Ever found yourself in the midst of a workplace networking event, drink in hand, and pondering if genuine connections are even possible amidst all the business card swapping? CeCe and I, Warren, are shaking up our fourth-anniversary episode with a blend of humor and real talk, as we tackle the cringe and charm of office mingling and talent wrangling. We'll peel back the layers on LinkedIn's lurking issues and the sometimes uncomfortable spotlight that comes with Women's History Month, all while sharing a story of how an unexpected crisis at work proved the daily heroics of unsung HR managers.
Could you imagine walking into a termination meeting only to find out the axe had fallen without your knowledge? We've got that tale from Cloudflare and more, served up with a side of laughter and lessons learned. Join us as we venture beyond the boardroom and back in time to our restaurant days, where the culture was as rich as the food was greasy, and the HR nightmares were as real as the camaraderie. It's a rollercoaster ride through viral videos, wild nicknames, and the indelible marks they leave on our professional personas.
As we toast to the memories and mishaps that have shaped us, we're not just reminiscing; we're offering a glimpse into the reality of job recruitment and the curious case of modern-day ghosting. So, pull up a chair and lend us your ears—whether you're an HR student like Brandon, a listener tuning in from sunny Barbados, or anyone in between—this AMA special is all about connecting with you. We're serving up the behind-the-scenes scoop on professional do's and don'ts, all while celebrating the community that keeps our podcast's heart beating.
We want to hear from you.
Text us or leave a voicemail (252) 564-9899
email: feedback@jadedhr.com
Want to:
* Share a dumb employee question
* Share a crazy story
* Ask us a question
* Share a best practice
* Give us feedback
Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.
Please leave a review on your favorite podcast player and interact with us online!
Linktree - https://linktr.ee/jadedhr
Follow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/
Mark as Played
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.
Warren (00:51):
Welcome to JDHR, the podcast by two HR professionals
who want to help you get throughthe workday by saying all the
things you are thinking, but saythem out loud.
I'm Warren, I'm CeCe, all right?
Well, I did not mention at thetop or any part of the last
episode.
We're doing the AMA for ourfourth anniversary special.
We're going to have a specialguest involved, so please send
(01:15):
us your information and in theshow notes there's actually
going to be a phone number youcan call to leave us a text or
voicemail of your question.
If you leave us a voicemail, itcomes to me in MP3 format.
I can play your voice on theline and things like that.
So, yeah, I definitely want toget your questions in.
We're trying to do some socialmedia posts for the AMA.
(01:36):
Get your questions in here, butthat's just a couple of weeks
away, two episodes or threeepisodes away, I can't even
count right now.
But also, as always, we have tothank Hallie, the original JDHR
rock star, and we'll thank Bill, our other Patreon supporter.
It can be like them, support uson Patreon.
The link is in the show notes,but it's been had some exciting
(01:59):
things going on.
Also, I want to apologize forthe poor audio quality.
I'm recording in the worstpossible environment.
I'm in a new room, new house,and there's nothing on the walls
, new carpet, nothing and I canhear even with the headphones in
the echoing, so hopefully somegood editing can take care of
that.
But we had some other coolthings happen since we were last
(02:23):
on air.
We got another review on Appleand I'm sorry to have not
checked the internationalreviews in a very, very long
time, but Brandon NB wrote onApple funny and informational.
Now that line that's actuallythe goal here.
I want to be funny, I want toinform people.
(02:43):
I want to.
You know I don't want to be alecture podcast.
I listen to enough of those onmy own but Brandon writes as a
student majoring in HR and Idon't know why the hell you're
doing that.
We haven't convinced you not todo that yet Save yourself.
Brandon, it is still time.
Turn back, do not go towardsthe light.
(03:05):
But as a student majoring in HRand about to go into the
workforce, this podcast hasgiven me an idea of what
situations I might run intowhile working in HR, as well as
making me laugh.
Nearly every episode Onlynearly come on.
I hope we will try and improveupon that, but no, thank you,
brandon, for leaving us for you.
(03:26):
That is so helpful.
It helps us be seen by othersin the downloads and so they can
find us and also rate andreview us.
So go on your favorite podcastapp and rate review us that
helps, us that helps us?
It definitely does.
And then Feathers and I talkedforever about us being ranked as
(03:48):
high as number two under acomedy podcast in Swaziland.
Well, we've got a new contenderwe're in the top 100.
We're actually currently 73under Apple Podcast Comedy for
the country of Barbados.
So thank you from Barbados.
While it's cold and nasty outhere, let's plan a visit.
(04:12):
We're going to Barbados tovisit our download that our
friend there is enjoying theshow.
So thank you very much fordownloading us out there in
Barbados.
Cee Cee (04:22):
Does that mean we can go and do a live happy hour in
Barbados?
Warren (04:27):
Exactly that's what I want to do A meet and greet Live
happy hour of meet and greetthere.
Cee Cee (04:32):
So I'm down.
Warren (04:35):
Yeah, so somebody's going to need to sponsor that
trip, because I cannot affordthat we are looking for sponsors
to sponsor this trip.
Yes, and we are not too proud tobeg for that.
So, okay, well, I've got acouple of other things to
(04:56):
follow-ups from our last episode.
In the last episode we talkedabout your friends asking you
about your former position.
Well, a friend of mine wholistens to the podcast and
refused to come on the air so Ishould out you by name and all
that sort of fun stuff, but Iwon't.
But they said they told me astory.
(05:17):
They had a person follow up,saw they had a position in Lake
Wisconsin, contacting them onLinkedIn and all their social
media channels to find out oh,you were this position at this
company.
How tell me about that?
I'm like that just gets weird.
What you're asking forinformation about someone's
(05:38):
former employer from someone youdon't know at all.
I mean wow.
But they said they looked upand their former position was
hiring or they were hiring for aposition they held once upon a
time again and he told me thathe basically knows why because
the job sucked.
But to be like hounded onFacebook and LinkedIn about this
(06:01):
job is like okay, that's calledstalking people.
It's a different thing thanwhat we do.
Cee Cee (06:08):
So I think of like two things.
One, I don't know, you so.
I'm gonna like probably give youthe most PC answer and like I'm
not gonna as if it was a friend.
Like if a friend of mine cameup to me, I'm like let me tell
you what's really going onbehind closed doors.
If it's just some person onLinkedIn, I'm probably gonna be
(06:28):
like well, like any organization, it does have its challenges.
But then, like the other pieceof it is, I kind of feel like
this is some networking advicethat someone's been given along
the way.
Like open the door on LinkedInby like talking to someone and
reaching out to them and askingthem because in reality, like
(06:53):
you probably don't know thatpurse, like I don't know.
I'm just thinking like it's away to get your foot in the door
.
So then at some point, after afew back and forth to be a DM,
you can like be like you knowwhy you seem cool.
I can definitely put you incontact with the right person.
So that's what I kind of feellike.
I feel like it's inauthenticyeah.
Warren (07:13):
One of those awful career coaches out there that
Dan from HR likes to bust, sogiving some information like
that.
Yeah, stalk someone on LinkedInfor who used to work there.
But anyways, I thought that wasreally, really weird.
