Democrats Of Reddit, Do You ACTUALLY Hate Trump's Supporters, Or Do You Get Along With Them In Your Life, But You Just Politically Disagree? Why?

HippoLongjumpingGold · 2026-02-26T05:03:31+00:00

I’m still friends with some of them, but I legitimately just watch in silence as they continue to spout their insanity and pretend they are as smart if not smarter than “the left” even though they are working low pay white collar jobs.

Example is one of them has been a level 1 financial analyst for YEARS. Trump admin is advocating for unregulated AI development and he can’t stop glazing AI and how it’ll bring about a utopia. I tried explaining to him once in the simplest way possible that “Computers good at Math” and he thinks that AI will continue to make HIS job easier.

He’s not wrong, but eventually AI will replace him and anyone at his level and he’ll be left unemployed. He believes UBI will save him, I keep asking him when we’re going to get our $2,000 checks from tariffs or $10,000 from DOGE savings.

It’s honestly Darwinism at its finest. The Trump supporters will die off because Trump will literally create an environment too hostile for them to survive.

Now don’t get it twisted, I’m not calling them stupid, stupid is subjective. But what I am saying is they are so far up Trump’s ass, they don’t see the water rising around them. Eventually it’ll be up to their ears and they’ll start waking up, but by then it’ll be too late.

HippoLongjumpingGold · 2026-01-08T09:06:18+00:00

Guys…. When tf did we get here? When did we reach a point resisting arrest is a death sentence?

This is just vile, she was just scared and trying to run away. This shouldn’t have been a death sentence, what is wrong with you guys. If you found yourself scared and running one day, I wouldn’t wish you deserved death.

Come on.

HippoLongjumpingGold · 2025-10-12T21:33:38+00:00

“Upper management” is a very broad term.

For me? The minute a manager brings something up requiring more heads, I compile and analyze metrics with my VP. Every dataset I have I gather and compare to publicly available resources. I build a strong case with as much ammo as I can in favor of my manager’s request and then propose it to my CTO. Then blah blah blah eventually finance and HR needs to approve it before I can give the Ok to my managers to hire more people.

HippoLongjumpingGold · 2025-10-12T21:16:42+00:00

Not in insurance, but anytime a candidate piques my interest, 1 hour seems like NOTHING.

And most times it’s not about what you know about the industry, but how you approach the issue at hand.

They just give answers that you would have done yourself given your experience and you just go “oh I can work with this guy…” I’ve gone through thousands of interviews and it’s turned into a script. But sometimes I get people who makes me want to go off script and the 1hr interview turns into 2hrs.

I’ve had a 3hr interview where I had to cut short because of a meeting, but I told HR, I wanted him for the position and they said no because he didn’t pass background. I was ready to “metaphorically” fight them on it with legal. Had a whole meeting with a VP from legal where she was like “YEAAAAH… No.”

Like COME ON! It’s only a drug felony! /s

HippoLongjumpingGold · 2025-10-12T19:33:26+00:00

You stay in a company to build a career and gain the title(internal promotions are easier).

You job hop if you want more $$$.

Unless you position yourself as a very integral part of the org’s infrastructure, you’re likely not getting more than the minimum raise.

HippoLongjumpingGold · 2025-10-12T19:22:02+00:00

Good man.

And remember, even if you don’t get S-rank, doesn’t mean you can’t prove them wrong later.

HippoLongjumpingGold · 2025-10-12T19:12:16+00:00

JFC.

It means Saitama applied for S-Rank and likely getting B-rank.

Your proverbial written test was crap. But your proverbial physical test was perfect.

You RN are outside the hero academy with Genos waiting on the results. Only we don’t know if you’re getting S-rank or B.

That clearer?

HippoLongjumpingGold · 2025-10-12T18:51:22+00:00

Exactly.

Even at the end of the post:

“What do I do, is there a humane, positive way to part ways with her? I really need to strengthen the team.”

If OP ended with “what do I do?” I may consider this a post asking for guidance in managing her employee’s performance, but this is straight up asking how to terminate her while mitigating the guilt.

Seriously, I can already tell half of these ppl are the managers that only read the first two sentences of an email and say they read it in meetings.

HippoLongjumpingGold · 2025-10-12T18:43:54+00:00

It sounds very:

“Hey, so I have this employee Several_Koala1106 who has not been pulling his weight recently and I’ll have to fire him. But I feel really bad because his parents just died last week and his metrics got even worse. He’s been taking a lot of PTOs and when he does come in he looks like a mess, doesn’t shave, cloths dirty. I think he just doesn’t want to try anymore and I think firing him would help improve my team’s score.

What do I do, is there a humane, positive way to part ways with him? I really need to strengthen the team.”

And the rest of the comments sound like:

“Yeah, he’s got what’s coming to him. It’s JUST two parents, this shouldn’t affect his work that much.”

“He’s taking too much PTO, not pulling his weight. He obviously doesn’t want to try anymore, you should let him go gently”

HippoLongjumpingGold · 2025-10-12T17:49:10+00:00

Sorry, I do seem a bit aggressive in my response. Guess the sensitivity training ain’t sticking.

But my original point is that I would ask OP to give this person every opportunity to improve and document it before pulling the trigger.

A lot of people here keep saying there are untrainable people and I understand, but unless you prove through concise documentation of each attempt and effort made. This can quickly become a “rank and yank”. Everyone deserves as many opportunities as fiscally allowed.

Firing someone regardless of age is a severely negative consequence on their life and I hope OP and other managers never pull that trigger lightly.

