March 5, 2025 • 31 mins
Join us for a lively conversation around the comical and unexpected moments in the world of Human Resources. We share the ups and downs from our daily experiences with humorous anecdotes that anyone in HR—or the workplace at large—can relate to. From the craziness of employees needing their W-2s at the last minute to the intricacies of team projects that spiral into chaos, we delve into the daily challenges and laughable situations that keep us entertained.
This episode also explores the critical topic of communication within the workplace, discussing how misunderstandings about HR processes can escalate into major stress points. We highlight the importance of transparency, accessibility, and effective training to equip employees and managers with the knowledge they need to thrive. With each story, we emphasize taking a lighter approach and finding humor amidst the often overwhelming world of HR.
Whether you're in HR yourself or just someone navigating workplace waters, you're sure to find value and comfort in knowing you're not alone. Tune in for a unique blend of humor and insight, and don’t forget to share your thoughts about your own workplace experiences with us! Stay connected to our social media for more content and future discussions.
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.
Speaker 1 (00:01):
Had you actually read the email, you would know that
the podcast you are about tolisten to could contain explicit
language and offensive content.
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 write
(00:24):
up my employee for crying toomuch?
Welcome to our little safe zone.
Welcome to Jaded HR.
Speaker 2 (00:48):
Nice Welcome to Jaded HR, the podcast by two HR
professionals who want to helpyou get through the workday by
saying everything you'rethinking, but say it out loud.
I'm Warren.
Speaker 3 (00:59):
I'm.
Speaker 2 (01:00):
Cece and we are two burned out mofos.
Right now we're just talking.
As we teased forever theDiversity Day episode of the
Office, we recorded it.
It did have a little bit oftechnical issues nothing I can't
(01:28):
get beyond but I was just soswamped I couldn't get to the
point of being able to give itthe TLC it needed versus a
normal podcast that didn't havetechnical issues.
It's just a plug and chug typeof thing, but that episode will
be coming soon, soon, soon.
Yeah, I'll devote some time.
School this week, the last twoweeks has kicked my butt, but
I've kicked its butt right back.
I've got one class like 104averaging in one class and I've
got well, okay, my team project.
(01:51):
I despise teamwork.
I despise team projects.
We wrote a paper and it was a50 page paper and now we got our
grade back today and it was at88.
And oh, team's message we, they, they created a team's thing,
chat, and like I'm sitting atwork and I'll send my phone ding
(02:11):
ding, ding, ding ding.
I'm like what the hell is goingon and like everybody was livid
about the the 88.
We didn't give a true rubric ofhow to, how we wanted it great
or what he wanted to include orhow it was going to be graded.
So we were flying blind a lot.
There are some things we couldhave done better, but the amount
(02:32):
of effort and time we put intoit was just astronomical for an
88.
And we were disappointed.
But oh gosh, another.
Because when you get your grades, you see in Canvas you can see
your grade, the high, the low,the median, the mean score and
all that other funds.
(02:52):
Some team got a 65 and I'm like, oh my gosh, I it, you can't.
It's past dropping time now youcan't drop at the class.
I'm like, oh gosh, In thegraduate program, if you, your
GPA falls below a 3.0, you go onprobation and I'm like, oh, I
would just be so, so pissed.
(03:12):
But that's also probably why Idon't like group projects.
This is probably only like oneperson who carried the weight
for everybody and it sucked.
But I will say as much as Idespise group projects.
This is a high-performing teamand even though we only got an
88, I think our next paper,which is due in a month and
three days or four days, April8th we have less time to write
(03:36):
this one.
We'll redeem ourselves thistime.
Speaker 3 (03:41):
Group papers are the worst.
Speaker 2 (03:43):
Yeah, in midterms and quizzes, quizzes.
It's just been everything.
So I'm just ready for my springbreak and get back, get back to
it.
So yeah, crazy, crazy, andwe're talking off.
I'm not gonna go all thedetails.
Speaker 3 (03:58):
Work has been crazy too to a certain extent, so it
was just like oh you know, justthrow it all on at once, pile it
on sure, I kind of had thatfeeling today where I was like
gosh, march has been a hell of amonth and it's like it's only
the fourth, you know.
Speaker 2 (04:14):
Like yes, I'm not even going to do those I was
gonna say we.
Speaker 3 (04:20):
You know, I always feel like my, my job.
Especially there's a lot ofebbs and flows, like I'll be, my
hair will be on fire dependingon what time of the year it is
and then all of a sudden I'llget like a week, maybe two,
where it's like crickets and Ican do a lot of catching up and
I can do a lot of planning and Ican do whatever.
And I just got off of one ofthose Like like I had a week and
(04:47):
a half of pure bliss and nowit's just like ramping up and I
feel like.
I have a hand in a lot ofdifferent projects, so they're
all happening simultaneously.
So yeah, life is just fun.
Speaker 2 (04:59):
Fun Question mark.
Speaker 3 (05:02):
No, it's good stuff, like it's really interesting
stuff and I got to be honest.
As you know, the cool thingthis year with the work is that
we're basically taking on thisidea of like okay, someone ran
something for a couple years Nowlet's give it to somebody else
because everything is good.
And like iteration, like peopleiterate on things, things
become better.
(05:23):
Also, I feel like it just keepsthe team sharp, so yeah.
So my boss was like, let's dothat.
So now I'm taking on a few newprojects, I'm kind of giving
away a couple things.
So I kind of feel like Istarted a new job without
starting a new job, which isvery refreshing to me.
Speaker 2 (05:40):
Hey, that, that that is cool.
I like when you get to new, donew and different things, even
if it's not that different, butit's a change of pace from what
you've been doing.
I think that's very motivating.
I think that's very.
It keeps you fresh so you don'tget burned out.
Oh gosh, I'm doing the samedamn thing again.
I've done it 3 billion timesand I'm over it.
Speaker 3 (06:03):
I'm writing the engagement survey again.
Awesome, it's like Groundhog'sDay after a while.
Speaker 2 (06:09):
Exactly Groundhog's Day.
What a great movie.
Great movie.
So yeah, yeah.
Well, I had four littleanecdotes to share today, and I
know you had something as well.
We can, we go sort of back andforth, but on top of being busy
(06:29):
at work for some things, I alsogot.
Just I had a manager whocontacted me asking if I would
send them a list of all thenames of their employees.
They have 18 employees.
It's a moderate amount andthere's not been much turnover
(06:50):
or anything like that.
I think you should probablyknow your 18 people.