My friend said they did notrespond at all to the Facebook
messages or the LinkedInmessages.
Cee Cee (07:35):
I don't know, I probably would stop for the date
.
I would because the only thingI get on LinkedIn now are just
like sponsored messages.
If I get something from someonewho's legit, wants to know
something from me, I'd be likelet's be friends forever.
Warren (07:54):
Oh, your LinkedIn has just exploded.
Cee Cee (07:57):
I know right.
Warren (07:59):
I don't post on LinkedIn .
I do a lot of liking and thumbsup and things very rarely even
come.
I'm on there constantly.
Cee Cee (08:07):
LinkedIn has kind of become a little bit of a school.
So I do say off of it.
Warren (08:11):
It has.
It's gone downhill a lot,especially we're getting a
political season and I don't goto LinkedIn for political crap
and, yeah, I don't want to saythat my favorite right now
because we're in Women's HistoryMonth is when someone posts
something about Women's HistoryMonth or women in the workplace,
there's always the people whofeel the need to comment.
Cee Cee (08:34):
They're like and like slightly sexist use on things
and I'm like oh, who are you?
Because I want to make sure I'mnever going to work with you,
buddy.
Warren (08:46):
And the thing is, these people you do that all the time.
They make these especiallyLinkedIn stupid comments on
Facebook or a dime a dozen.
But LinkedIn is supposed to bethe business networking place
and people are just so flippingstupid with the comments they
put in there.
I'm like really, oh, I wouldfollow that law.
(09:08):
Okay, Nice that you publishedto the whole world.
I saw someone say that on oneof the lawyers.
I follow a lot of employmentlaw lawyers and oh, I just
wouldn't do that.
You just send a big red flag toanybody down the road that when
they have a problem with youthey're going to look at this
post.
Now which other laws are youchoosing not to follow?
I think so.
(09:30):
Well, the other follow up fromlast episode was we talked
really briefly, just passing,about being prepared to take
time off from work.
So that's when you find wherethe bodies are buried.
So I tried to take some timeoff last week and it didn't work
out.
I mean, I took the time off butI was on the phone constantly
(09:52):
or on the computer doing things,just because of the nature of
the beast.
But it did result one of thosethings that hit the fan while
I'm out, which actually I wastalking to my boss and she was
apologizing I'm sorry we had tobug you so much on your time off
and she was so nice aboutthings like that and I'm like
well, it just shows you what I'mdoing when that you don't
always know what I'm doing.
When I'm here, I'm managingthese things without anybody
(10:15):
else being in the loop.
But one of these issues resultedin a termination, which
happened, and so I'm in myoffice before termination
meeting.
I want the manager to do a lotof the work, but I'm there for
to give them all the benefits.
So your benefits will run outthen the month and da, da, da,
da.
And this is how it's going tohappen.
(10:36):
The COBER administrator is thisand I just give all the other
things.
Well, I'm typing my notes tomake sure I have everything
ready for this.
I don't want to look like thepeople from what was it
Cloudflare?
That weren't prepared totermination meeting at all.
I'm prepared.
I have a little bullet pointsof anything I need to do.
(10:57):
But I got an instant messagefrom the manager.
He said I already let them know.
I'm under the assumption she'sgetting a written warning, but
you changed your mind.
I'm like oh, here comes the bus, Beep, beep.
Wait, what their message?
I copied and pasted it into mynotes here.
I already let them know thatI'm under assumption that
(11:20):
they're getting a writtenwarning, but you changed your
mind.
Cee Cee (11:23):
Oh my gosh yeah.
Warren (11:26):
So I'm the decision maker, the end-all be-all of
that.
I'm like this is going to beweird, but yeah, I like this
manager.
They're a real up and comer,but they just don't have a lot
of experience and we are goingto have a discussion about that.
Cee Cee (11:42):
That's fantastic, and in writing too.
Warren (11:44):
Hopefully there's not a next time.
So, anyways, that was part ofmy fun stuff.
But noob is this you had acouple things, so where do you
want to start?
Cee Cee (11:56):
I don't even know anymore.
So kind of I'm going topiggyback on the prepping to
leave.
I am about six weeks away frommy due date, so super excited,
super horrified all at the sametime.
And now we're looking at ourorgan talent review for 2024,
which doesn't happen untilOctober.
(12:17):
But now, about six weeks beforeI leave, there's a push to
redesign the process.
So I'm working on that rightnow.
No pressure at all.
Just have six weeks to figureit out Cool, but yeah, so that
was the Along with everythingelse.
Along with everything else too.
And now, on top of that, I justwant everyone to know that you
(12:39):
are now in the presence of atalent management award winner.
So I have Look congrats on that.
Thank you.
Thank you, I have won my firstindustry award, so I am a 2023
trailblazer, according to chieftalent officer magazine Alrighty
(13:04):
.
Warren (13:04):
So Now, well, we were discussing online.
There are some awards that arejust political, pay-to-play type
awards hey, give us here 150bucks and fill out this form and
you're going to get an award.
And this, obviously, is not oneof those, but they're good
(13:25):
awards, and there are some notso good awards and then it
sounds like a really good one.
I think, hey, good job, youshould be proud.
Cee Cee (13:33):
So I have not won an award since the middle school
science fair, so super stoked.
Warren (13:42):
Now don't let anybody know that you co-host the
podcast, because they might come.
Cee Cee (13:47):
we changed our mind, no right, they'll be like, oh God,
we're done, rescended.
But it is kind of exciting toget a little ner-.
I basically redesigned ourperformance management process
so I did crazy things like wewent from a five point scale to
a three point scale.
We also got rid of a forceddistribution, so we gave
(14:10):
managers-.
Warren (14:10):
Oh, I hate forced distribution.
Cee Cee (14:12):
The autonomy to actually make decisions.
Warren (14:15):
To manage and do their job.
You mean.
Cee Cee (14:17):
Which the managers loved to be honest.
And if anyone is thinking aboutgetting rid of forced
distribution out there, just tolet you know, our natural
distribution is the same, exactsame curve.
So I just don't let you knowit's possible and you trust your
managers to do the right thing,they'll do the right thing.
(14:38):
So anyway, super excited aboutthat, I get a sweet trophy and
life is good.
It's going to be behind me inmy I'm going to call it a trophy
case.
Now.
There's not one trophy in there, but there will be one trophy.
Warren (14:53):
There's a GroGoo though.
Cee Cee (14:54):
Yes, it'll be next to GroGoo, so yeah.
Warren (14:59):
Oh no, congrats, that's so exciting.
Cee Cee (15:02):
I will say I do want to quote Ronald Ulysses Swanson
here for those Parks andRecreation fans.
Warren (15:07):
Oh.
Cee Cee (15:08):
Awards are stupid, but they'd be less stupid if they
were given to the right people.
Warren (15:12):
So thank you, yes.
Cee Cee (15:14):
Chief Talent Officer publications.
Warren (15:18):
Sweet.
Yeah, I'm a huge Ron Swansonfan.
I like a lot of his memes inthere, so HR inappropriate,
which makes them just so awesomeacross the board.
Actually, this wasn't on myshow notes, but I think it was
last week.
