January 7, 2026 • 30 mins
Ready to turn performance review season from a chore into a career unlock? We open the year with real talk on self-evaluations, the hidden ways HR uses your words, and how to write crisp, honest bullets that actually move the needle on raises, training, and promotions. Along the way, we share our favorite sharp review prompts—like “What did you accomplish against your will?”—to help you cut the fluff and surface the work that mattered.
We break down why narrative reviews beat numeric ratings, how to showcase impact without sounding arrogant, and the one thing managers want most: specific examples with measurable results. If you’ve ever wondered whether anyone reads your self-eval, here’s the answer: yes, and those notes can trigger budget, mentorship, and growth conversations you want your name on. We also talk realistic timelines and why shifting review season off the holidays helps everyone finish with fewer reminders and better focus.
Then we pivot to the fragile state of online reputation and what it means to become “unhirable.” From high-profile scandals to everyday misjudgments—office romances, heated comments in company swag, viral clips taken out of context—we explore how quickly a personal moment turns into a professional liability. We offer practical ways to manage risk: separate channels, assume permanence, lead with accountability if you slip, and, when needed, rebuild from a less visible seat while trust regrows.
If you’re aiming for better reviews, smarter growth, and a safer digital footprint this year, this conversation will give you a framework you can use today. If it resonates, tap follow, share with a colleague who dreads review season, and leave a quick rating and review to help others find the show.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
SPEAKER_02 (00:39):
Welcome to our little save zone.
Welcome to Jaden HR.
SPEAKER_00 (00:55):
There.
I would like to be able to seethat.
So.
Okay.
Welcome to Jaden HR, the podcastby two HR professionals who want
to help you get through aworkday by saying everything
you're thinking, but say it outloud.
I'm Warren.
I'm CeC.
Alrighty, back again for 2026.
Happy New Year.
SPEAKER_04 (01:15):
Happy New Year.
We survived.
SPEAKER_00 (01:18):
We survived.
I didn't, you know, personallyand professionally, 2025 wasn't
awful, but I know so many peopleare posting online how awful
2025 was for them, and you know,I feel for them, but it was just
an okay year, nothingspectacular one way or the
other.
But yeah, we survive.
SPEAKER_04 (01:37):
Same.
What is it?
It's just like the same chaos,just packaged differently every
year.
SPEAKER_00 (01:44):
New and improved.
SPEAKER_04 (01:46):
New and improved chaos.
SPEAKER_00 (01:47):
Yeah, exactly.
So yeah, I talked real quick.
You know, I had my daughter intown for a week, and my son's
still here from college break.
He heads back on Saturday.
So it was nice.
My daughter and her husband, Ishould say, were here.
We had a full busy house, and itwas a good time catching up and
seeing her for the first time.
(02:07):
I hadn't seen her since Augustof last year.
My wife would be up in February,but we're hoping to get to see
her at least two times thisupcoming year.
And how about Bean?
How was Bean's holidays?
Was she into it?
SPEAKER_04 (02:21):
Was she She was so into it?
Thank you for asking.
I was forgotten, like we weretalking before we started
recording, and I forgot tomention Bean.
Okay, so we saw Santa and she'sa fan.
Oh she's a fan of Santa.
She didn't like cry or scream,she was totally in it.
She actually saw him and saidSanta.
So that was fun.
(02:42):
And she's a spoiled little bratbecause she got so much stuff
from like all the family membersand everything.
So there are gifts that wehaven't even put together yet.
So we have like a kitchen setthat we still have to put
together for her.
But fun stuff, and it's gettingmore fun now that she's getting
a little older.
Because like the lights and theSanta, she still doesn't
(03:04):
understand what Santa does, butyeah, she's into it.
I love it.
SPEAKER_00 (03:08):
Oh, that these next few years are gonna be so fun
with the holidays and thingslike that with the kids, and
then they turn like eight ornine.
When they stop believing,whatever age that is for you
all, that's when things turnaround a little bit.
SPEAKER_04 (03:23):
Or yeah, I don't want to think about that.
Well, you got to do it.
Yeah, she's got a long way, butyeah, she's doing great.
She got a slide for Christmas.
It's one of those like playschool or little types, like
indoor slides.
Yeah.
And she can't quite climb ityet, so we just have to kind of
pick her up.
It was a great gift for her, butit's a total workout for us.
(03:43):
Because everything is like downslide, down slide, downslide.
So we're always picking her upand putting her on the slide,
picking her up and putting heron the slide, picking her up.
So yeah, my squats are or myyeah, I'm getting really good
squat workouts.
SPEAKER_00 (03:55):
Oh, hey.
One of the things I like aboutChristmas is I like building
things and making things andstuff.
And the past few years it's beendisappointing because the kids
don't get things that you haveto put together or anything, but
my son got a new stereo for hiscar.
But now they make installingstereo so easy, it was like an
(04:15):
hour, not even an hour of time.
I was like, oh, this is gonna bea fun afternoon project, and I
was done in an hour.
I was like, oh, okay, I'm done.
It's just so easy now.
I'm like, oh, everything's justplug this in, plug this in, plug
in, you're done.
I was like, as I had mysoldering kit out, I had my wire
crimpers and strippers, I wasready to go.
And I'm like, oh, they make thiseasy for people.
SPEAKER_04 (04:38):
Yeah.
SPEAKER_00 (04:39):
But it's still fun, and my son enjoys it.
SPEAKER_04 (04:42):
I have to laugh because there was one project I
wanted to do over break, and itwas just to clean out and
organize the closet in my officebecause it was just a mess.
It had boxes in there that wenever opened since we moved in,
and I'm like, this is stupid,and that was five years ago.
So I'm like, we're just gonnaorganize it.
So I'm like a day before break,I'm like, I'm gonna get a head
(05:05):
start, and I started to justlike clean some stuff out, and
our cat, who's like a 14-poundmain coon, decided to jump on
one of the shelves, and for somereason that was the breaking
point, and the entire shelf justlike fell off the wall.
Everything.
So that turned into, well, sincethe shelf fell on the wall, I
(05:25):
kind of want to redo the closetanyway, which then turned into,
well, I want to put theseshelves in, but I'm gonna put
the older version of theseshelves in that have been in my
office for years.
I'm gonna go buy newer shelves,which turned into, oh,
everything is like back ordered.
So you can see my office is acatastrophe.
Okay.
All because I wanted to organizemy closet, which goes to show
(05:48):
you don't be productive.
SPEAKER_01 (05:50):
Don't be productive.
SPEAKER_04 (05:51):
Overrated.
SPEAKER_01 (05:52):
Yeah.
SPEAKER_04 (05:53):
But we're almost there.
The actually the shelves gotdelivered, the bookcases got
delivered today.
So I'm gonna go put thosetogether this weekend, probably.
So it'll be over soon.
SPEAKER_00 (06:03):
Awesome.
Awesome.
My my wife is an organizationalfreak.
She says if she changes career,she's gonna become a certified
professional organizer forpeople.
And I'm like, I'm gonna go overthere, like a hoarder's house.
It's gonna be like, you know,dead cats under boxes of
magazines or something likethat.
And she says, I'll have mylimits where I draw the line.
I'm like, yeah.
