November 22, 2023 • 29 mins
This episode is sponsored by Autograph Events - THE experts in providing a complete event management solution – from free global venue finding through to full onsite event management. https://www.autograph-events.co.uk Connect today and ask more about the collaborative promotion for our listeners!
Ever wondered when the right time might be to call it a day and explore fresh opportunities beyond your current job? You're not alone. We're diving headfirst into a robust discussion on recognizing the right moment to move on and the art of navigating the choppy waters of job searching. We tackle harsh realities like toxic work environments and the importance of empathy and loyalty in the ever-evolving job market. Take a walk with us as we explore the outside world and its opportunities that may seem like a distant horizon to you right now, but could soon be your reality.
Our guest for this episode is Flo Hancox, director of Autograph Events who expertly answers our listener question on arranging internal office events.
We leave no stone unturned, providing you with tangible tips on researching salaries, and job opportunities. Brave the discomfort of discussing earnings and salaries and learn the importance of feeling at ease with your income.
Finally, we share our mantra of 'network, learn, grow’ and how it can set you on a path to career success and provide a glimpse of our next episode discussing administrative assistance and tech.
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Supporters will get a shout-out on social media and in future episodes.
Got questions? Don't hesitate to submit them via our website. Buckle up and join us on this journey of discovery and personal growth.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Craig Bryson (00:00):
This episode was brought to you by Autograph
Events, our sponsor.
Thank you for tuning into theCodie Files.
Jodie Mears (00:25):
I'm Craig Bryson and I'm Jodie Mears and together
we are the Codie Files.
In this episode episode 3, weare going to talk about is it
time to move on?
The Administrative AssistanceGuide to Job Searching Right.
(00:56):
Is it time to move on?
Craig Bryson (00:57):
Yeah Gosh, this is a tricky one, it is difficult
because you can be in a job andbe comfortable, because you're
happy with the team.
You're happy with everythingelse.
When's it good time to move on?
I think it's like fuelled by anevent or something happy and
also about money, because costof living is rising it could be
prompted by internal andexternal events for your life.
Jodie Mears (01:19):
You know, within the company there needs to be a
catalyst, because not everyonewho's happy within their role
suddenly thinks, oh, is it timeto move on.
Craig Bryson (01:26):
Yeah, you know what?
Jodie Mears (01:26):
do I do now we might, but it's usually fuelled
by a bit of an injustice in thecompany or something's happening
at home where you think, right,I've got a spring into action.
I cannot tolerate this salaryanymore.
What do I need to do to get mylife moving?
How can I support my livingexpenses?
(01:47):
What do I need to do now?
So I think it's always promptedby something happening or
problems at work.
Craig Bryson (01:54):
Yeah, you're not getting on well with your boss,
or with the team Toxicenvironments.
Jodie Mears (01:58):
awful been there.
Craig Bryson (02:00):
You always say I know interest in office politics
, but you always get drawn intoit.
It sucks.
Jodie Mears (02:05):
Well, office politics is one thing, a toxic
office is a completely differentthing which can really bear
down on your personal well-beingwhen you get up in the morning
you want to be able to.
Craig Bryson (02:17):
I'm looking for it's getting to work and seeing
JD, or you know you don't wantto be like I don't want to get
out of bed, I could have caughtin sick.
I just don't.
I energy.
Flow Hancox (02:25):
on that motivation, have you been there?
Craig Bryson (02:27):
I have.
Jodie Mears (02:28):
Yeah, it's horrible , it's horrible.
Craig Bryson (02:30):
Getting up crying and it's like what am I doing?
You know You're spiral, don'tyou?
Jodie Mears (02:33):
Yeah, totally You're spiral into a bit of a
depression anxiety every dayespecially if something is going
on.
Yeah, we've had quite a lot ofinput and questions.
Craig Bryson (02:43):
Coming in on us.
Jodie Mears (02:44):
Yeah, personal questions as well, you know this
is happening to me at work.
What do you think?
What should I do?
People in that situation reallyneed guidance.
Craig Bryson (02:53):
They do and.
Jodie Mears (02:54):
I know I did when I was in a toxic workplace and it
was just awful and not knowingwhat to do.
When Can I get out of here?
Is it the right time?
And it's almost like a scale goup and down, yeah.
Craig Bryson (03:09):
Pros and cons why am.
I staying.
That's how it works.
In the past it's like, okay,here's all the pros, here's all
the cons.
And if you see there's so manycons, you're like, oh yeah,
that's time to move on.
Jodie Mears (03:20):
Yeah, is it affecting my mental health?
Craig Bryson (03:22):
That's why you have first aiders and you also
have mental first aiders.
Jodie Mears (03:25):
Yeah, I'm a mental first aider.
I don't know that.
Yeah, I'm a mental first aider.
It's such a big topic and amassive eye open up to recognize
.
Craig Bryson (03:35):
Have that empathy for the people you're working
with and if you've been throughit, you understand what they are
going through.
Definitely yeah.
Jodie Mears (03:42):
I think most of our peers and our administrative
community would have experiencedsome form of toxic workplace,
having boundaries be breached or, worse, where you think I need
to get out of here but I don'tknow shall.
So we're going to coverrecognising when it's time to
move on and a light-heartedtop-level overview of job
(04:04):
searching, because, again, it'svery personal and also it's our
knowledge of our experiencesover the last 40 years between
us.
Craig Bryson (04:13):
So you know, this is not set in stone.
This is just something that wehave been through and we wanted
to share the knowledge with you.
So, in your position, whatwould you look at first?
Would you talk?
Flow Hancox (04:24):
to.
Craig Bryson (04:24):
HR?
Or would you just say, okay,this is too toxic, I don't want
HR to get involved?
How will you just oh?
Jodie Mears (04:29):
my goodness, there's just so many things that
have happened.
And one thing I can say,without going into too much
detail and you know, bringingout some skeletons know that it
all works out in the end.
You're not going to be stuck inthat vicious cycle and some of
it can be really vicious,mentally draining, hugely toxic.
(04:50):
There is an end to it, but youhave to decide when that end
comes, and it comes from you.
Craig Bryson (04:56):
And don't put your head in the sand and say, oh,
we'll resolve itself.
Naturally it won't.
Jodie Mears (05:01):
No, I hope they might leave.
Sometimes you've got to be theone who says bye.
Craig Bryson (05:06):
Yeah, I'm going to take the first step, and this
is what I want when it is.
Jodie Mears (05:09):
Definitely so.
That aside, let's just assumethat something awful hasn't
happened and you're justwondering when is the time to
move on.
I've always said to myselfloyalty doesn't pay, Because
I've been in roles andsituations before where I've
spent years and years of my lifewith those people.
(05:31):
With almost like you're headingthe sand to the outside world
to an extent when comfortable.
