WEBVTT - Companies Shouldn't Ask for "Pay History" 0:00:03.480 --> 0:00:06.880 It's time for the b a qa A, the b 0:00:07.040 --> 0:00:10.600 a qa What to say? The b a qa with Manda, 0:00:11.080 --> 0:00:14.920 the ba qa and Tiffany A the v a qaa. 0:00:16.079 --> 0:00:19.599 What's up? Ba fam? Listen if you're watching on YouTube, 0:00:19.640 --> 0:00:21.720 I just want to say, don't worry. I have not 0:00:21.880 --> 0:00:27.600 actually been kidnapped by a Colombian cartel. It looks like 0:00:27.720 --> 0:00:32.120 I am being held hostage in the jungle, and I 0:00:32.320 --> 0:00:34.640 realized this is not the sweater to wear for this moment. 0:00:34.720 --> 0:00:38.440 But listen, when you share an office with two tiny 0:00:38.520 --> 0:00:40.800 children in the playroom, is looking ratchet. I had to 0:00:40.800 --> 0:00:45.960 turn myself around. Okay, but it just looks so sad, 0:00:46.120 --> 0:00:49.400 so sad. But we're going to power through anyway. I'm 0:00:49.440 --> 0:00:51.479 so happy to be here with you all today. I'm 0:00:51.560 --> 0:00:59.360 riding solo. I have two oof, big juicy questions from 0:00:59.640 --> 0:01:03.000 our be A fan. We got one from Julieta, who 0:01:03.080 --> 0:01:07.000 is dealing with a company that's asking for her salary history, 0:01:07.160 --> 0:01:10.720 like what is this nineteen eighty four? And then a 0:01:10.800 --> 0:01:14.280 future mom in distress as she calls herself, who's dealing 0:01:14.360 --> 0:01:17.400 with a huge dilemma when it comes to her maternity leave. 0:01:17.520 --> 0:01:19.760 So I'm gonna jump right in, y'all, you got me 0:01:19.880 --> 0:01:23.240 Mandy Money, your favorite career coach. I am going to 0:01:23.319 --> 0:01:26.800 jump right on in. So let's start with Julieta from Instagram. 0:01:27.000 --> 0:01:29.720 All right, she says, ladies, I was part of tech 0:01:29.800 --> 0:01:33.080 layoffs and I was recently laid off from Spotify in November. 0:01:33.680 --> 0:01:36.280 I am very excited to be a few rounds into 0:01:36.280 --> 0:01:39.240 a new position at a different tech company. But they 0:01:39.440 --> 0:01:43.200 just asked for my salary history. I keep imagining you 0:01:43.280 --> 0:01:46.360 two looking at me and saying, this is when it happens, 0:01:46.400 --> 0:01:49.480 this is where the paid disparity begins. Girl, How should 0:01:49.520 --> 0:01:52.840 I respond? Okay, Julietta. When I saw your question, I 0:01:52.880 --> 0:01:56.200 was a little bit in disbelief because, first of all, 0:01:56.440 --> 0:01:59.880 asking for salary history is just I thought it was 0:02:00.120 --> 0:02:04.160 pretty well known at this point, way for the pay 0:02:04.240 --> 0:02:08.000 disparity to like never fix itself, to never be fixed, 0:02:08.040 --> 0:02:10.919 Like I thought that recruiting. I thought hr. I thought 0:02:10.919 --> 0:02:12.760 we all knew this. It's not cool to ask for 0:02:12.840 --> 0:02:16.240 your salary history, and in fact, in many states, it's 0:02:16.280 --> 0:02:20.519 actually illegal for employers to ask for your previous compensation. 0:02:21.080 --> 0:02:22.959 I'm going to read the list, Julietta. I wish I 0:02:23.040 --> 0:02:26.280 knew what state you were in because I could actually 0:02:26.280 --> 0:02:37.560 give you, you know, specific advice. But in many states Alabama, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maine, Massachusetts, Michigan, Jersey, 0:02:37.639 --> 0:02:43.960 New York, North Carolina, Oregon, Pennsylvania, Puerto Rico, Vermont, Washington, 0:02:44.040 --> 0:02:49.000 and Wisconsin, they cannot ask for your previous compensation, Julieta. 0:02:49.000 --> 0:02:51.240 If you live in any of these states, and there 0:02:51.280 --> 0:02:54.120 actually may be a couple of more. I haven't updated 0:02:54.120 --> 0:02:56.799 this list for twenty twenty four yet, but if you 0:02:57.520 --> 0:02:59.760 live in if you need, if you're wondering if they 0:02:59.800 --> 0:03:02.799 can ask you for your salary history, don't answer the question. 