logic.
Warren (17:04):
Yeah, that I.
But, like said, I don't want toargue.
I am so happy letting stupidpeople remain stupid and be, you
know, wallowing their stupidity.
I'm perfectly fine with thatand I tried to just leave and be
okay.
Whatever dude you're, anyways,anyways.
But yeah, my main topic for theevening March Madness.
(17:29):
We are in March Madness time.
We're recording this.
On March 18th I think all theconference attorneys are done
they announced the seating ofthe March Madness tournament and
it has a definite impact onoffice places.
And I don't know about whereyou live.
I'm in North Carolina and Iwill go as far as to say
(17:53):
basketball is a form of religionhere.
You know it is that People arethat strong up in that much
behind their team because, youknow, yeah, north Carolina
didn't found basketball, butthey damn well sure perfected it
, and I'll go get some comments,I hope, on that, hey, but
(18:16):
anyways, it's really cool.
I mentioned in our fantasyfootball episode how awful I am
at fantasy football, but I willsay I've won a few bracket
tournaments in my day.
In the last one I won.
I wasn't measuring, but I wasgoing against teams rather than
(18:37):
saying, oh, I want this personto win that, print it up.
I don't want that one to win.
I wanted them out here andthat's how I ended up winning it
.
So March Madness has to rank itright up there with fantasy
football and the Super Bowl forterms of loss, productivity and
cost to the employer.
And so I actually did someresearch.
And wallet hub I've never heardof, but they said businesses
(19:02):
can collectively expect to lose13.8 billion due to unproductive
work years.
During March Madness and anothercompany I haven't heard of
before, yampo.
They had some stats out theresaid 86% of employees will spend
at least some time at worktracking, keeping track of the
games.
56% of those employees willdedicate at least one hour of
(19:25):
the working day.
For the first two days of thetournament, 8.4 million
employees will watch gamesonline during work hours.
And they also said that 30% ofbandwidth can be consumed by
single user watching video on ateam one line.
So there's a lot ofunproductive activity and that
(19:48):
person is you know.
Imagine one person streaming it.
How many people do you have tohave streaming it to just bring
your system to a completeslowdown Modus, a company I've
actually heard of.
They said that it speak of it.
They say it.
Pros state that a lot of 64% ofit Pro state that state their
(20:08):
company is blocking streamingcontent, throttling bandwidth to
streaming content, institutinga company policy that bans non
work related streaming, and 45%say they company actually offers
an alternative to streamingWatch games.
That's pretty cool, but when itcomes to that, your cell phone
(20:31):
my boss knows I'm not lettingany secrets out while East
Carolina is playing a baseballgame during the day and I'm at
work, I have my phone on, I haveit on mute and I'm watching the
game on ESPN plus on my phone.
I'm streaming it, not having tointerrupt the company servers,
but it's on mute and it's on theside and I keep checking in and
watching and things Like that.
But yeah, the company can onlydo so much because you have that
(20:55):
little cell phone and I canstream all day long, I'm having
unlimited plan and, yeah, noproblem with that.
So, anyways, well, I foundanother article by Steve Corral
from Southern IllinoisUniversity and he is a
Carpendale professor ofmanagement and he listed some
(21:16):
pros and some cons to Marchmadness the positive workplace
bonding, cohesion, making theworkplace more enjoyable
absolutely I agree with that.
People taking a quick break cangive people the chance to
refresh and then come back moreproductive.
Okay, he says numerous studieshave shown that contented
(21:37):
employees are typically moreloyal and committed.
So for workplace permits, marchmadness, the result is likely
improved satisfaction andretention.
He also stated that 84% of aresponse to a survey said that
office pools make their jobsmore enjoyable, and then 79%
(21:57):
said pools improved their workengagement and half said they
met with coworkers after hoursof watch a game, leading to
closer workplace relationships.
And then 73% of workers saidthey look forward to going to
work more when they join Marchmadness pools.
And I can absolutely agree witheach of those stats that he
(22:20):
said it's fun, it's, it's a lotof, I don't know, it's
camaraderie.