Yeah, where you're going throughthe mill of every month.
You're living months and monthsaway but you're having a nice
life.
You enjoy your work, but you'retotally oblivious to the
outside world of the market rateof your role at the moment.
Craig Bryson (05:49):
Yeah.
Jodie Mears (05:51):
What's happening outside of your organization and
what's out there for you as ahorizon, as a goal for you to
get to.
Craig Bryson (05:59):
And you deserve it , your future self is going to
ask why the hell haven't youjust come out and started this,
do you?
Jodie Mears (06:06):
want it.
Craig Bryson (06:07):
That's the passion for it.
Jodie Mears (06:08):
Yeah, you have to have a conversation with
yourself.
What do I want?
And that's the most hardestquestion to ask yourself is what
do I want?
Doesn't matter what everyoneelse wants, and I'm just helping
them be the best they can.
What do you want for yourself?
Craig Bryson (06:22):
Yeah, but something from my experience I
always saw I don't think I coulddo it.
I don't think what happened, Iknow everything here, but if I
go there I won't know anything.
And I think it's that dauntingfear of I'm going to fail and
therefore I'm good in thisposition.
Jodie Mears (06:37):
Now I don't want to go out like comfort zone and my
bubble, you know it would bedifficult to come out of the
bubble, but once you come out ofyour comfort zone, eyes opened
and everything's amazing, theysay the magic happens on the
other side of your comfort zone,which means you've got to be
very uncomfortable for a littlewhile before you see and feel
(06:58):
the benefits of your action.
Craig Bryson (07:01):
I agree.
Jodie Mears (07:01):
So I would say don't put up with anything for
too long.
If something awful has happened, get advice, get help, get
support.
You might want to do somecoaching, you might want to do
some therapy to get thatconfidence back in yourself,
because these workplaces canreally bash you down and they
can bring you down so manylevels.
(07:22):
I've been there.
Don't worry, there is light aslong as you initiate the light
switch.
Craig Bryson (07:28):
And even if there isn't anything toxic there, have
a look at the job websites andseeing what are the EAs in your
position and your level, whatare they getting and how are
they achieving more money thanyou.
So have a look around, even ifyou don't want to just have a
browse, and then that will startgiving your mental thing oh, if
I had that position I could dothis and that.
From that it will start growingthat seed of confidence.
Jodie Mears (07:52):
But understand what your drivers are.
Craig Bryson (07:54):
Is it financial?
Jodie Mears (07:55):
Yeah, Is it personal growth or?
Craig Bryson (07:57):
is it travel because it's too far to go in?
Jodie Mears (07:59):
Yeah, but what are your drivers?
What is driving you to makethis change and understand?
Is it time to move on Once youunderstand your inner thoughts
and put that down into something?
Craig Bryson (08:13):
tangible, clear and tangible.
Jodie Mears (08:15):
I think going from there really helps.
So what is it that you'relooking for For me?
I always wanted to know thenext steps, when I had that
feeling of am I really going tosit here for the next 25 years
doing the same thing?
Craig Bryson (08:31):
Am I going to retire?
Jodie Mears (08:32):
Yeah, it's a bit of an epiphany moment when you
think, wow, I could literally besitting in the same seat until
I retire.
Craig Bryson (08:39):
Yeah, am I happy with that.
Well, some people are.
Jodie Mears (08:43):
Some people are, they want more.
Craig Bryson (08:45):
They want more.
Jodie Mears (08:45):
They want to see, they want to achieve, they want
to do something.
And it's not by any means anegative thought If you just
want to do your job, stay in thesame company for 35 years and
get your pension and go.
Yeah, there's plenty of peoplelike that, and that's what works
for them.
Yeah, for me.
I always wanted to see well,what else can I?
Craig Bryson (09:06):
do yeah, me too.
Jodie Mears (09:07):
You know more, can I add to my role?
Craig Bryson (09:08):
What's next?
Yeah, excitement sort ofadventure.
Jodie Mears (09:12):
Yeah, because you want to take your learning to a
next level and apply that intomaybe the same organisation, if
there's opportunity to.
Craig Bryson (09:19):
Yeah, what's next.
Jodie Mears (09:21):
So our guides to job searching is really
individual.
It depends what your driversare, your motive, what you're
looking for.
So once you understand thosethree things and you've had that
honest conversation withyourself, that will help.
Things.
To be wary of other driversthat might lead you to this
decision might be salaryboundings.
Flow Hancox (09:41):
We covered that in a previous episode.
Yes, it's understanding.
Jodie Mears (09:43):
What is that?
What does that mean?
Craig Bryson (09:45):
Yeah.
Jodie Mears (09:46):
For me in big organisations it's literally a
scale.
So you have an entry levelsalary and then you have the top
level salary and you are withina band and you can usually
number or give a letter to these.
Band in B for example that meansonce you've achieved what you
(10:07):
need to achieve through variousperformance reviews, checklist
exercises or even length ofservice, you've reached the top
of that band in.
There's nowhere for you to gounless your organisation is
willing to put a business casetogether, to go to head office
(10:27):
or the powers that be, and sayhow can we extend this person
outside of the salary banding?
Yeah, that's personal.
Craig Bryson (10:36):
That is personal.
So understanding where you fitwithin a salary banding and what
the chances of ever gettingthat salary banding breached,
yeah, Because it's difficult,because you don't know what
other people in your team hasactually got the same salary,
what banding they are, becauseit's not transparent?
Jodie Mears (10:53):
No, it's not transparent.
Craig Bryson (10:54):
It's not transparent.
Jodie Mears (10:56):
It's dodgy area, isn't it yeah?
Craig Bryson (10:59):
Some clients don't like sharing that information.
Jodie Mears (11:01):
So if you've done everything you can, you're stuck
in a banding for administrativestaff, for example, and you
know there's more out there foryou and you've asked those
questions what can I do to getoutside of that salary banding?
I mean, you might go over it,naturally with annual increments
, which you've been there years.
But I mean proper pay rise.
I don't mean the APR, the 1%,2% that everyone gets naturally
(11:27):
every year.
Flow Hancox (11:28):
That's not a pay rise.
Jodie Mears (11:30):
That's just a natural increment.
So understand where you are inthose bandings.
If that applies to yourorganisation, am I restricted by
a salary banding or is itpretty much freed up?
So there's a lot more autonomythere to go a bit further within
the role we could touch onsalaries.
It's so geographic as well,yeah.
So if you're about to talkabout salaries, you've got to be
(11:53):
comfortable with what you'retalking about and what you're
earning is what you feel likeyou're worth.
Craig Bryson (12:00):
Because sometimes people don't feel as worthy
themselves until you get overthat and you think I deserve
this.
Jodie Mears (12:07):
Salaries are a bit of a minefield when it comes to
this topic of discussion.
It's so subjective, myfavourite word.