0:03:03.000 --> 0:03:05.919 Go and check. I have to think that they're a 0:03:05.960 --> 0:03:08.360 big tech company. They know what they're doing. They should 0:03:08.400 --> 0:03:12.880 have a team that understands these employment law. But still 0:03:12.960 --> 0:03:16.560 it's worth looking into. Now, let's say that you're in 0:03:16.600 --> 0:03:19.359 a state where it's still legal to ask for your 0:03:19.600 --> 0:03:23.280 salary history. Julietta, your instincts are so spot on. Do 0:03:23.440 --> 0:03:25.720 not answer that question. They can't make you answer it, 0:03:27.000 --> 0:03:29.760 I would say, And actually, I'm looking at my nail. 0:03:29.800 --> 0:03:33.480 The Negotiation Script bundle. It has like twenty five scripts 0:03:33.480 --> 0:03:36.000 that you can use to negotiate, and I'm going to 0:03:36.040 --> 0:03:38.160 send you a copy because I have a whole page 0:03:38.240 --> 0:03:41.080 on how to answer questions about your current compensation. So 0:03:41.160 --> 0:03:44.000 let me quote myself. Here's what you can say. I 0:03:44.080 --> 0:03:47.760 don't feel comfortable sharing my current compensation as it doesn't 0:03:47.800 --> 0:03:51.000 accurately reflect my current market value or take into a 0:03:51.000 --> 0:03:55.400 consideration the unique duties and responsibilities for this role. That's 0:03:55.440 --> 0:03:59.280 a solid response. Also, I want to explain sort of 0:03:59.520 --> 0:04:02.240 why you don't want to answer this question. The obvious 0:04:02.280 --> 0:04:05.760 answer is because what if the job you're in now 0:04:05.880 --> 0:04:07.760 has nothing to do with the job you're about to take. 0:04:08.000 --> 0:04:10.560 What if it's been a few years since you started 0:04:10.600 --> 0:04:13.840 at the job you're at now, and your salary, like 0:04:13.880 --> 0:04:16.840 your market value has increased because your skills are more 0:04:16.839 --> 0:04:20.960 in demand or there's more demand for workers who do 0:04:21.040 --> 0:04:23.960 what you do, but there's not that many workers out 0:04:23.960 --> 0:04:26.840 there who are doing what you do, so you're more rare, 0:04:27.120 --> 0:04:30.679 you're more niche. You don't want to base your current 0:04:30.720 --> 0:04:33.840 salary expectations on whatever you're earning now. Also, if you've 0:04:33.880 --> 0:04:37.000 been someplace for several years, it's just a fact that 0:04:37.480 --> 0:04:41.599 you're likely underpaid for your market value because when you 0:04:41.640 --> 0:04:44.320 work for a company for many years, you're getting those 0:04:44.400 --> 0:04:48.599 incremental little three percent lifestyle inflation. Not lifestyle you're getting 0:04:48.600 --> 0:04:52.920 those three percent cost of living increase in your pay 0:04:53.279 --> 0:04:57.479 to try to keep keep pace with inflation, which wasn't 0:04:57.480 --> 0:05:00.440 even doing that because of how high inflation had gotten 0:05:00.440 --> 0:05:03.240 over the past few years. So it's very likely that 0:05:03.320 --> 0:05:04.920 you've been in a job for the past few years 0:05:04.960 --> 0:05:07.560 and you've just been getting those standard cost of living 0:05:07.720 --> 0:05:11.440 raises each year. You're probably going to be worth more 0:05:11.600 --> 0:05:14.279 if you bring yourself out into the marketplace and start 0:05:14.279 --> 0:05:17.520 looking for jobs now and negotiating. That's just a fact. 0:05:17.560 --> 0:05:20.560 That's why I talk about the power of quitting or 0:05:20.600 --> 0:05:24.080 at least entertaining other job offers. You know, as you 0:05:24.160 --> 0:05:27.960 are working at your current employer, it's always good practice 0:05:28.120 --> 0:05:30.880 like take those job interviews, because you may end up 0:05:30.920 --> 0:05:33.120 getting to a space where they tell you what this 0:05:33.400 --> 0:05:36.840 expected salary range is. You don't even need a formal 0:05:36.920 --> 0:05:39.560 job offer at that point. That's enough in my mind 0:05:39.600 --> 0:05:43.360 to go to a manager, go to your boss and say, hey, 0:05:44.440 --> 0:05:48.719 I've been getting interest from a competitor. They're saying the 0:05:48.760 --> 