WEBVTT - BA Q&A: I Deserve A Raise! ft. Yacine 0:00:06.120 --> 0:00:10.320 Hey, va fam, It's time for the v a qa A, 0:00:10.640 --> 0:00:14.200 the v a qa A with b a qa A 0:00:14.560 --> 0:00:18.599 with man Day all by herself, and y'all know how 0:00:18.640 --> 0:00:21.319 awkward I feel singing that song. So I had to 0:00:21.320 --> 0:00:22.880 bring a friend today because I don't want to be 0:00:22.920 --> 0:00:25.840 alone in the studio while Tiffany is living her best 0:00:25.880 --> 0:00:28.280 life in Egypt. I am here with y'all for this 0:00:28.360 --> 0:00:30.920 week's b a q and A, and I am joined 0:00:30.960 --> 0:00:34.960 by one of our BA fam, one of our BA listeners, Yasine, 0:00:35.440 --> 0:00:37.600 who is not that far away from me. We're actually 0:00:37.640 --> 0:00:40.600 both in New York. She's calling in from the b X. Hey, 0:00:40.680 --> 0:00:44.760 y scene, Welcome to Brown Ambition. Hi, thank you, happy 0:00:44.800 --> 0:00:46.760 to be here, so excited to have you. The melanin 0:00:46.880 --> 0:00:50.000 is popping the team like everything is just like, Wow, 0:00:50.159 --> 0:00:55.880 you should do Colgate Corres what. But that's not why 0:00:55.920 --> 0:00:58.440 you're here today. So let's take a listen to your question. 0:00:58.600 --> 0:01:01.959 I love this question. It's one that actually I have 0:01:02.000 --> 0:01:05.600 gotten a lot from people who had their annual reviews 0:01:05.640 --> 0:01:08.199 in twenty twenty at the beginning of twenty twenty three, 0:01:09.440 --> 0:01:12.960 and we're just a little underwhelmed by what happened in 0:01:13.040 --> 0:01:14.959 terms of their pay. So let's take a listen to 0:01:15.000 --> 0:01:21.119 Yasine's question. So, I started recently at a financial firm. 0:01:21.680 --> 0:01:23.479 It's a big one, so I don't want to say 0:01:23.480 --> 0:01:28.000 the name just in case. But it's been almost nine 0:01:28.080 --> 0:01:31.000 ten months and we just went over our like our 0:01:31.120 --> 0:01:33.480 end of year review and everything, and they were handing 0:01:33.520 --> 0:01:37.720 out bonuses, raises, and promotions. I did not expect a 0:01:37.920 --> 0:01:40.560 promotion or like, you know, I was happy that I 0:01:40.600 --> 0:01:43.560 got a bonus, but I did kind of expect a raise, 0:01:43.880 --> 0:01:46.479 just because it's been almost a year that I've been 0:01:46.520 --> 0:01:49.320 there and inflation is crazy. So I wanted to know, 0:01:49.440 --> 0:01:54.120 am I being kind of a little extra for expecting 0:01:54.160 --> 0:01:57.200 something or is there like something that I can say 0:01:57.320 --> 0:01:59.440 or do that would kind of like have me be 0:01:59.520 --> 0:02:04.320 able to you visit the conversation with my manager. Okay, yeah, see, 0:02:04.360 --> 0:02:06.120 so paint the picture for me. You've been at this 0:02:06.200 --> 0:02:08.720 job for a little less than a year now, right, Okay, 0:02:08.800 --> 0:02:11.000 And where are you at in your career like early 0:02:11.080 --> 0:02:15.440 career mid I just started, so three years in, but 0:02:15.520 --> 0:02:19.640 this is my third job. So because you know, Blacktone cracks, 0:02:19.760 --> 0:02:22.280 you can be twenty two or like sixty two, and 0:02:22.320 --> 0:02:23.799 I would just want to be clear on that. Okay, 0:02:24.120 --> 0:02:26.120 so you're very young, early in your career. Okay, so 0:02:26.160 --> 0:02:29.000 you've been there lesson a year. It's totally not