Flow Hancox (12:18):
It really is personal, it's geographical.
Craig Bryson (12:22):
It depends on the size of the organisation, the
industry sector.
Jodie Mears (12:26):
There's so many things, but I would say you need
to be comfortable with whatyou're earning.
Obviously You're getting whatyou're worth and don't be afraid
to ask if you're using anagency.
Set your boundaries when you'rebeing presented with different
opportunities.
Don't let them override youwith well.
I think you should go for that.
(12:47):
You don't know what theirmotives are Exactly they might
just be trying to get thisfilled or get the shortlist over
to the client and she wouldaccept this stupid salary
because it makes them lookbetter.
So be wary of that, becausethere are things that go on in
recruitment.
So I would say first of all,though, let's backtrack If you
enlist in the help of anindustry specific recruiter
(13:10):
usually they already know therole inside out, where they can
be in your corner and understandthe wants and needs of their
client yes and almost give thema realistic approach to their
search to say, well, I don'tthink you're actually gonna get
what you want for that salary,so they're gonna be in your
(13:31):
corner from day one.
Craig Bryson (13:32):
But you need to sort out your CV.
You need to list everythingthat you do.
If you just say, oh, I do, I'manswering telephone, it doesn't
give them much to work with.
Jodie Mears (13:41):
CVs yeah, it needs to be really on point.
It needs to be specific to thejob.
Always tailor it, Don't use thesame one over and over.
Yeah, we're going back a stepeven further still.
There's no hard and fast ruleto CVs.
It's whatever best representsyou and what you're comfortable
with.
But listing your keyachievements within a role
(14:03):
rather than I answered the phone, I sought out emails and I
sought out the Christmas partywhat did you actually achieve?
What were your accomplishmentsin that role?
High level bullet points itshould be easy to digest.
Craig Bryson (14:17):
really hard hitting with the facts of the
role and not six, seven pages.
As soon as you see that theyjust bin it.
Jodie Mears (14:23):
No, we used to be like one or two lex One page
double-sided.
But I would say, in listing ahelp in a specialist recruitment
rather than a general one, youmight get more tailored answers
that you're seeking.
Craig Bryson (14:36):
Yeah, I mean if you're a sort of an exec search
EA and then you would go to anagency or that specializes in
that, because a lot of like theA's are in like law.
So if you wanted to go intothat, you'll have to go to an
agency that deals with law,executive assistance, as you
were saying, general ones, theyjust anybody here who's gonna
(14:57):
put CV4 would just get a job.
They just not really what youwant.
Jodie Mears (15:02):
Don't be afraid to negotiate and to be upfront.
I think it's far easier to havethese conversations about
salaries at the start.
Craig Bryson (15:12):
Because you're wasting everybody's time.
You're like the final persongoing through for your interview
there's a lot of salary Iwanted, and then you pull out.
You just waste everybody's time.
Jodie Mears (15:20):
Yeah, and some salaries aren't even listed.
Craig Bryson (15:23):
What is that about ?
I mean we should get one of theagencies, a recruiter,
contributing about.
Why don't they have thesesalaries shown on the podcast To
me?
Jodie Mears (15:33):
it's slightly negative and can be a waste of
time, because the jobdescription, as we discussed
previously, can be all verysamey, very high level.
They don't distinguish what itis that makes this job
application worthy of notdisplaying the salary.
I need to know, because I needto know.
(15:55):
If it's a junior salary, I canguess, especially area dependent
, of course.
Flow Hancox (16:02):
If you know your geographic.
Yeah, if you know thatinformation.
Jodie Mears (16:05):
You know the average salary of your role.
I can guess and read betweenthe lines to say all right, this
sounds like a junior role, thesalary sounds junior.
The years of experience,minimum experience it's like two
years.
One year it sounds junior, sowe really need those displayed.
It can waste everybody's time,but for me the negative side of
(16:28):
not displaying it it makes mefeel like they wanna just see
who they can get for as littleas possible.
So they're waiting for you.
It's a bit like a game of cardsisn't it Like?
Craig Bryson (16:39):
well, what do you want?
What are you looking for?
What are you looking for?
Tell me your skills.
Well, tell me your salary,first Salary.
I would tell you my skills.
Yeah, you go first.
Jodie Mears (16:49):
And what you expect and you think I don't wanna
overshoot, in case they say oh,hang on a minute.
Flow Hancox (16:54):
No, it's not that type of role.
Jodie Mears (16:56):
And then you don't wanna undervalue yourself
because, it's difficult to comeup from a figure that you've
given, is it?
Craig Bryson (17:03):
Yeah, and some people have sometimes a low
opinion of themselves.
They always think that theyshould have that much when they
actually they should be up here.
So that's also another.
Jodie Mears (17:14):
The gender pay gap is big thing as well.
Oh, definitely, definitely, anda big piece of work.
So, with all that said, my toptip here would be don't be too
worried about overshooting whenyou're saying what you want.
If that's what you want, that'swhat you want.
Craig Bryson (17:31):
Yeah.
Jodie Mears (17:32):
Don't be afraid to tell them I need a minimum of
this amount.
Don't be afraid to walk away,because everyone that you walk
away from there's 10 more linedup?
Flow Hancox (17:42):
Yeah, definitely.
Yeah, there's always somethingaround the corner.
Jodie Mears (17:46):
The CRODI files is brought to you by Autograph
Events, our show sponsors.
Autograph Events are theexperts in providing a complete
event management solution Fromfree global venue finding
through to full on-site eventmanagement, executive away days,
team building and off-sitemeetings.
They can help us plan it all.
(18:06):
They offer that extra pair ofhands, a bit like the
assistant's assistant.
The best part is, theyunderstand how we like to work.
They understand our role.
So for more information, emailevents at autograph-eventscouk,
quoting CRODI files 2023, tofind out how they can help you
(18:29):
plan your next event and foryour personal reward.
Terms and conditions apply.
Please see our websitecraigandjodycom.
Craig Bryson (18:39):
So we have a listeners question.
This listeners question remainsto be anonymous.
Flow Hancox (18:53):
Hi, grady, I'm event planning for our office
festive get-together.
Jodie Mears (18:57):
I am quite used to the myriad of tasks involved and
always pull it off nicely, butit is becoming trickier to
coordinate, especially when I'mon my own.
Do you have any suggestions,please?
Thank you for that listenerquestion.
It is one that we get again andagain.
Flow Hancox (19:12):
Quite often actually.
Jodie Mears (19:13):
It's part of our role.
It's part of our daily taskOrganising events.
It is tricky.
So to answer this question, weare very pleased to introduce
you, flo Hancockx.
She is director of AutographEvents, also our main show
sponsor, and she will give youher top tips in event organising
(19:36):
.
Flow Hancox (19:38):
Hi there, grady Files.
