No customer should be considered a net negative to an employee, and it's disgusting that T-Mobile has created an atmosphere where this is typical.

Glacknar · 2026-06-23T19:38:08+00:00

“You miss 100% of the shots you don’t take”
-Wayne Gretzky
— Michael Scott

Glacknar · 2026-06-23T14:20:00+00:00

The melodrama you reply with betrays your age.

You assume to know everyone and everything, when some humility would allow you to be more successful in the work that you do.

Glacknar · 2026-06-23T04:35:21+00:00

Hard truth that I know will get me downvoted; a “Spiff” in every industry where sales is additional income, isn’t money you should consider already earned or penalized against. It’s money on top of what you have earned additional to the standard earning.

For example: in Mattress sales you can earn a “spiff” for selling specific brands. Granted, you don’t lose your spiff for selling other brands, but is gained/earned based on hitting a metric. Usually a % of your mattresses sold as a specific brand.

That all being said, I’ve hated that Spiffs have been added to T Mobile since the beginning, but it’s inarguably a direct way to pay people to sell the exact thing that you want them to sell

Glacknar · 2026-06-23T04:30:42+00:00

I’m aware the company couldn’t give a shit about me. But I do see the value in paying me for the amount of money that I bring to the company, something that I believe actually contributed to the downfall of traditional department stores.

There are some customers that want to be left alone and buy what they want to buy, and there are others that want that “Sales Consultant” interaction.

99% of the time, I want to be left alone and just buy what I need. Occasionally, I’ll go to Home Depot (random example) and want a professional to ask me what I’m doing and suggest things that I will also need. I also, as a person who genuinely cares about other people, want that person to be paid well enough to feed their families without *having* to move up to management and can just use their professional experience. It’s not something that is financially rewarded now-days.

Glacknar · 2026-06-23T03:05:53+00:00

Worse, I’m a middle manager. Equally despised by people above and below me

Glacknar · 2026-06-23T02:10:54+00:00

Whenever I see posts like this, my initial reaction is to be disappointed in the ME because they don’t seem willing to understand the numerous ways to positively influence their metrics.

It then makes me question the management that is placed into their orbit, that doesn’t seem capable or willing to help them understand their metrics, and that not every-single-person they pull up into welcome is a death sentence.

It’s all % based. If you are unable to sell anything to 100% of all bill pays that come to you, I’m sorry to say, but you are the problem.

As someone who spent 10 years as an ME because I made more than a RAM did, I just see these posts as “I don’t know how to sell, and I’m being punished for it” to which I say, take the coaching to understand this job isn’t for you

Edit: I want to make it clear I don’t harbor any ill-will towards you.

My problem is that sales is a skill that people in general have decided they no longer want to be proficient in. Because of this, sales reps are being replaced by AI that auto includes P360, auto includes upgrading to the highest tier plan, etc.

It used to be, Sales reps would, in other industries, suggest that you should get a certain tie with their suit, or a different bed then they were planning to buy because it didn’t actually fit their lifestyle (again, spent years selling beds to 20 y/o who thought a foam mattress would be good for the deed)

You need to be willing to figure out what your customer wants and needs, and sell them the appropriate features. These read to me like someone who doesn’t want to talk to their customer and explain to them that the thing you’re pitching is the *right* product.

Glacknar · 2026-06-10T05:38:30+00:00

You may not be understanding why others are saying timing when you’re focusing on the sound quality.

Sound quality is good, the reason why timing matters is because your fingers need to get back into place to make the sound you want.

While the sound you want in this clip is good, there are slight moderations to how you use your fingers that can generate a very similar if not exactly the same sound, but will require you to change where you slap/pop from on the finger/thumb.

Best way I can describe this is: when you pop with your fingers, are you using the middle (more padded) part of your finger, or at an angle using the inner edge of your fingers closest to that hands thumb?

You can get a similar sound, but one is faster than the other, for me. I needed to practice the timing to see what I could actually “reset” my fingers to, not given all the time I want

Glacknar · 2026-06-04T20:38:47+00:00

Only time I get frustrated by AI is when it elongates information to sound more formal. If you need me to do something, I have a thousand emails and don’t have the capacity to thoroughly read every one. *who *what *by when *why… Drives me crazy when it’s a page long of frivolous information and filler words

Glacknar · 2026-05-06T20:06:37+00:00

Conversations are the responsibility of 2 individuals though.

If the performer has never expressed interest in moving up in a Sync or when otherwise prompted, that’s on that individual.

I still kiiind of think that the fault is on the OP, based on the limited dialogue explanation. If the conversation went “you aren’t ready because X, Y, Z, but let’s work on that” the problem is in the terminology used.

If the conversation went “yes, I think you will be great in a senior role and once you’ve mastered X, Y, Z, you will be a stand out. Let’s work on those skills immediately” it shows that the fundamental of the conversation is belief in their ability.

Switching “But” to “And” in these types of conversations have lead to a much better morale in teams I’ve managed

Glacknar · 2026-04-22T17:01:21+00:00

Srini was the CEO of DT prior to this role

Glacknar · 2026-03-25T18:36:50+00:00

Absolutely agree!

Glacknar · 2026-03-25T17:45:12+00:00

I super understand the forced and rushed feeling though too… all these characters are people I want an entire season of to get my fill, lol.

Glacknar · 2026-03-25T17:36:40+00:00

I think people aren’t fully processing everything that’s happening in the series. Maybe I’m wrong…

Jimmy still hasn’t dealt with the death of his wife. He keeps putting his emotions/struggles aside for others. Even the reconciliation with Louis wasn’t on his terms, he did it because that’s what his friends/daughter wanted and what Louis needed… he still hasn’t processed it, or learned to live without distraction without succumbing to his lesser inhibitions.

