Speaker 1: It's time the big a q a A to b
Speaker 1: a q a, which is saying to the big q
Speaker 1: a Mandy, the big a q A different day to.
Speaker 2: B a q a a.
Speaker 3: A little reggae flavor.
Speaker 1: This is my question answers. You have questions, We have
Speaker 1: some answers. Although we are not your mama, your cousin.
Speaker 2: We are just your internet friends.
Speaker 1: So we're not your attorney, financial advisor, doctor, any of
Speaker 1: those things a k a.
Speaker 2: The people that you pay for advice. That's who you
Speaker 2: should lean into. Which is a little bit of salt
Speaker 2: on that meal, just just a little sprinkle, so see
Speaker 2: your grandma, not us. Okay. Our lawyer friends love when
Speaker 2: we say that.
Speaker 3: Yeah, and we have consulted them and they take But
Speaker 3: today is my data, shine, y'all, career question to day.
Speaker 2: Let's t read the questions because if you said you
Speaker 2: got to I got to get something.
Speaker 3: Man to he goes, take a stretch, break, take a nap.
Speaker 1: You know.
Speaker 3: Nah, you know Tiffany has tons to always add to
Speaker 3: the convo. But we are taking y'all's career questions, and
Speaker 3: you want to submit questions, whether it be career, business, relationships, dating.
Speaker 3: We know some things hit us up. Hit us up
Speaker 3: at Brown Ambition Podcast on i G. He can send
Speaker 3: us a d M. You can also email us Brown
Speaker 3: Ambision Podcast at gmail dot com. We love getting y'all's questions,
Speaker 3: and while you're at it, leave us a review too,
Speaker 3: because if you can type a question out, you can
Speaker 3: type a review. That's just a fact. All right, all right, tip,
Speaker 3: can we get the first question?
Speaker 1: Please?
Speaker 3: Me?
Speaker 2: Me, me me, I'm just gonna be reading questions today. Man,
Speaker 2: it's gonna be answering me me, me, me want Maana White.
Speaker 1: This question is for Duke from Duke because that's not
Speaker 1: his real name, but they said the leader's.
Speaker 2: Name is Hey. I've been a listener for years. I
Speaker 2: wanted to ask a question. Leave my name out, so
Speaker 2: it's just going to call you Duke.
Speaker 1: Duke says, how do you deal with getting a raise
Speaker 1: at a job when they don't discuss it with you
Speaker 1: before you find out it's happening. I'm stuck with what
Speaker 1: just I'm stuck with just take what we gave you,
Speaker 1: or do I have options to advocate for more? So
Speaker 1: my raise is more of an oops adjustment to my
Speaker 1: info being wrong, and there's systems years of service experience
Speaker 1: and whatnot. I'm still up for a merit raise that
Speaker 1: comes up in June, but I just found out randomly,
Speaker 1: in my words, oh are bad. We have been playing
Speaker 1: you all these years, and until we upgraded the system
Speaker 1: and people put their own information into it, it would
Speaker 1: have never been changed.
Speaker 2: Duke, thank you for all y'all do black this.
Speaker 3: Yes, it's a little bit confusing at the end when
Speaker 3: he's trying to say as far as like the them
Speaker 3: and people putting their own info into it. However, this
Speaker 3: is really familiar to me. And on the one hand,
Speaker 3: I'm like, oh, kudos to your company from making a
Speaker 3: change when they saw that there was something amiss. But
Speaker 3: I also understand how it can feel as an employee
Speaker 3: to get the news that you have basically been underpaid,
Speaker 3: you said, for several years at this point, which would
Speaker 3: you know, I don't know how much the adjustment was
Speaker 3: for you. Maybe it was a couple hundred dollars or whatnot,
Speaker 3: but you can start to spiral, you know, into thinking
Speaker 3: about all what you could have done with that money
Speaker 3: over the years, and what it means that you haven't
Speaker 3: been paid your worth and that really sucks. As far
Speaker 3: as like negotiating it. They've already done that work behind
Speaker 3: the scenes, and at that point it's been decided for you, like, okay,
Speaker 3: based on this new system that we've got for compensation,
Speaker 3: we're going to be making compensation adjustments. And compensation adjustments
Speaker 3: are basically when the company itself is saying we're either
Speaker 3: underpaying this person or they're not in line with like
Speaker 3: this new if they can come out with a new
Speaker 3: way of describing their their pay bands or in this case,
Speaker 3: it sounds like years of service play a different role
Speaker 3: in you know, calculating compensation than it had in the past.