SPEAKER_04 (06:23):
Oh my gosh, I love it.
SPEAKER_00 (06:26):
So well, before we get too long, we want to thank
our Patreon supporters, Hallie,the original jaded HR rock star,
Bill and Mike.
Thank you for supporting us.
And we believe it or not, we'rejust a couple episodes away, or
like three months away.
We'll be hitting our nextanniversary, six, eight-year
anniversary.
So wow, crazy with jaded HR.
That'll be we've got some plansfor some changes, doing some new
(06:49):
things.
I know we we said we did three,I think, office episodes, but
we'll we want to pick that backup and got some other ideas too.
But with year end comes a lot ofplaces in reviews, or maybe
you're starting your annualreviews system yet.
SPEAKER_04 (07:05):
So Yay! It's my favorite time of year.
SPEAKER_00 (07:10):
Go straight out of the joy of the holidays into the
joy of in reviews.
SPEAKER_04 (07:15):
Yeah.
What?
So one of my projects right nowis actually looking at our
performance management and ourannual performance review and
you know, just kind of thinkingof what questions to ask and
stuff like that.
So I came up with some reallygreat questions with a jaded HR
twist.
Okay.
(07:36):
So I think that let's go here.
Okay, so the number one questionI think is gonna be what did you
accomplish this year againstyour will?
I think that's a reallyimportant question.
SPEAKER_00 (07:48):
Everything.
Everything.
SPEAKER_04 (07:52):
Another question that's on that I'm thinking
about is what accomplishmentmade you immediately need a
walk, a scream, or coffee?
SPEAKER_00 (08:02):
A walk, a scream, or coffee.
You know, Patrick and I, when weworked together, when things
would get rough, we'd take awalk.
We were both beta testers in thedark ages for Pokemon Go.
SPEAKER_01 (08:14):
Yeah.
SPEAKER_00 (08:15):
We would go for a walk and play Pokemon Go as for
walking.
And the other members, we hadlike, I don't know, six, eight
people on our team and they'dmake fun of us.
And then, like, my last dayworking there together, we went
on a walk just to play somePokemon Go chit-chat and stuff.
And my assistant, Desiree, shetook a picture of us from the
(08:35):
like the we're on the third orfourth floor, walking, uh having
us walk away, their last walktogether.
Things like that.
But yeah, taking a walk isgreat, y'all.
If you if you can.
SPEAKER_04 (08:47):
Honestly, I was to work on a campus of like a
corporate campus back when thatwas a cool thing.
And they had walking trails, andwe had walking meetings when the
weather was nice.
Like if you had a touch base orlike a one-on-one or something,
just go on the walking trail andtalk it while walking.
It was fantastic.
SPEAKER_00 (09:05):
Oh, yeah.
SPEAKER_04 (09:07):
Okay, so let's see.
Another one that I love is whatwhere did it go?
Where did it go?
Oh.
What did you accomplish whilesimultaneously questioning your
career choices?
SPEAKER_02 (09:22):
A lot.
SPEAKER_04 (09:24):
Uh was there anything that you fixed quietly
so that no one would notice itwas broken?
SPEAKER_00 (09:30):
Everything I broke.
Everything I did wrong, I fixedquietly.
Let's let's either completelyignore it or fix it under radar
or let this go away as quicklyas possible.
SPEAKER_04 (10:16):
I'm laughing because I've been there a couple times.
Like, oh shit.
Let me fix this.
SPEAKER_00 (10:21):
Yeah, nobody will know if I hurry.
SPEAKER_04 (10:23):
No, no, no, it's fine.
As long as no one noticed,you're fine.
Let's see.
What was one thing youaccomplished that proves that
you're underpaid?
SPEAKER_00 (10:33):
I I would say the opposite.
What have you done that showshow overpaid you are?
One question I always tease, Iwould love to put on a review is
what value do you actually bringto the company?
SPEAKER_04 (10:47):
What do you actually do here?
SPEAKER_00 (10:49):
Like from all office space, tell me what you do here.
Well, I don't do much ofanything.
I stroll in around nine.
SPEAKER_04 (10:57):
I stroll in around nine.
I have five bosses.
SPEAKER_00 (11:01):
Yeah.
SPEAKER_04 (11:02):
And then my final favorite, what project did you
complete purely out of spite?
SPEAKER_00 (11:09):
Out of spite.
I don't know.
Something that I knew was doomedto fail.
You're making me do this, soyeah.
Well, I did the same.
I checked GPT'd a few.
In what ways could you have beenmore approachable during your
approved PTO?
(11:30):
Let's see here.
Uh how effective do you feel youare at faking enthusiasm?
Let's see, I might listen tocome up with that many good ones
here.
But yeah, I would like to knowis also, I would like to put a
question.
I don't know how to word itright now on the fly, but how
(11:52):
self-aware are you?
Because one of the things HRdoes is the employee completes
their review, it comes to HR, weread every single one of them,
and we're looking for red flagtype things.
We're not we don't care what yousay, as long as you're not
saying, you know, something, youknow, I'm being discriminated
against or harassed, etc.
Oh, yeah, yeah.
(12:13):
Yeah, we're we're looking forthe big red flags in that, and
we don't we don't ever findanything, not gone wood, but and
then it goes to the manager, themanager completes the review and
it comes back to HR.
We read them all again beforethe between the manager sending
it back to the employee to makesure you know I told you the
story.
I I I had a review once, themanager said this person would
(12:34):
be the best damn employee everif she didn't go out on
maternity leave every otheryear.
And and I took it out, Iconfronted him about it, and he
says, Well, she's great, that'swhat I was saying.
I'm like, Yeah, that's what youwere saying, but that's not what
you said.
The things that people will putin a review are incredible.
If real-world HR advice, ifyou're not reading the or having
(12:56):
someone read those reviews, Iknow some of you might be with
companies much larger than Iyou've got to find out some way
to screen and filter and makesure that you're not having a
documentation trail of somethingyou don't want documented.
SPEAKER_04 (13:08):
Yeah, yeah.
I know.
Honestly, everything isdocumented, that's findable.
SPEAKER_00 (13:13):
Yeah, yep, exactly.
SPEAKER_04 (13:15):
Interesting.
Oh god, now you have me thinkingabout things.
God damn.
SPEAKER_00 (13:19):
I'm gonna make you actually do some real work now.
SPEAKER_04 (13:22):
No, no, no.
I mean, these are all goodpoints.
SPEAKER_00 (13:24):
Yeah, but uh we just wrapped up our annual reviews,
and I think everything overallwent really, really well for the
most part.
There was nothing ever goesperfectly as intended, but we
had a couple speed bumps, butthings went well overall.
SPEAKER_04 (13:37):
I gotta be honest, this is the first time I'm
working, like my company workson a fiscal calendar, so we are
technically in Q4 until March.
So our performance reviews don'tstart until February.
It was wonderful for the firsttime in the last five years of
doing performance managementwhere I'm not thinking about
(13:58):
performance launch duringThanksgiving and Christmas.
It was fun.
SPEAKER_00 (14:02):
I think that's a smart idea, especially for
larger companies.
That uh because you have so manyother things going on at that
year, and just getting people tocomplete the reviews during
Thanksgiving.