I had texted you in Feathersabout a situation that I found
(15:42):
myself in, a little gotchajournalism coming up, though.
We all know my stance onsolicitors, how they are a scum
of the world, but right next tothem are bad journalists, are
right there.
And so I got a phone call and itwas a journalist from a
newspaper, an out of townnewspaper, and they told me
(16:06):
their name and I've alreadyforgotten it in their
publication, which I've also.
I forgot immediately.
I was trying to tell you whatit was and I didn't know.
But anyways, she wanted astatement from me about a
situation that had made somenational news and it was with a
company that has a similar nameto my company, but not the same
(16:30):
name, and I'm like I have no.
I said I'd have no clue at allwhat you're speaking about.
So you're saying that thisdidn't happen?
I'm saying I said no, I'msaying I don't have the first
clue what you're talking about.
And she was like trying to eggme into saying something stupid
and like I don't know who youthink you're calling or what
(16:51):
company, and I said I'm withthis company.
I don't know who you thinkyou're calling.
I have no clue.
I had to go Google thesituation and then I found an
article on it and it's a similarcompany was, if you've done
that much homework to find who Iam, to try and get me to get a
statement, at least try theright company.
(17:11):
I mean, oh, it was just lazy,bad journal.
Well, I wouldn't say lazy ifyou can do that type of homework
.
I was just bad journalismtrying to badger me into saying
something stupid.
I just come on.
And he was.
That was that was insuited.
So anyhow.
But speaking of journalismarticle I read I read it on
(17:36):
Yahoo Finance, but theyattribute it to Fortune magazine
.
The author is Orianna Rousseau.
Royale.
Royal indeed surveyed 1500businesses and 1500 working
people in the United Kingdom andfound that job ghosting is rife
75% of workers saying they'veignored prospective employer in
(17:57):
the last year.
And I was like 75% and then Iwould have to think.
I think that's awfully high,but I think they need to define
their premise a little bit more,as I think I don't know.
I'd like to talk to you aboutthis job on LinkedIn all the
time, which is probably nothingeven.
Oh, I got a few months ago acustomer service job.
(18:19):
We want to use your customerservice experience and I'm like,
okay, yeah, I'm a really goodcustomer facing person, but
those I ignore.
So if you're contacting me forsomething legit, I probably
wouldn't even answer that.
I love our Matt anyway.
But anyways, 93% of Gen Z'stold global recruitment platform
(18:44):
, indeed, that they've flakedout on the interview.
And then 87% have said theymanaged to charm their way
through interviews to secure ajob, sign on and then leave
their new boss stranded on thevery first day.
And they say that.
Gen Zers say this makes themfeel in charge of their career.
Cee Cee (19:08):
Wait, where'd they get that quote from?
Warren (19:13):
I don't know Fortune magazine, so it's, I considered,
a legitimate source.
Cee Cee (19:18):
Oh, I was going to say I have questions because there
is a piece of me, like I thinkGen Z feels a little justified
because, about, I want to sayabout two years ago, when I was
looking for a job, do you knowhow many recruiters ghosted me?
And not to say, like I, Iwouldn't ghost someone, because
(19:42):
I feel like I do have a littlebit of the professional maturity
to be like I don't want to bethe one to ghost, but I think I
think Gen Z has probably beenghosted a lot and they're
probably like done, like, if youcan ghost me, I'll ghost you
Like, is this the language we'retalking?
Warren (19:59):
OK, Well, two things on that.
The article later on goes tosay that more than half think
that since employers ghost jobseekers, it's OK to do it back,
and a third of companies agreedwith that sentiment.
But here's why I think whendoes it become ghosting?
If you just apply for job andyou don't hear anything, is that
(20:21):
ghosting?
Or do you have to actually havesome human contact first for it
to be considered ghosting?
Where does the ghosting fall inand play for what counts as
ghosting?
Cee Cee (20:33):
Yeah, see my definition if I've had at least a phone
screen with you and you then saythat you're going to call me
back, but I never hear from youagain until I get an automated
rejection letter.
That is a ghost.
Warren (20:49):
Yeah, that's why I think too.
I think you have to have somehuman interaction first before
you can say you're ghosted withthat.
So, anyways, that was thatAlmost half of those surveyed
say they plan on pulling adisappearing act again, and a
third of them deemed itacceptable to do so before an
interview.
Cee Cee (21:09):
So ditching an interview, oh no, that's where
I'm like there has to be thatprofessional maturity, Because
if I had the interview I'm notgoing to just ghost Like.
If something else comes up,like a better job offer or
something, I'm at least going towrite you an email.
So I'm not wasting your time,because at that point that's
just disrespect.
Warren (21:32):
I told my daughter when she was a teenager.
She was working, trying to finda retail job.
She interviewed and got offereda job on the spot with one
retail place, but they paid like25 cents over a minimum wage
and then she accepted.
And then later that day anotherretail called and said that
they were going to offer like $4an hour more.
(21:54):
And she's like what do I do?
I said okay, well, take the $4,but call the other person and
say hey, I do want to think.
I said I never know when you'regoing to run into them again.
They may leave that company andthey'll be somewhere else.
They could be a coworker ofyours down the line.
I said just don't burn.
And I said they will rememberyou if you do something like
(22:16):
that.
And she did, thankfully, one ofthe few times she listens to me
.
I said just call them and sayhey, I want to thank you, but
I've got another job offer andaccept and that's all you have
to say.
And she did but yeah, there'syeah, but she did not want to do
it.
I basically twisted her arm.
Cee Cee (22:35):
You got to do it.
You got to do it.
I will say do you never knowwhen people are going to pop
back up in your life again?
Because I had left a companyand then I tried to interview
for a different role within thecompany a couple years later and
I had a horrendous interviewwith the hiring manager who was
just really condescending andreally just like so glad I
(22:58):
honestly did pull out of thatrole.
I threw an email, but year likea year after that I was in my
new role and I was in theposition of the recruiter and
this guy like pops back up.
I mean he's, he's whistling adifferent tune because now he's
the one being interviewed andall I can remember was like.
(23:21):
I don't like.
My feedback was I've hadexperience with this person.
My experience wasn't reallypositive.
He was a little condescendingXYZ and he didn't move on to the
next round.
So you really need to be awareof how you come off to people,
because you don't know whenyou're going to face them again
later in your career.
Warren (23:42):
Exactly, and HR is a small world.
You're in a larger metropolitanarea than I am, but I see names
all the time of people I eitherknow or at least recognize the
name.
I was like oh, you know, I cando that six degrees of Kevin
Bacon with virtually any name Ihear out there because I've been
in it.
Maybe it's a little differentin a larger area, but I don't
(24:05):
think so.
It's HR.
There's only, you know, there'ssomeone only so much.
Well, the final takeaways I tookfrom this article were that Gen
Zers, as I mentioned, say theyfeel boldened by ghosting their
companies, but older workers whodo it say they instantly regret
(24:25):
it, and more than half of GenZers are repeat offenders.
Companies once again.
One in five workers complainedthat prospective employers
failed to show up for a phoneinterview.
23% have been provided with averbal offer and then been left
hanging.
So employers do it too, but Ijust not.