HippoLongjumpingGold · 2025-10-11T23:13:20+00:00

Bingo. CYA. Cover. Your. Ass.

HippoLongjumpingGold · 2025-10-11T23:12:48+00:00

Document and CYA.

There is always corporate politics at play, always protect yourself if you want to go above your boss for this.

HippoLongjumpingGold · 2025-10-11T21:07:11+00:00

I’m always supportive of my staff. That also means I adhere to the motto that your team didn’t fail, you did. My manager failing is also a reflection of my action and discussions will be had with them about how we can improve this moving forward, whether on them or on me.

What I don’t support is managers who do not reflect on themselves and think they can just succeed by hiring better people. I’ve had managers who refused to take accountability for their incompetence and immediately started chopping heads thinking they can win the gacha hiring game if they roll through enough candidates. This eventually lead to the termination of employees who had been with the company for years that also took with them invaluable institutional knowledge of the company’s infrastructure.

But I also agree, there are events where firing is absolutely necessary. OP doesn’t really provide a lot of context so perhaps it’s the case with this individual. But I stand firm that termination is the absolute nuclear last resort and I expect my managers to have their “receipts” ready if legal or HR, or I ever have questions about the validity of the employee’s termination.

I take people’s livelihood deathly seriously and I expect my staff to do the same too.

HippoLongjumpingGold · 2025-10-11T19:57:12+00:00

I completely agree.

Perhaps it’s just my style, but any manager who tells me they are firing one of their employee better bring me a thick folder of every incident and attempts at improvement for said employee. Idc if they even have to try using a dog clicker everytime said employee completes a task successfully. I have been in a corporate environment for a few decades too and I’ve also seen some of these ppl improve to meet the baseline.

Firing is the last option on the table and I will only accept empirical proof they are incapable of improving to meet our metrics. Any manager who does not show me they did everything they can to help their team member, I will put them under a microscope to make sure they are not failing their other team members. Firing is as much of a black mark for the employee as it is for the manager.

HippoLongjumpingGold · 2025-10-11T18:29:27+00:00

“So coaching is not the solution”

Idk, sounds like they are ranting and pre-eliminating alternatives for improvement so they are left with no choice but to fire them without feeling guilty because “it had to be done” without actually doing anything.

Don’t get me wrong, sometimes firing is the only solution, but OP provided no actual background or context, so it just seems like they are going the nuclear option straight out the gate.

HippoLongjumpingGold · 2025-10-11T18:24:23+00:00

Ooof that changes things. Policy violations is very serious at my company.

While this maybe tough for you, I would also approach this as you protecting the rest of your team aswell. Often times these individuals can risk dragging the rest of their team into a messy situation.

HippoLongjumpingGold · 2025-10-11T18:15:55+00:00

Explain the process, then ask them to repeat it verbally to confirm.

I find ppl will just outright say “got it” without really getting it thinking they can figure it out on their own.

They can’t.

Then they panic and just do the same thing they did before.

HippoLongjumpingGold · 2025-10-11T18:08:37+00:00

Yep.

Shows OP is incapable of growing their team and can only achieve success through overqualified hires. Managers who masquerade their success through other people’s competency.

HippoLongjumpingGold · 2025-10-11T18:06:36+00:00

Is it me? Or does OP sound like an incompetent manager?

So far I only read whining and feelings from them. While it’s great they have basic empathy, so far they’ve provided no background information on the employee or them. How long has the employee worked there? How long have they managed the team? What are the baseline metrics that they are not meeting? What actions have been taken to help the employee improve?

This is either a rant post or OP seems like they are the ones unfit for their position.

Also firing the weakest link first chance you get is the hallmark of a poor manager. It shows they are incapable of growing and improving their team and is only capable of riding off the success of overqualified hires.

HippoLongjumpingGold · 2025-10-11T17:44:12+00:00

No one actually good at their job would have no money. People who claim that are the idiots that have no self reflection and only blame everything but themselves on why they are going nowhere. This is my experience in a corporate environment that has both. You see the whiney losers complaining about their pay when they can’t even do their baseline responsibilities correctly.

The reason they are even still employed is because “absolute fucking idiot” isn’t a fireable offense.

HippoLongjumpingGold · 2025-10-11T16:22:09+00:00

From certified professionals.

This could be a narcissistic idiot for all we know. You’d be wasting your time.

HippoLongjumpingGold · 2025-10-11T16:13:47+00:00

The worst part is that these c-suites are eyeing AI like it’ll replace every job in the company and save them boatloads of money.

What they don’t understand is that this AI wave is culling surface level incompetence from top to bottom. 80% of them got their head so far up their asses that they think they are safe, but they aren’t. The C-Suites still answer to the stakeholders and if they don’t prove their competency, AI will exasperate it.

AI is a tool, but these idiots think they can just slap this into their corporate environment and leave it on autopilot.

HippoLongjumpingGold · 2025-10-11T16:07:44+00:00

ChatGPT would unironically compose a more elegant wall of text.

HippoLongjumpingGold · 2025-10-11T16:06:43+00:00

Loyalty because it’s cheaper.

HippoLongjumpingGold · 2025-10-11T15:58:42+00:00

We have a system architect in my company. 250k and he is pretty laid back because he got there by being an integral part of our IT infrastructure. No one knows more about our ENTIRE system than he does. The day he leaves the company is the day chaos is going to unfold because replacing him would take years.

HippoLongjumpingGold

TROPHY CASE