Speaker 1: I'm Honey German. My parents are Dominican. I was born
Speaker 1: and raised in New York City. I love sneakers and
Speaker 1: I'm a body positive addicate. I'm Carolina Bermudez, but I
Speaker 1: was born and raised in Ohio. I'm a wife, a mama,
Speaker 1: and a worker. Be this is life in Spanglish, Honey.
Speaker 1: We're going to dive right into this one because I
Speaker 1: brought this topic up to you. I said, we got
Speaker 1: to talk about this on Life in Spanglish and you
Speaker 1: told me that this is like a whole TikTok trend.
Speaker 1: And you know me. I'm not on TikTok, so I
Speaker 1: don't know. But we have to bring this to your
Speaker 1: attention if you guys aren't aware about it, So, um,
Speaker 1: are you ready to dive in? I am ready, Caroline.
Speaker 1: I don't watch plenty of tiktoks about this, so I
Speaker 1: have different angles what we talk about today. Well, you know,
Speaker 1: I think a lot of people are feeling burnt out
Speaker 1: by their job. I don't care where you're working. You
Speaker 1: could be working and I You could be working as
Speaker 1: a talent on the air like me. You could be
Speaker 1: working in digital like honey. Anywhere you know, nurses, doctors,
Speaker 1: any specific career is feeling this because or I shouldn't
Speaker 1: say any specific career, but I should say, like everybody
Speaker 1: is really feeling the burn. And it sparked this movement
Speaker 1: that a lot of people are talking about that you
Speaker 1: may be familiar with or you may not be, and
Speaker 1: this will be your introduction to it. But it's called
Speaker 1: quiet quitting. And you know it's crazy, Carolina, because we
Speaker 1: talked about the create the great resignation and people that
Speaker 1: are actually just you know, leaving you know, their jobs
Speaker 1: by the thousands. With happy quitting, it's more about some
Speaker 1: people maybe not being unhappy at work and being burnt out,
Speaker 1: but leaving their job is not an option at all,
Speaker 1: so they stay and they either do the bare minimum
Speaker 1: or only what is asked of them. You know, that
Speaker 1: whole going above and beyond is a trend that hum
Speaker 1: died out, that whole hustle mentality like I'm gonna kill
Speaker 1: myself with this job. People are not witted anymore. Yeah,
Speaker 1: Like the whole p Diddy like can't stop, won't stop,
Speaker 1: that whole vibe has come to a screeching halt because
Speaker 1: I think that you know, there are a number of
Speaker 1: factors that I think are a part of the problem.
Speaker 1: So we had the pandemic, and I know we can't
Speaker 1: keep going back to the pandemic and thinking like, Okay,
Speaker 1: we can't keep blaming. We got to move on with
Speaker 1: our lives, right. But I think that the pandemic shifted
Speaker 1: our perspective on the work life balance. So there were
Speaker 1: a lot of people who realized that they could do
Speaker 1: the very same job working from home, and that the
Speaker 1: commute and all of the other things that they were
Speaker 1: facing on a daily basis, the grind of it all
Speaker 1: wasn't necessary. So you have that. I think that really
Speaker 1: kind of opened people's eyes to like, wait a minute,
Speaker 1: am I really giving my whole life away to this job.
Speaker 1: I also think that maybe people saw how other countries
Speaker 1: live and how they deal with work life balance, and
Speaker 1: they figured we're doing something wrong here. We're not doing
Speaker 1: the right thing by constantly being available for our employers,
Speaker 1: or constantly being the person that stays late or you know,
Speaker 1: mrs family functions because you have to work. I think
Speaker 1: there are a lot of different factors that we need
Speaker 1: to think about when it comes to quiet quitting. So
Speaker 1: much like you said, honey, instead of outright saying I'm done.
Speaker 1: I've had this, I quit this bitch whatever however you
Speaker 1: wanted to say it, instead of going out there and
Speaker 1: looking for a new job. There are people who are
Speaker 1: just basically saying, you know what, I'm not going to
Speaker 1: go above and beyond. I'm not worried about my performance
Speaker 1: review as much. I'm totally content. I don't need to raise.