uncommon 0:02:29.520 --> 0:02:32.160 to get a so so raise when you're newer to 0:02:32.200 --> 0:02:34.520 the company, especially when you've been there less than a year, 0:02:35.040 --> 0:02:37.440 and like, you're not working for a small company. This 0:02:37.520 --> 0:02:40.560 is like a big bank, you said, right, a big 0:02:40.600 --> 0:02:46.280 bank during challenging economic times, they're gonna be very stingy 0:02:46.320 --> 0:02:52.040 with their budget for compensation increases, adjustments, bonuses, all that stuff. 0:02:52.480 --> 0:02:54.680 So it's not shocking to me that you didn't get 0:02:54.960 --> 0:02:57.280 a significant raise. Can I ask, did you get like 0:02:57.320 --> 0:02:59.880 the standard annual increase and if so, how much was 0:03:00.240 --> 0:03:02.280 So I didn't get a raise at all. I got 0:03:02.320 --> 0:03:05.560 a bonus, and I was surprised that I did get 0:03:05.560 --> 0:03:08.760 the bonus. But I was hoping for a raise as well, 0:03:08.800 --> 0:03:11.800 because inflation has been a little crazy, so I was 0:03:11.840 --> 0:03:15.320 hoping that at least they would kind of raise my 0:03:15.480 --> 0:03:18.760 salary so it will match inflation. But I guess that 0:03:18.880 --> 0:03:21.320 was the crazy part. Or your friend's like, here's a 0:03:21.360 --> 0:03:25.400 tiny violin for you. You got a bonus, not raise. Yes, 0:03:25.680 --> 0:03:29.120 they're like, okay, girl, you need to calm down. At 0:03:29.240 --> 0:03:32.560 least you got something. No, that is true. We want 0:03:32.600 --> 0:03:34.280 to be grateful for that. But I don't believe in 0:03:34.320 --> 0:03:36.920 playing small. I think what you could what you could 0:03:36.960 --> 0:03:39.080 do in this situation. So you got a bonus. What 0:03:39.280 --> 0:03:41.720 was the percentage of your pay that your bonus was? 0:03:41.720 --> 0:03:44.440 Was it like ten percent? Five percent? It was a 0:03:44.520 --> 0:03:47.440 little under ten percent. I think it was like eight percent. 0:03:47.520 --> 0:03:50.840 Really freaking dope, dude, that's pretty great. And here's what 0:03:50.880 --> 0:03:53.200 I'll say, here's why they'd prefer to do a bonus 0:03:53.280 --> 0:03:55.480 over a raise, because a bonus for them is a 0:03:55.520 --> 0:03:58.119 one time It's a one time hit to their budget, right, 0:03:58.840 --> 0:04:02.839 And whereas give you that ten percent annual raise, they're 0:04:02.880 --> 0:04:05.920 promising to do that for the next forever as long 0:04:05.960 --> 0:04:08.400 as you're there, right, So, and you work for a bank, 0:04:08.440 --> 0:04:10.160 so you probably understand like this is just going to 0:04:10.240 --> 0:04:12.440 hit the books a little bit. Differently, I think that 0:04:12.520 --> 0:04:15.320 bonus says a lot about probably the quality of the 0:04:15.360 --> 0:04:17.039 work that you're doing, the fact that they want you 0:04:17.120 --> 0:04:19.760 to be happy and stick around. I'd almost even call 0:04:19.800 --> 0:04:22.760 that like a baby retention bonus, like we can't give 0:04:22.760 --> 0:04:25.440 you a raise, but here's some money, Like just be 0:04:25.560 --> 0:04:30.039 happy for now. But I wouldn't necessarily say you have 0:04:30.080 --> 0:04:32.279 to take that money and be silent about it. I 0:04:32.320 --> 0:04:35.240 think you can absolutely, even though it's been how long 0:04:35.279 --> 0:04:38.880 since you had the initial conversation with your manager. So 0:04:39.279 --> 