There's so much PTO being used,and getting people to actually
complete them is yeah, it'srough.
SPEAKER_04 (14:20):
It's pulling teeth.
SPEAKER_00 (14:21):
Yeah.
SPEAKER_04 (14:22):
So I'm gonna put those questions in and see what
feedback I get from.
SPEAKER_00 (14:25):
We don't want you unemployed.
SPEAKER_04 (14:30):
No, okay, so for a very unjaded moment, I actually
do love performance reviewseason because I just think it's
so important.
And I got a little pissy becauseI was all I didn't get pissy,
but I I didn't even let it Irolled my eyes.
That was the extent of myemotions.
But it was on LinkedIn andsomeone had this long LinkedIn
thing about like, I'm notwriting you an essay, I'm not
(14:53):
proving my performance to you,and I'm like, oh god damn it,
just fucking 'cause like I'mjust like people think it's
something super nefarious, orthey think it's totally time
consuming and pointless, butpeople don't understand all the
stuff that we're using it for onthe back end that actually could
help you in your career, in yourraises, in your bonuses, in your
(15:18):
progression.
Like, just do it.
And you don't have to write anovel.
Also, don't write a novel.
No manager wants to sit thereand read a novel, but just be
honest and be proud and bragabout yourself and also be
self-aware enough.
I think it's a great exercise,and just shut up and do it.
SPEAKER_00 (15:34):
Well, going two things, going non-jaded for just
a moment.
I talked about we read all thereviews.
One of the things that myassistant and I did when we were
reading, there were like atleast 10 people this past year
that said, I would like to learnmore about X, or I'd like to get
training on that.
We wrote that down and we wentto the manager as we're leasing
to the manager, hey, John Doewants to know wants additional
(15:57):
training in this.
What can we do?
How can we help them grow?
Is that something that'sfeasible?
And we were instigating thoseconversations for the employee
because the manager may or maynot, you know, put as much heat
into it.
But you know, we do have atraining and development budget
that we can yeah, oh, if theywant to learn this skill, is
that something we can support?
(16:17):
We'd love to support it.
We can't do it right now, butyes, we'd love to see what we
can do.
Those are some of the goodthings HR does when you do your
review.
This year on our reviews alsowas the first time ever we gave
employees just two weeks tocomplete their self-evaluation.
And if they didn't complete itwithin two weeks, it
(16:37):
automatically forwarded withoutthem.
And we didn't have anycomplaints about that, but we
had, I would say, 20-ish peoplewho didn't do their reviews, and
I before we launched thereviews, I could have named 80%
of them that weren't going to doit.
And I think that rather thanchasing people down to do
(16:58):
something that can really reallyjust benefit them, and I
personally going way jadedagain, if you don't complete
your own review, then you're notgetting an evaluation, you're
not getting an increase, you'renot getting a bonus, you just
get left out.
You don't want to participate inthe process, so you made a
choice.
I know we can't do that, but Iwould love to do something.
SPEAKER_04 (17:21):
I don't know.
It's also just a time to reflecton the things that like made you
proud.
I don't know, just do it.
Just do it.
SPEAKER_00 (17:27):
It's not that hard.
And like I said, we don't need anovel.
Uh uh I don't want a novel.
SPEAKER_04 (17:33):
Yeah.
Don't send me a novel.
Bullet points with like what isit?
Like objective examples.
Yeah.
That's all I need.
Just let me skim with a reallygreat picture that you've
painted me with bullet points.
SPEAKER_00 (17:50):
Yes, exactly.
Reviews are the time to patyourself on the back and say,
hey, look at me, look what I'vedone.
But there's a limit.
You don't want to be oversellingyourself that I'm the greatest
thing since sliced bread, butyou've got to have some
self-awareness.
Hey, I did X, Y, and Z, and youknow, I accomplished these
things.
SPEAKER_04 (18:07):
I'm really lucky that I've never had anybody say
they were like a five out offive, and I had to walk them
back from that and give them thereality.
Luckily, I've always had peoplewho are pretty self-aware.
I've actually had the oppositewhere people were like, I suck.
And I'm like, no, you reallydon't.
(18:28):
Let's talk about this.
unknown (18:29):
Yeah.
SPEAKER_00 (18:30):
I and that's a good thing.
If you have that, it's allcommunication tool.
When uh boy, this is gonna besuch an unjust.
Other those questions, ourreviews are 100%
narrative-based.
There's no scales, there's norate yourself on a scale of one
to ten stars, etc.
SPEAKER_04 (18:44):
Ours is too narrative-based.
SPEAKER_00 (18:46):
I love it because you say one thing and I give
that nine stars, but you say itand you give it six stars.
We're saying the same thing.
It's so you're starting at aconflict before you even before
you even start.
But if it's in words, you cansee where everything is and
there's no conflicts involved.
And it you it's a conversationstarter.
(19:08):
I tell both the employees andthe managers.
This is a conversation starterfor your review discussion.
It's a good thing.
And I just think people want toshit on HR so much about hey, HR
is only out to screw you, and HRis not your friend, and all that
other terrible stuff.
No, just do it.
SPEAKER_04 (19:27):
So quote, HR Besties, we are not your friend,
but we are not your enemy.
SPEAKER_00 (19:32):
Well, the other topic we were talking about
before we started were makingherself unhirable.
SPEAKER_04 (19:38):
Oh yeah.
SPEAKER_00 (19:40):
And we you had the story from the Coldplay concert
lady.
I forget her name already over.
Cabot.
SPEAKER_04 (19:48):
Yes.
Yes.
So she recently did an articleand she kind of broke her
silence and talked about whathappened from her perspective.
And she was very forward abouthow this was a very bad
decision.
I made a very bad mistake, butshe did want to clarify things,
(20:10):
and basically she explained thather and her husband were
separated prior, him and hiswife were separated prior, so
they were both separated andthey were both going through
breaking their marriages.
But the one thing that I thoughtwas she was very accountable of
just being like, I screwed up sobadly, but the public reaction.
(20:33):
She was doxxed.
She was getting 50 to 60 phonecalls a day from people just
cursing her out, basically.
She was getting death threats.
So, like, it was just like a lotof stuff that she went through.
And now she has been labeled asunhirable through I guess a
(20:54):
search firm that she was workingwith trying to like because she
stepped away from the role, soshe was trying to find another
job, and they basically said,like, no one wants to touch you
with a 10-foot pole.
So, like, there's just a lotthere.
I can say that I I completelyclearly see both sides of it.
I think that social media hasmade it extremely hard on people
(21:15):
who have like a very bad 15minutes of infamy.
And I think at the same time,you just can't shit where you
eat.
Like you cannot, especially whenyou're like a senior leader,
especially with your boss.
Like you cannot.
And I I I would say that foranyone, I would say
(21:36):
unfortunately, the stigma tendsto stay with the women a little
longer.
Because it's funny how we don'thear from the other guy.
Because I guarantee you he'sdoing just fine working his job.
But so yeah, like it's not fair.
Unfortunately, that's just howlike it is.
We kind of shame women moreabout this stuff.