People love their sports,people love whichever team
they're pulling for, and it's,it's great.
I can't say anything negative,but he did have a few negatives.
Steve cryo says March madnesscan easily give people an excuse
(22:44):
to.
Here's a new term for you cyberloaf.
Oh, okay, we're making up wordsnow.
Yeah, it's.
You know, since the pandemic oreven right before, we just like
making up words, but cyberloafing.
Economic analysis is suggestedthat March madness tournament
time.
No-transcript.
The lost production could totalas much as 134 million in lost
(23:07):
wages and 1.9 to billion to upto 13.3 billion dollars in lost
productivity.
People being distracted fromthe job they're being paid to do
and using time to watch gamesfill up brackets, betting in
office pools and track news oreven print is a cost to the
company.
(23:28):
Another thing he mentions is anexclusion or asterism effect,
such that while many in aworkplace jump on the bandwagon
and join the hype, those whodon't can feel left out or
clueless.
Cee Cee (23:40):
And then he mentioned I don't like that okay.
Warren (23:43):
I don't really don't.
Cee Cee (23:45):
I get it, but I don't like, I'm not a I'm not a
basketball sports ball fan, butat the same time.
I'm a football fan, I'm not abasketball fan, so but even when
we had brackets in the officeand everyone was like losing
their minds, it was still fun tobe part of it.
Yeah, I don't know, the energywas fun.
I don't get ostracized.
Warren (24:04):
Exactly Going going to fantasy football.
Someone asked me if I wouldjoin the company fantasy
football team.
I said hey, I'll be glad tojoin and have fun.
I said I'm not good at it atall.
I said I, you know, just like Idid on our fantasy football
podcast, I'm almost always deadlast in fantasy football.
I'm just that's not my thingabout.
(24:25):
I'll do it, I'll have fun withyou and I'm not going to end up
not sending me an invitation.
That was, that was fine.
But I don't think you can feelreally excluded if you're doing
a pool or something like thatthen, and or brackets, I mean it
takes okay, it doesn't takethat long to fill up brackets,
unless you're one of thosepeople wants to dive in and you
(24:46):
know, on a Tuesday night withtemperature above 70 degrees and
coming in break number threethis guy does great now and
there, god love them, therepeople.
Cee Cee (24:55):
I choose my brackets based off the mascots.
How much I like the mascots ofthe team?
Warren (25:02):
Hey, it can work.
It can absolutely work,absolutely work.
That's what's so fun.
You know what's his name WarrenBuffett puts up his own money,
usually every year, to correctlypick all the games and the
March Madness.
I haven't seen if he's doing itthis year, but I know in the
past he has enough.
I filled out my bracket for himand I have not won, but anyways
.
The final thing he mentions isa fear of missing out the FOMO
(25:26):
effect, and it can cause theescalation of commitment issues.
When people get hooked onchecking the news scores,
watching the games and so on,it's easy to increase the amount
of time spent on it, meaningmore time away from working,
more difficulty doing whatyou're actually paid to be doing
, and I can understand that.
You get your phone.
You get notifications thatyou're Of all the scores if you
(25:51):
want them, or sometimes youdon't want them, but yeah, you
can definitely overdo it, butthat's anything in life.
But I don't know.
I enjoy it.
I think I would encourage itactually in the workplace, as
long as I would say no, as longas there's no real money
exchanging hands.
I did a workplace pool oncewhere your brackets cost you, I
(26:15):
think, five dollars and twodollars of it went to whatever
charity and then went to thewinners, earnings or whatever
you want to call it, and forfive dollars, I don't care.
You know, I'll fill out acouple brackets and see who, and
just to just have fun with it.
Cee Cee (26:34):
That's the kind of stuff I miss working in an
office, I miss being part ofthat stuff, like even even
though, like I said, I'm not abasketball fan just the energy,
I believe.
Probably the benefit outweighsthe cost of it.
Oh yeah, as you mentionedbefore, it's all about the
employee engagement and thecamaraderie and the likelihood
(26:58):
to stay in a place where youfeel that.
I think that, like what people?
What people are going to work?