I could probably have named 15of them easily and been pretty
good guessing with the otherswithout looking.
I'm like, really You'recontacting me for your employee
(07:11):
names.
What's the problem here?
Is there someone at your desksomewhere that you don't know
who they are and what they'redoing there?
Speaker 3 (07:21):
I feel like this is someone's evil twin who has come
to work and now has to like,blend in with the crowd.
Now he's asking HR.
Oh, by the way, do you know whomy employees are?
And also, do you have a copy ofmy job description?
What do I do?
Speaker 2 (07:37):
Like who are you?
Speaker 3 (07:38):
You should know this.
Speaker 2 (07:41):
I really wanted to slam my head straight into the
keyboard as hard as I couldafter getting that email,
because for better or worse,that's par for course with this
manager.
Like I said, I think I couldget 15, just rattle off 15 of
them pretty good, pretty quickly, and I think I'd be fairly
(08:03):
accurate.
And the other three or four,you know, I could probably
stumble bumble through.
I don't know if I could get allyou know, 18 of their employees
, but I ran a quick report outof the system and here's your
people.
Not that you don't also haveaccess to this exact same report
in the system.
Speaker 3 (08:23):
So that was going to be my follow-up question is does
this individual have the accessto do so themselves?
Yes, so this was just a failureon all fronts.
Speaker 2 (08:33):
Yeah, yeah, like I said, par for course.
For this manager, myexpectations are rather low.
But yeah, I wanted to askquestions, but I didn't want to
ask questions and I probablydidn't want to know the answer
to the questions I wanted to ask.
I you know.
So I just yeah here's your.
(08:55):
Here's your report.
It's just things like that thatmake your day.
Speaker 3 (09:01):
I love that.
Speaker 2 (09:03):
Well, here is another story.
It's text time.
Everybody Now this year.
Speaker 3 (09:11):
Hey Warren, do you have my W-2?
Speaker 2 (09:14):
I was not asked that at all this year.
Actually, I wasn't asked whenis it coming In January?
I was not asked when are wegetting our W-2s?
We've had.
This is how you find out whenpeople change their addresses
and don't let you know becausewe've already gotten a couple of
them, bounce back to us and weoh, your address and this is
(09:35):
what we have in the system.
Oh yeah, I moved.
Well, thanks for letting usknow that you moved and things
like that.
So we've had a couple of those.
Well, this particular day I wasin a meeting and my cell phone
starts lighting up.
I have it on mute and it startslighting up and I dismiss the
call and it like not two secondsafter I dismiss the call, it's
(09:58):
ringing again the same person.
And I'm like, okay, I dismissedit again.
And then it rang again.
I'm like, okay, this must be a.
And then it rang again.
I'm like, okay, this must be areal emergency.
So I stepped out.
I took the call.
The person was at their taxplace and they didn't bring
their W-2 with them.
So they needed me to send themtheir W-2 because they were
(10:20):
sitting at the tax office rightnow at Jackson Hewitt or
wherever it is that they go toget their taxes done.
And they needed it right then,right there.
And I just said, dude, I'm in ameeting, I don't have time for
this right now.
Well, I'll have to make anotherappointment.
I said, okay, that's fine, it'sin your know, and I could tell
(10:43):
them the date of the email andthe subject line, but I couldn't
tell them what the you know.
I could give them thegroundwork of where to find it.
But, yeah, that was.
But I was thinking that was ohgosh, somebody got hurt on the
job.
You know, if they're callingback three times, that's yeah.
Speaker 3 (11:01):
Oh, I do.
I do have a follow up questionregarding this gentleman at the
tax office okay follow upquestion Did this person have
access to get his own W-2himself?
Speaker 2 (11:19):
Absolutely.
We have an online portal andthey were emailed to the
employees and an announcementwent out.
When they were available, anemail went out saying they're
available online.
Here's how to get it itstep-by-step instructions as
well.
So yeah, they, they had fullability to to dyi it.
Speaker 3 (11:44):
so self-service portal I'm gonna say, like I
know I am a genius.
However, I just want to pointout that I am seeing a trend
between these two people.
You can do this crap yourself.
Speaker 2 (12:01):
Yeah, yeah, and it's.
People who aren't computerfriendly are really, really,
really getting on my nerves.
It's.
We're 25% of the way throughthe 21st century here, and if
you can't read an email and muchless follow the step-by-step
(12:23):
instructions that we tried tomake foolproof, yeah.
Speaker 3 (12:27):
We try, man, we try, but I will say I don't.
If someone honestly doesn'tknow something, let me help you.
I will hold your hand, I willscreen share.
Let's figure this.
Let's go on a journey together,but the weaponized incompetence
is something that I have nopatience for.
Speaker 2 (12:46):
Well, this pretty much brings me straight to my
third little anecdote fromrecently.
You know I will hold someone'shand, I will do a lot of things
for people and I'm trying tohelp them out, especially if
it's something new and noteverybody does HR in and out.
And you know they have thesequestions.
(13:08):
Actually it sort of leads inboth my other two stories.
But we had an employee who wasleaving the country to do some
work for us on an overseas siteand before they left like two
weeks before they left theyrequested a company credit card
to put their expenses on andthrough our HRS we send them an
(13:32):
email to complete their creditcard authorization, them an
email to complete their creditcard authorization.
It's like five-page slide deckof the rules and
responsibilities of using thecompany credit card and then
like an acknowledgement sign-offform.
It takes less.
Five minutes would be extremelygenerous.
(13:53):
Well, the person nevercompleted it and they never
asked any questions because I inHR, the credit card is still in
, because when employees getcredit cards, they come to my
office because I hand them tothe person once they've
completed their authorizationform and that we have it.
So the authorization was sentto them like two weeks before.
(14:17):
They never did it.
They get overseas.
Oh, I don't have my credit card.
And on top of this, this is oh,we sent you an email.
I gave them the date and timeit was sent to go ahead and
complete this form.
I said how about this?
Go ahead and complete it now.
We'll FedEx it to you at yourhotel and you'll have it for the
(14:38):
rest of your trip.
Nothing still.
So don't complain to me, HR,when you, you know it goes, they
want you to babysit them, Notonly you know.
Here's the thing.
Okay, you need to complete this.
Once you complete I mean theemail instructions and the
verbal instructions were veryeasy just go in, complete this
(14:59):
form.
You know, read this five.
I think it's only like five,five slides on the little slide
deck about using your companycredit card, sign the
authorization form and I willput that credit card right there
in your hand.
But no, they want to be babysatso badly.
Speaker 3 (15:16):
Oh my gosh so.