0:05:52.400 salary range is X y Z. That's you know, twenty 0:05:52.480 --> 0:05:54.280 percent more than what I'm making here right now. I 0:05:54.320 --> 0:05:56.200 would love to stay. Is there anything we can do 0:05:56.320 --> 0:06:00.280 to increase my compensation? That is, that's one of the 0:06:00.320 --> 0:06:02.840 best ways, if not the best way to get your 0:06:02.920 --> 0:06:05.400 job to actually come correct and give you a big 0:06:05.440 --> 0:06:09.200 fat raise. Otherwise, like, what incentive do they have to 0:06:09.360 --> 0:06:12.320 just pay you your market value? Companies won't just do 0:06:12.360 --> 0:06:15.720 that automatically. You're going to need to show them that 0:06:15.800 --> 0:06:19.000 you actually have a concrete offer from another company or 0:06:19.040 --> 0:06:23.320 concrete data from your own research to justify, you know, 0:06:23.400 --> 0:06:26.240 the raise that you're asking for. Also, Jujulieta, what you 0:06:27.800 --> 0:06:31.320 hinted at in your question is also the pay disparity 0:06:31.400 --> 0:06:36.000 for women and women of color. Like, it's pretty well 0:06:36.080 --> 0:06:38.359 known that over the course of our careers, women of 0:06:38.400 --> 0:06:42.480 color we tend to be underpaid, definitely compared to white men, 0:06:42.600 --> 0:06:47.320 but also white women, we tend to be underpaid and undervalued. 0:06:47.520 --> 0:06:50.960 And if you started your career and let's say over 0:06:51.000 --> 0:06:53.400 the course of you know, the first few years, you 0:06:53.560 --> 0:06:56.960 are getting the lowest pay. You know, there's the hiring 0:06:57.000 --> 0:06:59.240 managers have a bias towards you. They don't think you're 0:06:59.279 --> 0:07:01.360 ready for higher pay, they don't think you've done enough 0:07:01.400 --> 0:07:05.839 for promotion, then that unfair bias is like baked into 0:07:05.880 --> 0:07:08.400 your compensation. And if you tell them what your current 0:07:08.400 --> 0:07:12.520 compensation is, that could just like continue the trend because 0:07:12.520 --> 0:07:15.160 they're going to base whatever salary they give you off 0:07:15.200 --> 0:07:19.120 of that number, and that number could be too low already. 0:07:19.440 --> 0:07:22.240 All right, So just remember this as you guys are 0:07:22.240 --> 0:07:24.560 out there, if you're looking for a new job, you 0:07:24.600 --> 0:07:27.800 want to forget what you're currently compensated at and do 0:07:27.920 --> 0:07:30.640 the research, do the legwork to figure out what the 0:07:30.720 --> 0:07:34.400 current market value of the role that you're going after 0:07:34.800 --> 0:07:38.880 is worth. Okay, Like I say, you know, my favorite analogy, 0:07:39.320 --> 0:07:41.640 You wouldn't put your home on the market, you know, 0:07:41.800 --> 0:07:44.040 ten years after you bought it and expect to get 0:07:44.080 --> 0:07:46.920 exactly what you paid for it ten years ago. Your 0:07:47.120 --> 0:07:51.080 home probably has increased in value right now you want 0:07:51.120 --> 0:07:54.160 to take into account. Okay, So what are other homes 0:07:54.200 --> 0:07:56.520 of a similar size and a similar zip code? What 0:07:56.520 --> 0:08:00.320 are they going for today? Not ten years ago? Today? 0:08:00.560 --> 0:08:04.240 So treat yourself the same way. And I mentioned job 0:08:04.280 --> 0:08:07.400 interviewing as one of my favorite, you know, top ways 0:08:07.440 --> 0:08:09.720 to get that kind of information about what your current 0:08:09.760 --> 0:08:13.160 market value is. But you can also use publicly available 0:08:13.240 --> 0:08:17.240 data from sites like Glassdoor, from payscale, from salary dot com. 0:08:17.760 --> 0:08:21.160 Asking your peers and asking people who work for other 0:08:21.240 --> 0:08:23.880 companies in a similar space, Hey, what do you think 0:08:23.960 --> 0:08:26.400 is a reasonable salary? Asking your peers what they think 0:08:26.440 --> 0:08:28.640 is a reasonable salary is also a great way. But 0:08:29.360 --> 0:08:32.280 I'm really glad that you asked this question. I wish 0:08:32.480 --> 