Speaker 1: My colleagues, We'll stop commenting on everything. I get my
Speaker 1: asses at people and meeting? Why does my coworker keep
Speaker 1: taking credit for all my idea? Have any wisdom for me? Hi,
Speaker 1: I'm Alison Green. Welcome to the Ask a Manager podcast.
Speaker 1: Right answer questions from listeners about life at work, everything
Speaker 1: from what to say if you're allergic to your coworkers
Speaker 1: perfume to what to do if you drink too much
Speaker 1: at the company party. Let's get started. I talk a
Speaker 1: lot at Ask a Manager about how to hire good
Speaker 1: employees and how to convince an interviewer to hire you.
Speaker 1: There are a lot of things that we take as
Speaker 1: givens when we talk about job searching and interviewing, like
Speaker 1: that you have some idea of what you're good at
Speaker 1: and what you're not so good at. We assume that
Speaker 1: because we're usually talking about adults who have some amount
Speaker 1: of work experience and life experience for that matter. But
Speaker 1: what about when you're hiring teenagers. It turns out the
Speaker 1: principles that you use when you're hiring adults don't always
Speaker 1: work when you're talking to teenagers who may never have
Speaker 1: had a job before Today. We're joined by Sue Bell
Speaker 1: who co owns Melissa and Sue Camps, which puts on
Speaker 1: different kinds of summer camps, and she's interviewed tons of
Speaker 1: teenagers for jobs as camp counselors. Hi, Sue, thanks for
Speaker 1: coming on the show. Hi also thanks so much for
Speaker 1: having me. So you have a bunch of experience interviewing
Speaker 1: and hiring teenagers, and you have some really fascinating observations
Speaker 1: about how that can be different from hiring adults. So
Speaker 1: let's start there. What are some of the differences between
Speaker 1: interviewing a teenager and interviewing an adult. Well, I think
Speaker 1: the main difference is that adults come into the situation
Speaker 1: sort of game ready, if you know what I mean.
Speaker 1: They have They've probably interviewed themselves in the car on
Speaker 1: the way over to the interview. They've thought about all
Speaker 1: the great things are going to say about themselves, and
Speaker 1: they're ready to put their best foot forward. And I
Speaker 1: think teenagers, although a hampton ready for the interview, they
Speaker 1: they first of all, don't have the experience and so
Speaker 1: and so they don't know what took back, which you
Speaker 1: can also be a very nerve racking situation. But not
Speaker 1: only that, they don't they don't know themselves enough to
Speaker 1: to be able to be forthright about all these amazing
Speaker 1: things that they could do. So what ends up happening
Speaker 1: is that I end up trying to draw out a
Speaker 1: lot of their qualities or a lot of the things
Speaker 1: that they'd be great at, you know. And it seems
Speaker 1: to be a bit tricky, Whereas adults sit down and
Speaker 1: they're like, I'm great at this and this and this,
Speaker 1: and wait till you see me do this, and I'm
Speaker 1: the best person for the job, and a teenager sort
Speaker 1: of looks at you like help, how do you get
Speaker 1: them to open up enough so that you can get
Speaker 1: a real sense of who they are. I think one
Speaker 1: of the tricks that my business partner and I use
Speaker 1: is just to have a normal conversation at the beginning.
Speaker 1: And what we do is spend the beginning part of
Speaker 1: the of the interview talking about our business and what
Speaker 1: we believe to be our favorite parts of the business
Speaker 1: and and what we're looking for. So we're giving them
Speaker 1: the platform to insert their great abilities into what we're
Speaker 1: looking for. So, for example, we would say something like
Speaker 1: we're looking for someone who could be really great at
Speaker 1: entertaining the kids all by themselves while we, you know,
Speaker 1: diffuse some sort of parents situation or something like that.