But I do feel like a little badabout the whole situation
(21:58):
because she got turned into apunchline and now she has thrown
her whole career away oversomething that was just a bad
decision that she she quoted tobe a bad decision.
SPEAKER_00 (22:09):
Well, marriage stuff aside, being a senior leader and
dating inside the company, likeI said, sitting where you eat,
don't get your sex where you getyour checks, type thing.
It does show a bad judgment,especially if you're an HR
person.
But I do believe people deservesecond chances.
She's not one of these, youknow, the the racist Karen and
(22:30):
the bird watcher in New York.
Yeah, she nothing horrible.
Hopefully, she can landsomething new where she's not as
visible.
Okay, you can be our HR person,but you're behind the scenes, or
maybe she'll have to take a stepback instead of being the
director, being the managerunder someone, so she's even
less visible in the world andregrow her.
(22:52):
Because I when you said thename, I recognized it, but I
would have never come up withthe name on my own.
And it's what only been sixmonths with that.
SPEAKER_04 (23:02):
Well, unfortunately, I did a couple sessions with
interns on your personal brandand how to make a good
impression.
And one of the things,especially with Gen Z, it's
like, be careful what you doonline.
Because anything that is onlineis forever going to be online.
And I go as far as tellingpeople, like, if you have
(23:24):
company swag with a logo on it,don't wear it out.
I've seen and witnessed a fewsituations where people got into
it in the parking lot of acanes, and one of which was an
employee of a company who hadthe logo on it, and then all of
a sudden you have someonevideotaping them, and all of a
sudden it turns into so-and-soat such and such company, and
(23:44):
then it turns into a meme, andit turned into we're gonna show
up and pick it at your company,like it escalates so freaking
quickly, and it's you can't, Ihate to say it, but it's almost
like you just have to assumethat you're being watched a
hundred percent of the time.
SPEAKER_00 (24:00):
And you don't know what's gonna escalate, it could
be something so small andinnocuous, but it catches fire
with the right people at theright time, and you're like,
what the hell?
I had an experience at the waterpark.
One of our employees, the localnewspaper, unfortunately, made a
report about we had threedrownings at the beach within
(24:20):
like a week of each other.
And this employee and put acomment in the newspaper, you
know, stupid Taurons deservedit, or something like that.
SPEAKER_04 (24:31):
Oh no.
SPEAKER_00 (24:32):
And yeah, that's what they put in.
But make it worse, the newspaperuses your Facebook profile as to
your login to make comments onit.
And so everybody clicked on it,and there she is in her profile
wearing the with the water parksshirt, and it says on there,
employee of, and that got we gotstarted getting mail, and I'm
(24:55):
like, what the so we looked atit and like, oh my.
We told her you immediately haveto either change a profile
picture, not us, and you don'tlist us as your employer.
And she wanted to fight us.
I said, This isn't optional,you're it's you're either gonna
change that or you're gonna befired.
And I said, I don't care, oneway or the other.
She ended up changing, but shestill got fired later for it.
(25:15):
She was not the smartestindividual on earth, and uh, she
still ended up getting firedafter she reluctantly took off
the Facebook that she was ouremployee and her picture.
You do not post any otherpictures with you wearing and I
can post whatever picture Iwant.
Yes, you can, but it hasconsequences.
Yeah.
But yeah, she was she was a workof art.
(25:37):
But and and you know what?
It's been seven years since Ileft her.
I wonder if she's made herselfunhirable or you know, she's
just gonna be the Burger Kingdrive-thru girl for the rest of
her life because that's the onlything she can be qualified for.
SPEAKER_04 (25:50):
I honestly like not to go down this path, but we're
going down this path.
I often think of there are somany women right now who are
like running when they turn 18,19 to like OnlyFans.
And I think that's the biggest.
I mean, honestly, like it'sspeaking of things that'll stay
(26:11):
with you forever and beingunhireable, like, that's just
insane that people are doingthat, and there's such a
footprint on and I don't haveany don't get me wrong, like I
don't have any problem with it.
It's your choice, like you dowhat you want, but at the same
time, there's such a uh whenyou're 18, 19, 20, like you
don't understand theconsequences of some of your
(26:33):
actions and how it's gonnaimpact you years down the road.
Like your frontal lobe isn'teven like fully fully developed.
SPEAKER_00 (26:41):
So it's like you know, showing off their frontal
lobes.
SPEAKER_04 (26:47):
But I just think I'm like, oh my god, like you're
gonna be in your 30s, and likethat line of work doesn't last
forever.
And what's gonna happen then?
You're gonna make a lot of moneynow, maybe, but it's just so
stupid.
I just feel bad for people whoare leaving such a negative
footprint on the internet that'sgonna bite them in the ass
later.
SPEAKER_00 (27:05):
Now, the last Olympic cycle, I remember there
was some female athlete that wasusing her OnlyFans to fund her
training.
She said training is expensiveand she was proud of it.
I don't know what she does onOnlyFans.
People do anything andeverything.
Someone will eat a cake for youon OnlyFans for you know, but I
do tell you, and I don't knowI'm what my my Facebook feed, I
(27:30):
get this like once a month orso.
I quit my job and I'm doingOnlyFans, and now I'm paying, I
was making a thousand dollars amonth, now I'm making ten
thousand dollars a month, andit's just all this.
I'm like, what are you trying toget me to go on OnlyFans?
I see that every so often.
I'm like, what is it?
What is this type thing?
(27:51):
I live in a luxurious Manhattanapartment.
Well, good for you.
And those people are gonna makethemselves unhirable, you know,
at some point.
SPEAKER_04 (28:02):
It's just a simple Google search, it really is.
And it's not even like usingaliases helps you because it's
just so easy to track down whosomebody is.
I am team Kristen Cabot.
I hope that you land on yourfeet and find something.
I appreciate her accountabilityand her openness.
So hopefully that'll go a longway.
Yeah, like go, Kristen.
(28:24):
I hope you find something.
SPEAKER_00 (28:26):
Yeah.
Just getting on that that listof just being not list, but
there's no list as so manypeople trying to say there's
there's no list on for HR ofunhirable people, but you create
a social media presence whetherit's uh even if it's something
innocuous that you don't thinkis going, hey, am I gonna become
unhirable because of this if Iever leave my job?
(28:48):
You know, warren, you've saidsome pretty stupid things, yeah,
on on your podcast.
Yeah, I have.
But it's comedy.
SPEAKER_04 (28:57):
You know, it and I mean I I'm not CC in real life.
I have a full name, and it'sjust one of those precautions
that I chose to take justbecause I can speak a little
more freer, and things can't gettied exactly back.
Not that I would say anythingproblematic, but at the same
time, like you'd look at like Imean, just like you can become
guilty of it by association withme if I say something.
(29:19):
Oh gosh, yeah, that's gonna bemy downfall.
SPEAKER_00 (29:22):
And I use my full real name.
SPEAKER_04 (29:24):
Which is funny because I thought your last name
was a joke.
SPEAKER_00 (29:29):
Oh yes.
SPEAKER_04 (29:30):
I thought that it was a clever stage name.
SPEAKER_00 (29:34):
Stage name.
I'm not that clever, my parentsaren't that clever.
Yeah, it's it's it's a blessingand a curse all all at once.