Speaker 1: I'm fine with the way things are, and this is
Speaker 1: how I'm going to live my life. I'm gonna do
Speaker 1: what I need to do. Like you said, honey, the
Speaker 1: bare minimum and that's that. And you know where I'm
Speaker 1: seeing it a lot Carolina millennials and gen Z and
Speaker 1: whoever comes after gen Z. If they're the workforce and
Speaker 1: they not doing what their parents did, they are rejecting,
Speaker 1: you know, the whole live to work lifestyle that are
Speaker 1: a lot of our parents had. And it's like, I
Speaker 1: gotta make my balls happy, I gotta stay over time,
Speaker 1: I gotta come in early. These young people are not
Speaker 1: doing this. They're like, this is what I get paid
Speaker 1: to do. This is what I am going to do.
Speaker 1: I am not, you know, sacrificing my social life. I'm
Speaker 1: not sacrificing my personal life. I'm not doing none of
Speaker 1: that for a job. Well, yeah, honey, I think there's
Speaker 1: this separation of profession with identity. You know, before I
Speaker 1: think that everybody tied their identity to what their profession was.
Speaker 1: You know. Look, I have a very dear friend, you know,
Speaker 1: um she was working in radio. She was let go
Speaker 1: a while ago, and we had a really long discussion,
Speaker 1: and I wanted her to know that I was there
Speaker 1: for her, and and she confided in me and said,
Speaker 1: you know, one of the hardest things about losing this
Speaker 1: job is that this defined who I was. I was
Speaker 1: always in radio. I was always associated with the medium,
Speaker 1: whether it was podcasting or having a show. And I
Speaker 1: think that that's kind of what is a wake up
Speaker 1: call to a lot of people. And when you hear
Speaker 1: the phrase quiet quitting, the first thing that I thought,
Speaker 1: I'll be honest with you want to heard quiet quitting.
Speaker 1: I'm like, land, you know what, Like, that's not right.
Speaker 1: These people are lazy. It has nothing to do with lazyness.
Speaker 1: After I started really researching it and learning more about it,
Speaker 1: and some people they want the name change. They're like,
Speaker 1: you know, it's a great message. It's going viral. People
Speaker 1: are talking about it all over TikTok, But that whole
Speaker 1: quiet quitting has kind of like a negative connotation, even
Speaker 1: though I have seen people check out of work, But
Speaker 1: I don't know if it's with the expectation of getting
Speaker 1: bired and just collecting unemployment or just saying I no
Speaker 1: longer what to want this job, but I don't have
Speaker 1: the bulls to quit, so I'm just gonna like hang
Speaker 1: out now work, see what happens, keep collecting a free check.
Speaker 1: I see it. I don't think that's quiet quitting per
Speaker 1: se as far as like the definition that you see
Speaker 1: an articles, but quiet quitting is happening in both spectrums. Well,
Speaker 1: I think that also we're glossing over the fact that
Speaker 1: this affects other people. When you're quiet quitting, somebody has
Speaker 1: to show up, right, so your boss. If your boss
Speaker 1: can't get to you, And we were touching on it
Speaker 1: about the hustle culture. Basically this is all about setting
Speaker 1: boundaries and saying, no, my dude, I'm working from nine
Speaker 1: to five. You cannot email me at six o'clock and
Speaker 1: asked me to hop on a call. This is where
Speaker 1: people are really drawing the line, right. But then if
Speaker 1: you're not available and you're quiet quitting and you're not
Speaker 1: taking calls at five pm, somebody else on your team
Speaker 1: or somebody else that works in your division, is going
Speaker 1: to have to pick up that slack. So I think
Speaker 1: that's where a lot of the resentment comes in. Yeah,
Speaker 1: if it's a group effort, and let's say it's ten
Speaker 1: of us, and we both and all ten of us decide, okay,
Speaker 1: we are going to simultaneously quiet quit at five you know,
Speaker 1: f our boss, f his boss, this is what we're
Speaker 1: getting paid for. Then it all works out. But then
Speaker 1: if you have a group of people that are like,
Speaker 1: I am doing only what I am getting paid to do,
Speaker 1: But then you have another group of people that are
Speaker 1: over here trying to get raises, trying to get promotions,
Speaker 1: showing up early, staying late, then they end up picking
Speaker 1: the brunt of the other work. So it's just like,
Speaker 1: even though it's good for mental health for those who
Speaker 1: opt to quiet quit, then it burns out everybody else
Speaker 1: who's trying to pick up the slack and it's trying
Speaker 1: to still be a team flair for the company. Because
Speaker 1: I think sometimes quiet quitting comes from resentment and hatred
Speaker 1: towards either your boss, your company, lack of opportunity, lack
Speaker 1: of raises. You know, I feel like you no longer
Speaker 1: see your position or your role with this company as valuable,
Speaker 1: and you're no longer going to go above and beyond.