This is Flo Hancockx fromAutograph Events.
I'm the sales director here.
Autograph Events are a fullservice event management and
venue finding agency, so we workglobally to help our clients
with finding venues for theirevents big or small, event
management on site and help himwith incentives, team building
(20:01):
and conferencing.
I'd love to help answer yourlisteners question.
There's some top tips, I guess,to really prioritise when you
start looking at organisingevents and a thing to think
about is no-to-events are thesame for you or a venue that
you're going to.
So firstly, the preferred typeof venue or fixed date, which is
(20:25):
your priority.
If you've got a fixed date,that tends to make things a
little easier because you can goout to a range of venues and
you get their availabilitystraight away, and that almost
narrows the field down for youand gives you a short list.
If the preferred type of venueis quite specific or maybe you
(20:46):
actually just need to have alook at lots of different types,
not having a fixed date thenmakes things a wider field for
you.
You can go out, see lots ofdifferent types of offerings.
It might be conference centres,it might be restaurants and
bars, hotels, and they all offervery different surroundings for
(21:09):
your event.
It really depends what type ofevent you're trying to put on.
If it's an office get-together,then maybe it's a bit more
social, a bit more network-y,rather than a conference and
quite formal.
So maybe you'd be looking forsomething more like a restaurant
, a bar area in a hotel.
They offer fantasticsurroundings and there's some
(21:30):
fabulous locations available toyou.
Once you've got your date oryour venue preference and you've
got the list of venues thathave got availability for you,
then obviously you need to shortlist.
Now this might be on budget, Ithink at the beginning
definitely have a budget in mindbefore you go out to venues or
(21:52):
before you go and see venues aswell, because it might be that
you fall in love with this venueof your dreams and actually the
budget just doesn't stretch toit, and that's really
disappointing and can be quitedisheartening.
So I have a budget in mind andthen you know what is available
to you and budgets are also goodfor the venue because the venue
can then work towards whatyou're looking for and you're
(22:15):
looking to put on.
Once you've been to see themand you understand the spaces
that are available to you andthat you like and that tick the
boxes for what you're trying tooffer.
Then ask the terms andconditions contracts and check
that you're happy with thoseterms and conditions and when
payments need to be made.
(22:36):
Do they fit with how you makepayments?
If you're on longer paymentterms, will they negotiate?
That's something to sort ofhave the conversation up front
first, because there's nothingworse than kind of getting way
down the line and actually theydon't adhere to your payment
terms or you can't work totheirs, I think.
Then obviously get your date inthe diaries.
(22:58):
People say, give that safer datequite early on and then start
coordinating things like dietaryrequirements, final numbers,
you know, are there specificmenu options, that you want
specific drinks behind the bar?
Do the venues need certaindetails from you that maybe you
(23:18):
need to get up front and aheadof for them?
And then I would say, withregards to kind of larger
numbers, there's software outthere that can help you
coordinate all of those details.
And again, it's all verybespoke.
No two events are the same andthere are a lot of options out
(23:39):
there for you in terms ofcoordinating that.
We can help with our algebra oryou can do it in-house with, I
don't know, maybe Excel forms,that kind of thing.
I think the thing to thinkabout is the coordination have a
timeline for when the venueneeds details from you and have
a timeline for when you need todeliver this event and then just
(24:04):
kind of tick things off as yougo.
We can save you legwork, timeand money with the venue finding
part of kind of the process.
Really it does save the legwork.
It means that we can thenproduce it in one easy to read
proposal.
You can shortlist for that andthen we will organise site
(24:26):
visits for you.
But it's very much kind of howmuch you want help or need
coordination with.
Craig Bryson (24:36):
My top tip will be take care of yourself.
I think job searching can bestressful, so it's important to
take the process in small piecesand then stick it slowly.
Don't rush into it and then endup in a new job within a month
and a half and decide, oh, thisis not what I wanted.
Jodie Mears (24:55):
And have those difficult conversations.
Learn your conversationalskills or brush up on your
negotiation skills.
Craig Bryson (25:01):
Yeah, that's a good point.
Jodie Mears (25:04):
Don't be afraid.
If you're not feeling you'rethere yet in having those
difficult conversations, maybetry a few online courses.
Most of them are free.
Don't always have to pay forthese things.
To be honest, you can get a lotof free resources.
Craig Bryson (25:16):
Well use your networking.
Networking is great.
People will know.
Now I know somebody who knows.
Somebody always helps.
Jodie Mears (25:23):
I mean, this is our life.
Craig Bryson (25:26):
It is.
Jodie Mears (25:27):
Yeah, we have an excellent.
We love our network.
We love our listeners becauseas soon as we ask something, we
know some we're going to get somany answers back.
Flow Hancox (25:34):
Definitely.
Likewise it's never, one wayNever.
Jodie Mears (25:37):
We're always sharing knowledge or tips,
contacts.
So don't be afraid Say can Ihave a conversation, a practice
conversation with you?
You know, I want to brush up onmy confidence.
I want to go into thisinterview and say I'm looking
for this.
Your job description screamsthis figure to me.
That's what I feel that you arepitching that salary-wise.
(25:59):
Yeah, be prepared to walk awayand say okay, thank you for your
time and move on.
Understanding what your driversare.
To move on.
If it's those nasty ones wespoke about at the beginning,
don't hang around too long,don't.
Get out and remember, you arenot a tree A tree.
Craig Bryson (26:18):
We've seen this so many times on.
Jodie Mears (26:19):
LinkedIn.
You are not a tree.
You don't have roots.
You can get up and leave yourdesk, leave the company, get out
of there, understand your worth, back up what you're saying,
what you need, what do you needto support your life at home,
your responsibilities?
What do you need?
Don't be afraid.
Don't be a tree.
(26:40):
Yeah, so we've come to the endof episode three.
This has been a reallyinteresting one.
It has been difficult, it isdifficult to stay high level
because you can really go intosome personal experiences that
we just can't go there.
But it's really interesting andall depends on you.
(27:01):
Be open to new opportunitiesfor sure.
Understand what drives you.
Where do you want to go?
Yeah, don't be afraid tonegotiate.
I agree.
Your one was take care ofyourself.
Craig Bryson (27:13):
That's a really nice one.
Jodie Mears (27:14):
My mantra that I've been using recently and to
remind myself network.
Craig Bryson (27:20):
Network Learn, learn Grow.
Jodie Mears (27:23):
Networking really helps.
Craig Bryson (27:26):
It's like iron shoppers iron so does one man
shop another, oh like that,never heard of that.
Jodie Mears (27:32):
Never Say it again.
Craig Bryson (27:34):
As iron shoppers.
Iron so does one man shopanother?
Jodie Mears (27:37):
Oh yeah, can you say it in Zulu?
I can also speak Zulu, by theway.
Just throwing that one in there.