0:08:34.520 they could have. I'm waiting for the day when this 0:08:34.559 --> 0:08:38.720 will be like a federally banned you know, a question 0:08:38.880 --> 0:08:44.280 banned by the federal government at the at the countrywide level, 0:08:44.360 --> 0:08:48.160 at the US at the federal level. But as it stands, 0:08:48.240 --> 0:08:50.880 many states, like I said, have been banning this. So 0:08:51.120 --> 0:08:53.640 check your state see what the laws are there before 0:08:53.679 --> 0:08:55.719 you answer this question. And like I said, even if 0:08:55.720 --> 0:08:58.680 it's legal where you live, you have to find a 0:08:58.720 --> 0:09:03.040 way to not answer this. Why. Okay, all right, thank 0:09:03.040 --> 0:09:05.000 you for your question, Julieta. I'm going to take a 0:09:05.080 --> 0:09:07.880 quick break and then we'll come back with our next 0:09:07.920 --> 0:09:11.400 question from future mom in distress. Oh, this is going 0:09:11.440 --> 0:09:16.480 to be a tough one, y'all. Come on back. All right, 0:09:16.600 --> 0:09:19.680 I'm back, y'all. Mandy and the stew writing solo for 0:09:19.720 --> 0:09:23.760 today's BAQ and a we have a question from Instagram, 0:09:24.000 --> 0:09:27.360 and this person wants to be called future mom in distress. 0:09:28.480 --> 0:09:31.280 It's already distressing enough being a future mom, like when 0:09:31.280 --> 0:09:33.680 you add career crap on top of it. Let's get 0:09:33.720 --> 0:09:37.000 into this. You can I got you? Okay? All right? 0:09:37.080 --> 0:09:40.360 You say, I'm having a Matt leave dilemma. I have 0:09:40.440 --> 0:09:42.640 been at my company for a little over two years 0:09:42.640 --> 0:09:46.240 and have been receiving positive annual performance reviews each year. 0:09:46.720 --> 0:09:49.280 I've been working towards the promotion, but my manager has 0:09:49.320 --> 0:09:52.360 been supportive and advised me to wait until this recent 0:09:52.440 --> 0:09:55.960 cycle to go for the promotion because of an arbitrary 0:09:56.080 --> 0:09:58.360 rule that I need to have at least two years 0:09:58.360 --> 0:10:01.840 in the job before being considered for promotion. As I 0:10:01.960 --> 0:10:06.800 keep working on my promotion filling in my latest achievements, 0:10:07.240 --> 0:10:10.320 turns out we had to change in management. All of 0:10:10.320 --> 0:10:13.000 the sudden, our whole team is being told we aren't 0:10:13.000 --> 0:10:16.199 performing at the caliber they expect and have even been 0:10:16.200 --> 0:10:18.680 threatened with something that sounds a lot like a PIP 0:10:18.880 --> 0:10:22.520 performance improvement plan if we don't shape up. This is 0:10:22.559 --> 0:10:25.040 all sounding very fishy and like they're on a path 0:10:25.080 --> 0:10:28.000 to cut staff. While all of this is happening, I 0:10:28.080 --> 0:10:30.480 found out I'm expecting a baby and I'm going to 0:10:30.480 --> 0:10:32.920 be out on maternity leave in just a few months. 0:10:33.480 --> 0:10:36.920 Aside from the threat to my employment and maternity leave benefits, 0:10:37.320 --> 0:10:41.040 I'm feeling stunted and unsupported in my career growth. It 0:10:41.080 --> 0:10:43.080 also sounds like they're building a case that would make 0:10:43.080 --> 0:10:46.840 a layoff during my matt leave legal due to performance issues. 0:10:47.360 --> 0:10:49.760 What is your advice on how to handle this situation? 0:10:50.160 --> 0:10:53.520 Aside from doing my best to balance performance improvement while 0:10:53.520 --> 0:10:56.840 I'm also nesting, should I start looking at other teams 0:10:56.840 --> 0:10:59.280 to get transferred to. Thanks for all the wisdom you 0:10:59.320 --> 0:11:04.480 share each week. Sincerely, future mom and distress whoah you know. 0:11:05.040 --> 0:11:08.160 I wish I could say that it was like when 0:11:08.200 --> 0:11:10.720 it comes to layoffs that companies are like, save the 0:11:10.760 --> 0:11:14.240 women and children first. But this ain't the Titanic. Okay, 0:11:14.320 --> 0:11:18.040 this ain't a shipwreck. And unfortunately we have seen you 0:11:18.120 --> 