0:04:43.120 we had our conversation in December, right before we left 0:04:43.200 --> 0:04:47.479 for the holidays, and she wasn't sure that I was 0:04:47.520 --> 0:04:49.880 going to get the bonus, actually, because in my contract, 0:04:49.960 --> 0:04:53.680 it's not a given. It's something that's I forget the word. 0:04:54.080 --> 0:04:56.400 There's a specific word for it. I forgot it. But 0:04:56.680 --> 0:04:59.359 it's it's only by their discretion I guess, by my 0:04:59.400 --> 0:05:03.159 managers discrestionary. Oh yeah, intercretionary. Ya, bonus that doesn't exist 0:05:03.240 --> 0:05:07.440 unless they decided to exist exactly. Yeah. So she wasn't 0:05:07.480 --> 0:05:09.679 even sure if I was going to get the bonus. 0:05:09.720 --> 0:05:11.360 So I was happy. That's why I was like, I'm 0:05:11.360 --> 0:05:13.240 so happy, and I'm still grateful that I did get 0:05:13.240 --> 0:05:16.200 the bonus. I just I was a little, you know, 0:05:16.600 --> 0:05:18.680 let down that I didn't get a raised, because a 0:05:18.720 --> 0:05:20.480 lot of my friends who are also in the same 0:05:20.480 --> 0:05:23.880 industry did get a raise to match with inflation and 0:05:24.080 --> 0:05:27.880 also a bonus. So I'm just like, maybe I'm yeah, 0:05:27.920 --> 0:05:31.120 I'm asking for too much. No, I don't think you're 0:05:31.120 --> 0:05:33.280 asking for too much. I mean, you've you've been there 0:05:33.320 --> 0:05:35.640 less than a year. So in terms of like it's 0:05:35.760 --> 0:05:37.640 you're in a lot better position than someone who got 0:05:37.720 --> 0:05:40.719 hired five years ago at that company, because like their 0:05:40.760 --> 0:05:43.360 pay that they started at, you know, with inflation, it's 0:05:43.400 --> 0:05:45.360 eating and eating and eating away at that. Your pay 0:05:45.400 --> 0:05:48.120 is on a newer level, like you are getting paid 0:05:48.120 --> 0:05:51.120 in twenty twenty two dollars twenty you know, so I 0:05:51.160 --> 0:05:53.719 wouldn't feel as much urgency around like, oh I could 0:05:53.720 --> 0:05:55.599 be making a lot more in like inflation's eating up 0:05:55.640 --> 0:05:58.719 my money. That being said, it sounds like even with 0:05:58.760 --> 0:06:01.440 your manager, there wasn't a lot of clarity around how 0:06:01.480 --> 0:06:05.159 compensation would happen in compensation rewards. So in this case, 0:06:05.200 --> 0:06:07.599 and I actually think I have. I came up with 0:06:08.080 --> 0:06:11.120 a four scripts that workers can use. In December, I 0:06:11.160 --> 0:06:14.200 published it. It's called Ultimate Year End Review Scripts, but 0:06:14.279 --> 0:06:16.960 really there are four scripts that anyone can use to 0:06:17.040 --> 0:06:19.920 open a dialogue with their managers when they want to 0:06:19.920 --> 0:06:23.480 talk about compensation, Like you're underpaid, you're given a bunch 0:06:23.560 --> 0:06:26.880 more responsibilities, you want more money, or in your case, 0:06:26.960 --> 0:06:30.000 you just want to understand like how does this how 0:06:30.040 --> 0:06:33.039 do y'all decide, like what goes into these decisions? But 0:06:33.360 --> 0:06:36.480 what I would say is why not have a conversation 0:06:36.600 --> 0:06:39.960 with your manager and say, you know, I'm super grateful 0:06:40.000 --> 0:06:43.440 that the bonus came through. That's awesome, but I'm curious 0:06:44.360 --> 0:06:49.320 what the company's you know, process or policy around