If like less a few hoursbecause of it, that just let
them be, let people be.
Warren (27:11):
And this is like the truest form of, like organic
team building.
You don't need any manage.
Actually, the less managementintervention in this case, the
better.
I think there would be somerules on gambling and betting
and things like that.
But if it's a pool, you'reputting in a couple bucks, like
I said, I'm sure at your workthey have a baby pool for you.
What's the date, what's the day, the weight, all those other.
(27:35):
So I'm a guy, I've participatedin this pools.
When people go out on you knowabout to go out on maternity
leave, you, you buy a block forthe height, weight, you buy
blocks for the day all the time.
I mean, who cares?
And in those cases the oneplace I worked that did that, a
block was like two dollars andit went to the gift.
Yeah, yeah, by block, to oursure, don't care are you?
Cee Cee (28:03):
are you sure you weren't feeling ostracized doing
maternity pool?
Warren (28:06):
No, I thought it was fun the way they did it.
You just bought a block andthey put in the numbers.
After you just put your nameand then they wrote like, yeah,
so you're buying it blind.
I was like, sure, yeah, I'llhave some fun with this and see
what it is.
And now I did not feelostracized, I did not feel
(28:28):
harassed, I did not feeldiscriminated against.
It's fun.
And you know what?
I'm not into a lot of sports.
I'm into college football,college baseball, college
basketball.
But if someone were to come upwith a Stanley Cup finals
bracket sure, I know absolutelynothing about hockey I can name
maybe five players.
(28:48):
Maybe they might have retiredby now, I don't know, but I can
maybe come up with five players.
But what the heck, it's fun,why not?
Why not do it?
Have some fun, camaraderie.
And I think, as a HR person,it's also maybe more important
for us to get involved in thosethings as participants, because
that'll help reduce that visionof us being the bad guy.
(29:10):
Oh, hr, better not let HR knowthis, or you know, whoops.
You know, the other day Iwalked into the break room.
Oh, I can't say that HR's here.
Cee Cee (29:19):
It's like whatever Say, whatever the fuck you want, I
don't care yeah that's a reallygood point, because it's not
only it humanizes us, but italso gives people permission to
take part in these things too,because I feel like, oh, we
can't do this, we can't do that.
And if we participate, it'slike, oh, this is, this is
allowed, it's fun, it's part ofthe culture, just do it.
Warren (29:43):
And, like I said, it's so organic and it doesn't.
Okay, it does cost the companyproductivity, I'm not going to
deny that, but I think some ofthese numbers are really
escalated.
I just I don't know how theywould calculate that.
Yeah, I'm going to.
Let's say, I spend a full hourcompleting my brackets.
I don't take that long, I just,like you know, I like them, I
(30:06):
like them, I don't like them,and go through it.
And if you want to pick mymascots, that's cool.
Maybe you have to spend someextra time googling what I don't
know San Jose State's mascot is, because I couldn't tell you
what that is.
To see if you like it betterthan the other team's mascot it.
And yeah, we're good.
(30:27):
People are going to chat andtalk, and that's another thing.
Talking about the games, oh,did you see you know what
happened to whomever, whateverteam?
It is that this game does?
Those types of things are goodfor the environment and, like I
said, I would do as much toencourage it within within
reasons.
I have a, just a, a, a good,healthy experience with it.
(30:48):
Oh, no, fun, fun stuff, and I'mlooking forward to March
Madness.
I have not watched as muchcollege basketball this year
than I, as I have in the past.
So you know, I'm, I'm, I'mgoing in a little bit blind, but
I'm, I'm looking forward to itjust the same, just because it's
fun and and you're getting thebest, the best out there right
now, yeah, so, and yeah, I'm ina little fine.
(31:12):
Yeah, yeah, point this this well.
I guess we we didn't go to Jadain this, but I would think even
as as an OD professional, youcould it's got to have real
value.
This.
I think it brings real valuethat you can be measured and,
beyond the loss, productivity.
And if, if there's anindividual that's having a
(31:33):
problem and they're, you know,watching TV all day long versus
doing their work, that's anindividual issue.