Speaker 1: And you know, kudos to you if you have the
Speaker 1: balls to be like, nah, boss, it's five oh one.
Speaker 1: I only get paid till five. Please get off my phone.
Speaker 1: Own like yo, you gotta be built the right way,
Speaker 1: and you really gotta have the cohna is to be
Speaker 1: like nojolda Nader. Not everybody's built like that, especially us
Speaker 1: the culture we come from Carolina, like hef Amanda, you could.
Speaker 1: But you know, like we saw our parents. I saw
Speaker 1: my mom work at factories, twelve hours ships, you know,
Speaker 1: as a fore woman, like she killed herself. She never
Speaker 1: wanted to upset her bosses because she couldn't afford to
Speaker 1: lose these jobs. But you know, gen Z millennials, people
Speaker 1: that are still at home with mom and dad, they
Speaker 1: don't have mortgages, they might not have all the bills
Speaker 1: that maybe a forty or fifty year old has. They
Speaker 1: have this luxury and they are leading the way on
Speaker 1: quiet quitting. I think their responsibilities give them that freedom,
Speaker 1: and I couldn't agree with you more. I definitely think
Speaker 1: that this comes from the top down. I think there
Speaker 1: is a disappointment in leadership that leads to quiet quitting
Speaker 1: and not where it's like okay, right. I feel like
Speaker 1: that might be the linchpin here for this whole movement,
Speaker 1: because if you feel like you're getting recognized by your boss,
Speaker 1: if you feel like your boss is constantly, like you know,
Speaker 1: giving you that positive affirmation or saying, wow, I really
Speaker 1: appreciate you going above and beyond thing, you're going to
Speaker 1: do more. But if you never get that and you're thinking, well,
Speaker 1: they're intruding on my personal time, they're never giving me
Speaker 1: the time off that I asked for. You know, there's
Speaker 1: a number of things that factor into the quiet quitting,
Speaker 1: but I definitely think that it's more the resentment toward
Speaker 1: management that makes people move more toward it than anything. Um.
Speaker 1: You know. One of the things that I was going
Speaker 1: to touch on two was like the work life balance.
Speaker 1: Everybody talks about work life balance. I don't think the
Speaker 1: work life balance really exists when you constantly have a
Speaker 1: way for people to get in touch with you. I
Speaker 1: think that's just two in the world that we live in.
Speaker 1: Because before, let's say you were a teacher. Okay, you're
Speaker 1: a teacher, you show up at school at seven thirty,
Speaker 1: let's say eight o'clock. I don't know. I'm not a teacher,
Speaker 1: so I'm making this up. Let's say you show up,
Speaker 1: you know, seven thirty, you're done. After the kids leave,
Speaker 1: let's say around three thirty. Okay, Back in the nine
Speaker 1: eighties or the nineties, you would go home, you would
Speaker 1: take care of your family, you would watch the news,
Speaker 1: you'd watch your favorite show, you go to bed, and
Speaker 1: you go back into work. Now the accessibility has just
Speaker 1: it's given everybody the opportunity to get to you. So
Speaker 1: now if a teacher goes home at three thirty, something
Speaker 1: happens and their boss, the principle calls them. If they
Speaker 1: don't answer an email, where were you? Why didn't you
Speaker 1: answer me? Everything is pressing. Now, it seems it's very pressing,
Speaker 1: and people just have this sense of entitlement that you
Speaker 1: should be available to them twenty four hours a day, weekends, nights,
Speaker 1: just because you work for the company that they also
Speaker 1: work for. That doesn't work that way. You don't you
Speaker 1: don't have a contract to be available twenty four hours
Speaker 1: a day, and I feel like post pandemic, this became
Speaker 1: just a problem, Carolina, where people no longer have boundaries,
Speaker 1: and bosses are like, yeah, well you're in your house.
Speaker 1: It's seven o'clock at night, but your home, Like, I
Speaker 1: don't know. It's it's a huge problem now, and I
Speaker 1: feel like people are heavily rejecting it. I know people
Speaker 1: that if you hit them, let's say on a Saturday,
Speaker 1: they will say, I'm not near a computer. I don't
Speaker 1: know what to tell you. I cannot do that right now.