annual 0:06:49.440 --> 0:06:53.400 raises is because I was a little I was surprised 0:06:53.400 --> 0:06:57.320 to not have received any pay raise. You can say surprised, 0:06:57.360 --> 0:06:59.640 you can say I was a little concerned or a 0:06:59.680 --> 0:07:03.000 little disappointed, you know. Make it clear that you're grateful 0:07:03.000 --> 0:07:05.080 for the raise and all of that, but you're really 0:07:05.120 --> 0:07:07.200 asking just to be so that you can get more 0:07:07.240 --> 0:07:11.200 transparency and insight into what went into that decision. And 0:07:11.200 --> 0:07:13.040 I wouldn't be surprised if what you hear from her 0:07:13.160 --> 0:07:16.920 is like, I don't know, you've seen I didn't get 0:07:16.920 --> 0:07:19.760 it raised either. I don't know, But like that just 0:07:19.800 --> 0:07:22.280 means that maybe then it's a question for her manager, 0:07:23.120 --> 0:07:26.200 you know, or maybe it's a question for hr. Like 0:07:26.520 --> 0:07:29.160 I think sometimes we assume that our managers are going 0:07:29.240 --> 0:07:31.320 to be like the badasses and they can get answers 0:07:31.360 --> 0:07:34.400 for us and all of that, but sometimes they're just 0:07:34.480 --> 0:07:36.560 one of many, many in the long line of like 0:07:37.040 --> 0:07:39.720 you know, chain of command, and they may not feel 0:07:39.760 --> 0:07:43.920 confident asking those questions. But if you push and you 0:07:44.080 --> 0:07:46.720 advocate for yourself, it's more likely you will get those answers. 0:07:47.360 --> 0:07:49.680 And if she ends up being a dead end, you 0:07:49.720 --> 0:07:51.760 could go to an HR. Do you have like an 0:07:51.880 --> 0:07:54.320 HR business partner, You could go to them for sure 0:07:55.120 --> 0:07:58.120 and ask for some clarity. I wanted to ask, I 0:07:58.120 --> 0:08:01.480 guess the side question. It's it's the same thing. But 0:08:01.960 --> 0:08:05.080 when it comes to bringing having this conversation, should I 0:08:05.080 --> 0:08:08.520 wait till my media review, which which is in like 0:08:08.560 --> 0:08:11.680 about two three months, or should I just have that 0:08:11.720 --> 0:08:14.840 conversation now? I wouldn't wait. I mean you at this 0:08:14.880 --> 0:08:16.720 point that you and I were talking in early March, 0:08:16.880 --> 0:08:20.440 you guys had your review annual review in December. I 0:08:20.640 --> 0:08:23.320 wouldn't wait because, like what I would rather you go 0:08:23.400 --> 0:08:26.600 into the mid year review understanding better, like what your 0:08:26.680 --> 0:08:28.840 chances are of getting a raised even maybe she might 0:08:28.880 --> 0:08:31.040 even tell you, well, for people who didn't get a 0:08:31.040 --> 0:08:33.400 bump at the end of this year, then we're considering 0:08:33.520 --> 0:08:35.679 that for you know, midyear, and then it kind of 0:08:35.720 --> 0:08:38.000 gives you peace of mind. There's I feel like you 0:08:38.040 --> 0:08:41.800 have more to gain by asking now than to lose 0:08:41.840 --> 0:08:44.480 if you phrase it in the right way, like you know, 0:08:44.480 --> 0:08:46.360 I've been giving it more thought. I know it's been 0:08:46.360 --> 0:08:48.800 a couple of months since we, you know, talked about 0:08:49.160 --> 0:08:53.480 the annual review and compensation changes. The bonus was unexpected, 0:08:53.520 --> 0:08:56.760 and I'm very excited about that. But since I wasn't 0:08:56.760 --> 0:08:58.760 given a raise, do