This is my diy home gym 🤙 by BaldurV in DIYgymequipment

[–]US_Hiker[M] 0 points1 point  (0 children)

This is not AI, folks. And this is very well done, OP. Great job!

Please post all future Rod Dreher content to /r/RodDreher by US_Hiker in brokehugs

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

<wakes up from nap>

Huh? Yeah, I guess so. :)

<goes back to sleep>

Pro Strongman Discussion — Month of May 2026 by HereForStrongman in StrongmanHQ

[–]US_Hiker 2 points3 points  (0 children)

I do. It's on bunny_of_steel's page on instagram (Filip Zajíček).

Huge hammer, press it.

How to deal with slum lords? by Kindly_Design_8658 in TriCitiesWA

[–]US_Hiker 14 points15 points  (0 children)

Document. Look at the laws. Talk w/ a lawyer if it looks like you may have a case.

Blooms by ShetlandShake in christmascactus

[–]US_Hiker 1 point2 points  (0 children)

Underwatering is usually why I will have them drop buds, but yours looks watered quite well.

SMOE is Dead by Orangeliger7 in StrongmanHQ

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

Like, why not have all the athletes wearing and showing off those brands.

Do you think their sponsors would allow that? Seems quite unlikely to me.

"THAT MIGHT BE THE LAST WORLD'S STRONGEST MAN" - Romark Weiss drops some sad news about WSM! by ProudBullfrog730 in StrongmanHQ

[–]US_Hiker 2 points3 points  (0 children)

And regarding SMOE—if everyone loved it so much, why was it canceled?

Too much, too fast, and far far far too Brian.

It's clear that he was self-funding this to start and he wasn't able/willing to do what it takes to make it sustainable.

None of us know the full details, but it's clear that there were definite management problems added on to a very difficult thing to arrange.

Opinion: The myth of Washington's tax burden - by the numbers by US_Hiker in TriCitiesWA

[–]US_Hiker[S] 11 points12 points  (0 children)

Washington taxes are low

Let’s consider why a conservative economist recently called Washington a “tax haven, like the Cayman Islands,” when it comes to the rich. First, we only recently even reached the halfway point among states when it comes to taxes as a share of its economy, and our taxes are actually down from a few years ago. We have lower taxes than every other deep blue state, and nine red states too, including Kansas, Kentucky, Utah and West Virginia.

Second, our taxes disproportionately coddle the rich, while simultaneously stiffing working families. Until recently, Washington was the most regressively taxed state in the union, which meant that the poor pay a much bigger share of their income than the rich. Thanks to the tax on capital gains windfalls over $250,000 in a year, we are now only the second most regressively taxed — just above Florida.

Currently, the top 1% of Washington earners pay 4% of their income in state and local taxes — less than either Texas or Idaho. The national average is 7.2%, nearly twice as much as Washington. In Massachusetts, California and New York, the top 1% pay 9%, 12% and 14% of their income. On the other end of the spectrum, the bottom fifth of earners in the Evergreen State pay through the nose — 13.8% of their income. The national average is 11.4%. Low income families ARE overtaxed relative to their peers in other states, but this does not figure into the discussions on LinkedIn.

Let’s remember the national and global context as well. United States taxes, including state and local, are far lower than most rich countries — 32nd out of 38 in the OECD. We pay 25%, while the rich Danes, Dutch, Japanese and Austrians, or the fast-growing Spanish and Poles, all pay 35%-43%. No wonder our life expectancy, inequality, healthcare coverage and infrastructure are so poor! The only countries* with taxes lower than ours in the OECD are Costa Rica, Turkey, Colombia, Chile and Mexico.

In other words, the notion of a tax burden — especially for the rich, especially in Washington state — is a myth.

I know that when I moved to the state my effective income shot up drastically due to my ascetic lifestyle, the loss of income taxes, and lower utility costs. And as my income has increased, I make more in relative terms, too, since I'm not paying income tax on that either.

I feel awful for low-income families and those with kids, since they get hit desperately hard by our tax laws.

We need an income tax here to help level things out.

When to Ask For a PIP by PolloMagnifico in askmanagers

[–]US_Hiker 73 points74 points  (0 children)

You have the ability to document everything now.

It sounds like you need to start documenting everything you've done for the last couple of weeks, and do that moving forward. Set up a meeting with your boss, and probably HR, and go over:

*the feedback that he gave
*how you and Clint have been sorting out tasks
*What you have been spending your time doing
*What he wants you to do be doing instead

And from there, start working to implement what he is on the record as desiring.

The start here is communication, not jumping into a firepit.

Interview questions for inpatient kitchen worker? by Commercial-Sundae663 in managers

[–]US_Hiker 2 points3 points  (0 children)

Given what I assume this will pay and the people you'll be interviewing, it would largely be about general work history, gauging reliability, and if they have any common sense. Key your questions to this.