Speaker 1: And you know what, Carolina, I love them for it
Speaker 1: because it shows like, come on, guys, you can't expect
Speaker 1: me a Saturday at three o'clock to be near a computer.
Speaker 1: Guess what. I'm in the park with my family. And
Speaker 1: those people are the ones that are which is just
Speaker 1: as important it is. It's it's super important. Your mental
Speaker 1: health is super important. You don't want to live with
Speaker 1: that anxiety of like, oh my god, I always to check.
Speaker 1: I gotta check my email every three minutes. It's nine
Speaker 1: o'clock at night. Let me check one last time before
Speaker 1: I go to bed. It's six am. Let me make
Speaker 1: sure nothing happened overnight. It's just like that burnout that
Speaker 1: I think that that burnout and constantly feeling like feeling
Speaker 1: like you have to be on the clock is what
Speaker 1: forcing people to put their foot down and be like, Nah,
Speaker 1: five o'clock, I am closing my computer and I'm quitting
Speaker 1: for the day, and I'll see people again tomorrow. And
Speaker 1: there's nothing wrong with that, because you're just putting your
Speaker 1: foot down if what you're doing is not affecting your
Speaker 1: teammates and it is not affecting others that are not
Speaker 1: your boss. Because it's like, it's super unfair. That's like
Speaker 1: me not doing my work, and then someone who's equivalent
Speaker 1: to me, my peer, I am putting them in a
Speaker 1: predicament with now they have to stay late and do
Speaker 1: their work because I decided I wanted to quit early.
Speaker 1: That's the problem. I've only recently had the nerve to
Speaker 1: tell people, no, I'm not available. You know, in our industry,
Speaker 1: there's always something, there's always a deal coming through, there's
Speaker 1: always an interview that is coming through last minute. So
Speaker 1: and so's in town. Can you do this? Can you
Speaker 1: do that? Um? I remember a couple of months ago,
Speaker 1: there was an artist that could only do an interview
Speaker 1: at five pm on a Friday because they were in
Speaker 1: l A. And I, I'm up at four in the morning, guys,
Speaker 1: you know what I mean. So I I was like
Speaker 1: really thinking about it, and I said, but you know what,
Speaker 1: we need to keep those label relations going. There's a
Speaker 1: lot of things behind the scenes that people really don't
Speaker 1: know about. And so I sacrificed. At five pm, I
Speaker 1: said to my kids, here's the iPad. Mommy needs to
Speaker 1: go downstairs for thirty minutes. Okay, not listen. I'm taking
Speaker 1: a chance because you know what it's like when you
Speaker 1: have your siblings, or when you have your brothers or
Speaker 1: two sisters and Mom's not in the room. One of
Speaker 1: them pokes the other one. Then it becomes a fight.
Speaker 1: Then this or that happened. So you're really taking a chance, right,
Speaker 1: So I ended up doing the interview. I came back
Speaker 1: upstairs and it was complete mayhem. My kids had gotten
Speaker 1: in a tussle. I was just gonna say, what did
Speaker 1: you find that they on the wall? Oh no, no,
Speaker 1: they were fighting. He did this, he changed the channel.
Speaker 1: It was just total chaos. And I said to myself
Speaker 1: at that point, you can't Carolina, how old are they now?
Speaker 1: They can't care for themselves. No, they're six and eight.
Speaker 1: But in my mind they're little. And that's why I
Speaker 1: say to people like, yeah, you know, you can leave
Speaker 1: in eleven year old or a thirteen year old alone
Speaker 1: and say, hey, watch TV or get on your phone
Speaker 1: or do TikTok or whatever. I mean. These are still
Speaker 1: little guys, you know, I guess yeah. And so I
Speaker 1: came upstairs and I had to referee the fight, and
Speaker 1: they both got in trouble, and I thought to myself, like,
Speaker 1: why why did I do this? Why did I compromise
Speaker 1: what in my gut I knew I shouldn't be doing.