you think it'll be possible to 0:08:58.800 --> 0:09:02.160 revisit that at the midyear point? Could be another way 0:09:02.160 --> 0:09:04.960 for you to ask about it versus like just what 0:09:05.000 --> 0:09:07.840 I recommended earlier, which was, do you have any idea 0:09:07.920 --> 0:09:10.000 like what goes into those decisions about who does and 0:09:10.040 --> 0:09:12.640 doesn't get a raise? And you know, what can I 0:09:12.640 --> 0:09:15.640 expect moving forward? Now you have this the fact that 0:09:15.640 --> 0:09:17.160 I now I know that you have a midyear review 0:09:17.160 --> 0:09:20.640 coming up, you can literally say, like, could we revisit 0:09:20.679 --> 0:09:23.880 that at the mid year? You know, don't talk about 0:09:23.920 --> 0:09:29.640 inflation though that was how argument, but yeah, yeah, no, no, no, no, no, 0:09:29.679 --> 0:09:32.080 don't don't talk about inflation. Talk about the quality of 0:09:32.120 --> 0:09:34.240 your work. You know, you've been there a year, a 0:09:34.280 --> 0:09:37.280 little less than a year. Just the bonus itself, unless 0:09:37.320 --> 0:09:39.520 they're just giving money to anybody out there, the bonus 0:09:39.559 --> 0:09:42.120 itself tells me that you're good at your job and 0:09:42.240 --> 0:09:44.200 they value you. Would you agree, I would like to 0:09:44.240 --> 0:09:49.440 think so yes, Yeah, So you can say that bonus 0:09:49.480 --> 0:09:52.040 clearly tells me that I am I'm making an impact, 0:09:52.040 --> 0:09:56.240 I'm being valued. That's really exciting for me. And like 0:09:56.320 --> 0:10:00.040 make it clear that you're asking because you want to 0:10:00.120 --> 0:10:02.840 understand that you were valued and what that will look 0:10:02.880 --> 0:10:05.240 like in the form of a raise instead of just 0:10:05.520 --> 0:10:08.559 the one time bonus. All right, ba fam, you are 0:10:08.600 --> 0:10:11.760 listening to the ba QA A. We are going to 0:10:11.800 --> 0:10:14.080 take a quick break and be right back with more 0:10:14.160 --> 0:10:18.840 of your questions and our answers. Okay, ba fan, we 0:10:18.920 --> 0:10:22.440 are back answering more of your questions for the BAQA 0:10:22.559 --> 0:10:24.840 Let's go. The reason you don't want to mention inflation 0:10:25.480 --> 0:10:30.240 is because companies they everyone's going through inflation, right, and 0:10:30.480 --> 0:10:34.000 I'm sure that they have. I'm almost like positive that 0:10:34.200 --> 0:10:37.840 this big bank had a talk with the board, all 0:10:37.880 --> 0:10:41.480 the senior leaders had, you know, head of compensation hr 0:10:41.559 --> 0:10:44.440 all of them, and they decided, in light of inflation, 0:10:44.600 --> 0:10:47.160 how are we going to do raises this year? And 0:10:47.200 --> 0:10:49.760 in light of the economy and all of that, and 0:10:49.840 --> 0:10:51.800 they made the choice that they made and that's not 0:10:51.840 --> 0:10:54.680 going to change just for one person. You know, when 0:10:54.679 --> 0:10:57.840 it comes to like standard raises, if you feel like 0:10:57.960 --> 0:11:03.600 you warrant a merit based pay increase, then you need 0:11:03.640 --> 0:11:06.160 to make that case based on what you believe. You know, 0:11:06.360 --> 0:11:08.880 what the merit is, like, what have you done to 0:11:09.000 --> 0:11:13.360 deserve more? And so going into this conversation with your manager, 0:11:13.400 --> 0:11:15.200 you might want to take some time and