So yeah.
Well, it's glad to be back.
It's been a it's been a monthsince we recorded again, and uh,
yeah, good to be back.
We got a great year coming up,we've got some changes coming
(29:55):
up, so stay tuned.
Also, please leave us a ratingreview wherever you listen to
us.
Spread the word to your friends.
Love to get more listeners.
We have some, like I said, somegreat ideas for the new the new
upcoming season and see what wecan make happen.
With all that said, I will goahead and do the closing saying,
boy, what a I know how we end.
(30:16):
Let's see.
As always, I'm Warren.
SPEAKER_04 (30:19):
I'm CeC.
SPEAKER_00 (30:20):
And we're here helping you survive HR one what
the fuck moment at a time.
Welcome to our little save zone.
Welcome to Jaden HR.
SPEAKER_00 (00:55):
There.
I would like to be able to seethat.
So.
Okay.
Welcome to Jaden HR, the podcastby two HR professionals who want
to help you get through aworkday by saying everything
you're thinking, but say it outloud.
I'm Warren.
I'm CeC.
Alrighty, back again for 2026.
Happy New Year.
SPEAKER_04 (01:15):
Happy New Year.
We survived.
SPEAKER_00 (01:18):
We survived.
I didn't, you know, personallyand professionally, 2025 wasn't
awful, but I know so many peopleare posting online how awful
2025 was for them, and you know,I feel for them, but it was just
an okay year, nothingspectacular one way or the
other.
But yeah, we survive.
SPEAKER_04 (01:37):
Same.
What is it?
It's just like the same chaos,just packaged differently every
year.
SPEAKER_00 (01:44):
New and improved.
SPEAKER_04 (01:46):
New and improved chaos.
SPEAKER_00 (01:47):
Yeah, exactly.
So yeah, I talked real quick.
You know, I had my daughter intown for a week, and my son's
still here from college break.
He heads back on Saturday.
So it was nice.
My daughter and her husband, Ishould say, were here.
We had a full busy house, and itwas a good time catching up and
seeing her for the first time.
(02:07):
I hadn't seen her since Augustof last year.
My wife would be up in February,but we're hoping to get to see
her at least two times thisupcoming year.
And how about Bean?
How was Bean's holidays?
Was she into it?
SPEAKER_04 (02:21):
Was she She was so into it?
Thank you for asking.
I was forgotten, like we weretalking before we started
recording, and I forgot tomention Bean.
Okay, so we saw Santa and she'sa fan.
Oh she's a fan of Santa.
She didn't like cry or scream,she was totally in it.
She actually saw him and saidSanta.
So that was fun.
(02:42):
And she's a spoiled little bratbecause she got so much stuff
from like all the family membersand everything.
So there are gifts that wehaven't even put together yet.
So we have like a kitchen setthat we still have to put
together for her.
But fun stuff, and it's gettingmore fun now that she's getting
a little older.
Because like the lights and theSanta, she still doesn't
(03:04):
understand what Santa does, butyeah, she's into it.
I love it.
SPEAKER_00 (03:08):
Oh, that these next few years are gonna be so fun
with the holidays and thingslike that with the kids, and
then they turn like eight ornine.
When they stop believing,whatever age that is for you
all, that's when things turnaround a little bit.
SPEAKER_04 (03:23):
Or yeah, I don't want to think about that.
Well, you got to do it.
Yeah, she's got a long way, butyeah, she's doing great.
She got a slide for Christmas.
It's one of those like playschool or little types, like
indoor slides.
Yeah.
And she can't quite climb ityet, so we just have to kind of
pick her up.
It was a great gift for her, butit's a total workout for us.
(03:43):
Because everything is like downslide, down slide, downslide.
So we're always picking her upand putting her on the slide,
picking her up and putting heron the slide, picking her up.
So yeah, my squats are or myyeah, I'm getting really good
squat workouts.
SPEAKER_00 (03:55):
Oh, hey.
One of the things I like aboutChristmas is I like building
things and making things andstuff.
And the past few years it's beendisappointing because the kids
don't get things that you haveto put together or anything, but
my son got a new stereo for hiscar.
But now they make installingstereo so easy, it was like an
(04:15):
hour, not even an hour of time.
I was like, oh, this is gonna bea fun afternoon project, and I
was done in an hour.
I was like, oh, okay, I'm done.
It's just so easy now.
I'm like, oh, everything's justplug this in, plug this in, plug
in, you're done.
I was like, as I had mysoldering kit out, I had my wire
crimpers and strippers, I wasready to go.
And I'm like, oh, they make thiseasy for people.
SPEAKER_04 (04:38):
Yeah.
SPEAKER_00 (04:39):
But it's still fun, and my son enjoys it.
SPEAKER_04 (04:42):
I have to laugh because there was one project I
wanted to do over break, and itwas just to clean out and
organize the closet in my officebecause it was just a mess.
It had boxes in there that wenever opened since we moved in,
and I'm like, this is stupid,and that was five years ago.
So I'm like, we're just gonnaorganize it.
So I'm like a day before break,I'm like, I'm gonna get a head
(05:05):
start, and I started to justlike clean some stuff out, and
our cat, who's like a 14-poundmain coon, decided to jump on
one of the shelves, and for somereason that was the breaking
point, and the entire shelf justlike fell off the wall.
Everything.
So that turned into, well, sincethe shelf fell on the wall, I
(05:25):
kind of want to redo the closetanyway, which then turned into,
well, I want to put theseshelves in, but I'm gonna put
the older version of theseshelves in that have been in my
office for years.
I'm gonna go buy newer shelves,which turned into, oh,
everything is like back ordered.
So you can see my office is acatastrophe.
Okay.
All because I wanted to organizemy closet, which goes to show
(05:48):
you don't be productive.
SPEAKER_01 (05:50):
Don't be productive.
SPEAKER_04 (05:51):
Overrated.
SPEAKER_01 (05:52):
Yeah.
SPEAKER_04 (05:53):
But we're almost there.
The actually the shelves gotdelivered, the bookcases got
delivered today.
So I'm gonna go put thosetogether this weekend, probably.
So it'll be over soon.
SPEAKER_00 (06:03):
Awesome.
Awesome.
My my wife is an organizationalfreak.
She says if she changes career,she's gonna become a certified
professional organizer forpeople.
And I'm like, I'm gonna go overthere, like a hoarder's house.
It's gonna be like, you know,dead cats under boxes of
magazines or something likethat.
And she says, I'll have mylimits where I draw the line.
I'm like, yeah.
SPEAKER_04 (06:23):
Oh my gosh, I love it.
SPEAKER_00 (06:26):
So well, before we get too long, we want to thank
our Patreon supporters, Hallie,the original jaded HR rock star,
Bill and Mike.
Thank you for supporting us.
And we believe it or not, we'rejust a couple episodes away, or
like three months away.
We'll be hitting our nextanniversary, six, eight-year
anniversary.
So wow, crazy with jaded HR.
That'll be we've got some plansfor some changes, doing some new
(06:49):
things.
I know we we said we did three,I think, office episodes, but
we'll we want to pick that backup and got some other ideas too.
But with year end comes a lot ofplaces in reviews, or maybe
you're starting your annualreviews system yet.