Network, use your network, useyour support.
As a community, as a profession, we are highly reactive to when
one of us needs advice and help.
Support Just reach out and ifyou have any questions for us,
(27:59):
please send them in.
Check out the website andscroll to the bottom.
You can submit your high crudyquestions there.
They can be anonymous.
They can be read out byyourself.
Don't be afraid to ask.
We've got loads already, so welook forward to receiving them.
Thank you for listening.
It's been a great episode andwe look forward to receiving
(28:23):
your questions and emails.
You're not alone and keepsharing that knowledge.
Craig Bryson (28:27):
In our next episode, we shall be discussing
an administrative assistanceguide to using new tech.
I'm Craig Bryson.
Jodie Mears (28:36):
And I'm Jodie Mears .
Craig Bryson (28:38):
And together we are.
Jodie Mears (28:39):
The Crudy Files.
Craig Bryson (28:42):
This episode was brought to you by Autograph
Events, our sponsor.
This episode was brought to you by Autograph
Events, our sponsor.
Thank you for tuning into theCodie Files.
Jodie Mears (00:25):
I'm Craig Bryson and I'm Jodie Mears and together
we are the Codie Files.
In this episode episode 3, weare going to talk about is it
time to move on?
The Administrative AssistanceGuide to Job Searching Right.
(00:56):
Is it time to move on?
Craig Bryson (00:57):
Yeah Gosh, this is a tricky one, it is difficult
because you can be in a job andbe comfortable, because you're
happy with the team.
You're happy with everythingelse.
When's it good time to move on?
I think it's like fuelled by anevent or something happy and
also about money, because costof living is rising it could be
prompted by internal andexternal events for your life.
Jodie Mears (01:19):
You know, within the company there needs to be a
catalyst, because not everyonewho's happy within their role
suddenly thinks, oh, is it timeto move on.
Craig Bryson (01:26):
Yeah, you know what?
Jodie Mears (01:26):
do I do now we might, but it's usually fuelled
by a bit of an injustice in thecompany or something's happening
at home where you think, right,I've got a spring into action.
I cannot tolerate this salaryanymore.
What do I need to do to get mylife moving?
How can I support my livingexpenses?
(01:47):
What do I need to do now?
So I think it's always promptedby something happening or
problems at work.
Craig Bryson (01:54):
Yeah, you're not getting on well with your boss,
or with the team Toxicenvironments.
Jodie Mears (01:58):
awful been there.
Craig Bryson (02:00):
You always say I know interest in office politics
, but you always get drawn intoit.
It sucks.
Jodie Mears (02:05):
Well, office politics is one thing, a toxic
office is a completely differentthing which can really bear
down on your personal well-beingwhen you get up in the morning
you want to be able to.
Craig Bryson (02:17):
I'm looking for it's getting to work and seeing
JD, or you know you don't wantto be like I don't want to get
out of bed, I could have caughtin sick.
I just don't.
I energy.
Flow Hancox (02:25):
on that motivation, have you been there?
Craig Bryson (02:27):
I have.
Jodie Mears (02:28):
Yeah, it's horrible , it's horrible.
Craig Bryson (02:30):
Getting up crying and it's like what am I doing?
You know You're spiral, don'tyou?
Jodie Mears (02:33):
Yeah, totally You're spiral into a bit of a
depression anxiety every dayespecially if something is going
on.
Yeah, we've had quite a lot ofinput and questions.
Craig Bryson (02:43):
Coming in on us.
Jodie Mears (02:44):
Yeah, personal questions as well, you know this
is happening to me at work.
What do you think?
What should I do?
People in that situation reallyneed guidance.
Craig Bryson (02:53):
They do and.
Jodie Mears (02:54):
I know I did when I was in a toxic workplace and it
was just awful and not knowingwhat to do.
When Can I get out of here?
Is it the right time?
And it's almost like a scale goup and down, yeah.
Craig Bryson (03:09):
Pros and cons why am.
I staying.
That's how it works.
In the past it's like, okay,here's all the pros, here's all
the cons.
And if you see there's so manycons, you're like, oh yeah,
that's time to move on.
Jodie Mears (03:20):
Yeah, is it affecting my mental health?
Craig Bryson (03:22):
That's why you have first aiders and you also
have mental first aiders.
Jodie Mears (03:25):
Yeah, I'm a mental first aider.
I don't know that.
Yeah, I'm a mental first aider.
It's such a big topic and amassive eye open up to recognize
.
Craig Bryson (03:35):
Have that empathy for the people you're working
with and if you've been throughit, you understand what they are
going through.
Definitely yeah.
Jodie Mears (03:42):
I think most of our peers and our administrative
community would have experiencedsome form of toxic workplace,
having boundaries be breached or, worse, where you think I need
to get out of here but I don'tknow shall.
So we're going to coverrecognising when it's time to
move on and a light-heartedtop-level overview of job
(04:04):
searching, because, again, it'svery personal and also it's our
knowledge of our experiencesover the last 40 years between
us.
Craig Bryson (04:13):
So you know, this is not set in stone.
This is just something that wehave been through and we wanted
to share the knowledge with you.
So, in your position, whatwould you look at first?
Would you talk?
Flow Hancox (04:24):
to.
Craig Bryson (04:24):
HR?
Or would you just say, okay,this is too toxic, I don't want
HR to get involved?
How will you just oh?
Jodie Mears (04:29):
my goodness, there's just so many things that
have happened.
And one thing I can say,without going into too much
detail and you know, bringingout some skeletons know that it
all works out in the end.
You're not going to be stuck inthat vicious cycle and some of
it can be really vicious,mentally draining, hugely toxic.
(04:50):
There is an end to it, but youhave to decide when that end
comes, and it comes from you.
Craig Bryson (04:56):
And don't put your head in the sand and say, oh,
we'll resolve itself.
Naturally it won't.
Jodie Mears (05:01):
No, I hope they might leave.
Sometimes you've got to be theone who says bye.
Craig Bryson (05:06):
Yeah, I'm going to take the first step, and this
is what I want when it is.
Jodie Mears (05:09):
Definitely so.
That aside, let's just assumethat something awful hasn't
happened and you're justwondering when is the time to
move on.
I've always said to myselfloyalty doesn't pay, Because
I've been in roles andsituations before where I've
spent years and years of my lifewith those people.
(05:31):
With almost like you're headingthe sand to the outside world
to an extent when comfortable.
Yeah, where you're going throughthe mill of every month.
You're living months and monthsaway but you're having a nice
life.
You enjoy your work, but you'retotally oblivious to the
outside world of the market rateof your role at the moment.
Craig Bryson (05:49):
Yeah.
Jodie Mears (05:51):
What's happening outside of your organization and
what's out there for you as ahorizon, as a goal for you to
get to.
