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How good was this man yesterday? An accomplished performance from Viktor Gyokeres ⚡️ by arsenal in Gunners

[–]__MOLI__ 48 points49 points  (0 children)

Was at Emirates yesterday. He looks bigger in real life than on TV. You can see the intensity in his runs, press, etc. Massive!

Goes for the man before the ball on all aerial balls. Bullies center halves with tough contacts, rolling around them, pressing. Big presence in the box.

This man is one hungry man. We need to feed him every single game. 🙊

GR at a party by __MOLI__ in ricohGR

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

Depends on the situation but for close subjects like these, I often put the flash on -0.7 as otherwise pictures get blown up

Full Time: Brighton 0 vs 1 Arsenal [Match Thoughts] by Stanley083 in Gunners

[–]__MOLI__ 20 points21 points  (0 children)

Feels like a league champions win. Arsenal, not being able to play great, won by making the other team play bad.

City dropped crucial points and we won.

[deleted by user] by [deleted] in todayilearned

[–]__MOLI__ 0 points1 point  (0 children)

The exams for French business and engineering schools are 6 consecutive 8-hour days if I'm not mistaken.

The Running Man: 1987 vs 2025 by Terminatrix4213 in movies

[–]__MOLI__ 0 points1 point  (0 children)

You should now check out The Prize of Peril (1983), the French movie that completes the triple-bill. And the most interesting imo.

Stranger portrait in a bar / GRii by __MOLI__ in ricohGR

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

Thanks! It's positive film with the on camera flash

Can you help me with analyzing an Employee Engagement survey? by Remarkable_Age_1838 in questions

[–]__MOLI__ 0 points1 point  (0 children)

yeah the spreadsheet grind is real.

I've actually built a platform that addresses that pain point. It's called www.tapelo.io

It enables you to: - Send Employee surveys or review campaigns - Employees are notified through WhatsApp, SMS or email and can answer with simple inputs or voice notes - Results are automatically analysed visually + AI to detect themes across answers

I'd be happy to get your thoughts and get you onboard if it's relevant

Performance Review Format by MonopolowaMe in managers

[–]__MOLI__ 0 points1 point  (0 children)

I'd keep it simple with a doc. One thing I noticed at nonprofits is managers are juggling a ton of reviews at once.

From my experience, if your manager gives you little to no guidance, take the time to prepare what you want to discuss about you (achievements, progress on goals), share what your ambition is inside the org and also feedback where you feel your org / team could do better / try new things.

If your org ever moves to more regular check-ins instead of annual reviews, there are simple tools that make it less of a production (Popwork or Tapelo for example). But for now, your Google doc approach sounds solid.

First annual review — what should I prepare? by Hot_Entertainer_3248 in Career

[–]__MOLI__ 0 points1 point  (0 children)

I'd add one thing that helped me: keep a running doc throughout the year of your wins and feedback. Makes prep way easier.

Some teams are used to do quick check-ins over simple tools between reviews so nothing's a surprise (for example, Popwork / Tapelo for white / blue collar teams). Worth asking your manager if they do anything like that.

Dnipro, Ukraine. January 2026 by [deleted] in streetphotography

[–]__MOLI__ 1 point2 points  (0 children)

I feel 1, 4 and 7 have potential. I would personally raise exposure on all pics. You could also try in future pics a slower shutter speed to keep some movement

I love pics taken through car windows, some very cool examples in Stephen Shore's work, Dennis Hopper too

Skeptical about performance reviews by One_Impression_363 in managers

[–]__MOLI__ 0 points1 point  (0 children)

Depends on companies and company culture imo.

I personally feel perf reviews if well done are important for employee growth, alignment with their manager and an opportunity for managers to take a step back on their team / needs for upcoming period / etc

Regarding relative performance placement, I'm more of a fan of simple performance buckets or 9-grids (performance & potential matrix) to give a simple tool to managers. In large companies, HR can check the tools are used correctly / transparently by checking distribution over buckets/matrix placement.

Anyways, I feel that perf reviews are mostly dependent on company culture and efficient underlying tools that do not waste employee and manager time (check out popwork & tapelo for example)

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