0:11:21.200 see the stories I've heard from coaching clients of mine, 0:11:21.240 --> 0:11:23.439 I've heard from BA FAM, you see it on Twitter 0:11:23.520 --> 0:11:26.160 on social media. They don't care if you got a 0:11:26.160 --> 0:11:28.120 bun in the oven, if the bun just came out 0:11:28.160 --> 0:11:31.520 your body, if it's due any day now, Like companies 0:11:31.600 --> 0:11:35.360 have no problem laying off working moms while they're on 0:11:35.440 --> 0:11:38.320 maternity leave. So even if you get to your matt leave, 0:11:38.600 --> 0:11:40.840 there's a chance you might get the news that you 0:11:40.920 --> 0:11:44.280 have been let go. That actually happens. I wish it 0:11:44.360 --> 0:11:48.520 wasn't so, but it is possible. So I think that 0:11:48.800 --> 0:11:52.640 to be realistic. You're seeing some clear indications. I agree 0:11:52.679 --> 0:11:55.640 with you that they are planning to be their planning 0:11:55.679 --> 0:11:58.640 to cut jobs in the near future. I would start 0:11:58.679 --> 0:12:03.480 preparing yourself for that for that to happen. I don't 0:12:03.480 --> 0:12:05.480 know what kind of severance you may get, you know, 0:12:05.600 --> 0:12:09.920 neither do you until it actually happens. But you know, 0:12:10.200 --> 0:12:14.120 standard like you've been there maybe about two years, you said, so, 0:12:14.280 --> 0:12:17.360 I mean you can expect probably two months of severance. 0:12:17.559 --> 0:12:20.040 That would be very you know, pretty on board. Maybe 0:12:20.080 --> 0:12:23.000 three months of severance. I don't know what kind of 0:12:23.120 --> 0:12:25.679 company it is, if it's tech or you know, financial 0:12:26.040 --> 0:12:28.840 or whatnot, but maybe two to three months of severance. 0:12:28.920 --> 0:12:33.199 So you know, that's something that you hopefully will have to, 0:12:34.559 --> 0:12:36.440 you know, fill in the gap while you're looking for 0:12:36.480 --> 0:12:39.360 another job. But there's no reason why you shouldn't be 0:12:39.400 --> 0:12:41.760 looking for a new job right now. You know, when 0:12:41.760 --> 0:12:44.640 you're interviewing for a job. There's nothing that says you 0:12:44.679 --> 0:12:47.080 are required to reveal to them that you are pregnant 0:12:47.480 --> 0:12:51.240 while you are in the job interview practice process. Now, 0:12:51.280 --> 0:12:53.800 you may choose to let them know that you are 0:12:53.840 --> 0:12:58.040 expecting so that they can plan your higher date appropriately. 0:12:58.720 --> 0:13:01.560 And a lot of great companies are out there and 0:13:01.600 --> 0:13:04.320 they will wait for you. You know. I've actually had 0:13:04.440 --> 0:13:08.040 a friend of mine who's a guy, his wife had 0:13:08.080 --> 0:13:11.880 a baby, and his company offered six months of maternity leave. 0:13:11.960 --> 0:13:14.840 It was Google. Okay, Google is just krem de la 0:13:14.840 --> 0:13:17.920 creme for benefits, right, But they actually said, okay, cool, 0:13:17.960 --> 0:13:20.080 your baby's do in August, so we'll put your start 0:13:20.160 --> 0:13:24.120 data is January. Okay. So that's an extreme example, but 0:13:24.800 --> 0:13:27.040 there are other companies that you know will say, well, 0:13:27.040 --> 0:13:29.439 we offer three months of you know, maternity leave. You 0:13:29.440 --> 0:13:32.320 can take that upfront, or we understand you can start 0:13:32.320 --> 0:13:35.000 in June and then you'll leave in July and come 0:13:35.040 --> 0:13:38.840 back in September or whatever it may be. So there's 0:13:38.920 --> 0:13:41.520 flexibility that can happen there. And if you're a great 0:13:41.600 --> 0:13:45.520 candidate in a job, employers are smart enough to know 0:13:45.559 --> 0:13:49.120 that you're worth waiting for. You know, it's better for 0:13:49.200 --> 0:13:52.400 them to take advantage of of a great candidate right 0:13:52.440 --> 0:13:55.000 now than to potentially lose you to someone else by 0:13:55.080 --> 0:13:58.080 letting you, you know, by letting you go, and then 0:13:58.080 --> 0:14:00.120 you'll you know, find another job and they'll