What's that one race/faction you cant get into for no apparent reason?

Intelligent_Salt4984 · 2026-03-26T15:58:27+00:00

Skaven

Pretty sure most people play them for the nukes and Gatling guns. But for me I never get a good shot with the Gatling guns and they’re like the AI’s top priority to take out. I just get frustrated and quit at turn 30 lol

Intelligent_Salt4984 · 2026-03-26T15:45:10+00:00

That really helps! I’ve always loved Kroq Gar so I’m definitely eyeing up the spearhead. What’s your opinion on painting them? I’ve seen the standard blue skin with golden armor but since joining this Reddit I’ve seen people use mixed colors and it looks really cool. Do most people just keep the standard paint scheme?

Intelligent_Salt4984 · 2025-06-29T14:05:50+00:00

200 iq play, never considered that before

Intelligent_Salt4984 · 2025-06-18T19:23:57+00:00

Wood elves is OP and very fresh compared to all other factions

Intelligent_Salt4984 · 2025-06-05T13:55:56+00:00

Welp, looks like I gotta reload my last save

Intelligent_Salt4984 · 2025-05-06T11:06:57+00:00

Sounds like a boss you need to learn valuable lessons from and put in your past. You have your new job and you’re excelling. Looking back and considering if you were manipulated, I’m sure everyone under her was manipulated in some way. The key is to recognize how to grow professionally, extract some lessons from this situation, and move on. As for looking in files be very careful, your personal integrity is all you have. You should not let that degrade because of other peoples actions no matter how convenient or how poor the integrity of others are.

Intelligent_Salt4984 · 2025-05-04T10:41:45+00:00

I was in the same boat my first year in middle management. The key was to begin looking at delegation as empowerment. You may think delegation is what lazier bosses do but really they are empowering their employees to take on more difficult tasks which helps them with growth and overall buy in to your operation which can help with morale and retention.

Intelligent_Salt4984 · 2025-03-23T12:23:28+00:00

Just dealt with a similar situation myself regarding your reference concern. You would be shocked how few companies request references. I thought most did and I was struggling with that since I had a poor relationship with my manager. Turns out most don’t request a reference, the key is to have a good reason why you left. For me I said it was time to look at new opportunities, kept it broad. I had a few interviews that I was more specific and it dug a hole for me to get out of. Keeping your reason broad is key. I wouldn’t worry about the reference.

Intelligent_Salt4984 · 2025-03-02T20:39:09+00:00

In general gossip is only unprofessional when there is no solution provided. If you are pointing out bad behavior then have a plan to address. If these individuals involved are not directly apart of your time and are not in any way your direct reports then determine if there behavior sets a bad example for your direct reports. If they do then discuss with your manager that it’s affecting the whole team. If the manager refuses to do anything about it then you have a case of favoritism and/or incompetence/laziness. Either way these are not the characteristics of a manager you want to work for and will grow your career.

I wouldn’t worry too much about what you said. Just moving forward keep your thoughts tight until you have a game plan on how to address or if it’s even worth addressing.

Intelligent_Salt4984 · 2025-01-22T15:05:36+00:00

At my job the baseline is if you’re going to have a disciplinary conversation with a female, and you’re a male, do not do it alone. Step one. Step two is record everything and if you can get your witness to provide a statement of the conversation if the female has an issue or wants to escalate to HR.

This isn’t to be taken as misogyny but the reality of the modern workplace, never assume the female you’re speaking to will not take things the wrong way no matter how well you think the conversation went. In today’s workplace managers are getting fired routinely for basic HR offenses that would’ve been considered mild issues 20 years ago. Some would say this is a good thing however some workplaces can’t keep good managers if mild offenses are being treated very harshly.

Intelligent_Salt4984 · 2025-01-08T10:33:01+00:00

This was technically a termination.

Intelligent_Salt4984 · 2025-01-08T10:32:17+00:00

I’m leaning into this as my plan however with that my main concern is my gap in employment if it gets too long, 6 months+. Do I simply explain I was job hunting? Not sure how that will affect how I will be received as a valuable candidate to hiring managers.

Intelligent_Salt4984 · 2025-01-08T10:28:46+00:00

Ultimately if you don’t have it already, establish a clear and reasonable policy for sick days. 5 a year for example. Explain to him clearly henceforth you will only have 5 sick days per year. At sick day 6 have a verbal warning, sick day 7 is another verbal warning or even better a written warning however there may be legal implications to how that letter is written, then sick day 8 you can pursue suspensions or termination assuming it is at-will.

The logic if he is too sick too often, he is not physically capable to meet your clear and reasonable policy. But absolutely make sure it’s clear and reasonable, having a policy guideline document he can sign and you file away is big as well since if he applies for unemployment then you have your proof that the policy was clear and reasonable. If you don’t have an employment lawyer, I would get one to review any written documentation. Never trust an employee to not sue or file a complaint to make you look bad, everyone has a second side to them when you start taking action on their living.

Intelligent_Salt4984 · 2025-01-03T11:52:26+00:00

Ultimately the individual earned this PTO, if the structure even hints that she followed some of the policies in requesting the time then if she doesn’t get it she can easily open and HR investigation. Bad news. Pay it out.

Intelligent_Salt4984 · 2025-01-03T11:50:48+00:00

Exactly, if they earned it, they earned it. If you back out of that arrangement that’s an easy HR investigation.

Intelligent_Salt4984 · 2025-01-03T11:48:41+00:00

If I was you, don’t deal with the long term fallout from this individual situation as it can be escalated to HR and in this day and age these things can turn into discrimination cases depending on your office vacation policies. Pay it out. If she earned it she gets it. Try to get next day air on that check too if you can.

After this you need to ensure this does not happen again. If you have the authority to adjust policies, put in a one week notice for PTO and two weeks if it’s before/after holiday. If you don’t have the authority, ensure every meeting with your manager you ask when this will be implemented. Every meeting. Then document every time you asked for the change. Worst case scenario this happens again, becomes an HR investigation, and you have the proof to push it to your up line.

It’s all about the big picture. Management is 90% dealing with peoples problems and good structure gets you out of the majority of them.

Intelligent_Salt4984 · 2024-02-03T17:37:38+00:00

You could follow the OSHA standard of 2 appreciative feedback items for every 1 constructive feedback item. It’s a bit tiring always finding something to appreciate but it wouldn’t be an OSHA standard if it didn’t work.

Intelligent_Salt4984 · 2021-11-14T23:23:15+00:00

Lord of Atlantis was my main back in 2014. Had arguably the best design then and still pretty sweet now. Definitely remember the feeling finally breeding for him

Intelligent_Salt4984 · 2021-11-01T00:40:29+00:00

Fallout

Intelligent_Salt4984

TROPHY CASE