Speaker 1: You know someone who could sing songs or play a
Speaker 1: game or something like that, so that their response could
Speaker 1: be I'm really great at singing songs with kids. Great
Speaker 1: check and then we could say what would you do
Speaker 1: in that situation, and then they could sort of play
Speaker 1: out exactly what they would do. Ye do you ever
Speaker 1: get anyone I'm thinking back to something you said a
Speaker 1: minute or two ago. When you're talking about adults, when
Speaker 1: you're interviewing them, sometimes they come in and they're running
Speaker 1: through all their strengths and they're telling you all the
Speaker 1: things that they're great at, and sometimes it's kind of
Speaker 1: puffed up and and and not strictly true. Do you
Speaker 1: run into that with teenagers or is that more of
Speaker 1: an adult problem? I will say that generally the teenagers
Speaker 1: end up surprising us more with all of their awesomeness
Speaker 1: than perhaps the adults to do. Do you know what
Speaker 1: I mean? The adults will give you all the things
Speaker 1: they're great at, so there's not a lot of room
Speaker 1: for you to to um set bigger expectations. They have
Speaker 1: a they have a farther place to fall if that
Speaker 1: makes sense. Where teenagers where you're like, you know, I
Speaker 1: really have a gut feeling that they're going to be
Speaker 1: great at this, and then they come and they bang
Speaker 1: it out of the park and you're like, yes, home run,
Speaker 1: Like I knew you had it in you. So they
Speaker 1: actually have a bigger room to impress you because they've
Speaker 1: you know, not sold themselves as well as the adult has.
Speaker 1: Listening to you talk about it, I'm imagining being a
Speaker 1: teenager in that situation and may be surprising myself a
Speaker 1: little bit, like I could imagine the type of conversation
Speaker 1: that you're describing, drawing out strengths that I didn't even
Speaker 1: realize wor strengths. I hope you're right, you know. I
Speaker 1: think when you're a teenager, generally speaking, of course, you
Speaker 1: really try very hard to blend into the crowd, you
Speaker 1: know what I mean, Like to be quirky and to
Speaker 1: be kind of strange is not exactly what you're going
Speaker 1: for to walk down the halls of the high school
Speaker 1: generally speaking, But when you go into an interview, it's
Speaker 1: that quirkiness and that weirdness that's going to make you
Speaker 1: stand out from the rest and in a job like mine,
Speaker 1: quirkiness is is where it's at, you know what I mean,
Speaker 1: like to be loud and to be strange and to
Speaker 1: be you know, not self conscious and put yourself out
Speaker 1: there is exactly the kind of people we want role
Speaker 1: modeling for these kids. And so I think that what
Speaker 1: is the best part about my job in this in
Speaker 1: this aspect is being able to draw out that quirkiness
Speaker 1: in the teenager and then being able to celebrate it
Speaker 1: later if they've been hired. Does that make sense, Yeah,
Speaker 1: I love that. Now do you ask for references from
Speaker 1: teenagers or is that not really a useful thing. We
Speaker 1: do ask for references, you know, a lot of times,
Speaker 1: especially if it's their first job, we're getting a reference
Speaker 1: from you know, probably an aunt or somebody within their
Speaker 1: family or you know, generally it's a lot of their
Speaker 1: experiences that they're the eldest of six kids, or you know,
Speaker 1: they baby set the neighbors kids, you know, for five
Speaker 1: years or whatever it may be. But the reference, I
Speaker 1: think is a good thing to ask for just for accountability,
Speaker 1: you know, so that even in the future that they're
Speaker 1: doing a great job, because it's great for them to
Speaker 1: know that that that comes back, you know what I mean.
Speaker 1: Do you ever talk to our reference who gives you
Speaker 1: second thoughts about a candidate who makes you think maybe
Speaker 1: the person isn't the right fit. I m hmm, that's
Speaker 1: a great question. I've definitely given references where where I
Speaker 1: think I've given somebody else the second thought. But um,
Speaker 1: I feel like as a teenager, people are are working
Speaker 1: together to help raise these kids right, and they want
Speaker 1: the best for them, so they're going to give their
Speaker 1: references or somebody who's probably close to them, and it's good.
Speaker 1: I will say. And this is a very interesting thing
Speaker 1: that's you know, only been in the last ten years
Speaker 1: of my job, is that I can check these kids
Speaker 1: up on social media and I've not asked for an
Speaker 1: interview and I've not hired someone because of what I
Speaker 1: saw on social media. Yeah, and is that stuff like
Speaker 1: partying or just generally poor judgment? Um one in particular,
Speaker 1: she was writing about how much she hated her job,
Speaker 1: and I was like, okay, well no, and then another
Speaker 1: one was yeah, a lot of Here's the thing is
Speaker 1: that a lot of my clients will also look up,
Speaker 1: you know, the parents will look up at these people
Speaker 1: that are taking care of their kids, and I don't
Speaker 1: blame them. You know, it's their children. You want to
Speaker 1: make sure that the best people are taking care of them.