(24:45):
It can't be at the same levelthat the employees are, and
unless there's just a lot ofreally, really bad Readers out
there, I mean, how hard is it tohit the decline button and All
ATS's have the consent automaticemail soon as you hit that
decline Move.
Dear Warren, thank you forapplying, but we've decided to
go another direction.
(25:06):
Wish you all the best of thefuture.
So I know, so I don't, I don'tknow.
Cee Cee (25:11):
I would love to send.
This is so course the nerd inme.
I would love to see thebreakdown.
I'm gonna guess if it's Gen Z,it's mostly entry-level jobs
like, or early career roles.
But I'm just, I want to seewhat the With the distribution
that is, of the no-call-no showon the first day after an offer,
because that horrifies, I guess, someone who used to recruit,
(25:34):
the job posting, thepre-screening, the interviewing,
the getting the offer throughthe having that like those steps
for you not to show up, likeyour name, is gonna be ingrained
in my memory forever foreverforever I Remember back in.
Warren (25:57):
But no, I, absolutely I.
I can only count on a handfultimes when somebody has no
showed to a job on their firstday Without any calling or
anything like that.
It's happened a few times, butnot not that often.
Well, I had one more thing andyou sort of segwayed into it,
being an HR nerd.
(26:18):
So I mentioned I've moved.
I bought some new furniture.
I'm too cheap to have itdelivered, so because they
wanted like something stupidlike $900 to deliver where I
live, so I rented a truck.
Anyways, go to the warehouse topick up my furniture and you go
in and you have to check in andgive them your name and they
tell you whether you know thatthey have all the stuff and
(26:39):
things like that.
But there's these signs likecomputer, printed like eight and
a half by eleven white piece ofpaper, signs all over, like I
can see through the glass windowwhere I check in.
And then these emails say perguido, no food in the front area
.
Per guido, do not front park infront of the building.
Per guido, you must clock outfor your brakes.
You know Just all these signs.
(27:02):
And I'm sitting there thinkingmyself Is this like an inside
joke?
I'm not getting, because itthere were so many of them and
they all started per guido and Iwas like, is this some sort of
slurish thing?
I thought I'm my, my curiosityis going all over the place and
I I wanted to ask and I didn'task, but as I well, anyways, one
(27:27):
of the one of the posters wereper guido Do you cannot accept
tips from our customers?
That?
And then on the outside, thebuilding where you go to,
actually, after you check in andsay I'm here to pick up this,
that and the other thing, you goaround to pick it up and
there's signs like all over I'mnot kidding either must have
been six or eight signs notipping.
Our employees, our twoemployees, are not allowed to be
(27:50):
tipped.
But while I was out there behindthe warehouse waiting to form
to load up my truck, I Saw aguido.
I was.
I was halfway relieved becauseit wasn't some sort of slurish
type thing or anything, as hehad his name tag on, and I was
(28:10):
halfway relieved, I was alsohalfway.
So you have to put all thesesigns up everywhere to tell your
employees little, little stupid, stupid things.
Don't park in front of thebuilding or no tip, they do not
accept tips and and things likethat.
I'm like that's, that's reallyreally weird.
But I didn't talk to guido, Ijust saw him.
(28:31):
I saw his name tag on his shirtthere.
But as I'm waiting, one of theiremployees came back from, I'm
assuming, a break or a lunch orsomething like that, and as he
walked, that employee walked byme I could have gotten high off
the the fumes he was propagatingthere and walked between me and
Guido.
So Guido definitely had as I'mlike the HR nerd me once again
(28:54):
my brain.
I was like, oh god, I hope he'snot doing something like
driving a forklift or doingsomething like Dangerous work.
You know, if he's just pullingboxes out, okay, fine, probably
still not smart, but Not asdangerous as driving a forklift
or anything else out there.
It was just, it was really.
It was just a really weirdthing All these times per Guido.
Cee Cee (29:20):
We don't, as my, my, my , we don't want you to accept
these.
Totally okay with you token upin the parking lot.
Warren (29:27):
Yeah, if you tip your guys, well, they can buy an
extra dickle bag and have morefun.
Cee Cee (29:33):
But anyways, you know, just don't cause any reasonable
suspicion issues oh.
Warren (29:43):
Man, it was, it was fine .
But yeah, it's weird how, beingan HR, so long you you think
we're out in public about HRrelated issues like you know
they they shouldn't be doingthat, or all sorts of Weird
stuff, or how they can away withthat, I wonder oh yeah.
Cee Cee (30:04):
It's interesting on the same way because I worked all
through college and grad school.
I was in a restaurant or therestaurant industry and there
every to this day, if I go outto eat, I'm always looking
around me to see what serversare doing, how they're giving
guest services.
Like guests good service andyeah, the other.
(30:24):
I'll be like, oh, you know,they didn't check back at a
table within two minutes or twobites Like this stuff, like
training from those days stillrolls in my head as a customer
and yeah, like that never shakesand I'm always dishes.
I'm always also trying toeavesdrop on server
conversations in the side standif I'm close enough, because
(30:44):
half those conversations arenever HR appropriate and I love
to hear them.
Warren (30:48):
Oh, they're juicy.
Well, you see, another thing II've worked in the back.
That was, I was in the kitchenthrough my, my restaurant time
and the Contentious relationshipbetween the front of house, in
the back of house, entire platesof food being thrown one way or
the other, it didn't matterCussing sexual harassment like
(31:13):
on a level that you couldn'teven imagine unless you've been
in that type of environment.
And of course I was doing thisin the early 90s, early mid 90s,
and nobody cared about sexualharassment.
Really, it was just so awful.
And I'm thinking, wow, how dopeople get away that?
(31:33):
Restaurants are such?
You know, we, we shit onChipotle all the time, but
restaurants are such hotbeds forHR problems, especially the
local mom and pop over operatedones, the privately owned ones.
But then again we're talking.
We always talk about Chipotle,which is an a national
organization.
I think they'd have their stufftogether a little bit more.
Cee Cee (31:56):
So I have a very distinct memory of working in a
restaurant and this was likeprobably like 2005 to 2011 is
when I was like working inrestaurants and I don't.
Who do you remember?
There is like that viral videoof the two girls one cup.
Warren (32:15):
Oh gosh.
Cee Cee (32:17):
I would say, google it, but please don't do not Google
that just please don't,especially not at work.
Warren (32:23):
Don't you've been warned .
Cee Cee (32:25):
Do not, but anyway, I just remember when that video
came out, I was cashing out inthe manager's office and there's
two managers and a bartendermales and they're like oh, this
video got watched, this video,totally forgetting that I'm
there, and they're like closethe door, we got to watch it.
I am locked in this office withthese three dudes forced to
(32:46):
watch this video and like nowlooking back on it, I'm like
hilarious, by the way, but I wasjust like no, this is, this is
not HR approved.
Warren (32:57):
Well, the things I said, the things I did in restaurants
, I just, you know, as ateenager I basically worked at
the same restaurant from thetime I was in 10th grade to the
year I graduated from collegeand up until recently was the
longest job I ever held.
(33:18):
I'd go away for school and I'dcome back on winter break and
summer break and still workthere.