Craig Bryson (05:59):
And you deserve it , your future self is going to
ask why the hell haven't youjust come out and started this,
do you?
Jodie Mears (06:06):
want it.
Craig Bryson (06:07):
That's the passion for it.
Jodie Mears (06:08):
Yeah, you have to have a conversation with
yourself.
What do I want?
And that's the most hardestquestion to ask yourself is what
do I want?
Doesn't matter what everyoneelse wants, and I'm just helping
them be the best they can.
What do you want for yourself?
Craig Bryson (06:22):
Yeah, but something from my experience I
always saw I don't think I coulddo it.
I don't think what happened, Iknow everything here, but if I
go there I won't know anything.
And I think it's that dauntingfear of I'm going to fail and
therefore I'm good in thisposition.
Jodie Mears (06:37):
Now I don't want to go out like comfort zone and my
bubble, you know it would bedifficult to come out of the
bubble, but once you come out ofyour comfort zone, eyes opened
and everything's amazing, theysay the magic happens on the
other side of your comfort zone,which means you've got to be
very uncomfortable for a littlewhile before you see and feel
(06:58):
the benefits of your action.
Craig Bryson (07:01):
I agree.
Jodie Mears (07:01):
So I would say don't put up with anything for
too long.
If something awful has happened, get advice, get help, get
support.
You might want to do somecoaching, you might want to do
some therapy to get thatconfidence back in yourself,
because these workplaces canreally bash you down and they
can bring you down so manylevels.
(07:22):
I've been there.
Don't worry, there is light aslong as you initiate the light
switch.
Craig Bryson (07:28):
And even if there isn't anything toxic there, have
a look at the job websites andseeing what are the EAs in your
position and your level, whatare they getting and how are
they achieving more money thanyou.
So have a look around, even ifyou don't want to just have a
browse, and then that will startgiving your mental thing oh, if
I had that position I could dothis and that.
From that it will start growingthat seed of confidence.
Jodie Mears (07:52):
But understand what your drivers are.
Craig Bryson (07:54):
Is it financial?
Jodie Mears (07:55):
Yeah, Is it personal growth or?
Craig Bryson (07:57):
is it travel because it's too far to go in?
Jodie Mears (07:59):
Yeah, but what are your drivers?
What is driving you to makethis change and understand?
Is it time to move on Once youunderstand your inner thoughts
and put that down into something?
Craig Bryson (08:13):
tangible, clear and tangible.
Jodie Mears (08:15):
I think going from there really helps.
So what is it that you'relooking for For me?
I always wanted to know thenext steps, when I had that
feeling of am I really going tosit here for the next 25 years
doing the same thing?
Craig Bryson (08:31):
Am I going to retire?
Jodie Mears (08:32):
Yeah, it's a bit of an epiphany moment when you
think, wow, I could literally besitting in the same seat until
I retire.
Craig Bryson (08:39):
Yeah, am I happy with that.
Well, some people are.
Jodie Mears (08:43):
Some people are, they want more.
Craig Bryson (08:45):
They want more.
Jodie Mears (08:45):
They want to see, they want to achieve, they want
to do something.
And it's not by any means anegative thought If you just
want to do your job, stay in thesame company for 35 years and
get your pension and go.
Yeah, there's plenty of peoplelike that, and that's what works
for them.
Yeah, for me.
I always wanted to see well,what else can I?
Craig Bryson (09:06):
do yeah, me too.
Jodie Mears (09:07):
You know more, can I add to my role?
Craig Bryson (09:08):
What's next?
Yeah, excitement sort ofadventure.
Jodie Mears (09:12):
Yeah, because you want to take your learning to a
next level and apply that intomaybe the same organisation, if
there's opportunity to.
Craig Bryson (09:19):
Yeah, what's next.
Jodie Mears (09:21):
So our guides to job searching is really
individual.
It depends what your driversare, your motive, what you're
looking for.
So once you understand thosethree things and you've had that
honest conversation withyourself, that will help.
Things.
To be wary of other driversthat might lead you to this
decision might be salaryboundings.
Flow Hancox (09:41):
We covered that in a previous episode.
Yes, it's understanding.
Jodie Mears (09:43):
What is that?
What does that mean?
Craig Bryson (09:45):
Yeah.
Jodie Mears (09:46):
For me in big organisations it's literally a
scale.
So you have an entry levelsalary and then you have the top
level salary and you are withina band and you can usually
number or give a letter to these.
Band in B for example that meansonce you've achieved what you
(10:07):
need to achieve through variousperformance reviews, checklist
exercises or even length ofservice, you've reached the top
of that band in.
There's nowhere for you to gounless your organisation is
willing to put a business casetogether, to go to head office
(10:27):
or the powers that be, and sayhow can we extend this person
outside of the salary banding?
Yeah, that's personal.
Craig Bryson (10:36):
That is personal.
So understanding where you fitwithin a salary banding and what
the chances of ever gettingthat salary banding breached,
yeah, Because it's difficult,because you don't know what
other people in your team hasactually got the same salary,
what banding they are, becauseit's not transparent?
Jodie Mears (10:53):
No, it's not transparent.
Craig Bryson (10:54):
It's not transparent.
Jodie Mears (10:56):
It's dodgy area, isn't it yeah?
Craig Bryson (10:59):
Some clients don't like sharing that information.
Jodie Mears (11:01):
So if you've done everything you can, you're stuck
in a banding for administrativestaff, for example, and you
know there's more out there foryou and you've asked those
questions what can I do to getoutside of that salary banding?
I mean, you might go over it,naturally with annual increments
, which you've been there years.
But I mean proper pay rise.
I don't mean the APR, the 1%,2% that everyone gets naturally
(11:27):
every year.
Flow Hancox (11:28):
That's not a pay rise.
Jodie Mears (11:30):
That's just a natural increment.
So understand where you are inthose bandings.
If that applies to yourorganisation, am I restricted by
a salary banding or is itpretty much freed up?
So there's a lot more autonomythere to go a bit further within
the role we could touch onsalaries.
It's so geographic as well,yeah.
So if you're about to talkabout salaries, you've got to be
(11:53):
comfortable with what you'retalking about and what you're
earning is what you feel likeyou're worth.
Craig Bryson (12:00):
Because sometimes people don't feel as worthy
themselves until you get overthat and you think I deserve
this.
Jodie Mears (12:07):
Salaries are a bit of a minefield when it comes to
this topic of discussion.
It's so subjective, myfavourite word.
Flow Hancox (12:18):
It really is personal, it's geographical.
Craig Bryson (12:22):
It depends on the size of the organisation, the
industry sector.
Jodie Mears (12:26):
There's so many things, but I would say you need
to be comfortable with whatyou're earning.
Obviously You're getting whatyou're worth and don't be afraid
to ask if you're using anagency.