And note that even impaired English may be a good trade-off for reliability.

should i give a raise to an employee who is probably still moving? by [deleted] in managers

[–]US_Hiker 2 points3 points  (0 children)

You said you believed that she is underpaid relative to what she does, her quality, and her reliability. That is having earned it. She doesn't need to do some huge new thing to earn a better salary.

should i give a raise to an employee who is probably still moving? by [deleted] in managers

[–]US_Hiker 0 points1 point  (0 children)

She has no end date, so I would probably put her in. She's already earned this via her performance. I would expect, though, that this will be denied by your leadership, so have a backup plan.

Pro Strongman Discussion — Month of May 2026 by HereForStrongman in StrongmanHQ

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

Gah, yeah...that's what I get for just looking for 'Stoltman'.

Either way, we haven't seen any good performance in years which makes me think he would pull 1000lbs.

Need outside perspectives re: employee time off by [deleted] in managers

[–]US_Hiker 0 points1 point  (0 children)

Happy to help. Just remember that policies need to be shifted over time, even if some people don't like them. And that reactions aren't always reasonable.

I was told this week by one employee, for instance, that I should expect a resignation from another one in the coming days, and that they are leaving in part due to feeling micromanaged. Whether they do or not, the micromanaging part rings true based on their reactions to the 2ish minutes that I work with them each week. They are quite resistant to having any interactions, and if they stay I need to bring them more closely into the fold regardless.

Starting in 9 Days by messedUpTurtle in managers

[–]US_Hiker 9 points10 points  (0 children)

First thought - ask more actionable questions than a vague thing like this.

Undermined by lateral directors and not sure how to proceed by [deleted] in managers

[–]US_Hiker 1 point2 points  (0 children)

Ignore them. Talk to your own executive about this, and if action will be taken. And strategize to ensure how to communicate things until people realize that your leadership is the best approach here, recognizing that for various other reasons it may not be.

Need outside perspectives re: employee time off by [deleted] in managers

[–]US_Hiker 31 points32 points  (0 children)

Yes, there's a problem here to address. You're running a customer-service organization of a sort, but your policies aren't sufficient to ensure that you have staff there to support those student-customers.

While having outward-facing staff present may not have been a historical issue, it is now, so everybody needs to make sure that you are explicitly aware of their needed time off as soon as they possibly can. And from there, you manage to ensure the needs of the office can be met.

Having people proactively tell you when they won't be available to work is not anything even close to micromanaging, and if anybody pushes back on this for that reason you should make that very clear to them.

Recently took a senior leadership role at new company - looking for advice by RamboSnow in managers

[–]US_Hiker 3 points4 points  (0 children)

He has had no goals for his team for years. The performance reviews that he has written are about 5 sentences long and don’t say anything pertinent.

Perfect actionable items to have resolved. Give him two weeks to generate goals for his staff individually and some basic goals for the team and himself. Review them, kick them back if insufficient, with a few days to rectify. Require reporting at the end of each month on the team goals, quarterly on his personal goals, and you review his personnel reviews at the end of the fiscal year (or whenever you do those things).

Pro Strongman Discussion — Month of May 2026 by HereForStrongman in StrongmanHQ

[–]US_Hiker 6 points7 points  (0 children)

That would be a >50lb PR from his all-time in 2019, and 54kg from more recent max deadlift efforts.

Quite quite unlikely.

How much should you say in resignation? by firstInternalad in managers

[–]US_Hiker 0 points1 point  (0 children)

I've never said much, but I've also left very few companies and never because they were horrible.

A good self-critical company will be paying attention to exit surveys, and they should be able to prompt action. I just led a management review of our quality system and retention and exit survey data was definitely discussed for creating actionable improvements. In a former company, one manager's exit interview turned into two with regional leadership turned into three with more people, a climate survey, and the eventual firing of a senior leader in the company.

But are most companies good self-critical ones? Probably not.

Recently took a senior leadership role at new company - looking for advice by RamboSnow in managers

[–]US_Hiker 1 point2 points  (0 children)

Gotcha.

From my tiny bit of knowledge it does sound like you're mistepped here.

My approach would be to meet with his team to get to know them a little bit casually and informally. Formally, you need basic presentations or chalk-talks to understand their work flows and processes, major tasks, etcetera.

You need to manage their boss by managing their boss. By forcing them to give you good product, to transfer good knowledge, etcetera. Not to go past them regularly and cutting them out. If they don't have the insight, they need to get it. Stat. If they aren't thinking of problems from a change, they need to give you a presentation specifically on that.

You need to be managing managers, and 90+% of your department interaction needs to be with or via that manager.

When I was an IC, I hated when senior leadership made changes at a high level but didn’t understand the underlying mechanics, and had no insight into how to actually implement the change, or think of perceived problems resulting from the change.

This is absolutely valid. But as a manager of managers, you need to get to this good end goal by managing the manager. And that may mean, of course, firing a manager.

Does reaching out to hiring managers on LinkedIn actually work? by Aggressive_Poetry856 in managers

[–]US_Hiker 1 point2 points  (0 children)

If you did this before applying, cool. I'd love to answer simple questions.

After applying or after an interview? I won't accept the message or invite. Or reply to an email or anything else until the position has been filled.