But just the stuff we did andthe names, and there I mean we
and Nick and, oh gosh, Nick,names like yeah, we should all
be in jail.
Cee Cee (33:37):
I had one.
We're just not going to repeatit, but there was definitely one
.
Warren (33:42):
Oh well, I think that's a good place to lay into playing
, where we're not going todiscuss your nickname.
Maybe, maybe someone, our AMAcan get you to beg you to twist
your arm to the reveal thenickname that you, that you had.
Cee Cee (33:59):
Oh my gosh.
Warren (33:59):
But our best practice of the day is per Warren, leave us
a review, get online, tell usand give us a review.
We need those reviews and, asalways, want to thank our
Patreon supporters.
And then the intro and outromusic is the underscore
orchestra their song double thedevil, and Andrew Colpa does our
(34:21):
is our voice artist who doesour intro?
So, as always, I'm Warren andwe'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.
Warren (00:51):
Welcome to JDHR, the podcast by two HR professionals
who want to help you get throughthe workday by saying all the
things you are thinking, but saythem out loud.
I'm Warren, I'm CeCe, all right?
Well, I did not mention at thetop or any part of the last
episode.
We're doing the AMA for ourfourth anniversary special.
We're going to have a specialguest involved, so please send
(01:15):
us your information and in theshow notes there's actually
going to be a phone number youcan call to leave us a text or
voicemail of your question.
If you leave us a voicemail, itcomes to me in MP3 format.
I can play your voice on theline and things like that.
So, yeah, I definitely want toget your questions in.
We're trying to do some socialmedia posts for the AMA.
(01:36):
Get your questions in here, butthat's just a couple of weeks
away, two episodes or threeepisodes away, I can't even
count right now.
But also, as always, we have tothank Hallie, the original JDHR
rock star, and we'll thank Bill, our other Patreon supporter.
It can be like them, support uson Patreon.
The link is in the show notes,but it's been had some exciting
(01:59):
things going on.
Also, I want to apologize forthe poor audio quality.
I'm recording in the worstpossible environment.
I'm in a new room, new house,and there's nothing on the walls
, new carpet, nothing and I canhear even with the headphones in
the echoing, so hopefully somegood editing can take care of
that.
But we had some other coolthings happen since we were last
(02:23):
on air.
We got another review on Appleand I'm sorry to have not
checked the internationalreviews in a very, very long
time, but Brandon NB wrote onApple funny and informational.
Now that line that's actuallythe goal here.
I want to be funny, I want toinform people.
(02:43):
I want to.
You know I don't want to be alecture podcast.
I listen to enough of those onmy own but Brandon writes as a
student majoring in HR and Idon't know why the hell you're
doing that.
We haven't convinced you not todo that yet Save yourself.
Brandon, it is still time.
Turn back, do not go towardsthe light.
(03:05):
But as a student majoring in HRand about to go into the
workforce, this podcast hasgiven me an idea of what
situations I might run intowhile working in HR, as well as
making me laugh.
Nearly every episode Onlynearly come on.
I hope we will try and improveupon that, but no, thank you,
brandon, for leaving us for you.
(03:26):
That is so helpful.
It helps us be seen by othersin the downloads and so they can
find us and also rate andreview us.
So go on your favorite podcastapp and rate review us that
helps, us that helps us?
It definitely does.
And then Feathers and I talkedforever about us being ranked as
(03:48):
high as number two under acomedy podcast in Swaziland.
Well, we've got a new contenderwe're in the top 100.
We're actually currently 73under Apple Podcast Comedy for
the country of Barbados.
So thank you from Barbados.
While it's cold and nasty outhere, let's plan a visit.
(04:12):
We're going to Barbados tovisit our download that our
friend there is enjoying theshow.
So thank you very much fordownloading us out there in
Barbados.
Cee Cee (04:22):
Does that mean we can go and do a live happy hour in
Barbados?
Warren (04:27):
Exactly that's what I want to do A meet and greet Live
happy hour of meet and greetthere.
Cee Cee (04:32):
So I'm down.
Warren (04:35):
Yeah, so somebody's going to need to sponsor that
trip, because I cannot affordthat we are looking for sponsors
to sponsor this trip.
Yes, and we are not too proud tobeg for that.
So, okay, well, I've got acouple of other things to
(04:56):
follow-ups from our last episode.
In the last episode we talkedabout your friends asking you
about your former position.
Well, a friend of mine wholistens to the podcast and
refused to come on the air so Ishould out you by name and all
that sort of fun stuff, but Iwon't.
But they said they told me astory.
(05:17):
They had a person follow up,saw they had a position in Lake
Wisconsin, contacting them onLinkedIn and all their social
media channels to find out oh,you were this position at this
company.
How tell me about that?
I'm like that just gets weird.
What you're asking forinformation about someone's
(05:38):
former employer from someone youdon't know at all.
I mean wow.
But they said they looked upand their former position was
hiring or they were hiring for aposition they held once upon a
time again and he told me thathe basically knows why because
the job sucked.
But to be like hounded onFacebook and LinkedIn about this
(06:01):
job is like okay, that's calledstalking people.
It's a different thing thanwhat we do.
Cee Cee (06:08):
So I think of like two things.
One, I don't know, you so.
I'm gonna like probably give youthe most PC answer and like I'm
not gonna as if it was a friend.
Like if a friend of mine cameup to me, I'm like let me tell
you what's really going onbehind closed doors.
If it's just some person onLinkedIn, I'm probably gonna be
(06:28):
like well, like any organization, it does have its challenges.
But then, like the other pieceof it is, I kind of feel like
this is some networking advicethat someone's been given along
the way.
Like open the door on LinkedInby like talking to someone and
reaching out to them and askingthem because in reality, like
(06:53):
you probably don't know thatpurse, like I don't know.
I'm just thinking like it's away to get your foot in the door
.
So then at some point, after afew back and forth to be a DM,
you can like be like you knowwhy you seem cool.
I can definitely put you incontact with the right person.
So that's what I kind of feellike.
I feel like it's inauthenticyeah.
Warren (07:13):
One of those awful career coaches out there that
Dan from HR likes to bust, sogiving some information like
that.
Yeah, stalk someone on LinkedInfor who used to work there.
But anyways, I thought that wasreally, really weird.
My friend said they did notrespond at all to the Facebook
messages or the LinkedInmessages.
Cee Cee (07:35):
I don't know, I probably would stop for the date
.
I would because the only thingI get on LinkedIn now are just
like sponsored messages.
If I get something from someonewho's legit, wants to know
something from me, I'd be likelet's be friends forever.
Warren (07:54):
Oh, your LinkedIn has just exploded.
Cee Cee (07:57):
I know right.
Warren (07:59):
I don't post on LinkedIn .
I do a lot of liking and thumbsup and things very rarely even
come.
I'm on there constantly.
Cee Cee (08:07):
LinkedIn has kind of become a little bit of a school.
So I do say off of it.
Warren (08:11):
It has.
It's gone downhill a lot,especially we're getting a
political season and I don't goto LinkedIn for political crap
and, yeah, I don't want to saythat my favorite right now
because we're in Women's HistoryMonth is when someone posts
something about Women's HistoryMonth or women in the workplace,
there's always the people whofeel the need to comment.