Speaker 1: But I did it anyway because I wanted to look
Speaker 1: good for this label so that they could get their
Speaker 1: artists interview on the air. So from that point on,
Speaker 1: I said, no way. My day starts five hours earlier
Speaker 1: than most people. Most people start at nine am. Let's
Speaker 1: say eight nine am. I am done by noon. You
Speaker 1: hit me up afternoon, I will get to you the
Speaker 1: next day. So much so that um, you know, just
Speaker 1: last week I had somebody reach out to me and
Speaker 1: it was on a Friday. Hey, any chance, you can
Speaker 1: hop on a call at three o'clock. I said, no,
Speaker 1: I cannot. We can tackle this on Monday. Do you
Speaker 1: have time at ten thirty after my show is done.
Speaker 1: So I think that there's a way to finesse it,
Speaker 1: and there's a way to let people know that you
Speaker 1: have your boundaries without outright saying hey, I'm not willing
Speaker 1: to do this. You know who has a big problem
Speaker 1: with that, people pleasers, And I've been guilty of being
Speaker 1: a people pleaser for years, Carolyne. I hate I hate
Speaker 1: saying no. I don't want people to be mad at me.
Speaker 1: I feel like people are going to be resentfuled if
Speaker 1: I say I can't do something. I feel like people
Speaker 1: are not gonna look for me to work on different
Speaker 1: projects if I say no one time. And I've taken
Speaker 1: control of that, and you know, things that I used
Speaker 1: to participate in, let's say, week after week that I
Speaker 1: really didn't want to do. Now I'm like, okay, maybe
Speaker 1: every other week I'll say no. Maybe every three weeks
Speaker 1: i'll say yes, you know. And I'm kind of like
Speaker 1: trying to balance that out because it also leads to
Speaker 1: burnout when it comes to work, and burnout is not
Speaker 1: just difficult for the employee, but it's also costly for
Speaker 1: the employers because people with with burnout, you know, they
Speaker 1: end up taking time off, they worked the least amount
Speaker 1: as possible, or a not at full capacity because they're tired,
Speaker 1: they're burnt out, and they're now they were sent they're like, yo,
Speaker 1: these people are working me to the core. Fuck them. Well,
Speaker 1: you know what, honey, I was going to ask you,
Speaker 1: because you work in a space that never stopped. When
Speaker 1: when I think of digital, I think of all of
Speaker 1: the things that you have coming at you, all of
Speaker 1: the stimuli, everything that is happening throughout the day, whether
Speaker 1: it is breaking news in the world news or entertainment news,
Speaker 1: or whether it's a big announcement that the station is
Speaker 1: going to be running. So I have been curious as
Speaker 1: to how you find a way to manage that because
Speaker 1: I feel like I'm just constantly seeing, like your posts,
Speaker 1: what you do, You're grind and I don't know how
Speaker 1: anybody in digital can do that. Like my day starts
Speaker 1: at like six am with the breakfast club, right Everything
Speaker 1: breakfast Club or later has to be rolled out, you know,
Speaker 1: and then I'm on pretty much old day. Like if
Speaker 1: if something for Clue comes up, like let's say for today,
Speaker 1: I've already shared content for Clue. We've already shared content
Speaker 1: for Angie. We were rolled out a breakfast club interview.
Speaker 1: That's on TikTok, that's on Twitter, that's on Facebook. It
Speaker 1: is over stimulating and it can get I guess you
Speaker 1: can get burnt out. I like to take breaks. I
Speaker 1: like to, you know, say, okay, for five minutes, I'm
Speaker 1: gonna just unwind. I'm not gonna look at Instagram. I'm
Speaker 1: not gonna look at anything. Maybe I'll just look at
Speaker 1: emails calmly and softly. Because early I can go ten
Speaker 1: hours straight and still not be done with what has
Speaker 1: to be done for the day. Because digital is NonStop,
Speaker 1: it's ever evolving every day. Oh this changed on Facebook.
Speaker 1: Oh this, So you constantly have to be retraining and relearning. So,
Speaker 1: you know, shout out to anybody who works in digital
Speaker 1: or social media. We are super unappreciated, not as visible
Speaker 1: as we should be. But the work is crucial, it's important,
Speaker 1: and it's become more important than a lot of other things.