Sometimes it is, sometimes itis yeah.
Speaker 2 (15:22):
Well, since my next thing is sort of related, I'll
take over.
Then I'll throw the rest of theshow over to you.
Yeah, I had an employee contactme about a quote unquote
workplace entry.
They received and I'm like,okay, I'm starting to get all
the paperwork collect, all theinformation, everything.
It turns out it's not relatedto work at all, but they just
(15:44):
wanted to get paid for being out.
Speaker 3 (15:48):
Well, doesn't everybody?
Speaker 2 (15:51):
Well, they wanted to be paid and I understand that.
But I think they were listening.
They didn't contact HR first.
They were listening to thewrong people giving them the
wrong information about workers'comp.
Well, it turns out that theywanted short-term disability and
the company pays 100% for yourand our company pays 100% for
(16:13):
short-term disability for ouremployees, so it doesn't come
out of their paycheck.
All full-time employees get it.
And I'm sitting there talkingand I'm like, and as they're
relaying the like, when did thishappen?
Well, I don't really know.
And it started this.
I'm like, okay, this isstarting to get.
You're not selling me, you'renot giving me anything to go on,
(16:33):
that this is a work-relatedinjury and I just said, hey, I
don't think this is going tofall under work.
Oh yeah, this person said itwould be, it should be workers'
comp.
No, no, well, I need to getpaid.
I need to get paid.
I'm like I said I will file theworkers' comp claim but I am
99.99% sure it will be denied.
I said you know, if you want togo that route, I'll support you
(16:54):
on that.
But I think, based on whatyou've told me, this is you know
, you know personal, you knowoutside of work related injury
and you should be eligible forshort-term disability and and
things like that.
But it just took a long time ofconvincing that that this is.
You have not related this to mebeing work at all and how this
(17:19):
came about, but just theylistened to the wrong person and
of course, that person knowsmore than I know about.
If they just come to me and, oh, I've been hurt, I can't work,
da da, da da, we got.
Okay, that sounds like itshould be a short-term
disability.
We can get you out and keep youout on that until you're able
to come back.
But yeah, a whole nother ballof wax.
(17:40):
So those are my little fourstories I I had for today.
I know you, you had something.
There's some stuff too yeah.
Speaker 3 (17:50):
So, hi, I have a question.
So I'm putting together thistraining and it's.
But well, like I'm kind ofreevaluating a training and then
gonna see how we can update it,and I was thinking you know
what makes the training oranything stick.
Go down this rabbit hole,thinking what were the most
(18:20):
impactful trainings or nuggetsof wisdom that I got from a
training that to this day stillsticks with me.
So that's my question.
I'm just curious what have youlike?
What has stuck with you afterall these years?
Speaker 2 (18:33):
And that's such a hard question.
I've had some reallyinteresting training experiences
, but things that I'm going totake and I'm going to use year
after year forever.
One of the best trainings I didand this was in the 90s I did
the AIRS Advanced InternetRecruiting I don't even know if
(18:53):
that's the correct acronym wherethey teach you to use surf the
web to find resumes and thingsOnce in the 90s, before you had
CareerBuilder and you hadMonster and a few other things.
But they taught us how to useWebCrawler.
That was the search engine theyrecommended for using to search
resumes and that just stickswith me.
(19:15):
I don't even know what that is.
Oh gosh, how old I am as a kidno, Piled on just in the last
five seconds of how old I am butyeah, WebCrawler was actually a
pretty good search engine backin the day, pre-Google days.
I mean, I think Google wasaround then, but it was the late
(19:35):
90s so I don't know exactlywhen Google appeared on the
scene.
But yeah, they taught the classon how to use WebC for use uh,
search for resumes and thingsthat aren't on the job boards
and and things like that, sothat I thought that at the time
I thought this is going to stickwith me forever and I'll use it
.
But no, I'm going to see if webcrawler is still a thing if I
(19:59):
hit that what that's.
Speaker 3 (20:05):
That was not.
That was not a.
Speaker 2 (20:08):
That was a comment on just how fast technology moves,
not a comment no, I'll be goodwith it just just to clarify
there is a web crawler out there, a search engine still called
web crawler, I don't know how uhrelated it is to the 90s thing,
but no, the one that I probably, and I don't use it formally.
(20:29):
In a prior position I was acertified predictive index
analyst and I learned predictiveindex.
I got really into it, which isstrange, because I went in jaded
and thinking this is a bunch ofhooey and it's not going to.
You know, it's a bunch of, youknow, mumbo jumbo and it turned
(20:51):
out that it you know it had someit had.
I could see the results andthey could.
I felt it was rather accurate.
Now I will caveat that to say itwas accurate when it was used.
It was intended to be used for,but so many managers wanted to
use it for things that werebeyond the scope of it.
But even now we're the companyI'm with now we don't use
(21:13):
predictive index.
We don't, we don't do that typeof screening or everything.
But as I'm talking to people,I'm trying to sort of categorize
them and you know, know how towork with them, knowing that, oh
, oh, okay, I'm picking up thatthis person's traits are more
along the lines of this and Ican, you know, communicate
better with them this way, andso that in that way it stuck
(21:33):
with me and I still use it, eventhough, you know, I'm not a
certified predictive indexanalyst any longer.
But that's something that Iwould say stuck with me.
So what about you?
Speaker 3 (21:46):
I was just going to say really quick I didn't use
Predictive Index.
We used something kind ofsimilar, and I get it, though,
because even to this day, I'mlike, oh, this person kind of
fits this, so I'm going to shapethe way I talk to them in a
certain way, because I know theymight be a little more
analytical.
So I get that and I thinkthat's so useful.
(22:08):
Do you remember what yourprofile was in Predictive Index?
Speaker 2 (22:12):
Oh, I actually have it saved somewhere, so let's see
if I could.
I just remember we teasedEverybody in HR did it first as
we were to guinea pigs for it,and one of the things that said
I was aloof, so let me see if Ican pull it I I'm aloof.
Speaker 3 (22:29):
Let's see here I'm always like, I'm always the same
okay, actually there's alwayslike.
Speaker 2 (22:42):
I was a high A, low B , low C, high D.
So my strongest behaviors I'mtask-focused, I'm independent,
analytical, authoritative anddirect, proactive and assertive,
independent things like this.
But I'll forward this over toyou.
I really liked it.
But in a lot of times when yousee things like this, it's
(23:06):
what's going to make you a lotof.