you know, 0:11:15.320 --> 0:11:18.120 just look at your highlight reel from twenty twenty two 0:11:18.160 --> 0:11:20.199 and maybe you already have that, like did you put 0:11:20.200 --> 0:11:23.880 that together for your Yeah, for the end of your review, yes, yeah, 0:11:23.960 --> 0:11:27.040 I mean you can mention that and again reiterate the 0:11:27.040 --> 0:11:30.280 bonus was nice. But I'm also interested in what type 0:11:30.320 --> 0:11:35.280 of merit based salary increase I can expect, especially heading 0:11:35.280 --> 0:11:38.560 into the mid year reviewpoint given my performance you know 0:11:38.679 --> 0:11:40.920 this past at this at that point will be a 0:11:41.000 --> 0:11:45.320 year and a half ish. Yees, yeah, like that, because 0:11:45.480 --> 0:11:48.040 merit based is just that's like something that they can 0:11:48.240 --> 0:11:51.800 you know, push for, not just like well your scenes 0:11:51.920 --> 0:11:55.520 got inflation going on and everybody else and then like 0:11:55.559 --> 0:11:57.480 at this point you're early in your career, like you 0:11:58.040 --> 0:12:00.000 like getting in that habit of being able to articulate 0:12:00.160 --> 0:12:04.200 your impact and articulate you know, what your performance like, 0:12:04.240 --> 0:12:06.320 how what the value is that you've brought to your team. 0:12:06.440 --> 0:12:09.480 Is such a good skill to learn And it may 0:12:09.480 --> 0:12:11.840 feel hell like how scale of one to ten? Like 0:12:11.880 --> 0:12:14.840 how nervous are you maybe going into this conversation that 0:12:14.880 --> 0:12:21.000 I'm recommending like a six? Sex? Not that? Like? Wait nervous? 0:12:21.040 --> 0:12:24.280 Is that the ten? Or at the versus a ten? Okay? Yeah? 0:12:24.320 --> 0:12:28.640 Like a six okay? So you're nervous? Such, right, Like 0:12:28.760 --> 0:12:33.080 it will get easier the more often you give yourself 0:12:33.200 --> 0:12:37.040 practice advocating for yourself. So that's why I'm like, go 0:12:37.080 --> 0:12:39.800 ahead and have the conversation now, and also think about 0:12:40.200 --> 0:12:42.839 from your manager's perspective, even though your review is in June. 0:12:43.120 --> 0:12:45.960 In June year, it should be Yeah, they may start 0:12:45.960 --> 0:12:51.439 having conversations around budgets for raises and bonuses in April 0:12:51.600 --> 0:12:53.840 and may you know, so if you get in there 0:12:53.840 --> 0:12:56.560 now and she knows that, Yesine would really like a 0:12:56.559 --> 0:13:00.719 little pay bump, maybe she'll be able to think about that, 0:13:00.760 --> 0:13:03.480 you know, as she heads into those compensation conversations heading 0:13:03.520 --> 0:13:07.000 into the midyear point. I can't wait to try. I'm 0:13:07.000 --> 0:13:09.960 still nervous, but I can't wait nervous is good. I 0:13:09.960 --> 0:13:12.240 mean it really is. Like you said, you've only been 0:13:12.240 --> 0:13:14.240 in this job, Well, you've been working professionally for a 0:13:14.280 --> 0:13:16.640 few years now, yeah, three years. I've kind of been 0:13:17.000 --> 0:13:20.440 a part of that home millennial like job hopping thing 0:13:20.760 --> 0:13:23.480 where it's like so plentnially graduated three years ago. I 0:13:24.559 --> 0:13:26.520 don't know what there is. I don't think I'm gen Z. 0:13:26.800 --> 0:13:28.679 I don't think I know I'm not gen Z. I 0:13:28.720 --> 0:13:31.760 think I'm a older My cousin she's like, I don't know. 0:13:32.000 --> 0:13:35.719 I call her a zoomer because she's got like boomer tendencies, 0:13:35.760 --> 0:13:41.880 but a gen Z birth date anyway, club, Okay, I guess. 