Cee Cee (08:34):
They're like and like slightly sexist use on things
and I'm like oh, who are you?
Because I want to make sure I'mnever going to work with you,
buddy.
Warren (08:46):
And the thing is, these people you do that all the time.
They make these especiallyLinkedIn stupid comments on
Facebook or a dime a dozen.
But LinkedIn is supposed to bethe business networking place
and people are just so flippingstupid with the comments they
put in there.
I'm like really, oh, I wouldfollow that law.
(09:08):
Okay, Nice that you publishedto the whole world.
I saw someone say that on oneof the lawyers.
I follow a lot of employmentlaw lawyers and oh, I just
wouldn't do that.
You just send a big red flag toanybody down the road that when
they have a problem with youthey're going to look at this
post.
Now which other laws are youchoosing not to follow?
I think so.
(09:30):
Well, the other follow up fromlast episode was we talked
really briefly, just passing,about being prepared to take
time off from work.
So that's when you find wherethe bodies are buried.
So I tried to take some timeoff last week and it didn't work
out.
I mean, I took the time off butI was on the phone constantly
(09:52):
or on the computer doing things,just because of the nature of
the beast.
But it did result one of thosethings that hit the fan while
I'm out, which actually I wastalking to my boss and she was
apologizing I'm sorry we had tobug you so much on your time off
and she was so nice aboutthings like that and I'm like
well, it just shows you what I'mdoing when that you don't
always know what I'm doing.
When I'm here, I'm managingthese things without anybody
(10:15):
else being in the loop.
But one of these issues resultedin a termination, which
happened, and so I'm in myoffice before termination
meeting.
I want the manager to do a lotof the work, but I'm there for
to give them all the benefits.
So your benefits will run outthen the month and da, da, da,
da.
And this is how it's going tohappen.
(10:36):
The COBER administrator is thisand I just give all the other
things.
Well, I'm typing my notes tomake sure I have everything
ready for this.
I don't want to look like thepeople from what was it
Cloudflare?
That weren't prepared totermination meeting at all.
I'm prepared.
I have a little bullet pointsof anything I need to do.
(10:57):
But I got an instant messagefrom the manager.
He said I already let them know.
I'm under the assumption she'sgetting a written warning, but
you changed your mind.
I'm like oh, here comes the bus, Beep, beep.
Wait, what their message?
I copied and pasted it into mynotes here.
I already let them know thatI'm under assumption that
(11:20):
they're getting a writtenwarning, but you changed your
mind.
Cee Cee (11:23):
Oh my gosh yeah.
Warren (11:26):
So I'm the decision maker, the end-all be-all of
that.
I'm like this is going to beweird, but yeah, I like this
manager.
They're a real up and comer,but they just don't have a lot
of experience and we are goingto have a discussion about that.
Cee Cee (11:42):
That's fantastic, and in writing too.
Warren (11:44):
Hopefully there's not a next time.
So, anyways, that was part ofmy fun stuff.
But noob is this you had acouple things, so where do you
want to start?
Cee Cee (11:56):
I don't even know anymore.
So kind of I'm going topiggyback on the prepping to
leave.
I am about six weeks away frommy due date, so super excited,
super horrified all at the sametime.
And now we're looking at ourorgan talent review for 2024,
which doesn't happen untilOctober.
(12:17):
But now, about six weeks beforeI leave, there's a push to
redesign the process.
So I'm working on that rightnow.
No pressure at all.
Just have six weeks to figureit out Cool, but yeah, so that
was the Along with everythingelse.
Along with everything else too.
And now, on top of that, I justwant everyone to know that you
(12:39):
are now in the presence of atalent management award winner.
So I have Look congrats on that.
Thank you.
Thank you, I have won my firstindustry award, so I am a 2023
trailblazer, according to chieftalent officer magazine Alrighty
(13:04):
.
Warren (13:04):
So Now, well, we were discussing online.
There are some awards that arejust political, pay-to-play type
awards hey, give us here 150bucks and fill out this form and
you're going to get an award.
And this, obviously, is not oneof those, but they're good
(13:25):
awards, and there are some notso good awards and then it
sounds like a really good one.
I think, hey, good job, youshould be proud.
Cee Cee (13:33):
So I have not won an award since the middle school
science fair, so super stoked.
Warren (13:42):
Now don't let anybody know that you co-host the
podcast, because they might come.
Cee Cee (13:47):
we changed our mind, no right, they'll be like, oh God,
we're done, rescended.
But it is kind of exciting toget a little ner-.
I basically redesigned ourperformance management process
so I did crazy things like wewent from a five point scale to
a three point scale.
We also got rid of a forceddistribution, so we gave
(14:10):
managers-.
Warren (14:10):
Oh, I hate forced distribution.
Cee Cee (14:12):
The autonomy to actually make decisions.
Warren (14:15):
To manage and do their job.
You mean.
Cee Cee (14:17):
Which the managers loved to be honest.
And if anyone is thinking aboutgetting rid of forced
distribution out there, just tolet you know, our natural
distribution is the same, exactsame curve.
So I just don't let you knowit's possible and you trust your
managers to do the right thing,they'll do the right thing.
(14:38):
So anyway, super excited aboutthat, I get a sweet trophy and
life is good.
It's going to be behind me inmy I'm going to call it a trophy
case.
Now.
There's not one trophy in there, but there will be one trophy.
Warren (14:53):
There's a GroGoo though.
Cee Cee (14:54):
Yes, it'll be next to GroGoo, so yeah.
Warren (14:59):
Oh no, congrats, that's so exciting.
Cee Cee (15:02):
I will say I do want to quote Ronald Ulysses Swanson
here for those Parks andRecreation fans.
Warren (15:07):
Oh.
Cee Cee (15:08):
Awards are stupid, but they'd be less stupid if they
were given to the right people.
Warren (15:12):
So thank you, yes.
Cee Cee (15:14):
Chief Talent Officer publications.
Warren (15:18):
Sweet.
Yeah, I'm a huge Ron Swansonfan.
I like a lot of his memes inthere, so HR inappropriate,
which makes them just so awesomeacross the board.
Actually, this wasn't on myshow notes, but I think it was
last week.
I had texted you in Feathersabout a situation that I found
(15:42):
myself in, a little gotchajournalism coming up, though.
We all know my stance onsolicitors, how they are a scum
of the world, but right next tothem are bad journalists, are
right there.
And so I got a phone call and itwas a journalist from a
newspaper, an out of townnewspaper, and they told me
(16:06):
their name and I've alreadyforgotten it in their
publication, which I've also.
I forgot immediately.
I was trying to tell you whatit was and I didn't know.
But anyways, she wanted astatement from me about a
situation that had made somenational news and it was with a
company that has a similar nameto my company, but not the same
(16:30):
name, and I'm like I have no.
I said I'd have no clue at allwhat you're speaking about.
So you're saying that thisdidn't happen?
I'm saying I said no, I'msaying I don't have the first
clue what you're talking about.
And she was like trying to eggme into saying something stupid
and like I don't know who youthink you're calling or what
(16:51):
company, and I said I'm withthis company.