It gives you things oh yeah,it's so general that you can, oh
, they could, you know, sort oflike a psychic type thing, and
they, oh yeah, that's me, that'sme.
When they're just giving youyou know someone, your name,
someone your family has a vowelin their name and yeah, but no,
this, this has I will say mine's, mine's pretty dead on, because
(23:29):
I'm like, because I did you getlike a name with yours.
No, now they have like labels no, I didn't get well, actually
probably in the book either,because they have sales types
and things like that, but not, Idon't remember the names and I
don't have my books anymore.
I probably got rid of thoselong, long ago.
(23:49):
As you can see, I did this.
I did the assessment in 2012.
So this is a few years old, butit's interesting.
Speaker 3 (23:59):
I was the, I'm the maverick.
I am innovated outside the boxand I am undaunted by failing.
Speaker 2 (24:07):
Yeah, I like these things.
Oh, here's a good paragraph.
Warren is a very reserved,intense person who is strongly
results-oriented.
He's a self-starter whose driveand sense of urgency are
tempered and disciplined by hisown concern for quality and
accuracy of his work.
Own concern for quality andaccuracy of his work
(24:29):
Introspective and analytical,his approach to anything he does
is carefully thought out, basedon detailed knowledge of all
pertinent facts through theanalysis of relevant details.
So you know, I do think thatthat comes across well.
Let's see.
Where does it call me aloof?
Oh, Warren may be perceived byothers as aloof or distant but
in time, earned their respectfor his professional knowledge
and expertise in the soundnessof his decisions.
Speaker 3 (24:54):
He grows on you.
Speaker 2 (24:56):
Yeah, yeah, I like mold.
So what was your trading?
That stuck with you and youstill use.
Speaker 3 (25:07):
So we used to do this cultural, like this corporate
culture shaping thing and one ofthe things that two of the
things that came out of it thatstill sticks to me to this day
is assuming positive intent.
Like most people, they justwant to go to work and they want
to do a good job, and then theyhave other things outside of
their life that they want to getto, and very rarely like 0.1
(25:30):
chance that someone is actuallyout to get you and it's out to
make you look bad.
So every time it takes a lot tolike make me upset.
It doesn't happen very oftenbecause for the most part I'm
just like it's not that deep,like it really isn't so.
So that's one of them, and theother one was the circle of
(25:54):
control.
Like you have to, just thereare things in this life that you
can control and the only thingthat you can control is yourself
, and then there are things youcan influence and then outside
of that, it's just gravity.
Like you can't control gravity.
You just have to accept that.
Speaker 2 (26:13):
You know I just today finished another audio book and
I read this like a long, longtime ago James Cabell's Shogun,
you know, and they did theNetflix movie on it, which I
haven't seen yet.
But I redid the audio book andyou know they keep talking about
.
You know, it's karma, it'skarma and that I think that's
(26:34):
actually.
You know, don't let it, don'tdwell on it.
It's karma, it's going tohappen, it's, and then when
things are done, they're done.
It's karma, it's past, it'sbehind you.
If you don't dwell on thingsand you don't, I think when
people hold on to grudges andyou know, oh, this person was
mean to me or did something badto me 20 years ago, okay, yeah,
(26:59):
let's move on to that, move onfrom that.
So anyways, yeah, good book.
I'm glad I read it again.
Now I've got another audiblecredit.
I got to burn for the month ofMarch, or not burn, but I want
to figure out what's my next.
Listen, I have a lot of those,yeah, but I will say another
(27:20):
training that I was involved in,I'll go ahead and say it.
When I worked at the law firm,they had a very large labor and
employment section and one of myfavorite people was one of the
labor and employment attorneysand we chit-chatted personally
occasionally and if I had theopportunity I would go in there
(27:42):
and just listen to them and picktheir brains and learn from
them.
You know I loved that.
But she did our firm'sharassment training and one year
we were doing the harassmenttraining and I was the only man
in the room so I was picked onand whatever.
(28:04):
Because I was, you know, warren.
Let's say Warren did this andI'm like no, don't say not say
Warren did that.
But it was all good, we had,everybody had a good time, it
didn't offend me, my feelingsweren't hurt, I thought it was
funny as hell a lot of the timeand stuff like that Love that.
But once again, things youprobably wouldn't do today with
(28:26):
it, and I was like no, let's notsay Warren did this, but I got
picked on because once again Iwas the only male in the room.
But yes, funny, fun stuff.
Speaker 3 (28:39):
Love it there.
Speaker 2 (28:40):
So Well, do you have anything else that you want to
cover today?
Speaker 3 (28:49):
I have nothing else.
I'm tired.
I've been in meetings all day.
I want to go drink a glass ofwine and do nothing.
Speaker 2 (28:59):
Yeah, what did you have that episode?
An old-fashioned.
You've got to have a oh yeah,the old-fashioned, A good
old-fashioned episode.
See we to have a goodold-fashioned episode.
Speaker 3 (29:08):
See, we need to do just like a virtual happy hour
with listeners and just see whathappens.
Speaker 2 (29:13):
That's magic, hey that's a great suggestion.
If you want to do a virtualhappy hour, reach out to us on
our social media Instagram, hr.
On Instagram the show notes are.
The links are in the show notesand CC's Boozy HR links in the
show notes.
Reach out to us.
That sounds like a damn goodidea having a virtual happy hour
.
We did one once upon a time andit was a bunch of friends of
(29:36):
Patrick's mind that we did oneyear and that was a little bit,
not a little bit.
It was a lot of fun doing that.
So, yes, I'm all in for that,for it, but it was a lot of fun
doing that.
So, yes, I'm all in for that.
So let's see, thank our Patreonsupporters Hallie, the original
GDHR rockstar, bill and Mike,also supporting us on Patreon.
So, thank you very much.
(29:56):
You all help make this happen.
Also in the show notes ourlinks to support us on Patreon,
among various other places.
You can support us, but alsoyou can leave us a review.
I have not checked our reviewsin a couple of weeks to see if
there's any new ones, but I willcheck that before the next
episode.
And well, the next episodemight be the Diversity Day
(30:21):
Office Free Watch, but I willget to that just as soon as I
can and get that, get thatpublished, edited, publishing
out the door.
So yeah, otherwise we will talkto you in two more weeks and we
have some a little somethingspecial coming up in the very
near future, so stay tuned forthat as well.
(30:42):
The intro, the introduction, isdone by, and Andrew Culpa, and
the music is the underscoreorchestra song double to double.
So now I will say, as always,I'm Warren.
Speaker 3 (30:54):
I'm Cece.