Speaker 1: At this point. Well, I think that you have a
Speaker 1: really great point there, and I think that it's something
Speaker 1: that people wouldn't understand because they're not in the industry
Speaker 1: and so they don't see what you do. But the
Speaker 1: number or I guess I would say the impact that
Speaker 1: your work has on the success of the stations is
Speaker 1: something that a lot of people can't evengauge, you know,
Speaker 1: from the outside in Rather, people aren't seeing everything that
Speaker 1: you do. But something that I thought about is that, like,
Speaker 1: whenever I want to relax, I pick up my phone
Speaker 1: and I start scrolling. So how do you find time
Speaker 1: to relax because you've been literally scrolling all day? So
Speaker 1: is that where you're like, oh, this thing is going away? Yeah? No, Ma,
Speaker 1: you know what I mean, Like, I am just going
Speaker 1: to like focus on me, Nah, Carolyn, Like I have
Speaker 1: to like put the phone down. Let's say, if I'm
Speaker 1: done for the day. Let's say, like I try to
Speaker 1: check out, like I try to do like seven to
Speaker 1: three or six to four, you know, one of one
Speaker 1: of those two or six. But at one point I
Speaker 1: pick an hour and I'm like, Okay, I'm gonna close
Speaker 1: the phone and I lock it and and I'm like,
Speaker 1: if it's urgent, one of my bosses will either call
Speaker 1: me or text me. But I have to physically check out.
Speaker 1: And then I also set up a schedule on teams,
Speaker 1: you know, I give them a full eight hours a day,
Speaker 1: and then after that, my team goes away. Like okay,
Speaker 1: now I am away. If anything is urgent, someone will
Speaker 1: reach out to me. I will check my emails. But
Speaker 1: I'm not actively in front of a computer at our
Speaker 1: nine hour, ten hour, eleven hour, twelve. I cannot do
Speaker 1: that to myself. Like just that's where you take a
Speaker 1: place like once. I feel like, listen, I have been
Speaker 1: working my ass off for eight four hours. My eyes
Speaker 1: have been open since six am, you know, about two three.
Speaker 1: If anybody tells me where were you, I'll be like,
Speaker 1: you know where I was at six am? I was working?
Speaker 1: Where were you? Okay, then give me a break. It
Speaker 1: is two pm, it is three pm. I've already been
Speaker 1: working eight nine hours. I deserve to take a break.
Speaker 1: I deserve to go to the gym. I deserve to
Speaker 1: take a walk at a park. I deserve to cook
Speaker 1: with my family. And I just you know, it doesn't
Speaker 1: happen often. I just make sure i'm either I put away,
Speaker 1: well it should, it should? You know, every day is different, honey,
Speaker 1: and I want mean to cut you off, but you
Speaker 1: just mentioned something that a lot of people I think
Speaker 1: is obsolete, and that is taking an hour lunch break.
Speaker 1: I had too many friends. I have too many friends
Speaker 1: who tell me what an hour lunch break because obviously,
Speaker 1: like we don't get time like that. I mean, for me,
Speaker 1: on the morning show, I'm eating in between breaks and
Speaker 1: on a commercial during a song whatever, you know. I
Speaker 1: mean that. I'm not complaining for myself, but I'm talking
Speaker 1: about my friends who have real nine to five jobs.
Speaker 1: With the commute it ends up being seven to seven pm,
Speaker 1: and they say to me, the days of an hour
Speaker 1: lunch break. One of my girlfriends works in the city
Speaker 1: and she said to me, I used to be able
Speaker 1: in my lunch break. I had it down, she said,
Speaker 1: I used to be able to go grab a salad,
Speaker 1: eat the salad really fast, go and get a thirty
Speaker 1: minute manicure, come back, you know, finish my job. She goes. Now,
Speaker 1: she says, I'm eating at my desk. She's like, I
Speaker 1: have salad remnants in my keyboard. And we were cracking
Speaker 1: up about it. She was like, this is no way
Speaker 1: to live, though, you know, I mean, this is where
Speaker 1: I think the quiet quitting makes sense for a lot
Speaker 1: of people. Um case in point. One of my friends
Speaker 1: who actually works in HR, we were discussing this and
Speaker 1: I said to her, I said, let's talk about this
Speaker 1: whole like quiet quitting movement. And she rolled her eyes
Speaker 1: and she was just like, girl, do you know how
Speaker 1: many companies now have basically given people to three positions,
Speaker 1: to three responsibilities that they've never had before. She said,
Speaker 1: that's the reason why quiet quitting is happening. When you
Speaker 1: were hired to be a district manager, let's say, but
Speaker 1: now you're not just the district manager, you're the district
Speaker 1: manager for three locations. That's where people are getting frustrated
Speaker 1: because they say, I never sent up for this. I
Speaker 1: was talking to my friend Carly and who works in
Speaker 1: HR also, and she's I was like, Hey, what's going on.