SPEAKER_04 (07:05):
So Yay! It's my favorite time of year.
SPEAKER_00 (07:10):
Go straight out of the joy of the holidays into the
joy of in reviews.
SPEAKER_04 (07:15):
Yeah.
What?
So one of my projects right nowis actually looking at our
performance management and ourannual performance review and
you know, just kind of thinkingof what questions to ask and
stuff like that.
So I came up with some reallygreat questions with a jaded HR
twist.
Okay.
(07:36):
So I think that let's go here.
Okay, so the number one questionI think is gonna be what did you
accomplish this year againstyour will?
I think that's a reallyimportant question.
SPEAKER_00 (07:48):
Everything.
Everything.
SPEAKER_04 (07:52):
Another question that's on that I'm thinking
about is what accomplishmentmade you immediately need a
walk, a scream, or coffee?
SPEAKER_00 (08:02):
A walk, a scream, or coffee.
You know, Patrick and I, when weworked together, when things
would get rough, we'd take awalk.
We were both beta testers in thedark ages for Pokemon Go.
SPEAKER_01 (08:14):
Yeah.
SPEAKER_00 (08:15):
We would go for a walk and play Pokemon Go as for
walking.
And the other members, we hadlike, I don't know, six, eight
people on our team and they'dmake fun of us.
And then, like, my last dayworking there together, we went
on a walk just to play somePokemon Go chit-chat and stuff.
And my assistant, Desiree, shetook a picture of us from the
(08:35):
like the we're on the third orfourth floor, walking, uh having
us walk away, their last walktogether.
Things like that.
But yeah, taking a walk isgreat, y'all.
If you if you can.
SPEAKER_04 (08:47):
Honestly, I was to work on a campus of like a
corporate campus back when thatwas a cool thing.
And they had walking trails, andwe had walking meetings when the
weather was nice.
Like if you had a touch base orlike a one-on-one or something,
just go on the walking trail andtalk it while walking.
It was fantastic.
SPEAKER_00 (09:05):
Oh, yeah.
SPEAKER_04 (09:07):
Okay, so let's see.
Another one that I love is whatwhere did it go?
Where did it go?
Oh.
What did you accomplish whilesimultaneously questioning your
career choices?
SPEAKER_02 (09:22):
A lot.
SPEAKER_04 (09:24):
Uh was there anything that you fixed quietly
so that no one would notice itwas broken?
SPEAKER_00 (09:30):
Everything I broke.
Everything I did wrong, I fixedquietly.
Let's let's either completelyignore it or fix it under radar
or let this go away as quicklyas possible.
SPEAKER_04 (10:16):
I'm laughing because I've been there a couple times.
Like, oh shit.
Let me fix this.
SPEAKER_00 (10:21):
Yeah, nobody will know if I hurry.
SPEAKER_04 (10:23):
No, no, no, it's fine.
As long as no one noticed,you're fine.
Let's see.
What was one thing youaccomplished that proves that
you're underpaid?
SPEAKER_00 (10:33):
I I would say the opposite.
What have you done that showshow overpaid you are?
One question I always tease, Iwould love to put on a review is
what value do you actually bringto the company?
SPEAKER_04 (10:47):
What do you actually do here?
SPEAKER_00 (10:49):
Like from all office space, tell me what you do here.
Well, I don't do much ofanything.
I stroll in around nine.
SPEAKER_04 (10:57):
I stroll in around nine.
I have five bosses.
SPEAKER_00 (11:01):
Yeah.
SPEAKER_04 (11:02):
And then my final favorite, what project did you
complete purely out of spite?
SPEAKER_00 (11:09):
Out of spite.
I don't know.
Something that I knew was doomedto fail.
You're making me do this, soyeah.
Well, I did the same.
I checked GPT'd a few.
In what ways could you have beenmore approachable during your
approved PTO?
(11:30):
Let's see here.
Uh how effective do you feel youare at faking enthusiasm?
Let's see, I might listen tocome up with that many good ones
here.
But yeah, I would like to knowis also, I would like to put a
question.
I don't know how to word itright now on the fly, but how
(11:52):
self-aware are you?
Because one of the things HRdoes is the employee completes
their review, it comes to HR, weread every single one of them,
and we're looking for red flagtype things.
We're not we don't care what yousay, as long as you're not
saying, you know, something, youknow, I'm being discriminated
against or harassed, etc.
Oh, yeah, yeah.
(12:13):
Yeah, we're we're looking forthe big red flags in that, and
we don't we don't ever findanything, not gone wood, but and
then it goes to the manager, themanager completes the review and
it comes back to HR.
We read them all again beforethe between the manager sending
it back to the employee to makesure you know I told you the
story.
I I I had a review once, themanager said this person would
(12:34):
be the best damn employee everif she didn't go out on
maternity leave every otheryear.
And and I took it out, Iconfronted him about it, and he
says, Well, she's great, that'swhat I was saying.
I'm like, Yeah, that's what youwere saying, but that's not what
you said.
The things that people will putin a review are incredible.
If real-world HR advice, ifyou're not reading the or having
(12:56):
someone read those reviews, Iknow some of you might be with
companies much larger than Iyou've got to find out some way
to screen and filter and makesure that you're not having a
documentation trail of somethingyou don't want documented.
SPEAKER_04 (13:08):
Yeah, yeah.
I know.
Honestly, everything isdocumented, that's findable.
SPEAKER_00 (13:13):
Yeah, yep, exactly.
SPEAKER_04 (13:15):
Interesting.
Oh god, now you have me thinkingabout things.
God damn.
SPEAKER_00 (13:19):
I'm gonna make you actually do some real work now.
SPEAKER_04 (13:22):
No, no, no.
I mean, these are all goodpoints.
SPEAKER_00 (13:24):
Yeah, but uh we just wrapped up our annual reviews,
and I think everything overallwent really, really well for the
most part.
There was nothing ever goesperfectly as intended, but we
had a couple speed bumps, butthings went well overall.
SPEAKER_04 (13:37):
I gotta be honest, this is the first time I'm
working, like my company workson a fiscal calendar, so we are
technically in Q4 until March.
So our performance reviews don'tstart until February.
It was wonderful for the firsttime in the last five years of
doing performance managementwhere I'm not thinking about
(13:58):
performance launch duringThanksgiving and Christmas.
It was fun.
SPEAKER_00 (14:02):
I think that's a smart idea, especially for
larger companies.
That uh because you have so manyother things going on at that
year, and just getting people tocomplete the reviews during
Thanksgiving.
There's so much PTO being used,and getting people to actually
complete them is yeah, it'srough.
SPEAKER_04 (14:20):
It's pulling teeth.
SPEAKER_00 (14:21):
Yeah.
SPEAKER_04 (14:22):
So I'm gonna put those questions in and see what
feedback I get from.
SPEAKER_00 (14:25):
We don't want you unemployed.
SPEAKER_04 (14:30):
No, okay, so for a very unjaded moment, I actually
do love performance reviewseason because I just think it's
so important.
And I got a little pissy becauseI was all I didn't get pissy,
but I I didn't even let it Irolled my eyes.
That was the extent of myemotions.