0:13:41.880 --> 0:13:44.360 I mean I was born in the nineties, but like 0:13:44.480 --> 0:13:47.640 late nineties. So I'm a nineties baby, not a nineties kid, 0:13:47.960 --> 0:13:51.400 if that makes sense, gotcha, got yeah, I'm an eighties baby, 0:13:51.440 --> 0:13:54.360 not an eighties kid. Yees, late eighties. Yeah, so we're 0:13:54.360 --> 0:13:57.680 on the same page, we understand. But yeah, so I'm 0:13:57.679 --> 0:13:59.800 a part of that. You know. I had a job 0:13:59.880 --> 0:14:02.080 and it was great, and then I saw another job 0:14:02.160 --> 0:14:04.120 and they were paying more. So I left that job 0:14:04.200 --> 0:14:06.200 and went to that job, and that's how I kind 0:14:06.240 --> 0:14:11.200 of raised my salary for the past three years. I 0:14:11.280 --> 0:14:13.040 stayed at a job for almost a year or so, 0:14:13.400 --> 0:14:16.120 and then after that I would like transition into something different. 0:14:16.520 --> 0:14:20.120 Started off in nonprofit. It was great. The money's not 0:14:20.200 --> 0:14:22.320 that great, but you know, helping people is great. That 0:14:22.400 --> 0:14:25.720 I'm transitioned to sales and that was great, but it 0:14:25.760 --> 0:14:28.000 was all about like the numbers, numbers, numbers all the time. 0:14:28.040 --> 0:14:31.200 So I transitioned into marketing and I love it here. 0:14:31.560 --> 0:14:33.920 So that's why I'm like this whole thing about like 0:14:33.960 --> 0:14:35.640 asking for a raise. It's kind of like the first 0:14:35.680 --> 0:14:37.920 time I'm kind of doing this because it's usually I'll 0:14:37.960 --> 0:14:40.240 just leave a job and they'll give me more money 0:14:40.240 --> 0:14:46.000 at the next job. Which I talk all about quitting 0:14:46.000 --> 0:14:48.840 your way rich, and how quitting was a key strategy 0:14:48.880 --> 0:14:50.880 for me too. No, I'm not kidding, like I quit 0:14:50.920 --> 0:14:53.960 six times in ten years. But when you really enjoy 0:14:54.000 --> 0:14:55.600 a workplace and you like to work there and you're 0:14:55.640 --> 0:14:58.680 making an impact, it can be really rewarding to stick 0:14:58.720 --> 0:15:02.040 around and grow in that. And of course, you know, 0:15:02.160 --> 0:15:04.960 I am of the opinion that like job hopping doesn't 0:15:05.240 --> 0:15:07.280 ultimately it doesn't have it doesn't have to be like 0:15:07.360 --> 0:15:11.240 super detrimental as long as you maintain your networks. You 0:15:11.320 --> 0:15:13.960 have a good reason for leaving, and I can already 0:15:13.960 --> 0:15:18.440 hear you, like you've tried different industries, different types of places, 0:15:18.440 --> 0:15:20.320 and you're figuring out what works for you and it 0:15:20.360 --> 0:15:23.160 wasn't nonprofit and it wasn't sales, and like you can 0:15:23.160 --> 0:15:25.080 tell that to an interviewer and they're gonna get it, 0:15:25.280 --> 0:15:28.480 Like they're gonna understand. And the more clarity you get, like, 0:15:28.680 --> 0:15:30.960 the less likely you will be to leave as frequently 0:15:31.360 --> 0:15:33.640 because you're going to be right, like your bar is 0:15:33.680 --> 0:15:35.520 going to be higher for your next role, and you're 0:15:35.520 --> 0:15:38.080 going to be more selective, and yeah, you will get 0:15:38.120 --> 0:15:40.600 