Speaker 2 (30:55):
And we're here helping you survive HR one.
What the fuck.
Moment at a time.
Bye.
Had you actually read the email, you would know that
the podcast you are about tolisten to could contain explicit
language and offensive content.
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 write
(00:24):
up my employee for crying toomuch?
Welcome to our little safe zone.
Welcome to Jaded HR.
Speaker 2 (00:48):
Nice Welcome to Jaded HR, the podcast by two HR
professionals who want to helpyou get through the workday by
saying everything you'rethinking, but say it out loud.
I'm Warren.
Speaker 3 (00:59):
I'm.
Speaker 2 (01:00):
Cece and we are two burned out mofos.
Right now we're just talking.
As we teased forever theDiversity Day episode of the
Office, we recorded it.
It did have a little bit oftechnical issues nothing I can't
(01:28):
get beyond but I was just soswamped I couldn't get to the
point of being able to give itthe TLC it needed versus a
normal podcast that didn't havetechnical issues.
It's just a plug and chug typeof thing, but that episode will
be coming soon, soon, soon.
Yeah, I'll devote some time.
School this week, the last twoweeks has kicked my butt, but
I've kicked its butt right back.
I've got one class like 104averaging in one class and I've
got well, okay, my team project.
(01:51):
I despise teamwork.
I despise team projects.
We wrote a paper and it was a50 page paper and now we got our
grade back today and it was at88.
And oh, team's message we, they, they created a team's thing,
chat, and like I'm sitting atwork and I'll send my phone ding
(02:11):
ding, ding, ding ding.
I'm like what the hell is goingon and like everybody was livid
about the the 88.
We didn't give a true rubric ofhow to, how we wanted it great
or what he wanted to include orhow it was going to be graded.
So we were flying blind a lot.
There are some things we couldhave done better, but the amount
(02:32):
of effort and time we put intoit was just astronomical for an
88.
And we were disappointed.
But oh gosh, another.
Because when you get your grades, you see in Canvas you can see
your grade, the high, the low,the median, the mean score and
all that other funds.
(02:52):
Some team got a 65 and I'm like, oh my gosh, I it, you can't.
It's past dropping time now youcan't drop at the class.
I'm like, oh gosh, In thegraduate program, if you, your
GPA falls below a 3.0, you go onprobation and I'm like, oh, I
would just be so, so pissed.
(03:12):
But that's also probably why Idon't like group projects.
This is probably only like oneperson who carried the weight
for everybody and it sucked.
But I will say as much as Idespise group projects.
This is a high-performing teamand even though we only got an
88, I think our next paper,which is due in a month and
three days or four days, April8th we have less time to write
(03:36):
this one.
We'll redeem ourselves thistime.
Speaker 3 (03:41):
Group papers are the worst.
Speaker 2 (03:43):
Yeah, in midterms and quizzes, quizzes.
It's just been everything.
So I'm just ready for my springbreak and get back, get back to
it.
So yeah, crazy, crazy, andwe're talking off.
I'm not gonna go all thedetails.
Speaker 3 (03:58):
Work has been crazy too to a certain extent, so it
was just like oh you know, justthrow it all on at once, pile it
on sure, I kind of had thatfeeling today where I was like
gosh, march has been a hell of amonth and it's like it's only
the fourth, you know.
Speaker 2 (04:14):
Like yes, I'm not even going to do those I was
gonna say we.
Speaker 3 (04:20):
You know, I always feel like my, my job.
Especially there's a lot ofebbs and flows, like I'll be, my
hair will be on fire dependingon what time of the year it is
and then all of a sudden I'llget like a week, maybe two,
where it's like crickets and Ican do a lot of catching up and
I can do a lot of planning and Ican do whatever.
And I just got off of one ofthose Like like I had a week and
(04:47):
a half of pure bliss and nowit's just like ramping up and I
feel like.
I have a hand in a lot ofdifferent projects, so they're
all happening simultaneously.
So yeah, life is just fun.
Speaker 2 (04:59):
Fun Question mark.
Speaker 3 (05:02):
No, it's good stuff, like it's really interesting
stuff and I got to be honest.
As you know, the cool thingthis year with the work is that
we're basically taking on thisidea of like okay, someone ran
something for a couple years Nowlet's give it to somebody else
because everything is good.
And like iteration, like peopleiterate on things, things
become better.
(05:23):
Also, I feel like it just keepsthe team sharp, so yeah.
So my boss was like, let's dothat.
So now I'm taking on a few newprojects, I'm kind of giving
away a couple things.
So I kind of feel like Istarted a new job without
starting a new job, which isvery refreshing to me.
Speaker 2 (05:40):
Hey, that, that that is cool.
I like when you get to new, donew and different things, even
if it's not that different, butit's a change of pace from what
you've been doing.
I think that's very motivating.
I think that's very.
It keeps you fresh so you don'tget burned out.
Oh gosh, I'm doing the samedamn thing again.
I've done it 3 billion timesand I'm over it.
Speaker 3 (06:03):
I'm writing the engagement survey again.
Awesome, it's like Groundhog'sDay after a while.
Speaker 2 (06:09):
Exactly Groundhog's Day.
What a great movie.
Great movie.
So yeah, yeah.
Well, I had four littleanecdotes to share today, and I
know you had something as well.
We can, we go sort of back andforth, but on top of being busy
(06:29):
at work for some things, I alsogot.
Just I had a manager whocontacted me asking if I would
send them a list of all thenames of their employees.
They have 18 employees.
It's a moderate amount andthere's not been much turnover
(06:50):
or anything like that.
I think you should probablyknow your 18 people.
I could probably have named 15of them easily and been pretty
good guessing with the otherswithout looking.
I'm like, really You'recontacting me for your employee
(07:11):
names.
What's the problem here?
Is there someone at your desksomewhere that you don't know
who they are and what they'redoing there?
Speaker 3 (07:21):
I feel like this is someone's evil twin who has come
to work and now has to like,blend in with the crowd.
Now he's asking HR.
Oh, by the way, do you know whomy employees are?
And also, do you have a copy ofmy job description?
What do I do?
Speaker 2 (07:37):
Like who are you?
Speaker 3 (07:38):
You should know this.
Speaker 2 (07:41):
I really wanted to slam my head straight into the
keyboard as hard as I couldafter getting that email,
because for better or worse,that's par for course with this
manager.
Like I said, I think I couldget 15, just rattle off 15 of
them pretty good, pretty quickly, and I think I'd be fairly
(08:03):
accurate.