But it was on LinkedIn andsomeone had this long LinkedIn
thing about like, I'm notwriting you an essay, I'm not
(14:53):
proving my performance to you,and I'm like, oh god damn it,
just fucking 'cause like I'mjust like people think it's
something super nefarious, orthey think it's totally time
consuming and pointless, butpeople don't understand all the
stuff that we're using it for onthe back end that actually could
help you in your career, in yourraises, in your bonuses, in your
(15:18):
progression.
Like, just do it.
And you don't have to write anovel.
Also, don't write a novel.
No manager wants to sit thereand read a novel, but just be
honest and be proud and bragabout yourself and also be
self-aware enough.
I think it's a great exercise,and just shut up and do it.
SPEAKER_00 (15:34):
Well, going two things, going non-jaded for just
a moment.
I talked about we read all thereviews.
One of the things that myassistant and I did when we were
reading, there were like atleast 10 people this past year
that said, I would like to learnmore about X, or I'd like to get
training on that.
We wrote that down and we wentto the manager as we're leasing
to the manager, hey, John Doewants to know wants additional
(15:57):
training in this.
What can we do?
How can we help them grow?
Is that something that'sfeasible?
And we were instigating thoseconversations for the employee
because the manager may or maynot, you know, put as much heat
into it.
But you know, we do have atraining and development budget
that we can yeah, oh, if theywant to learn this skill, is
that something we can support?
(16:17):
We'd love to support it.
We can't do it right now, butyes, we'd love to see what we
can do.
Those are some of the goodthings HR does when you do your
review.
This year on our reviews alsowas the first time ever we gave
employees just two weeks tocomplete their self-evaluation.
And if they didn't complete itwithin two weeks, it
(16:37):
automatically forwarded withoutthem.
And we didn't have anycomplaints about that, but we
had, I would say, 20-ish peoplewho didn't do their reviews, and
I before we launched thereviews, I could have named 80%
of them that weren't going to doit.
And I think that rather thanchasing people down to do
(16:58):
something that can really reallyjust benefit them, and I
personally going way jadedagain, if you don't complete
your own review, then you're notgetting an evaluation, you're
not getting an increase, you'renot getting a bonus, you just
get left out.
You don't want to participate inthe process, so you made a
choice.
I know we can't do that, but Iwould love to do something.
SPEAKER_04 (17:21):
I don't know.
It's also just a time to reflecton the things that like made you
proud.
I don't know, just do it.
Just do it.
SPEAKER_00 (17:27):
It's not that hard.
And like I said, we don't need anovel.
Uh uh I don't want a novel.
SPEAKER_04 (17:33):
Yeah.
Don't send me a novel.
Bullet points with like what isit?
Like objective examples.
Yeah.
That's all I need.
Just let me skim with a reallygreat picture that you've
painted me with bullet points.
SPEAKER_00 (17:50):
Yes, exactly.
Reviews are the time to patyourself on the back and say,
hey, look at me, look what I'vedone.
But there's a limit.
You don't want to be oversellingyourself that I'm the greatest
thing since sliced bread, butyou've got to have some
self-awareness.
Hey, I did X, Y, and Z, and youknow, I accomplished these
things.
SPEAKER_04 (18:07):
I'm really lucky that I've never had anybody say
they were like a five out offive, and I had to walk them
back from that and give them thereality.
Luckily, I've always had peoplewho are pretty self-aware.
I've actually had the oppositewhere people were like, I suck.
And I'm like, no, you reallydon't.
(18:28):
Let's talk about this.
unknown (18:29):
Yeah.
SPEAKER_00 (18:30):
I and that's a good thing.
If you have that, it's allcommunication tool.
When uh boy, this is gonna besuch an unjust.
Other those questions, ourreviews are 100%
narrative-based.
There's no scales, there's norate yourself on a scale of one
to ten stars, etc.
SPEAKER_04 (18:44):
Ours is too narrative-based.
SPEAKER_00 (18:46):
I love it because you say one thing and I give
that nine stars, but you say itand you give it six stars.
We're saying the same thing.
It's so you're starting at aconflict before you even before
you even start.
But if it's in words, you cansee where everything is and
there's no conflicts involved.
And it you it's a conversationstarter.
(19:08):
I tell both the employees andthe managers.
This is a conversation starterfor your review discussion.
It's a good thing.
And I just think people want toshit on HR so much about hey, HR
is only out to screw you, and HRis not your friend, and all that
other terrible stuff.
No, just do it.
SPEAKER_04 (19:27):
So quote, HR Besties, we are not your friend,
but we are not your enemy.
SPEAKER_00 (19:32):
Well, the other topic we were talking about
before we started were makingherself unhirable.
SPEAKER_04 (19:38):
Oh yeah.
SPEAKER_00 (19:40):
And we you had the story from the Coldplay concert
lady.
I forget her name already over.
Cabot.
SPEAKER_04 (19:48):
Yes.
Yes.
So she recently did an articleand she kind of broke her
silence and talked about whathappened from her perspective.
And she was very forward abouthow this was a very bad
decision.
I made a very bad mistake, butshe did want to clarify things,
(20:10):
and basically she explained thather and her husband were
separated prior, him and hiswife were separated prior, so
they were both separated andthey were both going through
breaking their marriages.
But the one thing that I thoughtwas she was very accountable of
just being like, I screwed up sobadly, but the public reaction.
(20:33):
She was doxxed.
She was getting 50 to 60 phonecalls a day from people just
cursing her out, basically.
She was getting death threats.
So, like, it was just like a lotof stuff that she went through.
And now she has been labeled asunhirable through I guess a
(20:54):
search firm that she was workingwith trying to like because she
stepped away from the role, soshe was trying to find another
job, and they basically said,like, no one wants to touch you
with a 10-foot pole.
So, like, there's just a lotthere.
I can say that I I completelyclearly see both sides of it.
I think that social media hasmade it extremely hard on people
(21:15):
who have like a very bad 15minutes of infamy.
And I think at the same time,you just can't shit where you
eat.
Like you cannot, especially whenyou're like a senior leader,
especially with your boss.
Like you cannot.
And I I I would say that foranyone, I would say
(21:36):
unfortunately, the stigma tendsto stay with the women a little
longer.
Because it's funny how we don'thear from the other guy.
Because I guarantee you he'sdoing just fine working his job.
But so yeah, like it's not fair.
Unfortunately, that's just howlike it is.
We kind of shame women moreabout this stuff.
But I do feel like a little badabout the whole situation
(21:58):
because she got turned into apunchline and now she has thrown
her whole career away oversomething that was just a bad
decision that she she quoted tobe a bad decision.
SPEAKER_00 (22:09):
Well, marriage stuff aside, being a senior leader and
dating inside the company, likeI said, sitting where you eat,
don't get your sex where you getyour checks, type thing.
It does show a bad judgment,especially if you're an HR
person.
But I do believe people deservesecond chances.
She's not one of these, youknow, the the racist Karen and
(22:30):
the bird watcher in New York.
Yeah, she nothing horrible.
Hopefully, she can landsomething new where she's not as
visible.
Okay, you can be our HR person,but you're behind the scenes, or
maybe she'll have to take a stepback instead of being the
director, being the managerunder someone, so she's even
less visible in the world andregrow her.