Set your boundaries when you'rebeing presented with different
opportunities.
Don't let them override youwith well.
I think you should go for that.
(12:47):
You don't know what theirmotives are Exactly they might
just be trying to get thisfilled or get the shortlist over
to the client and she wouldaccept this stupid salary
because it makes them lookbetter.
So be wary of that, becausethere are things that go on in
recruitment.
So I would say first of all,though, let's backtrack If you
enlist in the help of anindustry specific recruiter
(13:10):
usually they already know therole inside out, where they can
be in your corner and understandthe wants and needs of their
client yes and almost give thema realistic approach to their
search to say, well, I don'tthink you're actually gonna get
what you want for that salary,so they're gonna be in your
(13:31):
corner from day one.
Craig Bryson (13:32):
But you need to sort out your CV.
You need to list everythingthat you do.
If you just say, oh, I do, I'manswering telephone, it doesn't
give them much to work with.
Jodie Mears (13:41):
CVs yeah, it needs to be really on point.
It needs to be specific to thejob.
Always tailor it, Don't use thesame one over and over.
Yeah, we're going back a stepeven further still.
There's no hard and fast ruleto CVs.
It's whatever best representsyou and what you're comfortable
with.
But listing your keyachievements within a role
(14:03):
rather than I answered the phone, I sought out emails and I
sought out the Christmas partywhat did you actually achieve?
What were your accomplishmentsin that role?
High level bullet points itshould be easy to digest.
Craig Bryson (14:17):
really hard hitting with the facts of the
role and not six, seven pages.
As soon as you see that theyjust bin it.
Jodie Mears (14:23):
No, we used to be like one or two lex One page
double-sided.
But I would say, in listing ahelp in a specialist recruitment
rather than a general one, youmight get more tailored answers
that you're seeking.
Craig Bryson (14:36):
Yeah, I mean if you're a sort of an exec search
EA and then you would go to anagency or that specializes in
that, because a lot of like theA's are in like law.
So if you wanted to go intothat, you'll have to go to an
agency that deals with law,executive assistance, as you
were saying, general ones, theyjust anybody here who's gonna
(14:57):
put CV4 would just get a job.
They just not really what youwant.
Jodie Mears (15:02):
Don't be afraid to negotiate and to be upfront.
I think it's far easier to havethese conversations about
salaries at the start.
Craig Bryson (15:12):
Because you're wasting everybody's time.
You're like the final persongoing through for your interview
there's a lot of salary Iwanted, and then you pull out.
You just waste everybody's time.
Jodie Mears (15:20):
Yeah, and some salaries aren't even listed.
Craig Bryson (15:23):
What is that about ?
I mean we should get one of theagencies, a recruiter,
contributing about.
Why don't they have thesesalaries shown on the podcast To
me?
Jodie Mears (15:33):
it's slightly negative and can be a waste of
time, because the jobdescription, as we discussed
previously, can be all verysamey, very high level.
They don't distinguish what itis that makes this job
application worthy of notdisplaying the salary.
I need to know, because I needto know.
(15:55):
If it's a junior salary, I canguess, especially area dependent
, of course.
Flow Hancox (16:02):
If you know your geographic.
Yeah, if you know thatinformation.
Jodie Mears (16:05):
You know the average salary of your role.
I can guess and read betweenthe lines to say all right, this
sounds like a junior role, thesalary sounds junior.
The years of experience,minimum experience it's like two
years.
One year it sounds junior, sowe really need those displayed.
It can waste everybody's time,but for me the negative side of
(16:28):
not displaying it it makes mefeel like they wanna just see
who they can get for as littleas possible.
So they're waiting for you.
It's a bit like a game of cardsisn't it Like?
Craig Bryson (16:39):
well, what do you want?
What are you looking for?
What are you looking for?
Tell me your skills.
Well, tell me your salary,first Salary.
I would tell you my skills.
Yeah, you go first.
Jodie Mears (16:49):
And what you expect and you think I don't wanna
overshoot, in case they say oh,hang on a minute.
Flow Hancox (16:54):
No, it's not that type of role.
Jodie Mears (16:56):
And then you don't wanna undervalue yourself
because, it's difficult to comeup from a figure that you've
given, is it?
Craig Bryson (17:03):
Yeah, and some people have sometimes a low
opinion of themselves.
They always think that theyshould have that much when they
actually they should be up here.
So that's also another.
Jodie Mears (17:14):
The gender pay gap is big thing as well.
Oh, definitely, definitely, anda big piece of work.
So, with all that said, my toptip here would be don't be too
worried about overshooting whenyou're saying what you want.
If that's what you want, that'swhat you want.
Craig Bryson (17:31):
Yeah.
Jodie Mears (17:32):
Don't be afraid to tell them I need a minimum of
this amount.
Don't be afraid to walk away,because everyone that you walk
away from there's 10 more linedup?
Flow Hancox (17:42):
Yeah, definitely.
Yeah, there's always somethingaround the corner.
Jodie Mears (17:46):
The CRODI files is brought to you by Autograph
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Craig Bryson (18:39):
So we have a listeners question.
This listeners question remainsto be anonymous.
Flow Hancox (18:53):
Hi, grady, I'm event planning for our office
festive get-together.
Jodie Mears (18:57):
I am quite used to the myriad of tasks involved and
always pull it off nicely, butit is becoming trickier to
coordinate, especially when I'mon my own.
Do you have any suggestions,please?
Thank you for that listenerquestion.
It is one that we get again andagain.
Flow Hancox (19:12):
Quite often actually.
Jodie Mears (19:13):
It's part of our role.
It's part of our daily taskOrganising events.
It is tricky.
So to answer this question, weare very pleased to introduce
you, flo Hancockx.
She is director of AutographEvents, also our main show
sponsor, and she will give youher top tips in event organising
(19:36):
.
Flow Hancox (19:38):
Hi there, grady Files.
This is Flo Hancockx fromAutograph Events.
I'm the sales director here.
Autograph Events are a fullservice event management and
venue finding agency, so we workglobally to help our clients
with finding venues for theirevents big or small, event
management on site and help himwith incentives, team building
(20:01):
and conferencing.
I'd love to help answer yourlisteners question.
There's some top tips, I guess,to really prioritise when you
start looking at organisingevents and a thing to think
about is no-to-events are thesame for you or a venue that
you're going to.
So firstly, the preferred typeof venue or fixed date, which is
(20:25):
your priority.
If you've got a fixed date,that tends to make things a
little easier because you can goout to a range of venues and
you get their availabilitystraight away, and that almost
narrows the field down for youand gives you a short list.
If the preferred type of venueis quite specific or maybe you
(20:46):
actually just need to have alook at lots of different types,
not having a fixed date thenmakes things a wider field for
you.
You can go out, see lots ofdifferent types of offerings.