Speaker 1: She's like, a sucks. Next week, we're gonna let go
Speaker 1: of fifty people. I'm like what, I said, what are
Speaker 1: you gonna do? You're gonna have hired them? She's like, no,
Speaker 1: it's budget cuts. We're gonna spread the work work amongst
Speaker 1: the people that are there. So of course people are
Speaker 1: going to be resent for They're gonna be like like wait,
Speaker 1: hold on to Yeah, fired fifty people and now we
Speaker 1: got to do their work and you guys save the
Speaker 1: money and nobody gets raises. So yes, that is exactly
Speaker 1: what is happening. Well, I will say this. I asked
Speaker 1: my friend for advice, and I said to her, what
Speaker 1: should we tell people if they are quiet quitting, if
Speaker 1: they are doing the bare minimum, if they get called
Speaker 1: out by a manager that says, hey, I've been trying
Speaker 1: to reach out to you and you're unavailable all the time.
Speaker 1: Because they'll do that too, they'll try to do the
Speaker 1: Jedi mind tricks and have the conversations or or scare
Speaker 1: you into thinking that you could potentially And she said,
Speaker 1: first of all, do not say where I work or
Speaker 1: my name. She said, but if your employer ever comes
Speaker 1: to you and tries to have a conversation about that,
Speaker 1: you let them know that, um, you are working to contract,
Speaker 1: meaning you are working and doing what you were contracted for.
Speaker 1: And if they would like to discuss any of the
Speaker 1: responsibilities that go above and beyond what you were contracted
Speaker 1: for or what you were told you were supposed to
Speaker 1: be doing when you got employed, when you you know,
Speaker 1: I guess got the job, then you need to say
Speaker 1: then then yes, then I'm open to having a conversation
Speaker 1: because if you are going to give me more responsibilities,
Speaker 1: can we discuss how that will reflect in my pay.
Speaker 1: I said, girl, that is the best piece of advice,
Speaker 1: And I think the takeaway there is I am working
Speaker 1: to contract. I'm working to the specifications that you guys
Speaker 1: hired me for. If there are other responsibilities that you'd
Speaker 1: like to put on my plate, I think we can
Speaker 1: have a fair discussion about it to see what I
Speaker 1: could feasibly do. But otherwise, you know, if if there's
Speaker 1: not compensation, then we need to discuss that. And that's
Speaker 1: totally understandable because she's like, wait, hold on, so now
Speaker 1: this is my responsibility and this is my responsive okay
Speaker 1: because my manager got le oh, now I have her work. Okay,
Speaker 1: Well that's not what I was hired for. But a
Speaker 1: lot of people, Carolyne, I feel like, well maybe not
Speaker 1: gen Z and millennials, because they do not give a
Speaker 1: single fuck. They will be like, I don't need this
Speaker 1: sh it, I'm quitting. I'm out of here. There's so
Speaker 1: many other jobs out there. I'm gonna be a TikTok.
Speaker 1: I'm gonna be a YouTuber. They have options. Good luck,
Speaker 1: they have options. But like people that like married people,
Speaker 1: people with responsibility, people with children, single moms. You know,
Speaker 1: it's like they allow you know, to work, work to
Speaker 1: creep into their personal time because they're afraid of giving
Speaker 1: pushback and possibly losing their job. So it's just it's
Speaker 1: the weird situation. It's like, yeah, you want to take
Speaker 1: a stand, you want to separate yourself from work at
Speaker 1: a certain time. But then I think it all starts
Speaker 1: from the top. Carolina also I agree. I think I
Speaker 1: think bosses, Yeah, bosses be like, you know what, it is,
Speaker 1: seven pm, it is a Friday night. Maybe I should
Speaker 1: wait till Monday morning. That would help. Because just getting
Speaker 1: the text gives some people anxiety, or just getting the
Speaker 1: email and hearing that ping, and some people say, oh, well,
Speaker 1: turn off your notifications. Like some people just don't do that.
Speaker 1: They just constantly look and they want to make sure
Speaker 1: they're not getting in trouble, and that anxiety that can
Speaker 1: kill a person. So I am all for people, you know,
Speaker 1: separating themselves from work at a certain time. And also
Speaker 1: we have to really really work on you know what
Speaker 1: you mentioned with your friend that used to work in radio?