(22:52):
Because I when you said thename, I recognized it, but I
would have never come up withthe name on my own.
And it's what only been sixmonths with that.
SPEAKER_04 (23:02):
Well, unfortunately, I did a couple sessions with
interns on your personal brandand how to make a good
impression.
And one of the things,especially with Gen Z, it's
like, be careful what you doonline.
Because anything that is onlineis forever going to be online.
And I go as far as tellingpeople, like, if you have
(23:24):
company swag with a logo on it,don't wear it out.
I've seen and witnessed a fewsituations where people got into
it in the parking lot of acanes, and one of which was an
employee of a company who hadthe logo on it, and then all of
a sudden you have someonevideotaping them, and all of a
sudden it turns into so-and-soat such and such company, and
(23:44):
then it turns into a meme, andit turned into we're gonna show
up and pick it at your company,like it escalates so freaking
quickly, and it's you can't, Ihate to say it, but it's almost
like you just have to assumethat you're being watched a
hundred percent of the time.
SPEAKER_00 (24:00):
And you don't know what's gonna escalate, it could
be something so small andinnocuous, but it catches fire
with the right people at theright time, and you're like,
what the hell?
I had an experience at the waterpark.
One of our employees, the localnewspaper, unfortunately, made a
report about we had threedrownings at the beach within
(24:20):
like a week of each other.
And this employee and put acomment in the newspaper, you
know, stupid Taurons deservedit, or something like that.
SPEAKER_04 (24:31):
Oh no.
SPEAKER_00 (24:32):
And yeah, that's what they put in.
But make it worse, the newspaperuses your Facebook profile as to
your login to make comments onit.
And so everybody clicked on it,and there she is in her profile
wearing the with the water parksshirt, and it says on there,
employee of, and that got we gotstarted getting mail, and I'm
(24:55):
like, what the so we looked atit and like, oh my.
We told her you immediately haveto either change a profile
picture, not us, and you don'tlist us as your employer.
And she wanted to fight us.
I said, This isn't optional,you're it's you're either gonna
change that or you're gonna befired.
And I said, I don't care, oneway or the other.
She ended up changing, but shestill got fired later for it.
(25:15):
She was not the smartestindividual on earth, and uh, she
still ended up getting firedafter she reluctantly took off
the Facebook that she was ouremployee and her picture.
You do not post any otherpictures with you wearing and I
can post whatever picture Iwant.
Yes, you can, but it hasconsequences.
Yeah.
But yeah, she was she was a workof art.
(25:37):
But and and you know what?
It's been seven years since Ileft her.
I wonder if she's made herselfunhirable or you know, she's
just gonna be the Burger Kingdrive-thru girl for the rest of
her life because that's the onlything she can be qualified for.
SPEAKER_04 (25:50):
I honestly like not to go down this path, but we're
going down this path.
I often think of there are somany women right now who are
like running when they turn 18,19 to like OnlyFans.
And I think that's the biggest.
I mean, honestly, like it'sspeaking of things that'll stay
(26:11):
with you forever and beingunhireable, like, that's just
insane that people are doingthat, and there's such a
footprint on and I don't haveany don't get me wrong, like I
don't have any problem with it.
It's your choice, like you dowhat you want, but at the same
time, there's such a uh whenyou're 18, 19, 20, like you
don't understand theconsequences of some of your
(26:33):
actions and how it's gonnaimpact you years down the road.
Like your frontal lobe isn'teven like fully fully developed.
SPEAKER_00 (26:41):
So it's like you know, showing off their frontal
lobes.
SPEAKER_04 (26:47):
But I just think I'm like, oh my god, like you're
gonna be in your 30s, and likethat line of work doesn't last
forever.
And what's gonna happen then?
You're gonna make a lot of moneynow, maybe, but it's just so
stupid.
I just feel bad for people whoare leaving such a negative
footprint on the internet that'sgonna bite them in the ass
later.
SPEAKER_00 (27:05):
Now, the last Olympic cycle, I remember there
was some female athlete that wasusing her OnlyFans to fund her
training.
She said training is expensiveand she was proud of it.
I don't know what she does onOnlyFans.
People do anything andeverything.
Someone will eat a cake for youon OnlyFans for you know, but I
do tell you, and I don't knowI'm what my my Facebook feed, I
(27:30):
get this like once a month orso.
I quit my job and I'm doingOnlyFans, and now I'm paying, I
was making a thousand dollars amonth, now I'm making ten
thousand dollars a month, andit's just all this.
I'm like, what are you trying toget me to go on OnlyFans?
I see that every so often.
I'm like, what is it?
What is this type thing?
(27:51):
I live in a luxurious Manhattanapartment.
Well, good for you.
And those people are gonna makethemselves unhirable, you know,
at some point.
SPEAKER_04 (28:02):
It's just a simple Google search, it really is.
And it's not even like usingaliases helps you because it's
just so easy to track down whosomebody is.
I am team Kristen Cabot.
I hope that you land on yourfeet and find something.
I appreciate her accountabilityand her openness.
So hopefully that'll go a longway.
Yeah, like go, Kristen.
(28:24):
I hope you find something.
SPEAKER_00 (28:26):
Yeah.
Just getting on that that listof just being not list, but
there's no list as so manypeople trying to say there's
there's no list on for HR ofunhirable people, but you create
a social media presence whetherit's uh even if it's something
innocuous that you don't thinkis going, hey, am I gonna become
unhirable because of this if Iever leave my job?
(28:48):
You know, warren, you've saidsome pretty stupid things, yeah,
on on your podcast.
Yeah, I have.
But it's comedy.
SPEAKER_04 (28:57):
You know, it and I mean I I'm not CC in real life.
I have a full name, and it'sjust one of those precautions
that I chose to take justbecause I can speak a little
more freer, and things can't gettied exactly back.
Not that I would say anythingproblematic, but at the same
time, like you'd look at like Imean, just like you can become
guilty of it by association withme if I say something.
(29:19):
Oh gosh, yeah, that's gonna bemy downfall.
SPEAKER_00 (29:22):
And I use my full real name.
SPEAKER_04 (29:24):
Which is funny because I thought your last name
was a joke.
SPEAKER_00 (29:29):
Oh yes.
SPEAKER_04 (29:30):
I thought that it was a clever stage name.
SPEAKER_00 (29:34):
Stage name.
I'm not that clever, my parentsaren't that clever.
Yeah, it's it's it's a blessingand a curse all all at once.
So yeah.
Well, it's glad to be back.
It's been a it's been a monthsince we recorded again, and uh,
yeah, good to be back.
We got a great year coming up,we've got some changes coming
(29:55):
up, so stay tuned.
Also, please leave us a ratingreview wherever you listen to
us.
Spread the word to your friends.
Love to get more listeners.
We have some, like I said, somegreat ideas for the new the new
upcoming season and see what wecan make happen.
With all that said, I will goahead and do the closing saying,
boy, what a I know how we end.
(30:16):
Let's see.
As always, I'm Warren.
SPEAKER_04 (30:19):
I'm CeC.
SPEAKER_00 (30:20):
And we're here helping you survive HR one what
the fuck moment at a time.
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