I don't know who you thinkyou're calling.
I have no clue.
I had to go Google thesituation and then I found an
article on it and it's a similarcompany was, if you've done
that much homework to find who Iam, to try and get me to get a
statement, at least try theright company.
(17:11):
I mean, oh, it was just lazy,bad journal.
Well, I wouldn't say lazy ifyou can do that type of homework
.
I was just bad journalismtrying to badger me into saying
something stupid.
I just come on.
And he was.
That was that was insuited.
So anyhow.
But speaking of journalismarticle I read I read it on
(17:36):
Yahoo Finance, but theyattribute it to Fortune magazine
.
The author is Orianna Rousseau.
Royale.
Royal indeed surveyed 1500businesses and 1500 working
people in the United Kingdom andfound that job ghosting is rife
75% of workers saying they'veignored prospective employer in
(17:57):
the last year.
And I was like 75% and then Iwould have to think.
I think that's awfully high,but I think they need to define
their premise a little bit more,as I think I don't know.
I'd like to talk to you aboutthis job on LinkedIn all the
time, which is probably nothingeven.
Oh, I got a few months ago acustomer service job.
(18:19):
We want to use your customerservice experience and I'm like,
okay, yeah, I'm a really goodcustomer facing person, but
those I ignore.
So if you're contacting me forsomething legit, I probably
wouldn't even answer that.
I love our Matt anyway.
But anyways, 93% of Gen Z'stold global recruitment platform
(18:44):
, indeed, that they've flakedout on the interview.
And then 87% have said theymanaged to charm their way
through interviews to secure ajob, sign on and then leave
their new boss stranded on thevery first day.
And they say that.
Gen Zers say this makes themfeel in charge of their career.
Cee Cee (19:08):
Wait, where'd they get that quote from?
Warren (19:13):
I don't know Fortune magazine, so it's, I considered,
a legitimate source.
Cee Cee (19:18):
Oh, I was going to say I have questions because there
is a piece of me, like I thinkGen Z feels a little justified
because, about, I want to sayabout two years ago, when I was
looking for a job, do you knowhow many recruiters ghosted me?
And not to say, like I, Iwouldn't ghost someone, because
(19:42):
I feel like I do have a littlebit of the professional maturity
to be like I don't want to bethe one to ghost, but I think I
think Gen Z has probably beenghosted a lot and they're
probably like done, like, if youcan ghost me, I'll ghost you
Like, is this the language we'retalking?
Warren (19:59):
OK, Well, two things on that.
The article later on goes tosay that more than half think
that since employers ghost jobseekers, it's OK to do it back,
and a third of companies agreedwith that sentiment.
But here's why I think whendoes it become ghosting?
If you just apply for job andyou don't hear anything, is that
(20:21):
ghosting?
Or do you have to actually havesome human contact first for it
to be considered ghosting?
Where does the ghosting fall inand play for what counts as
ghosting?
Cee Cee (20:33):
Yeah, see my definition if I've had at least a phone
screen with you and you then saythat you're going to call me
back, but I never hear from youagain until I get an automated
rejection letter.
That is a ghost.
Warren (20:49):
Yeah, that's why I think too.
I think you have to have somehuman interaction first before
you can say you're ghosted withthat.
So, anyways, that was thatAlmost half of those surveyed
say they plan on pulling adisappearing act again, and a
third of them deemed itacceptable to do so before an
interview.
Cee Cee (21:09):
So ditching an interview, oh no, that's where
I'm like there has to be thatprofessional maturity, Because
if I had the interview I'm notgoing to just ghost Like.
If something else comes up,like a better job offer or
something, I'm at least going towrite you an email.
So I'm not wasting your time,because at that point that's
just disrespect.
Warren (21:32):
I told my daughter when she was a teenager.
She was working, trying to finda retail job.
She interviewed and got offereda job on the spot with one
retail place, but they paid like25 cents over a minimum wage
and then she accepted.
And then later that day anotherretail called and said that
they were going to offer like $4an hour more.
(21:54):
And she's like what do I do?
I said okay, well, take the $4,but call the other person and
say hey, I do want to think.
I said I never know when you'regoing to run into them again.
They may leave that company andthey'll be somewhere else.
They could be a coworker ofyours down the line.
I said just don't burn.
And I said they will rememberyou if you do something like
(22:16):
that.
And she did, thankfully, one ofthe few times she listens to me
.
I said just call them and sayhey, I want to thank you, but
I've got another job offer andaccept and that's all you have
to say.
And she did but yeah, there'syeah, but she did not want to do
it.
I basically twisted her arm.
Cee Cee (22:35):
You got to do it.
You got to do it.
I will say do you never knowwhen people are going to pop
back up in your life again?
Because I had left a companyand then I tried to interview
for a different role within thecompany a couple years later and
I had a horrendous interviewwith the hiring manager who was
just really condescending andreally just like so glad I
(22:58):
honestly did pull out of thatrole.
I threw an email, but year likea year after that I was in my
new role and I was in theposition of the recruiter and
this guy like pops back up.
I mean he's, he's whistling adifferent tune because now he's
the one being interviewed andall I can remember was like.
(23:21):
I don't like.
My feedback was I've hadexperience with this person.
My experience wasn't reallypositive.
He was a little condescendingXYZ and he didn't move on to the
next round.
So you really need to be awareof how you come off to people,
because you don't know whenyou're going to face them again
later in your career.
Warren (23:42):
Exactly, and HR is a small world.
You're in a larger metropolitanarea than I am, but I see names
all the time of people I eitherknow or at least recognize the
name.
I was like oh, you know, I cando that six degrees of Kevin
Bacon with virtually any name Ihear out there because I've been
in it.
Maybe it's a little differentin a larger area, but I don't
(24:05):
think so.
It's HR.
There's only, you know, there'ssomeone only so much.
Well, the final takeaways I tookfrom this article were that Gen
Zers, as I mentioned, say theyfeel boldened by ghosting their
companies, but older workers whodo it say they instantly regret
(24:25):
it, and more than half of GenZers are repeat offenders.
Companies once again.
One in five workers complainedthat prospective employers
failed to show up for a phoneinterview.
23% have been provided with averbal offer and then been left
hanging.
So employers do it too, but Ijust not.
(24:45):
It can't be at the same levelthat the employees are, and
unless there's just a lot ofreally, really bad Readers out
there, I mean, how hard is it tohit the decline button and All
ATS's have the consent automaticemail soon as you hit that
decline Move.
Dear Warren, thank you forapplying, but we've decided to
go another direction.
(25:06):
Wish you all the best of thefuture.
So I know, so I don't, I don'tknow.
Cee Cee (25:11):
I would love to send.
This is so course the nerd inme.
I would love to see thebreakdown.
I'm gonna guess if it's Gen Z,it's mostly entry-level jobs
like, or early career roles.
But I'm just, I want to seewhat the With the distribution
that is, of the no-call-no showon the first day after an offer,
because that horrifies, I guess, someone who used to recruit,
(25:34):
the job posting, thepre-screening, the interviewing,
the getting the offer throughthe having that like those steps
for you not to show up, likeyour name, is gonna be ingrained
in my memory forever foreverforever I Remember back in.