Speaker 1: And so if there's any sort of you know, just
Speaker 1: there's been like one person who had a lot of
Speaker 1: makeout pictures. It was just like, I don't want to
Speaker 1: I don't want to have to answer to that. Yeah,
Speaker 1: that makes a ton of sense. Yeah, not that people
Speaker 1: should censor themselves, but people should just be aware that,
Speaker 1: you know, potential employees are looking at them. Yeah, I
Speaker 1: be aware it's out there. One thing that I sometimes
Speaker 1: get fascinating letters about at Asking Manager are adult job
Speaker 1: candidates whose parents are trying to be involved in their
Speaker 1: interview process, which of course is wildly inappropriate for adults,
Speaker 1: but I wonder you must encounter parents who are trying
Speaker 1: to be a little bit too involved. Am I write
Speaker 1: about that? And if so, how do you handle that?
Speaker 1: That's a great question. I feel like we've actually done
Speaker 1: interviews with the parents, or at least at the beginning
Speaker 1: of the interview and at the end of the interview,
Speaker 1: because a lot of the times we've heard about the
Speaker 1: teenager via the parents. You know, they're either a part
Speaker 1: of our social circle, or however it may fall where
Speaker 1: we ask our our friends or another adult, do you
Speaker 1: have any kids or do you know and if any
Speaker 1: kids that could help us out, And so a lot
Speaker 1: of times they're the ones making the introductions for their children,
Speaker 1: and sometimes that goes really great, and sometimes that doesn't
Speaker 1: go so well because the teenager is a different person
Speaker 1: around their parents, right, And so if it seems like
Speaker 1: it's not working well, we will ask for more privacy.
Speaker 1: But generally, I think my job is a little different
Speaker 1: because we do get a lot of our staff from
Speaker 1: people we are, you know, and it makes sense that
Speaker 1: parents are going to have an interest in their minor
Speaker 1: child's summer employment. So the boundaries are different, and I
Speaker 1: would hope that they do, you know. I want them
Speaker 1: to know that we will be treating their kids right
Speaker 1: and um taking care of them, you know, because there
Speaker 1: are different levels to our camp and and helping our
Speaker 1: counselors become wonderful and seeing their strengths as part of
Speaker 1: my job and my business partner's job as well. I
Speaker 1: love that you see at that. Do you think that
Speaker 1: that is a pretty typical outlook for camp owners. I
Speaker 1: think so, because it's an experience. You know what I mean.
Speaker 1: It's not just a job. You're not going to a
Speaker 1: fast food restaurant and providing a service that someone pays
Speaker 1: for and the interaction is finished. This is you know, generally,
Speaker 1: we're spending six, seven, eight weeks with the same person
Speaker 1: and we want them to grow with us, and we
Speaker 1: want them to have a great time. I had wonderful
Speaker 1: summer job experiences, and I want the same for my staff.
Speaker 1: And I guess selfishly, if my staff is having a
Speaker 1: great time and feeling confident, that only that is contagious,
Speaker 1: you know what I mean. And when these kids are
Speaker 1: coming and they are having a great time and they
Speaker 1: themselves are growing and feeling more confident, then then that's
Speaker 1: a successful time. And I think that's what summer camp
Speaker 1: is about, you know, really, it's making friends and exploring
Speaker 1: and adventuring and feeling great. Yeah. I love that. We'll
Speaker 1: pause here for a quick break and then we'll be
Speaker 1: right back. I have to ask, do you remember any
Speaker 1: especially strange or unusual experiences that you've had interviewing teenagers.
Speaker 1: I think the one that stands out well, we yes,
Speaker 1: I have to when we hired and when we didn't
Speaker 1: and I'll explain the differences. One was, so I've explained
Speaker 1: to you basically our our general philosophies, which is making
Speaker 1: people staff campers, you know, ourselves, everyone included, have a
Speaker 1: wonderful time and feel really really great. And we had
Speaker 1: this one interview and I swear she just came out
Speaker 1: of like an emo convention or something. She was wearing
Speaker 1: all black, and she knows what she's interviewing for, so
Speaker 1: I don't know what she was thinking, but she was
Speaker 1: wearing all black, didn't smile, I couldn't look at a
Speaker 1: U in the eyes, and gave us nothing. And I
Speaker 1: explained you before, like I really do bait them a
Speaker 1: lot in terms of what they could answer to please please,
Speaker 1: are little, you know, employer brains. And she just with
Speaker 1: arms folded, sat there and she just walked away. And
Speaker 1: my business partner and I didn't even comment, was just
Speaker 1: next And what's your theory there? Do you think she
Speaker 1: was maybe being pushed into it by a parent. I
Speaker 1: think she was just perhaps it just wasn't her cup
Speaker 1: of tea and what she explained ourselves and she wasn't
Speaker 1: no longer interested. Um, but self consciousness unfortunately really play
Speaker 1: such a big role in the teenage world. And I
Speaker 1: hate to say that, and we and that hasn't been
Speaker 1: my experience all the time, but I think generally, especially
Speaker 1: compared to adults, you do have that's just something you're
Speaker 1: navigating with them. Yeah. Absolutely. And the and the second
Speaker 1: time we had somebody that stands out to me was
Speaker 1: actually so the situation was I knew them very well,
Speaker 1: but my business partner had to interview them as well.
