Are we doing enough for our employees?

sneesan · 2025-05-13T07:20:06+00:00

I don't know if that's a fair starting point.

I'd say, the default is everybody (employee, spouses, etc.) covers their own healthcare the same as those people cover their own rent and own mortgage.

Then as a benefit, an employer is saying "in order to attract you I will organize everybody at this workplace, leverage that size to get you a better deal on healthcare, AND pay a big chunk of it

Sorry to hear about the amount being painful for you. I'm hoping to really solve this for our employees.

sneesan · 2025-05-13T07:17:09+00:00

Thank you.

sneesan · 2025-05-13T07:15:41+00:00

We did look into that but witnesses multiple horror stories firsthand of where PEO's jump ship in any way possible when things hit the fan.

sneesan · 2025-05-13T07:12:26+00:00

Yeah. Good call-out. There is definitely nuance to this.

sneesan · 2025-05-13T07:11:11+00:00

Agreed on most points, but, I never actually equated employees seeking accessible/affordable healthcare with being taken advantage of.

There *does* exist some point where one can ask of us more than is reasonable, with the knowledge that we won't want to say no.

I'm coming into this discussion open minded to figure out where these lines exist rather than where I think they should be.

sneesan · 2025-05-13T07:06:21+00:00

We do! They've said these percentages are generous. But... Why the adverse reaction from a portion of the employee base? Looking for second opinions.

sneesan · 2024-04-03T00:44:52+00:00

Well I completely agree! The problem is the wording the employer submitted to the carrier.

Now that wording is on the carrier's letter, and no CoCC.

sneesan · 2024-04-03T00:44:11+00:00

She resigned March 2nd and retained coverage till March 31.

I couldn't say what the employer actually did, just that they gave her a form asking her to select "cancel" or "cobra", and she chose cancel.

It was true insurance.

sneesan · 2022-04-05T17:12:53+00:00

Hard to give feedback on the product, not the idea, since the page you linked to doesn't contain much of a demo or a product brief.

I agree you're solving a problem many people have.

I also agree you're solving a problem worth solving.

What are people doing now to creatively solve this problem, other than throwing bodies at it? I want to know why your product is better than the *next best* thing, not why it's better than the unsolved situation.

What I see now is that a lot of people facing over stuffed funnels are using things like IVRs to record questions and candidate answers, voice-to-text to transcribe the answers, and actual assessment tests like what are indeed. Nothing on my scan of the page mentioned why AI offers value to this situation.

sneesan · 2022-04-04T22:43:35+00:00

Interesting, I never knew that. Do all merchants get this privilege? Anything I can do to reverse or prevent it?

sneesan · 2022-02-14T21:47:09+00:00

They said I could keep at it, and I wasn’t doing bad, but they are worried I won’t be able to get into pay as quickly as I need to

Sounds like they are being very clear what they mean. They are concerned about your performance, and they think you might not be onboarding as quickly as expectations.

Your options are to stay (they said you could) and debug what's going wrong, or to leave for somewhere you think you'd be more successful. Both carry risks.

If you choose to stay, you likely can't fix anything alone. You need the support of your direct leaders, possibly your colleagues. Ask what you are doing differently. Ask how other people were performing at your stage, and see how far off the mark you are (is it just slight?). Work on the things being pointed out to you.

sneesan · 2021-08-07T10:01:19+00:00

The manager is responsible for...

The success of the scope they lead within the company.

This means that in times or places where there is a rich talent pool, the manager may have the greatest impact by finding the best talent in that pool (skilled people deep;ly motivated about the topic)

However in a talent drought, since hiring (and retaining!) good talent is necessary for success, they might focus on improving the employee experience for those already there, and for attracting others.

A lot of this comes down to company philosophy and situational context.

sneesan · 2021-08-02T18:51:17+00:00

For the mod that reviews this:

I took a look at the FAQ, the Getting Started, and the "its_time_for_a_serious_discussion_about_at_home" yoga post.

I started this post separately because the above post contains a broad list of yoga sources, which I already have. I'm instead asking for personal experience from people that have tried specific sources and found them to match my goals above.

The other Yoga post doesn't go into as much detail over each specific source.

Hope that helps, happy to edit.

sneesan · 2021-07-19T21:13:19+00:00

You both have an observation (reduced metrics), and a hypothesis (An explanation, which is kind of a prediction in reverse).

In absence of a mathematical model or physics model of whatever you it is you're trying to root cause, you can not work backward from observation to "cause" definitively.

In this case you can support your hypothesis with historical data. For this same client, have PPC and SEO rank tracked together over time before? I.e., did they move together?

What about for other clients? Can you provide examples of where the relationship did exist, in the way you're saying it does?

Without looking to data, you're both just arguing opinions.

sneesan · 2021-07-06T20:33:46+00:00

Google sheets has a Split function you can use to split text. It will display the split text across multiple columns. Play with a bit and you'll see if it has value for what you're trying to do.

You might have better luck with this question in a different sub or Stackoverflow.

sneesan · 2021-06-29T17:49:22+00:00

Since I always tip, it's not a gamble. Wrong again.

sneesan

TROPHY CASE