Warren (25:57):
But no, I, absolutely I.
I can only count on a handfultimes when somebody has no
showed to a job on their firstday Without any calling or
anything like that.
It's happened a few times, butnot not that often.
Well, I had one more thing andyou sort of segwayed into it,
being an HR nerd.
(26:18):
So I mentioned I've moved.
I bought some new furniture.
I'm too cheap to have itdelivered, so because they
wanted like something stupidlike $900 to deliver where I
live, so I rented a truck.
Anyways, go to the warehouse topick up my furniture and you go
in and you have to check in andgive them your name and they
tell you whether you know thatthey have all the stuff and
(26:39):
things like that.
But there's these signs likecomputer, printed like eight and
a half by eleven white piece ofpaper, signs all over, like I
can see through the glass windowwhere I check in.
And then these emails say perguido, no food in the front area
.
Per guido, do not front park infront of the building.
Per guido, you must clock outfor your brakes.
You know Just all these signs.
(27:02):
And I'm sitting there thinkingmyself Is this like an inside
joke?
I'm not getting, because itthere were so many of them and
they all started per guido and Iwas like, is this some sort of
slurish thing?
I thought I'm my, my curiosityis going all over the place and
I I wanted to ask and I didn'task, but as I well, anyways, one
(27:27):
of the one of the posters wereper guido Do you cannot accept
tips from our customers?
That?
And then on the outside, thebuilding where you go to,
actually, after you check in andsay I'm here to pick up this,
that and the other thing, you goaround to pick it up and
there's signs like all over I'mnot kidding either must have
been six or eight signs notipping.
Our employees, our twoemployees, are not allowed to be
(27:50):
tipped.
But while I was out there behindthe warehouse waiting to form
to load up my truck, I Saw aguido.
I was.
I was halfway relieved becauseit wasn't some sort of slurish
type thing or anything, as hehad his name tag on, and I was
(28:10):
halfway relieved, I was alsohalfway.
So you have to put all thesesigns up everywhere to tell your
employees little, little stupid, stupid things.
Don't park in front of thebuilding or no tip, they do not
accept tips and and things likethat.
I'm like that's, that's reallyreally weird.
But I didn't talk to guido, Ijust saw him.
(28:31):
I saw his name tag on his shirtthere.
But as I'm waiting, one of theiremployees came back from, I'm
assuming, a break or a lunch orsomething like that, and as he
walked, that employee walked byme I could have gotten high off
the the fumes he was propagatingthere and walked between me and
Guido.
So Guido definitely had as I'mlike the HR nerd me once again
(28:54):
my brain.
I was like, oh god, I hope he'snot doing something like
driving a forklift or doingsomething like Dangerous work.
You know, if he's just pullingboxes out, okay, fine, probably
still not smart, but Not asdangerous as driving a forklift
or anything else out there.
It was just, it was really.
It was just a really weirdthing All these times per Guido.
Cee Cee (29:20):
We don't, as my, my, my , we don't want you to accept
these.
Totally okay with you token upin the parking lot.
Warren (29:27):
Yeah, if you tip your guys, well, they can buy an
extra dickle bag and have morefun.
Cee Cee (29:33):
But anyways, you know, just don't cause any reasonable
suspicion issues oh.
Warren (29:43):
Man, it was, it was fine .
But yeah, it's weird how, beingan HR, so long you you think
we're out in public about HRrelated issues like you know
they they shouldn't be doingthat, or all sorts of Weird
stuff, or how they can away withthat, I wonder oh yeah.
Cee Cee (30:04):
It's interesting on the same way because I worked all
through college and grad school.
I was in a restaurant or therestaurant industry and there
every to this day, if I go outto eat, I'm always looking
around me to see what serversare doing, how they're giving
guest services.
Like guests good service andyeah, the other.
(30:24):
I'll be like, oh, you know,they didn't check back at a
table within two minutes or twobites Like this stuff, like
training from those days stillrolls in my head as a customer
and yeah, like that never shakesand I'm always dishes.
I'm always also trying toeavesdrop on server
conversations in the side standif I'm close enough, because
(30:44):
half those conversations arenever HR appropriate and I love
to hear them.
Warren (30:48):
Oh, they're juicy.
Well, you see, another thing II've worked in the back.
That was, I was in the kitchenthrough my, my restaurant time
and the Contentious relationshipbetween the front of house, in
the back of house, entire platesof food being thrown one way or
the other, it didn't matterCussing sexual harassment like
(31:13):
on a level that you couldn'teven imagine unless you've been
in that type of environment.
And of course I was doing thisin the early 90s, early mid 90s,
and nobody cared about sexualharassment.
Really, it was just so awful.
And I'm thinking, wow, how dopeople get away that?
(31:33):
Restaurants are such?
You know, we, we shit onChipotle all the time, but
restaurants are such hotbeds forHR problems, especially the
local mom and pop over operatedones, the privately owned ones.
But then again we're talking.
We always talk about Chipotle,which is an a national
organization.
I think they'd have their stufftogether a little bit more.
Cee Cee (31:56):
So I have a very distinct memory of working in a
restaurant and this was likeprobably like 2005 to 2011 is
when I was like working inrestaurants and I don't.
Who do you remember?
There is like that viral videoof the two girls one cup.
Warren (32:15):
Oh gosh.
Cee Cee (32:17):
I would say, google it, but please don't do not Google
that just please don't,especially not at work.
Warren (32:23):
Don't you've been warned .
Cee Cee (32:25):
Do not, but anyway, I just remember when that video
came out, I was cashing out inthe manager's office and there's
two managers and a bartendermales and they're like oh, this
video got watched, this video,totally forgetting that I'm
there, and they're like closethe door, we got to watch it.
I am locked in this office withthese three dudes forced to
(32:46):
watch this video and like nowlooking back on it, I'm like
hilarious, by the way, but I wasjust like no, this is, this is
not HR approved.
Warren (32:57):
Well, the things I said, the things I did in restaurants
, I just, you know, as ateenager I basically worked at
the same restaurant from thetime I was in 10th grade to the
year I graduated from collegeand up until recently was the
longest job I ever held.
(33:18):
I'd go away for school and I'dcome back on winter break and
summer break and still workthere.
But just the stuff we did andthe names, and there I mean we
and Nick and, oh gosh, Nick,names like yeah, we should all
be in jail.
Cee Cee (33:37):
I had one.
We're just not going to repeatit, but there was definitely one
.
Warren (33:42):
Oh well, I think that's a good place to lay into playing
, where we're not going todiscuss your nickname.
Maybe, maybe someone, our AMAcan get you to beg you to twist
your arm to the reveal thenickname that you, that you had.
Cee Cee (33:59):
Oh my gosh.
Warren (33:59):
But our best practice of the day is per Warren, leave us
a review, get online, tell usand give us a review.
We need those reviews and, asalways, want to thank our
Patreon supporters.
And then the intro and outromusic is the underscore
orchestra their song double thedevil, and Andrew Colpa does our
(34:21):
is our voice artist who doesour intro?
So, as always, I'm Warren andwe're here helping you survive
HR one.
What the fuck moment at a time.
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