still be 0:14:00.160 --> 0:14:04.920 looking out there. So that's a possibility for you as 0:14:04.960 --> 0:14:08.280 far as like how to handle this new management that's 0:14:08.320 --> 0:14:11.360 come into town and is now telling you that you're 0:14:11.360 --> 0:14:15.640 actually not meeting expectations. Take that for what it's worth. Listen, 0:14:16.760 --> 0:14:20.520 at some level, could they be you know, cracking down 0:14:20.840 --> 0:14:25.440 and really increasing their expectations so that they can identify 0:14:25.800 --> 0:14:30.240 the not the poor performers, but the lower performers so 0:14:30.280 --> 0:14:33.320 that they can you know, at least have some some 0:14:33.560 --> 0:14:36.880 data or at least some kind of justification when they 0:14:36.880 --> 0:14:39.600 do make those cuts. Now, that could very well be 0:14:39.680 --> 0:14:42.360 the case a lot of you know, you've seen with 0:14:42.440 --> 0:14:44.640 the tech layoffs that started kicked off for the last 0:14:44.760 --> 0:14:48.920 year and the year before, you did see companies going 0:14:48.960 --> 0:14:51.840 through and basically telling hiring managers like, we need to 0:14:51.840 --> 0:14:54.440 get a lot more strict with these performance reviews. Everybody 0:14:54.480 --> 0:15:00.120 can't miss expectations or sorry, everybody can't meet or exceed expectations, 0:15:00.160 --> 0:15:03.680 like they've got a lot more hands on with the 0:15:03.720 --> 0:15:08.200 review process so that they could identify the lowest performers 0:15:08.640 --> 0:15:10.600 so that at least when they go to make job cuts, 0:15:10.600 --> 0:15:13.880 it's like, okay, and I'm not mad at it, because 0:15:13.880 --> 0:15:16.240 it makes sense. It's better than just like having an 0:15:16.320 --> 0:15:20.720 arbitrary like if you started after you know, before this 0:15:20.800 --> 0:15:22.480 date or after this date, we're going to cut you, 0:15:22.840 --> 0:15:24.800 or if you're in this team, or going to cut 0:15:24.840 --> 0:15:28.640 the whole team. Sometimes you do need to trim the 0:15:28.680 --> 0:15:31.360 fat a little bit when it comes to your staff, 0:15:31.400 --> 0:15:35.000 and like trim staff who aren't performing well. That is, 0:15:35.840 --> 0:15:38.440 you know, that is a part I think of building 0:15:38.480 --> 0:15:42.280 and growing a healthy company. And it's also not fun 0:15:42.400 --> 0:15:45.400 to work alongside people who are slacking, right, So I'm 0:15:45.400 --> 0:15:48.360 not mad at it, and I can understand where it's 0:15:48.360 --> 0:15:52.560 coming from. I also I know how shitty it is 0:15:52.640 --> 0:15:55.120 to hear one thing from the manager that you have 0:15:55.320 --> 0:15:56.800 and then they leave. You get a new one and 0:15:56.800 --> 0:15:59.080 they've got a whole new set of rules. That's what 0:15:59.240 --> 0:16:02.400 happens in corporate, Like new management comes in, a new 0:16:02.480 --> 0:16:04.800 CEO comes in, you get a new boss, or your 0:16:04.880 --> 0:16:07.400 boss gets a brand new boss, and they're more focused 0:16:07.400 --> 0:16:10.160 on this thing, and all of a sudden, it's like, Okay, 0:16:10.200 --> 0:16:13.400 here was the here's the benchmark, here's the goal that 0:16:13.440 --> 0:16:16.200 you're trying to reach, except forget all that, we have 0:16:16.320 --> 0:16:19.120 new goals to reach. You want to be flexible, and 0:16:19.160 --> 0:16:22.920 it's good for anyone listening and especially for you future mom, 0:16:23.040 --> 0:16:25.320 to go ahead and get in the mind space of 0:16:25.400 --> 0:16:28.560 what I'm being told right now can totally change. It's 0:16:28.560 --> 0:16:32.120 going to make you a better employee. Like bosses are 0:16:32.160 --> 0:16:33.640 going to love it when you just go with the 0:16:33.680 --> 0:16:37.600 flow and you understand that things can change. You know, companies, 0:16:37.720 --> 0:16:42.080 goals can change, companies, business model can change. And can 0:16:42.160 --> 0:16:45.840 you be flexible? Can you understand where it's coming from 0:16:45.920 --> 0:16:48.520 and make the changes that need or are you going 0:16:48.600 --> 0:16:50.600 to like be the person who's like, well it used 0:16:50.640 --> 0:16:55.480 to be this way, Wow, I don't like change. That 0:16:55.640 --> 0:16:57.600 is what's going to separate you from the kind of 0:16:57.600 --> 0:16:59.640 person that they want to keep around. They want to 0:16:59.720 --> 0:17:03.520 keep because they're like, Okay, this person is on board. 