to a point where I'm pretty I like it here, 0:15:41.200 --> 0:15:43.720 you know I do, which just agree And then in 0:15:43.760 --> 0:15:47.560 that case, then it's about building those relationships, continuing to 0:15:47.640 --> 0:15:50.480 advocate for yourself. And what was key for me is 0:15:50.480 --> 0:15:53.080 what I told you about is understanding, like how the 0:15:53.080 --> 0:15:55.880 hell the sausage gets made? Like how do these compensation 0:15:56.000 --> 0:16:01.720 decisions happen? And I've recognized I really rather that you 0:16:01.760 --> 0:16:05.160 can ask and maybe the answer is we don't know, 0:16:05.200 --> 0:16:06.920 but that's kind of an answer, like, oh, it's a 0:16:06.920 --> 0:16:08.920 little vague and ambiguous, and maybe I should just ask 0:16:08.920 --> 0:16:12.560 for whatever the hell I want, cause there's no rules 0:16:12.600 --> 0:16:16.480 around here. I'm a firm believer of close mouths don't 0:16:16.520 --> 0:16:20.800 get fed, so I oh yeah, So I like advocating 0:16:20.880 --> 0:16:22.200 is something that I like to do for myself and 0:16:22.200 --> 0:16:24.400 other but others. But I just didn't know the right 0:16:24.480 --> 0:16:26.000 way to go about it. That's why I was like, 0:16:26.120 --> 0:16:27.680 let me ask you guys, cause you guys are kind 0:16:27.680 --> 0:16:29.400 of that explained. If I had your teeth, I'd be 0:16:29.480 --> 0:16:32.400 like smiling and talking, open my mouth all the time. 0:16:32.960 --> 0:16:40.400 Everybody listen to me, you have going to smile. But yeah, absolutely, 0:16:40.440 --> 0:16:42.680 close mouths don't get fed. And again, it's all about 0:16:42.680 --> 0:16:46.640 like practicing, asking those questions, having those conversations, you know, 0:16:46.720 --> 0:16:48.880 And I think, you know, if you're aiming to be 0:16:48.920 --> 0:16:52.119 a leader yourself one day or manage a team, remember 0:16:52.600 --> 0:16:54.560 what this lack of clarity, how it made you feel, 0:16:54.640 --> 0:16:56.400 and like that will help you be a better and 0:16:56.440 --> 0:16:59.320 more effective manager down the line as well. So this 0:16:59.480 --> 0:17:02.800 is all great experience for the first three years, you know, 0:17:03.000 --> 0:17:05.840 just after graduating college. So I'm in kudos to you. 0:17:05.920 --> 0:17:10.240 You're kind of killing it. Thank you, I'm trying well, 0:17:10.320 --> 0:17:12.480 Thank you ya scene, Thank you so much for submitting 0:17:12.520 --> 0:17:15.119 your question. Ooh, I didn't remind y'all, how can you 0:17:15.520 --> 0:17:18.480 be like you seen and be in the virtual studio 0:17:18.600 --> 0:17:20.680 with us at Brad Ambition. You can head to our 0:17:20.800 --> 0:17:24.120 IG page we are at Brian Ambisson Podcast and submit 0:17:24.200 --> 0:17:26.640 a voice note. So you got sixty seconds, so tell 0:17:26.680 --> 0:17:29.239 us your question, submit it and you may get a 0:17:29.440 --> 0:17:31.639 fun email or DM. I don't know how it happened, 0:17:31.760 --> 0:17:35.240 someone contacted you from Team Brand Ambition and got you 0:17:35.280 --> 0:17:38.440 in the studio, So submit your questions, y'all. We would 0:17:38.480 --> 0:17:40.040 love to hear from you, and I just want to 0:17:40.080 --> 0:17:42.520 say thank you again for all the love and to 0:17:42.680 --> 0:17:45.480 ya scene my BRONC sister, thank you for joining me 0:17:45.560 --> 0:17:48.119 today and I hope that y'all have a great week.