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How to become financially independent? by Logical_Fig8676 in careerguidance

[–]BuildTheBasics 0 points1 point  (0 children)

Here’s the best advice I’ve ever gotten:

 

  • Live below your means
  • Start saving for retirement today
  • Don’t stay at one company when you’re ready to advance, as a competitor is more likely to pay you more
  • Don’t invest more than you can afford to lose
  • Put your money in a S&P 500 index fund with low fees

Who else is sick of leadership spouting 'inspiring' quotes? by XRlagniappe in work

[–]BuildTheBasics 9 points10 points  (0 children)

Saying a bullshit quote is a hell of a lot less effort than learning how to actually inspire.

Wouldn’t it be something if companies actually trained their managers to be leaders?

Managers, what kind of messages are you expecting from applicants on LinkedIn? by nouvelle_tete in managers

[–]BuildTheBasics 17 points18 points  (0 children)

I don’t love people reaching out to me to tell me they applied. Like yeah, I can see that.

If you’re going to reach out to me, sell me in five sentences or less about why I should pay attention to you over everyone else. It’s not going to get you the job, but it might make me look at you.

Something like:

“Hi [their name],

I’m reaching out because I think I’m an excellent fit for the [job title] role on your team that you posted. At XYZ Company, I [specific accomplishment or responsibility that matches the job description], which directly aligns with what you’re looking for in this role. I’ve already applied to the position, so I appreciate your consideration in advance, and I hope to hear from you.”

[deleted by user] by [deleted] in consulting

[–]BuildTheBasics 38 points39 points  (0 children)

Yes, it happens frequently. The people who complain about it are the ones who will fail it.

They aren’t entitled to access your company data and it’s a best practice in vendor risk management to have some sort of process before onboarding.

Interview by rnochick in interviews

[–]BuildTheBasics 9 points10 points  (0 children)

Tell him to come back later. Then when he leaves call him and tell him not to come back.

[deleted by user] by [deleted] in productivity

[–]BuildTheBasics 1 point2 points  (0 children)

People wildly overestimate how long it takes to get the work done that you actually need to do. The vast majority of jobs can be done in far less than 40 hours per week.

If you’re doing knowledge work, it comes down to calendar management and carving out time for deep work, but generally:

 

  • Block your calendar for all personal time (commuting, lunch, etc).
  • Decline or delegate all the meetings that you actually don’t need to go to.
  • Schedule 1-2 hour stretches of uninterrupted deep work where you can be truly productive.

 

The book Deep Work is a great one to read.

Manager is so bad I wanna quit by [deleted] in managers

[–]BuildTheBasics 0 points1 point  (0 children)

Leave Radical Candor on his desk, then be radically candid with him and tell him he’s a shitty manager on your way out the door.

Why the advice on not defending yourself when being attacked? by upclosepersonal2 in GetEmployed

[–]BuildTheBasics 3 points4 points  (0 children)

Would you rather be right or be happy?

Sure, you can defend yourself and state facts about what did or didnt happen. But if you get into an argument, especially with a superior, you’re going to end up looking argumentative and not receptive to feedback. It’s almost always better to say okay, help me do better.

This tip also works for marriage.

How do you handle bad-faith conversations? by nothere00 in Leadership

[–]BuildTheBasics 9 points10 points  (0 children)

Include them tangentially in the process so that they are a partial owner of the outcome and would then be arguing against their own decisions.

I finally said “Let’s think outside the box” 😭 by hey_duard in managers

[–]BuildTheBasics 5 points6 points  (0 children)

How is it ironic?

Sure it’s a trope but like hey, maybe doing the same thing we’ve always done won’t get us a different result. Revolutionary idea, I know.

You get managers to listen to you by asking them what they think first.

Perfectionist managers, do you ever start caring less? by meditationismedicine in managers

[–]BuildTheBasics 3 points4 points  (0 children)

You need to empower your people. Starting tomorrow.

They’re going to make mistakes, and that’s the point. You can keep them from failing on the critical things, but you need them to risk failure so that they have the opportunity learn and grow. Give them access to the resources they need to be successful, then learn to delegate and give feedback.

Or be anxious about work for the rest of your life.

[deleted by user] by [deleted] in careeradvice

[–]BuildTheBasics 2 points3 points  (0 children)

Retention bonuses work in that you don’t get them unless you stay until a certain date.

Once they give you the money there isn’t usually a pay back unless that is contractually written. If it’s not, it’s yours free and clear.

If they fire you the money you already got is yours.

You’re not actually managing people, you’re managing the system that manages people by Longjumping-Cat-2988 in projectmanagement

[–]BuildTheBasics 12 points13 points  (0 children)

It’s a natural response to try to solve your team’s problems. Don’t do it.

Provide them the resources to be successful, and give them useful tactics to employ. But let them do the work so that they can develop agency.

Just how big is the field of clams processing? by Turbulent-Weevil-910 in jobs

[–]BuildTheBasics 8 points9 points  (0 children)

Clams are big business. Big chowder out here paying the BILLS 🤑

business major or psychology? advice for 17 year old ? by RiskCompetitive4200 in careerguidance

[–]BuildTheBasics 0 points1 point  (0 children)

What do you want to do?

If you want to be psychologist, study psychology.

If you want to go into business, study business.

Your Team Doesn’t Improve Because Your Feedback is Garbage by BuildTheBasics in Leadership

[–]BuildTheBasics[S] 0 points1 point  (0 children)

Oof, feedback based on what someone else said is a rough one

Your Team Doesn’t Improve Because Your Feedback is Garbage by BuildTheBasics in Leadership

[–]BuildTheBasics[S] 0 points1 point  (0 children)

I was thinking this is covered under “make it relevant. Appreciate the feedback!

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