Speaker 1: And so I know this person is a very outgoing,
Speaker 1: fun um teenager, and I knew that they would do
Speaker 1: a great job. But in the interview she had, she
Speaker 1: folded herself. I can't explain it more than just folded
Speaker 1: herself into her own body and and just was so
Speaker 1: unbearably shy and couldn't give the information that we needed.
Speaker 1: And I had to just look at my business partner
Speaker 1: and say, I promise she'll do a great job. I
Speaker 1: promised that this just didn't go well for her, and
Speaker 1: she can check this up to experience in an interview,
Speaker 1: because I know she'll do and she did do a
Speaker 1: great job. But I feel like this is such a
Speaker 1: useful experience for teenagers to begin to get their feet
Speaker 1: wet in an interview because I mean, it's a stressful
Speaker 1: experience for many adults, if not most adults, so I'm
Speaker 1: sure it's especially stressful for teenagers. Do you ever encounter
Speaker 1: teenagers who are actually really laid back and relaxed about
Speaker 1: the whole thing, Yes, yeah, and they get hired right away. Yeah,
Speaker 1: that would be a really good sign. Yeah, you can.
Speaker 1: You can tell as soon as they walk in. And
Speaker 1: it actually is so simple. You know, eye contact is
Speaker 1: our number one, our number one. I sometimes I just
Speaker 1: want to look at the person I'm interviewing and say,
Speaker 1: you know what, let's take to come back and just
Speaker 1: look at us in the eye. You know, it doesn't
Speaker 1: even matter what's coming out of your mouth as much
Speaker 1: as it is that you're just connecting with us. And
Speaker 1: so when they do walk in with a big smile,
Speaker 1: shake our hands, which is not often a teenage, you
Speaker 1: know the thing that they do, but put out their
Speaker 1: hand right away, shake it, looking the eyes with a
Speaker 1: big smile, immediately were relaxed, which makes a great interview.
Speaker 1: And then when they're able to offer up I can
Speaker 1: think of this one girl in particular, where she didn't
Speaker 1: know the answers, but she was so great at just
Speaker 1: being like, I don't know, let me think about that,
Speaker 1: you know, straight up, and then it was just like,
Speaker 1: I don't think I have an answer to what you're saying,
Speaker 1: but let me just add this about myself. I think
Speaker 1: that it shows a real confidence that she's not afraid
Speaker 1: to say she doesn't know something exactly, and instead of
Speaker 1: just saying something you sort of be nine, she's just
Speaker 1: being like, let's forget what you asked me and let
Speaker 1: me tell you something fantastic. And she was, you know,
Speaker 1: we will hire her summer after summer. She she's fantastic.
Speaker 1: Something I just really want them to know when they
Speaker 1: come in is that it's safe. You know, we generally
Speaker 1: want to hire people, and then if we find people quickly, honestly,
Speaker 1: it makes our job easier. Right, So so it's it's
Speaker 1: not a we're not the enemy, you know what I mean,
Speaker 1: we would. We really want them to do well, and
Speaker 1: we really want to be impressed by them. But I
Speaker 1: think a lot of times teenagers specifically come in and
Speaker 1: it's sort of like, you know, that dreadful authority, this
Speaker 1: will be my boss. I've heard about bosses, and bosses
Speaker 1: are terrible, and bosses, you know, instead of just just
Speaker 1: you know, putting their best foot forward and try really
Speaker 1: hard to to connect with us. I think that's the
Speaker 1: biggest word. It's funny. I find the same thing in adults. Actually,
Speaker 1: I tell people all the time, the person adults here,
Speaker 1: the person who is interviewing you, wants to hire you.