Speaker 1: What happened to herts? You know, separating yourself worth from work.
Speaker 1: You are not your job. You are an entire whole
Speaker 1: person outside of that title you have, right and one
Speaker 1: day you know, I mean, look, everybody comes to a
Speaker 1: point in their life where they retire. So what will
Speaker 1: you do mentally? How will you be when you retire?
Speaker 1: Because look, that job is not always going to be
Speaker 1: there for you. You will not be a part of
Speaker 1: the industry forever. So what are you doing to build
Speaker 1: yourself up to make sure that you're ready for that
Speaker 1: transition later on in life? And when it comes to
Speaker 1: quiet quitting, I think it all comes down to how
Speaker 1: can employers expect their employees to go above and beyond
Speaker 1: if they're not doing the same for them. So if
Speaker 1: you are constantly, like we said, if you're motivating your employees,
Speaker 1: if you are there for them, if you are encouraging
Speaker 1: them to have work life balance, if you are being
Speaker 1: respectful of their time and and only only reaching out
Speaker 1: to them in a diary emergency, or if something comes
Speaker 1: through and it's a last minute thing like that's the
Speaker 1: thing I've always said in our industry, your emergency or
Speaker 1: I don't know what I have a phrase for it.
Speaker 1: It's like, your emergency does not get my urgency. Well,
Speaker 1: it's true, though, because everything is an emergency. This just
Speaker 1: came down or we just got this. No no, no,
Speaker 1: no no. Because then sometimes you go through and you
Speaker 1: read through the other emails that are on the thread
Speaker 1: and you're like, baby girl, you got this email last week,
Speaker 1: and now you're emailing me at nine two pm and
Speaker 1: this has to run on the air tomorrow at six o'clock.
Speaker 1: Like what, So, your emergency does not require my urgency.
Speaker 1: And I think that that's something that you know, goes
Speaker 1: back to boundaries. So hopefully, if there are people out
Speaker 1: there that are listening right now that have this type
Speaker 1: of a work situation or work dilemma, first of all,
Speaker 1: you're not alone. There are many many people who are
Speaker 1: in the same boat. But it might give you a
Speaker 1: reason to sit back and reflect and say, am I
Speaker 1: giving my employers more than they deserve? Am I getting
Speaker 1: the feedback and the recognition that I deserve? It really
Speaker 1: is time for us to take a pause and and
Speaker 1: reflect on that. And if you're listening and you're a
Speaker 1: manager or you're a boss, I think this whole quiet
Speaker 1: quitting movement. You know, you should use it to support,
Speaker 1: you know, the well being of the people that you manage.
Speaker 1: Maybe you know, just you know, encourage that they have
Speaker 1: a good work life balance going on, and you know,
Speaker 1: just be a good leader and let them know that
Speaker 1: their value, let them know that what they do matters
Speaker 1: to the company, that you're their loyalty matters, you know,
Speaker 1: just express it. I feel like it if bosses were
Speaker 1: more um I guess communicative and let people know, you know,
Speaker 1: you're appreciated, have a great weekend. You know what, this
Speaker 1: can wait till Monday. That goes a long way. So
Speaker 1: if you're a manager, a supervisor, or a boss or
Speaker 1: a business owner, man, take this movement and you know,
Speaker 1: do right by your employees before you got ten people
Speaker 1: doing the bare minimum behind your back and your business
Speaker 1: goes belly up. That part well, honey. On that note,
Speaker 1: we will end it here and we want you guys
Speaker 1: to know that if you need support, we are always
Speaker 1: here for you. You You can d m us. I'm at
Speaker 1: the real Carolina on all social media. I am Honey
Speaker 1: German on Instagram and Honey German everywhere else, and I
Speaker 1: check all my messages. I haven't been posting lately, but
Speaker 1: I've been checking all of your messages. Oh good. Well, yeah,
Speaker 1: and you can also hit us up at l I
Speaker 1: Spanglish because that's really where we get your questions for
Speaker 1: the salon. If you guys are going through a dilemma
Speaker 1: or if you need us to help you out, that's
Speaker 1: where you can get to us too. And don't forget
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Speaker 1: to you if you're dealing with us, because we know
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Speaker 1: again next right. Lifense Banglish is a production of Lifense
Speaker 1: Bangulish Productions in partnership with I Heart's Michael Thura podcast network.
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