It might be conference centres,it might be restaurants and
bars, hotels, and they all offervery different surroundings for
(21:09):
your event.
It really depends what type ofevent you're trying to put on.
If it's an office get-together,then maybe it's a bit more
social, a bit more network-y,rather than a conference and
quite formal.
So maybe you'd be looking forsomething more like a restaurant
, a bar area in a hotel.
They offer fantasticsurroundings and there's some
(21:30):
fabulous locations available toyou.
Once you've got your date oryour venue preference and you've
got the list of venues thathave got availability for you,
then obviously you need to shortlist.
Now this might be on budget, Ithink at the beginning
definitely have a budget in mindbefore you go out to venues or
(21:52):
before you go and see venues aswell, because it might be that
you fall in love with this venueof your dreams and actually the
budget just doesn't stretch toit, and that's really
disappointing and can be quitedisheartening.
So I have a budget in mind andthen you know what is available
to you and budgets are also goodfor the venue because the venue
can then work towards whatyou're looking for and you're
(22:15):
looking to put on.
Once you've been to see themand you understand the spaces
that are available to you andthat you like and that tick the
boxes for what you're trying tooffer.
Then ask the terms andconditions contracts and check
that you're happy with thoseterms and conditions and when
payments need to be made.
(22:36):
Do they fit with how you makepayments?
If you're on longer paymentterms, will they negotiate?
That's something to sort ofhave the conversation up front
first, because there's nothingworse than kind of getting way
down the line and actually theydon't adhere to your payment
terms or you can't work totheirs, I think.
Then obviously get your date inthe diaries.
(22:58):
People say, give that safer datequite early on and then start
coordinating things like dietaryrequirements, final numbers,
you know, are there specificmenu options, that you want
specific drinks behind the bar?
Do the venues need certaindetails from you that maybe you
(23:18):
need to get up front and aheadof for them?
And then I would say, withregards to kind of larger
numbers, there's software outthere that can help you
coordinate all of those details.
And again, it's all verybespoke.
No two events are the same andthere are a lot of options out
(23:39):
there for you in terms ofcoordinating that.
We can help with our algebra oryou can do it in-house with, I
don't know, maybe Excel forms,that kind of thing.
I think the thing to thinkabout is the coordination have a
timeline for when the venueneeds details from you and have
a timeline for when you need todeliver this event and then just
(24:04):
kind of tick things off as yougo.
We can save you legwork, timeand money with the venue finding
part of kind of the process.
Really it does save the legwork.
It means that we can thenproduce it in one easy to read
proposal.
You can shortlist for that andthen we will organise site
(24:26):
visits for you.
But it's very much kind of howmuch you want help or need
coordination with.
Craig Bryson (24:36):
My top tip will be take care of yourself.
I think job searching can bestressful, so it's important to
take the process in small piecesand then stick it slowly.
Don't rush into it and then endup in a new job within a month
and a half and decide, oh, thisis not what I wanted.
Jodie Mears (24:55):
And have those difficult conversations.
Learn your conversationalskills or brush up on your
negotiation skills.
Craig Bryson (25:01):
Yeah, that's a good point.
Jodie Mears (25:04):
Don't be afraid.
If you're not feeling you'rethere yet in having those
difficult conversations, maybetry a few online courses.
Most of them are free.
Don't always have to pay forthese things.
To be honest, you can get a lotof free resources.
Craig Bryson (25:16):
Well use your networking.
Networking is great.
People will know.
Now I know somebody who knows.
Somebody always helps.
Jodie Mears (25:23):
I mean, this is our life.
Craig Bryson (25:26):
It is.
Jodie Mears (25:27):
Yeah, we have an excellent.
We love our network.
We love our listeners becauseas soon as we ask something, we
know some we're going to get somany answers back.
Flow Hancox (25:34):
Definitely.
Likewise it's never, one wayNever.
Jodie Mears (25:37):
We're always sharing knowledge or tips,
contacts.
So don't be afraid Say can Ihave a conversation, a practice
conversation with you?
You know, I want to brush up onmy confidence.
I want to go into thisinterview and say I'm looking
for this.
Your job description screamsthis figure to me.
That's what I feel that you arepitching that salary-wise.
(25:59):
Yeah, be prepared to walk awayand say okay, thank you for your
time and move on.
Understanding what your driversare.
To move on.
If it's those nasty ones wespoke about at the beginning,
don't hang around too long,don't.
Get out and remember, you arenot a tree A tree.
Craig Bryson (26:18):
We've seen this so many times on.
Jodie Mears (26:19):
LinkedIn.
You are not a tree.
You don't have roots.
You can get up and leave yourdesk, leave the company, get out
of there, understand your worth, back up what you're saying,
what you need, what do you needto support your life at home,
your responsibilities?
What do you need?
Don't be afraid.
Don't be a tree.
(26:40):
Yeah, so we've come to the endof episode three.
This has been a reallyinteresting one.
It has been difficult, it isdifficult to stay high level
because you can really go intosome personal experiences that
we just can't go there.
But it's really interesting andall depends on you.
(27:01):
Be open to new opportunitiesfor sure.
Understand what drives you.
Where do you want to go?
Yeah, don't be afraid tonegotiate.
I agree.
Your one was take care ofyourself.
Craig Bryson (27:13):
That's a really nice one.
Jodie Mears (27:14):
My mantra that I've been using recently and to
remind myself network.
Craig Bryson (27:20):
Network Learn, learn Grow.
Jodie Mears (27:23):
Networking really helps.
Craig Bryson (27:26):
It's like iron shoppers iron so does one man
shop another, oh like that,never heard of that.
Jodie Mears (27:32):
Never Say it again.
Craig Bryson (27:34):
As iron shoppers.
Iron so does one man shopanother?
Jodie Mears (27:37):
Oh yeah, can you say it in Zulu?
I can also speak Zulu, by theway.
Just throwing that one in there.
Network, use your network, useyour support.
As a community, as a profession, we are highly reactive to when
one of us needs advice and help.
Support Just reach out and ifyou have any questions for us,
(27:59):
please send them in.
Check out the website andscroll to the bottom.
You can submit your high crudyquestions there.
They can be anonymous.
They can be read out byyourself.
Don't be afraid to ask.
We've got loads already, so welook forward to receiving them.
Thank you for listening.
It's been a great episode andwe look forward to receiving
(28:23):
your questions and emails.
You're not alone and keepsharing that knowledge.
Craig Bryson (28:27):
In our next episode, we shall be discussing
an administrative assistanceguide to using new tech.
I'm Craig Bryson.
Jodie Mears (28:36):
And I'm Jodie Mears .
Craig Bryson (28:38):
And together we are.
Jodie Mears (28:39):
The Crudy Files.
Craig Bryson (28:42):
This episode was brought to you by Autograph
Events, our sponsor.
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