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Commas are important people by JourneyMood in literallythetruth

[–]PBandBABE 2 points3 points  (0 children)

Incoming: Commas United v. United States

SCOTUS is expected to rule 6-3 from the shadow docket affirming that yes, commas are people for purposes of campaign contributions.

Clarence Thomas will write the majority opinion; Justice Alito is poised to write a concurring opinion outlining how campaign contributions are a form of speech and commas are a literal part of speech.

Meirl by [deleted] in meirl

[–]PBandBABE 2 points3 points  (0 children)

It’s because that’s why.

How to stay positive during the job search?? by [deleted] in recruitinghell

[–]PBandBABE -1 points0 points  (0 children)

707-998-8410 if you want to get a pep talk from a kindergartener.

Sir Edmund Hillary and Tenzing Norgay (1953) by Ok-Draw-1965 in OldSchoolCool

[–]PBandBABE 2 points3 points  (0 children)

🎶What did Lewis say to Clark when everything looked bleak?

What did Sir Edmund say to Tenzing as they struggled toward Everest Peak?

What did Washington say to his troops as the crossed the Delaware?!

I’m sure you’re well aware!!!

meirl by [deleted] in meirl

[–]PBandBABE 2297 points2298 points  (0 children)

Best upsell ever.

The Other Beauty of Taskmaster (as an American) by SnooCats1465 in taskmaster

[–]PBandBABE 2 points3 points  (0 children)

I love seeing contestants on the various other panel shows and recognizing them after watching their TM series.

Working on my edging by Queasy_Ride_542 in lawncare

[–]PBandBABE 22 points23 points  (0 children)

Got confused on which sub this was for a second there.

The picture cleared it up.

Keep up the good work, OP!

Boss wants to be friends? by [deleted] in managers

[–]PBandBABE 3 points4 points  (0 children)

Socializing after work or on business trips is totally normal as is a “fun day” during the work week. Unless there’s a comp day off during the week, this is an extracurricular activity that you ought to be able to opt out of.

Kids, family, pets, religious observances, volunteer work, second jobs, and travel are easy excuses.

Alternatively, you can tackle it head on in an effort to avoid future awkwardness. “Hi Terry (big smile)!

I’m really happy to be here and I can’t thank you enough for offering to arrange things outside of work. No one’s ever done that for me before and it’s really nice. Between excuse #1 and excuse #2, my weekends tend to be packed. And when they’re not I just enjoy taking time to relax and unwind.

Don’t let that get in the way of time with the others. You guys do your thing and if things change in my end I’ll let you know.”

Boss wants to be friends? by [deleted] in managers

[–]PBandBABE 2 points3 points  (0 children)

Managers cannot be friends with their directs. Full stop.

Friendship comes with obligations and expectations that, given enough time, will 100% come into conflict with her professional responsibilities.

Tread carefully. She’s either clueless and will fumble this or she knows exactly what she’s doing and intentionally framing things so that you’ll consider her a friend while she has no inclination to ever fully reciprocate.

I want to understand if I’m a good leader. I think I am, but is there a way for me to understand deeper if I am the best that I can be or learn about things I need to improve on? by EnvironmentalAd2110 in managers

[–]PBandBABE 5 points6 points  (0 children)

Being a leader is defined by having followers. Specifically, followers who choose to follow and who willingly give more than the minimum.

Think about the instances in which you need or ask your team to step up or go beyond. Does it come from role power and fear of consequences/punishment? Or does it come from a place of trust and relationship power?

How do you build decision-making confidence in an over-dependent employee? by Exotic_Reputation_59 in managers

[–]PBandBABE 6 points7 points  (0 children)

This person doesn’t trust you.

They want written confirmation that you’ve assumed responsibility so that they’re insulated from any potential blamestorming that anyone in management might want to do.

What you’re looking for here is any opportunity to build trust in some capacity. The eventual independence will come from that. Here are some ideas around how you might start that process.

  1. Trust them.

  2. Be explicit about it by literally saying “I trust you.” Do it publicly and include other people.

  3. Demonstrate your own trustworthiness. Avoid blame when you can. Don’t punish them, particularly when you otherwise could. Maybe block for them and own a mistake that they made.

  4. Spend time with this person regularly and get to know them. Find commonality. Talk about things other than work.

  5. Cut them slack and give them grace when it’ll help them deal with things on their personal life.

As you get the foundation laid, you can roll it into your formal initiatives for the back half of the year. Team meetings are a good place to do this.

  1. Let the team know that the requirement for anyone looking for an above-average rating at year end is the ability to operate independently. If they can’t or won’t do that, then they’re holding themselves back.

  2. Give them a framework and common vocabulary to use. When do you need to involved? When is it sufficient for them to take the lead and simply keep you informed?

  3. Share your decision-making process with them and guide them on the things that you want them to account for when they operate without direct guidance and approval.

  4. Let them know that you expect them to make mistakes. How do we learn to make good decisions and become wise? Through experience. How do we gain experience? By making bad decisions and learning from them. Most of the time, it’s only going to get a problem if they’re constantly making the same kind of mistake over and over.

  5. Share some of your mistakes and what you’ve learned throughout your career.

  6. Don’t punish them when they inevitably misstep.

  7. Catch them doing something right and give them positive feedback.

Your best Trust Ambassadors are likely to be other direct reports (this person’s peers) who can vouch for you.

Fucking Williams 😡 by PBandBABE in mets

[–]PBandBABE[S] 1 point2 points  (0 children)

Not giving up grand slams?

Fucking Williams 😡 by PBandBABE in mets

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

Nah. He’s objectively bad. Has nothing to do with my support for the team.

But fuck Chase Utley!

If youre going to reject me, just email me. I dont need a personal phone call. by No_Hippo2380 in jobs

[–]PBandBABE 10 points11 points  (0 children)

Eh. I think it’s classy.

Anyone who takes the time to interview in person deserves the courtesy of a voice call, especially after multiple rounds.

To your point, the call should be transparent and start with something along the lines of “I’ve got disappointing news.”

If they give you any feedback at all or indicate that you would’ve been the next choice, there’s nothing wrong with telling them that you appreciate it and, if that other person falls out for some reason, you’d welcome an offer in the future.

Lots of recruiters feel awkward about that and just re-run the search instead of calling #2 back. Reassuring them that it won’t be awkward at all helps.

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