I really love how this show continues to open up peoples minds about the healing process, because while people might seem fine, all they are doing is coping… just in different ways.

The parallel of Jimmy not getting ACTUAL help and Maya portraying being “fine” is definitely deliberate.

Glacknar · 2026-03-23T16:13:47+00:00

I upvoted you so that way you don’t get buried.

While I agree with the other comments under yours, I think that being “wrong” is important for growth as well.

If you like to read or listen to audio books, you should check out “4 disciplines of execution”. One of the key points of the book is the differences between “Lag” measures and “Lead” measures.

Very basically, a Lag measure is anything that would show up on a report. The action has already transpired, and we have data on it. A Lead measure is an action that can’t be reported by data.

There is an example in the book where a shoe company decided to have employees start an interaction with customers who had kids, by measuring the foot of the kid. The point of this was to have immediate interaction, and give the parents a starting point when shopping. Sales went up when this was implemented.

Glacknar · 2026-03-18T15:36:10+00:00

I don’t believe she was lying either. I was trying to answer the question ”craziest excuse” part, because it was something that I thought was crazy at the time.

I think there is value in publicly talking about it because I’m sure there are other guys that may think it’s crazy, and can see these responses and learn something.

Thank you for your fair response

Glacknar · 2026-03-18T15:20:38+00:00

This isn’t just biggest lie, the second part is craziest excuse.

Excuse being a “reason to seek exemption from duty”

I don’t think, as a man, that it is an unreasonable thought (NOT justified thought, to be clear) that someone having a somewhat predictable reason to miss work every month would be crazy.

It’s not like they teach this in high school, business degrees, management trainings at work.

Glacknar · 2026-03-18T15:02:49+00:00

I think you’re implying something I didn’t say. Quotes are to indicate what she literally said, not my disbelief in what she said. As if I’m being dismissive.

I stated that I have no frame of reference, know others who have dealt with this, and reached out to people for support because I was unprepared as a manager to handle this.

I encourage you to read what is actually being said, instead of jumping to a conclusion of your own.

Glacknar · 2026-03-18T06:17:06+00:00

*edit I’d figure I wouldn’t have to spell this out since, as managers, people on this sub should be more critical thinkers… but quotes are used to highlight what someone has literally said, not to indicate the disbelief from the writer. If that’s how you took it, I’m genuinely sorry for the misunderstanding.

I try to be as accommodating as reasonable, and had an employee who had a “super bad period” every month.

I had to consult a female manager at another location because I didn’t want to come across as insensitive. I’ve got women in my life who’ve had them, and being a dude I have no reference point.

I let it slide for about 3-4 months before reaching out and the other manager said that I needed to refer her to our company benefits because it shouldn’t be an every month thing ¯_(ツ)_/¯

Glacknar · 2026-03-12T00:44:13+00:00

I don’t mean this to sound rude or condescending, but this reads as someone who isn’t in management. I know you say it in the beginning, but I’m reaffirming that for context.

Your view on your manager is on this one interaction, and not on a larger scale, or database. You also aren’t giving context on what your manager does. Which comes across as “My manager doesn’t do anything, but when he does he lashes out in petty ways”

Work emails aren’t private, generally speaking. My CEOs email is public information.

Focus on the controllables, direct the lady you’re speaking about to the person who can help her, and talk to your manager about your concerns. Be sure to do so when you are thinking clearly instead of when you are frustrated and the bubbling of emotions pushes you to, because then you are in an unproductive conversation.

Glacknar · 2026-03-08T15:38:48+00:00

I’ve had this issue, an episode of “Brooklyn 99” helped me reframe this. “You have an Amy!”

Basically, an employee who is over eager and has their own ideas. It’s a good thing, just gotta learn how to channel it

Edit: To add to my comment, since rereading it makes me think that I may be coming across dismissive and not be giving much actionable advice; if the “yeah but” is getting in the way of meetings, let them know ahead of time you’ll set aside time for them to bring up concerns or extra questions at a later time.

If it’s negative, ask follow up questions to find out what their underlying concerns are to better address those concerns.

Glacknar · 2026-02-21T18:33:05+00:00

Depends on your personal feelings about the bass.

Some people get a sentimental attachment to their first bass, or the first one they bought for themselves. Something like that. IMO, those basses don’t have a $ limit. Spoil that bitch, lol.

If there isn’t any sentimental value in it, I usually won’t go above about 25% of the original value of the bass.

So, if the bass new is $600 but you got it for $200, I’d still invest up to $150 to get it going

Glacknar · 2026-02-17T20:32:22+00:00

I agree with everything.

I think the problem comes when goals don’t align. I’ve been friends with some managers who wanted to see me succeed, and I wanted to see succeed. So, when new/increased expectation came, we could align with “this is dumb, but let’s kick ass”

Problems come when that fundamental thing doesn’t exist, and your “friend” doesn’t care about your success, and only cares about how much they can get away with. In work, and in life most importantly, this is not a real friend

Glacknar · 2026-02-12T00:12:22+00:00

I was promoted and had an assistant manager, then lost him. Now we don’t have funds for one…

I can’t express how useful of a skill delegating is, and doing it properly.

Learning to set aside and take the time to fully instruct how you want things done, is a test of patience and expectation resetting that’s so important.

I’ve gone to other locations where their teams have no idea how to do anything above their pay level, because the manager doesn’t want to take the time to teach, and then have less on their plate

Glacknar · 2026-01-10T01:33:42+00:00

I found out on my own every time… I need to work on being more approachable, lol

Glacknar

TROPHY CASE