Speaker 1: They are hoping you'll be right for the job because
Speaker 1: you'll be a solution to a problem that is annoying
Speaker 1: them and taking up their time. They're not your adversary,
Speaker 1: they're not looking to trip you up. But I think
Speaker 1: people get into this interview mindset, certainly adults, and it
Speaker 1: sounds like some teens as well, where it does feel
Speaker 1: sort of adversarial and it's all tied up in people's
Speaker 1: weird relationship to authority. M I agree with you, and
Speaker 1: instead of thinking, listen, we've hired people that we didn't
Speaker 1: think we were even looking for. You know, like I've
Speaker 1: said in the in in this interview, you know we're
Speaker 1: looking for a loud, quirky people, but that we've definitely
Speaker 1: hired shire more mild mannered people just because we they
Speaker 1: impressed us and we wanted to be around them, and
Speaker 1: in our sort of situation, we have so many counselors
Speaker 1: that there is space for somebody who doesn't have to
Speaker 1: be the star of the show. There is some you know,
Speaker 1: where the kids could go and have a quiet time
Speaker 1: with this counselor. So, you know, they've impressed us so
Speaker 1: much that we've almost tweaked the dynamic within our staff
Speaker 1: to to have them come in. So, as long as
Speaker 1: you're being true to yourself, and this goes for adults too,
Speaker 1: you're not in competition with anybody as long as you
Speaker 1: are being your true self. And so you're offering something
Speaker 1: to me that no one else can give me because
Speaker 1: it's simply you. Does that make sense? It does? Yeah,
Speaker 1: I think that's great advice. Yeah. So if you're just
Speaker 1: simply yourself, you're not in competition with anybody. But if
Speaker 1: you're trying to be the greatest counselor or the greatest
Speaker 1: account or whatever your job you know that you're going
Speaker 1: for is, then you have a whole huge competition because
Speaker 1: that's what everyone else is trying to be. But if
Speaker 1: you're like this is it's kind of like that teenager
Speaker 1: at we hired that we love, where she's like, I
Speaker 1: don't know the answer to your question. But here's an
Speaker 1: answer to another question that makes you Yeah, you're kind
Speaker 1: of like, you're right, you are great, and I'm going
Speaker 1: to find a way to make this work because this,
Speaker 1: this is the energy I want. Yeah, I wonder too
Speaker 1: about managing teens, even aside from the hiring process. One
Speaker 1: thing I always tell managers is that they have to
Speaker 1: be really careful, to be really clear about expectations. That
Speaker 1: you can't assume that people know what you want or
Speaker 1: that they'll understand your shorthand you have to spell things
Speaker 1: out so that everyone is working from the same playbook.
Speaker 1: And I imagine that must go double or triple e
Speaker 1: when you're managing teenagers. Yes, but I will say that
Speaker 1: they they are so open to being told what to do.
Speaker 1: Is not the right thing to say, but like to
Speaker 1: how the playbook works that it's very easy with teenagers
Speaker 1: because they don't have sort of a preconceived idea of
Speaker 1: how they they think that they should go. You know,
Speaker 1: we have we have staff from fifteen years old to
Speaker 1: forty years old, and a lot of times and they're
Speaker 1: all wonderful. An adult would come in and have an
Speaker 1: idea maybe of how they would do it because they're
Speaker 1: older and have experience and maybe have have done this
Speaker 1: job in the past, whereas a teenager is just kind
Speaker 1: of like, please tell me what to do, and we're
Speaker 1: as business owners like gladly, Yeah, we'll pause here for
Speaker 1: a quick word from a sponsor and then we'll come
Speaker 1: right back. When you started in this business, was there
Speaker 1: anything that surprised you? Did you learn anything that you
Speaker 1: didn't expect about managing teenagers? I think what surprised me
Speaker 1: the most, and maybe this is just my bad, is
Speaker 1: that when you hire the right people, very confident, very
Speaker 1: open people, you really don't have to boss them quote
Speaker 1: unquote as much as maybe I imagined. So once you
Speaker 1: are on the same page and everyone has the same
Speaker 1: playbook and everyone is happy in their jobs, then as
Speaker 1: a manager or as as the owner, it alleviates so
Speaker 1: much from me that I can just enjoy them and
Speaker 1: I can I can enjoy being their peer, where even
Speaker 1: though I maybe thirty years older than them or twenty
Speaker 1: years older. Maybe is that is that I can sit
Speaker 1: back and watch them shine and not have to be
Speaker 1: so such a boss. And I think before hiring teenagers,
Speaker 1: I thought, well, this is going to be a big job.
Speaker 1: You know, they're sixteen and I'm going to have to
Speaker 1: follow them around and make sure they're doing everything right.