And the other three or four,you know, I could probably
stumble bumble through.
I don't know if I could get allyou know, 18 of their employees
, but I ran a quick report outof the system and here's your
people.
Not that you don't also haveaccess to this exact same report
in the system.
Speaker 3 (08:23):
So that was going to be my follow-up question is does
this individual have the accessto do so themselves?
Yes, so this was just a failureon all fronts.
Speaker 2 (08:33):
Yeah, yeah, like I said, par for course.
For this manager, myexpectations are rather low.
But yeah, I wanted to askquestions, but I didn't want to
ask questions and I probablydidn't want to know the answer
to the questions I wanted to ask.
I you know.
So I just yeah here's your.
(08:55):
Here's your report.
It's just things like that thatmake your day.
Speaker 3 (09:01):
I love that.
Speaker 2 (09:03):
Well, here is another story.
It's text time.
Everybody Now this year.
Speaker 3 (09:11):
Hey Warren, do you have my W-2?
Speaker 2 (09:14):
I was not asked that at all this year.
Actually, I wasn't asked whenis it coming In January?
I was not asked when are wegetting our W-2s?
We've had.
This is how you find out whenpeople change their addresses
and don't let you know becausewe've already gotten a couple of
them, bounce back to us and weoh, your address and this is
(09:35):
what we have in the system.
Oh yeah, I moved.
Well, thanks for letting usknow that you moved and things
like that.
So we've had a couple of those.
Well, this particular day I wasin a meeting and my cell phone
starts lighting up.
I have it on mute and it startslighting up and I dismiss the
call and it like not two secondsafter I dismiss the call, it's
(09:58):
ringing again the same person.
And I'm like, okay, I dismissedit again.
And then it rang again.
I'm like, okay, this must be a.
And then it rang again.
I'm like, okay, this must be areal emergency.
So I stepped out.
I took the call.
The person was at their taxplace and they didn't bring
their W-2 with them.
So they needed me to send themtheir W-2 because they were
(10:20):
sitting at the tax office rightnow at Jackson Hewitt or
wherever it is that they go toget their taxes done.
And they needed it right then,right there.
And I just said, dude, I'm in ameeting, I don't have time for
this right now.
Well, I'll have to make anotherappointment.
I said, okay, that's fine, it'sin your know, and I could tell
(10:43):
them the date of the email andthe subject line, but I couldn't
tell them what the you know.
I could give them thegroundwork of where to find it.
But, yeah, that was.
But I was thinking that was ohgosh, somebody got hurt on the
job.
You know, if they're callingback three times, that's yeah.
Speaker 3 (11:01):
Oh, I do.
I do have a follow up questionregarding this gentleman at the
tax office okay follow upquestion Did this person have
access to get his own W-2himself?
Speaker 2 (11:19):
Absolutely.
We have an online portal andthey were emailed to the
employees and an announcementwent out.
When they were available, anemail went out saying they're
available online.
Here's how to get it itstep-by-step instructions as
well.
So yeah, they, they had fullability to to dyi it.
Speaker 3 (11:44):
so self-service portal I'm gonna say, like I
know I am a genius.
However, I just want to pointout that I am seeing a trend
between these two people.
You can do this crap yourself.
Speaker 2 (12:01):
Yeah, yeah, and it's.
People who aren't computerfriendly are really, really,
really getting on my nerves.
It's.
We're 25% of the way throughthe 21st century here, and if
you can't read an email and muchless follow the step-by-step
(12:23):
instructions that we tried tomake foolproof, yeah.
Speaker 3 (12:27):
We try, man, we try, but I will say I don't.
If someone honestly doesn'tknow something, let me help you.
I will hold your hand, I willscreen share.
Let's figure this.
Let's go on a journey together,but the weaponized incompetence
is something that I have nopatience for.
Speaker 2 (12:46):
Well, this pretty much brings me straight to my
third little anecdote fromrecently.
You know I will hold someone'shand, I will do a lot of things
for people and I'm trying tohelp them out, especially if
it's something new and noteverybody does HR in and out.
And you know they have thesequestions.
(13:08):
Actually it sort of leads inboth my other two stories.
But we had an employee who wasleaving the country to do some
work for us on an overseas siteand before they left like two
weeks before they left theyrequested a company credit card
to put their expenses on andthrough our HRS we send them an
(13:32):
email to complete their creditcard authorization, them an
email to complete their creditcard authorization.
It's like five-page slide deckof the rules and
responsibilities of using thecompany credit card and then
like an acknowledgement sign-offform.
It takes less.
Five minutes would be extremelygenerous.
(13:53):
Well, the person nevercompleted it and they never
asked any questions because I inHR, the credit card is still in
, because when employees getcredit cards, they come to my
office because I hand them tothe person once they've
completed their authorizationform and that we have it.
So the authorization was sentto them like two weeks before.
(14:17):
They never did it.
They get overseas.
Oh, I don't have my credit card.
And on top of this, this is oh,we sent you an email.
I gave them the date and timeit was sent to go ahead and
complete this form.
I said how about this?
Go ahead and complete it now.
We'll FedEx it to you at yourhotel and you'll have it for the
(14:38):
rest of your trip.
Nothing still.
So don't complain to me, HR,when you, you know it goes, they
want you to babysit them, Notonly you know.
Here's the thing.
Okay, you need to complete this.
Once you complete I mean theemail instructions and the
verbal instructions were veryeasy just go in, complete this
(14:59):
form.
You know, read this five.
I think it's only like five,five slides on the little slide
deck about using your companycredit card, sign the
authorization form and I willput that credit card right there
in your hand.
But no, they want to be babysatso badly.
Speaker 3 (15:16):
Oh my gosh so.
Sometimes it is, sometimes itis yeah.
Speaker 2 (15:22):
Well, since my next thing is sort of related, I'll
take over.
Then I'll throw the rest of theshow over to you.
Yeah, I had an employee contactme about a quote unquote
workplace entry.
They received and I'm like,okay, I'm starting to get all
the paperwork collect, all theinformation, everything.
It turns out it's not relatedto work at all, but they just
(15:44):
wanted to get paid for being out.
Speaker 3 (15:48):
Well, doesn't everybody?
Speaker 2 (15:51):
Well, they wanted to be paid and I understand that.
But I think they were listening.
They didn't contact HR first.
They were listening to thewrong people giving them the
wrong information about workers'comp.
Well, it turns out that theywanted short-term disability and
the company pays 100% for yourand our company pays 100% for
(16:13):
short-term disability for ouremployees, so it doesn't come
out of their paycheck.