That's not a a thing that makesyou have to have to cancel the
whole thing.
Okay, no, march Madness at ouroffice, cause, just once again,
manage your people.
Hey, get off the TV, warren,you've got to get this work done
(31:55):
.
You know we have a deadline.
Or hey, I don't care if youcheck the scores and updates,
but you can't be watching the TVthere, for you know, eight
hours a night or whatever it's,it's, it's crazy.
Cee Cee (32:06):
To add to that too, I used to work in a.
I used to work on a learningteam and the team you know this
is back when I it was for GE itwas like I don't want to say it
was a call center environment.
It wasn't, but it was like aticketing kind of environment
because this team took all theLMS what is it?
The LMS requests from theentire company and there's a one
(32:29):
person on the team and he wouldjust have his iPad set up and
he would be streaming all dayand people would complain
because they'd be like, oh myGod, like is he even working?
But at that environment, likeyou kind of see people's KPIs
and their productivity, and it'slike this person is like the
number two on the team.
If him having Netflix streamingsomething in the background
(32:52):
while he works works for him,then mind your business.
Mind your business Like.
If you're doing the work, whocares?
Warren (33:02):
Exactly that.
That's actually something I hadto teach myself because where I
work now, there are any numberof people you go by.
They've got Netflix going,they're watch, they're actively
watching as they're working andas a HR person, you know.
And and old foggy on top ofthat, I.
That's not right.
(33:23):
That's not right.
And here I am.
I mentioned I'll watch a ECUbaseball game, but I'm not
dedicated watching it.
I even have it on mute, I'mjust peeking.
It's there so I can peek at itwhen I want to.
And, yes, I will hit Rewind andif there was a play that I miss
or something like that, but aslong as, as long as the work is
getting done and the managerdoesn't have a problem, then
(33:44):
it's not my business.
And you know, it's still cringeworthy to me sometimes to see
people doing it, and it'sespecially in certain more
visible positions, you know when, but I haven't heard any
complaints.
Hey, you know, this person putme off because they were
watching TV rather than, youknow, helping me do whatever I
(34:05):
needed needed help with.
So you know, until it gets thatperson, let it go, let it go.
And I do think some people aremore productive my, my wife.
She works from home and she hasinvestigation discovery on 24
seven in our house.
To begin with, it's like whyshe's listening to it in the
background as she's working andthat's her.
(34:26):
That's her white noise, if youwill to to get her work done as
investigation discovery and youknow I'm on a Vanderpump rules
kick right now, that's in thebackground while I'm working.
Cee Cee (34:38):
Yeah.
Warren (34:41):
I haven't tried that.
I tried music once upon a timeand it didn't work well for me.
I'm still, like said, old foggy, I'd like just working noise.
Cee Cee (34:53):
Just silence.
Warren (34:54):
Yeah, working, noise, silence, the chit chatter of
people walking you know, I stillwork in the office the chit
chatter of people walking around, talking, doing what they got
to do, that's, that's good.
So, anyhow, I think that's allwe've got for today.
Anything else on your end.
Cee Cee (35:15):
No, I'm good.
Warren (35:17):
All righty.
Well, I think our best practicefor today is get that March
Madness bracket in as they.
They just announced theseedings and the tournament
place, so get them out there,have some fun with your team,
even if you don't likebasketball.
I like said, have fun with that.
Let's see here at the voiceartists doing our intro is
(35:38):
Andrew Culpa and the music ourintro and outro music is double
the double by the underscoreorchestra.
As always, I'm Warren.
Cee Cee (35:46):
I'm CC.
Warren (35:49):
And before I say we're here helping you survive HR one
fuck, what the fuck.
Moment at a time, I'm going tosay get those questions in for
the AMA.
We'll get some social media onboth mine and CC or the Jada HR
and CC's boozy HR account.
So send us your questions andour special guests will be
reading the questions and wewill respond to them and give us
(36:12):
some crazy ones.
I want to hear what you got.
I know you got some really goodhumdingers out there.
So now I'll say now I'll saywe're here helping you survive
HR one, what the fuck.
Moment at a time.
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