Speaker 1: But but truly, if you are open and you're able
Speaker 1: to give them the tools to be great, then you
Speaker 1: get to sit back and watch them be great. And
Speaker 1: that's wonderful. I think there's something similar there for adults
Speaker 1: as well. Actually, if you hire the right people the
Speaker 1: vast majority of the time, you should be able to
Speaker 1: relate to them like a peer. You shouldn't always have
Speaker 1: to have your boss hat on, and I think in
Speaker 1: effective managers missed that lesson. But if you have great
Speaker 1: people working for you, and everyone is clear on what
Speaker 1: you're there to get done, often you can let them
Speaker 1: go yes, and then not just what, let them go,
Speaker 1: watch them grow and shine and and nail it. And
Speaker 1: then it's important as a manager to say, hey, guess
Speaker 1: what I was watching you and you nailed it? Yes,
Speaker 1: And then they feel more confident to keep doing what
Speaker 1: they're doing. It's it's wonderful. Yeah, you sound like you
Speaker 1: would be such an amazing manager and interviewer for a teenager.
Speaker 1: That's very kind. But I feel like my job, I'm
Speaker 1: we're all spoiled in my job because really the common
Speaker 1: threat of it all is we want the child to
Speaker 1: be happy, we want them to have a good experience,
Speaker 1: and so however we get there is only going to
Speaker 1: be great intentions, you know what I mean. Like by
Speaker 1: the time the kids come, it's nothing to do about money.
Speaker 1: Their counselors aren't worried about money or or anything like that.
Speaker 1: Their only job is to make sure everyone is feeling
Speaker 1: safe and happy. And so what a wonderful way to
Speaker 1: wake up, you know what I mean? Like, how are
Speaker 1: we going to make them happy today? Like, yeah, so
Speaker 1: we're we're spoiled in our job because there's not the
Speaker 1: other pressures that maybe another job may have, of of
Speaker 1: you know, the productivity or whatever. It maybe it's just
Speaker 1: like if that kid's leaving with a smile and they're
Speaker 1: running to their moms saying or their dad saying, I
Speaker 1: had a great day, Like awesome, I want to go
Speaker 1: back to summer camp now, right. The last question for you,
Speaker 1: if you could give one piece of advice to a
Speaker 1: teenager in your life, it was going to their first
Speaker 1: job interview, what would you tell them. I think my
Speaker 1: advice to a teenager would be to spend some time
Speaker 1: prior to the interview and just really thinking about themselves
Speaker 1: and why why they are awesome and why they are
Speaker 1: great and think of specific reasons and and reasons that
Speaker 1: set them apart from other people, not that they're better
Speaker 1: or worse, just different. Why are you different? And why
Speaker 1: would I want to spend my time with you? Or
Speaker 1: why would you be a great role model? And with
Speaker 1: all of those characteristics in your heart and in your head,
Speaker 1: you're gonna walk in confident because you know what makes
Speaker 1: you awesome, and then you're going to be able to
Speaker 1: have an interview where you feel confident with what you
Speaker 1: can bring to this job. And hey, this is great
Speaker 1: life advice to like every morning and look in the
Speaker 1: mirror and think about why you're awesome. Let's all do that.
Speaker 1: But I think specifically for an interview, because then you're
Speaker 1: not selling me yourself, you're just being you. And then
Speaker 1: if you can fit into my world and what I've created,
Speaker 1: then then hop on in. You know, if if you
Speaker 1: don't fit in and you don't get the job, it's
Speaker 1: because that just wasn't a great fit, not because you
Speaker 1: didn't perform well or not because of anything else. It's
Speaker 1: just that what you specifically had at that moment wasn't
Speaker 1: going to fit with that one, but it will fit
Speaker 1: somewhere else. That is great advice, not just for teens,
Speaker 1: but for adults. I think you just took eleven years
Speaker 1: of what I've been writing and Ask a Manager and
Speaker 1: summarized it in a few senses. So let's sleep, let's
Speaker 1: run the world. Yeah. Well, thank you so much for
Speaker 1: taking the time to come on the show and share
Speaker 1: all of those I thought this was so interesting. Thank
Speaker 1: you awesome. Thanks for listening to the Ask a Manager Podcast.
Speaker 1: If you'd like to come on the show to talk
Speaker 1: through your own question, email it too podcast at Asking
Speaker 1: Manager dot org, or you can leave a recording of
Speaker 1: your question by calling eight five five f T six work.
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Speaker 1: How to Navigate clueless colleagues, lunch stealing bosses, and the
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