All full-time employees get it.
And I'm sitting there talkingand I'm like, and as they're
relaying the like, when did thishappen?
Well, I don't really know.
And it started this.
I'm like, okay, this isstarting to get.
You're not selling me, you'renot giving me anything to go on,
(16:33):
that this is a work-relatedinjury and I just said, hey, I
don't think this is going tofall under work.
Oh yeah, this person said itwould be, it should be workers'
comp.
No, no, well, I need to getpaid.
I need to get paid.
I'm like I said I will file theworkers' comp claim but I am
99.99% sure it will be denied.
I said you know, if you want togo that route, I'll support you
(16:54):
on that.
But I think, based on whatyou've told me, this is you know
, you know personal, you knowoutside of work related injury
and you should be eligible forshort-term disability and and
things like that.
But it just took a long time ofconvincing that that this is.
You have not related this to mebeing work at all and how this
(17:19):
came about, but just theylistened to the wrong person and
of course, that person knowsmore than I know about.
If they just come to me and, oh, I've been hurt, I can't work,
da da, da da, we got.
Okay, that sounds like itshould be a short-term
disability.
We can get you out and keep youout on that until you're able
to come back.
But yeah, a whole nother ballof wax.
(17:40):
So those are my little fourstories I I had for today.
I know you, you had something.
There's some stuff too yeah.
Speaker 3 (17:50):
So, hi, I have a question.
So I'm putting together thistraining and it's.
But well, like I'm kind ofreevaluating a training and then
gonna see how we can update it,and I was thinking you know
what makes the training oranything stick.
Go down this rabbit hole,thinking what were the most
(18:20):
impactful trainings or nuggetsof wisdom that I got from a
training that to this day stillsticks with me.
So that's my question.
I'm just curious what have youlike?
What has stuck with you afterall these years?
Speaker 2 (18:33):
And that's such a hard question.
I've had some reallyinteresting training experiences
, but things that I'm going totake and I'm going to use year
after year forever.
One of the best trainings I didand this was in the 90s I did
the AIRS Advanced InternetRecruiting I don't even know if
(18:53):
that's the correct acronym wherethey teach you to use surf the
web to find resumes and thingsOnce in the 90s, before you had
CareerBuilder and you hadMonster and a few other things.
But they taught us how to useWebCrawler.
That was the search engine theyrecommended for using to search
resumes and that just stickswith me.
(19:15):
I don't even know what that is.
Oh gosh, how old I am as a kidno, Piled on just in the last
five seconds of how old I am butyeah, WebCrawler was actually a
pretty good search engine backin the day, pre-Google days.
I mean, I think Google wasaround then, but it was the late
(19:35):
90s so I don't know exactlywhen Google appeared on the
scene.
But yeah, they taught the classon how to use WebC for use uh,
search for resumes and thingsthat aren't on the job boards
and and things like that, sothat I thought that at the time
I thought this is going to stickwith me forever and I'll use it
.
But no, I'm going to see if webcrawler is still a thing if I
(19:59):
hit that what that's.
Speaker 3 (20:05):
That was not.
That was not a.
Speaker 2 (20:08):
That was a comment on just how fast technology moves,
not a comment no, I'll be goodwith it just just to clarify
there is a web crawler out there, a search engine still called
web crawler, I don't know how uhrelated it is to the 90s thing,
but no, the one that I probably, and I don't use it formally.
(20:29):
In a prior position I was acertified predictive index
analyst and I learned predictiveindex.
I got really into it, which isstrange, because I went in jaded
and thinking this is a bunch ofhooey and it's not going to.
You know, it's a bunch of, youknow, mumbo jumbo and it turned
(20:51):
out that it you know it had someit had.
I could see the results andthey could.
I felt it was rather accurate.
Now I will caveat that to say itwas accurate when it was used.
It was intended to be used for,but so many managers wanted to
use it for things that werebeyond the scope of it.
But even now we're the companyI'm with now we don't use
(21:13):
predictive index.
We don't, we don't do that typeof screening or everything.
But as I'm talking to people,I'm trying to sort of categorize
them and you know, know how towork with them, knowing that, oh
, oh, okay, I'm picking up thatthis person's traits are more
along the lines of this and Ican, you know, communicate
better with them this way, andso that in that way it stuck
(21:33):
with me and I still use it, eventhough, you know, I'm not a
certified predictive indexanalyst any longer.
But that's something that Iwould say stuck with me.
So what about you?
Speaker 3 (21:46):
I was just going to say really quick I didn't use
Predictive Index.
We used something kind ofsimilar, and I get it, though,
because even to this day, I'mlike, oh, this person kind of
fits this, so I'm going to shapethe way I talk to them in a
certain way, because I know theymight be a little more
analytical.
So I get that and I thinkthat's so useful.
(22:08):
Do you remember what yourprofile was in Predictive Index?
Speaker 2 (22:12):
Oh, I actually have it saved somewhere, so let's see
if I could.
I just remember we teasedEverybody in HR did it first as
we were to guinea pigs for it,and one of the things that said
I was aloof, so let me see if Ican pull it I I'm aloof.
Speaker 3 (22:29):
Let's see here I'm always like, I'm always the same
okay, actually there's alwayslike.
Speaker 2 (22:42):
I was a high A, low B , low C, high D.
So my strongest behaviors I'mtask-focused, I'm independent,
analytical, authoritative anddirect, proactive and assertive,
independent things like this.
But I'll forward this over toyou.
I really liked it.
But in a lot of times when yousee things like this, it's
(23:06):
what's going to make you a lotof.
It gives you things oh yeah,it's so general that you can, oh
, they could, you know, sort oflike a psychic type thing, and
they, oh yeah, that's me, that'sme.
When they're just giving youyou know someone, your name,
someone your family has a vowelin their name and yeah, but no,
this, this has I will say mine's, mine's pretty dead on, because
(23:29):
I'm like, because I did you getlike a name with yours.
No, now they have like labels no, I didn't get well, actually
probably in the book either,because they have sales types
and things like that, but not, Idon't remember the names and I
don't have my books anymore.
I probably got rid of thoselong, long ago.
(23:49):
As you can see, I did this.
I did the assessment in 2012.
So this is a few years old, butit's interesting.
Speaker 3 (23:59):
I was the, I'm the maverick.
I am innovated outside the boxand I am undaunted by failing.
Speaker 2 (24:07):
Yeah, I like these things.
Oh, here's a good paragraph.
Warren is a very reserved,intense person who is strongly
results-oriented.