0:17:03.560 --> 0:17:06.439 They understand how the business works, they understand things may change, 0:17:06.840 --> 0:17:09.840 and they will roll with it. They will adapt, they 0:17:09.840 --> 0:17:14.080 will be flexible, adaptable all those things. I'm not saying 0:17:14.080 --> 0:17:16.639 that means you have to be walked over, and certainly 0:17:16.680 --> 0:17:19.320 it doesn't mean that you know, you should be getting 0:17:19.359 --> 0:17:24.320 these like you know, feedback that's not constructive, or you know, 0:17:24.880 --> 0:17:27.920 being being told you have to reach these really high 0:17:28.000 --> 0:17:31.720 expectations that are like super impossible. No, we don't want that, 0:17:32.240 --> 0:17:34.760 but I do think on some level everybody should be 0:17:34.920 --> 0:17:38.520 comfortable with the idea that what you're being told currently 0:17:38.560 --> 0:17:41.000 in your job from your manager about what you need 0:17:41.040 --> 0:17:43.080 to be doing, what tasks are, you know, what your 0:17:43.119 --> 0:17:46.760 responsibilities you have, what the next six months are going 0:17:46.800 --> 0:17:48.800 to look like, that that can all change at the 0:17:48.880 --> 0:17:51.119 drop of the hat, especially when we're in sort of 0:17:51.119 --> 0:17:54.760 a volatile or a little bit of a volatile job market. 0:17:55.680 --> 0:18:00.160 Right now, let me see you say that you're feeling 0:18:00.200 --> 0:18:05.520 stunted and unsupported in your career growth. I'm I can 0:18:05.560 --> 0:18:09.960 see that. I also feel like it's an opportunity for 0:18:10.040 --> 0:18:12.320 you with this new manager coming in to express that 0:18:12.880 --> 0:18:15.840 and to say I hear everything that you're saying. I mean, 0:18:15.920 --> 0:18:18.760 I just want you to understand that the you know, 0:18:18.880 --> 0:18:23.359 previous manager set certain expectations and I work to achieve those. 0:18:23.440 --> 0:18:26.959 I would love some support and you know, love some 0:18:26.960 --> 0:18:30.240 support in some direction because I want to be able to, 0:18:30.720 --> 0:18:33.040 you know, rise to this level that you're expecting. Now, 0:18:33.119 --> 0:18:37.080 I care about this work, I'm invested in this work, 0:18:37.080 --> 0:18:39.800 and I you know, just show that you are. You know, 0:18:40.000 --> 0:18:43.399 you're listening and you're hearing, and you're open to the 0:18:43.520 --> 0:18:47.800 change that they're proposing, so that they are Like I 0:18:47.840 --> 0:18:50.040 said that, I think that'll help them think of you 0:18:50.160 --> 0:18:52.360 as someone that they want to keep around if they 0:18:52.400 --> 0:18:57.080 really are thinking about making cuts in the future. Sometimes, yes, 0:18:57.119 --> 0:18:59.800 it is about performance, but it's also about attitude and 0:19:00.119 --> 0:19:01.720 energy that you bring to the job. And if you 0:19:01.880 --> 0:19:04.520 keep that in a positive place, you show that you 0:19:04.680 --> 0:19:07.199 are open to the changes that they are bringing to 0:19:07.240 --> 0:19:09.520 the table, then I think you'll have a better shot 0:19:09.880 --> 0:19:12.560 of staying around even than the person who's you know, 0:19:12.840 --> 0:19:16.359 killing expectations but questioning everything, why are we doing this? 0:19:16.440 --> 0:19:20.720 Why are we doing that? Honestly, sometimes the best people 0:19:20.720 --> 0:19:22.239 to keep around are the ones who can just go 0:19:22.280 --> 0:19:26.040 with the flow. Okay, let me see, that's a lot. 0:19:26.320 --> 0:19:28.440 I know it's a lot to manage while you're also 0:19:28.480 --> 0:19:31.600 expecting a baby, But coming from so experience in that, 0:19:31.760 --> 0:19:34.359 I would say, do all the big things while the 0:19:34.359 --> 0:19:37.520 babies and it still cooking, you know, in the crackpot, 0:19:37.640 --> 0:19:41.480 because it's much easier to make those sorts of decisions 0:19:41.600 --> 0:19:45.680 before giving birth, at least in my experience. Like other 0:19:45.720 --> 0:19:49.760 moms may have different insights, but you know, your whole 0:19:50.720 --> 0:19:53.360 your whole biology changes after you have a baby. Your 0:19:53.400 --> 0:19:57.800 brain is like soup, and there's so much for you 0:19:57.880 --> 0:19:59.760 to be focused on, and you should be focused on that. 0:20:00.080 --> 0:20:02.359 You know that baby as much as you can. So 0:20:02.960 --> 0:20:06.280 I would really be investing more time into your networking 0:20:06.359 --> 0:20:10.360 right now, looking for your next opportunity, just having options. 0:20:10.400 --> 0:20:13.440 You know, if you happen to survive this round of layoffs, 0:20:13.440 --> 0:20:15.960 well there could always be another one, you know. So 0:20:16.040 --> 0:20:19.960 that's why I'm always encouraging workers to always be looking, 0:20:20.080 --> 0:20:23.400 keep your options open, keep your network warm, and by 0:20:23.400 --> 0:20:26.240 that I mean, you know, engage with people that you 0:20:26.359 --> 0:20:28.600 used to work with, let them know what you're up to, 0:20:29.200 --> 0:20:31.760 so that if something happens and you're going to need 0:20:31.800 --> 0:20:35.440 to be out there asking folks for referrals or asking 0:20:35.520 --> 0:20:37.879 folks if they know of anything open, it's not going 0:20:37.920 --> 0:20:39.920 to be the first time that they've heard from you. 0:20:39.920 --> 0:20:42.560 You know that they're actually like they remember you, They 0:20:42.560 --> 0:20:44.280 have a good experience with you, and they're going to 0:20:44.280 --> 0:20:47.960 be more likely to answer that LinkedIn DM or respond 0:20:48.000 --> 0:20:52.600 to your email at that point. All right, future mom 0:20:52.640 --> 0:20:56.919 and distress, I hope that you are taking care of 0:20:56.960 --> 0:21:01.040 yourself in all of this. You are growing another human being, 0:21:01.119 --> 0:21:05.080 which is you know, incredible but requires a lot of energy. 0:21:05.600 --> 0:21:07.639 But I know that you can get through this. I 0:21:07.640 --> 0:21:10.240 think you just got to change your mindset and be 0:21:10.440 --> 0:21:12.560 less about Oh but it used to be this way. 0:21:12.920 --> 0:21:16.480 Why are things changing? This isn't fair and more of Okay, 0:21:16.760 --> 0:21:19.280 this is happening. I'm going to rise to the occasion 0:21:19.480 --> 0:21:21.479 and make the most of it. But I'm not going 0:21:21.560 --> 0:21:24.800 to let them catch me slipping. I'm going to update 0:21:24.880 --> 0:21:27.399 my resume, I'm going to reach out to my network. 0:21:27.440 --> 0:21:30.000 I'm going to look for other opportunities. I'm going to 0:21:30.080 --> 0:21:33.359 check out the best companies with the best maternity leave policies, 0:21:34.280 --> 0:21:35.879 you know, in the space that I work in, and 0:21:35.880 --> 0:21:38.080 I'm going to target those companies so that I know 0:21:38.119 --> 0:21:39.639 I'm going to be going to a place is going 0:21:39.720 --> 0:21:43.240 to take care of me as a working parent and 0:21:43.800 --> 0:21:47.360 be unapologetic about that and getting what you need. All Right, 0:21:48.440 --> 0:21:51.000 I thank you so much for your question. I hope 0:21:51.040 --> 0:21:54.240 that that helps send us updates. We love hearing from y'all. 0:21:54.320 --> 0:21:58.120 Hit us up Broad Ambition Podcast on Instagram. You can 0:21:58.200 --> 0:22:01.200 slide into our dms there and so we just love 0:22:01.240 --> 0:22:04.280 hearing and sharing y'all's updates. So same for Juliet to 0:22:04.480 --> 0:22:06.879 let me know what happens with that job in tech 0:22:07.320 --> 0:22:10.199 that's trying to get into your business of your salary history. 0:22:10.359 --> 0:22:13.760