He's a self-starter whose driveand sense of urgency are
tempered and disciplined by hisown concern for quality and
accuracy of his work.
Own concern for quality andaccuracy of his work
(24:29):
Introspective and analytical,his approach to anything he does
is carefully thought out, basedon detailed knowledge of all
pertinent facts through theanalysis of relevant details.
So you know, I do think thatthat comes across well.
Let's see.
Where does it call me aloof?
Oh, Warren may be perceived byothers as aloof or distant but
in time, earned their respectfor his professional knowledge
and expertise in the soundnessof his decisions.
Speaker 3 (24:54):
He grows on you.
Speaker 2 (24:56):
Yeah, yeah, I like mold.
So what was your trading?
That stuck with you and youstill use.
Speaker 3 (25:07):
So we used to do this cultural, like this corporate
culture shaping thing and one ofthe things that two of the
things that came out of it thatstill sticks to me to this day
is assuming positive intent.
Like most people, they justwant to go to work and they want
to do a good job, and then theyhave other things outside of
their life that they want to getto, and very rarely like 0.1
(25:30):
chance that someone is actuallyout to get you and it's out to
make you look bad.
So every time it takes a lot tolike make me upset.
It doesn't happen very oftenbecause for the most part I'm
just like it's not that deep,like it really isn't so.
So that's one of them, and theother one was the circle of
(25:54):
control.
Like you have to, just thereare things in this life that you
can control and the only thingthat you can control is yourself
, and then there are things youcan influence and then outside
of that, it's just gravity.
Like you can't control gravity.
You just have to accept that.
Speaker 2 (26:13):
You know I just today finished another audio book and
I read this like a long, longtime ago James Cabell's Shogun,
you know, and they did theNetflix movie on it, which I
haven't seen yet.
But I redid the audio book andyou know they keep talking about
.
You know, it's karma, it'skarma and that I think that's
(26:34):
actually.
You know, don't let it, don'tdwell on it.
It's karma, it's going tohappen, it's, and then when
things are done, they're done.
It's karma, it's past, it'sbehind you.
If you don't dwell on thingsand you don't, I think when
people hold on to grudges andyou know, oh, this person was
mean to me or did something badto me 20 years ago, okay, yeah,
(26:59):
let's move on to that, move onfrom that.
So anyways, yeah, good book.
I'm glad I read it again.
Now I've got another audiblecredit.
I got to burn for the month ofMarch, or not burn, but I want
to figure out what's my next.
Listen, I have a lot of those,yeah, but I will say another
(27:20):
training that I was involved in,I'll go ahead and say it.
When I worked at the law firm,they had a very large labor and
employment section and one of myfavorite people was one of the
labor and employment attorneysand we chit-chatted personally
occasionally and if I had theopportunity I would go in there
(27:42):
and just listen to them and picktheir brains and learn from
them.
You know I loved that.
But she did our firm'sharassment training and one year
we were doing the harassmenttraining and I was the only man
in the room so I was picked onand whatever.
(28:04):
Because I was, you know, warren.
Let's say Warren did this andI'm like no, don't say not say
Warren did that.
But it was all good, we had,everybody had a good time, it
didn't offend me, my feelingsweren't hurt, I thought it was
funny as hell a lot of the timeand stuff like that Love that.
But once again, things youprobably wouldn't do today with
(28:26):
it, and I was like no, let's notsay Warren did this, but I got
picked on because once again Iwas the only male in the room.
But yes, funny, fun stuff.
Speaker 3 (28:39):
Love it there.
Speaker 2 (28:40):
So Well, do you have anything else that you want to
cover today?
Speaker 3 (28:49):
I have nothing else.
I'm tired.
I've been in meetings all day.
I want to go drink a glass ofwine and do nothing.
Speaker 2 (28:59):
Yeah, what did you have that episode?
An old-fashioned.
You've got to have a oh yeah,the old-fashioned, A good
old-fashioned episode.
See we to have a goodold-fashioned episode.
Speaker 3 (29:08):
See, we need to do just like a virtual happy hour
with listeners and just see whathappens.
Speaker 2 (29:13):
That's magic, hey that's a great suggestion.
If you want to do a virtualhappy hour, reach out to us on
our social media Instagram, hr.
On Instagram the show notes are.
The links are in the show notesand CC's Boozy HR links in the
show notes.
Reach out to us.
That sounds like a damn goodidea having a virtual happy hour
.
We did one once upon a time andit was a bunch of friends of
(29:36):
Patrick's mind that we did oneyear and that was a little bit,
not a little bit.
It was a lot of fun doing that.
So, yes, I'm all in for that,for it, but it was a lot of fun
doing that.
So, yes, I'm all in for that.
So let's see, thank our Patreonsupporters Hallie, the original
GDHR rockstar, bill and Mike,also supporting us on Patreon.
So, thank you very much.
(29:56):
You all help make this happen.
Also in the show notes ourlinks to support us on Patreon,
among various other places.
You can support us, but alsoyou can leave us a review.
I have not checked our reviewsin a couple of weeks to see if
there's any new ones, but I willcheck that before the next
episode.
And well, the next episodemight be the Diversity Day
(30:21):
Office Free Watch, but I willget to that just as soon as I
can and get that, get thatpublished, edited, publishing
out the door.
So yeah, otherwise we will talkto you in two more weeks and we
have some a little somethingspecial coming up in the very
near future, so stay tuned forthat as well.
(30:42):
The intro, the introduction, isdone by, and Andrew Culpa, and
the music is the underscoreorchestra song double to double.
So now I will say, as always,I'm Warren.
Speaker 3 (30:54):
I'm Cece.
Speaker 2 (30:55):
And we're here helping you survive HR one.
What the fuck.
Moment at a time.
Bye.
Popular Podcasts
Crime Junkie
Does hearing about a true crime case always leave you scouring the internet for the truth behind the story? Dive into your next mystery with Crime Junkie. Every Monday, join your host Ashley Flowers as she unravels all the details of infamous and underreported true crime cases with her best friend Brit Prawat. From cold cases to missing persons and heroes in our community who seek justice, Crime Junkie is your destination for theories and stories you won’t hear anywhere else. Whether you're a seasoned true crime enthusiast or new to the genre, you'll find yourself on the edge of your seat awaiting a new episode every Monday. If you can never get enough true crime... Congratulations, you’ve found your people. Follow to join a community of Crime Junkies! Crime Junkie is presented by audiochuck Media Company.
24/7 News: The Latest
The latest news in 4 minutes updated every hour, every day.
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.