Speaker 3: So they're like, we're just gonna square everybody up so
Speaker 3: we're all on the same page and then we can
Speaker 3: move forward from that same page. And you've seen I
Speaker 3: have heard of some companies also in the wake of
Speaker 3: twenty twenty doing some work to identify racial pay gaps,
Speaker 3: which is entirely on the company and the people working
Speaker 3: behind the scenes at that company to find out because
Speaker 3: if you have been employed, you you know, got hired recently,
Speaker 3: they don't ask you for your racial information. So it's
Speaker 3: really people because or their your ethnicity. It's like not
Speaker 3: required of a company to track that kind of thing
Speaker 3: unless they really want to. So companies or gender for
Speaker 3: that matter as well. So companies have to go out
Speaker 3: of their way to try and see, Okay, where are
Speaker 3: their pay discrepancies? And then if there are pay discrepancies,
Speaker 3: what are we going to.
Speaker 2: Do about it?
Speaker 3: So on the one hand, like I said, like I'm
Speaker 3: glad that they did this work, can you negotiate it
Speaker 3: at that point? No, because you don't have any of
Speaker 3: the information. The best you can do is with this
Speaker 3: experience is think about, Okay, well, I definitely can't trust
Speaker 3: these moiles moos.
Speaker 2: That's a keep.
Speaker 3: Track of what I'm worth and what I should be
Speaker 3: getting paid. So I'm going to make it my business
Speaker 3: to stay in the loop, like be you know, stay
Speaker 3: in a space where you can understand what your value
Speaker 3: is in the marketplace. By that, I mean take job
Speaker 3: interviews and see what other companies are off offering. Regularly
Speaker 3: scout for job openings that are similar to the role
Speaker 3: that you have, and especially in states where they actually
Speaker 3: list the salaries. Now you can see if you're being
Speaker 3: paid on par with what those salary bands. Are. Find
Speaker 3: some you know, some trusted colleagues, peers in your space,
Speaker 3: and find a safe way for y'all to talk about
Speaker 3: your salaries. You know, be careful of who you speak to,
Speaker 3: but you definitely can build relationships with folks who will
Speaker 3: be candid about what they're paid, and so you can
Speaker 3: stay in the know about your own value because this
Speaker 3: has shown you that when you leave it up to
Speaker 3: a company and human beings who are biased and have
Speaker 3: busy careers of their own, and things can slip through
Speaker 3: the cracks. No one's going to care about your worth
Speaker 3: and getting and paying you equitably. No one's going to
Speaker 3: cary about that more than you do.
Speaker 2: Hey, be a fan. We're going to take a quick
Speaker 2: break and we'll be right back.
Speaker 3: That being said, you're you know, you found out that
Speaker 3: you're up for the standard mayor increase in June. That's
Speaker 3: all very cute, but that doesn't mean that you still
Speaker 3: can't negotiate more on top of that. So I would definitely,
Speaker 3: you know, start doing your research, start putting together your
Speaker 3: own idea of what your value is based on years
Speaker 3: of service and all of that. And if you want
Speaker 3: to ask for an additional raise, I would do that
Speaker 3: ahead of that June review cycle, and it can't hurt honestly,
Speaker 3: but to have the strongest case for a raise in
Speaker 3: June or even before that, you want to be out
Speaker 3: there now it's March. Start hitting the job applications online. Now, start,
Speaker 3: you know, letting people know that you're interested in different opportunities,
Speaker 3: because if you have a real offer, or even the
Speaker 3: idea of an offer on the table, that's going to
Speaker 3: give you some real leverage. And it's just way more
Speaker 3: likely that the company's actually going to give you that
Speaker 3: increase if they think they stand to lose you, which
Speaker 3: if you don't have another job offer, they're kind of like,
Speaker 3: we just gave Duke a pay adjustment. He's fine, he's
Speaker 3: not going anywhere, So maybe if we're to lose you,
Speaker 3: so he's been underpaid, say like it's just four years
Speaker 3: and it was two hundred bucks a month, should he
Speaker 3: get all that back money.
Speaker 2: The debbie he makes.
Speaker 3: That's really on the company, I think. But I also
Speaker 3: think that if they haven't offered that, and thanks for asking,
Speaker 3: because that's a piece that I believe, like for you,
Speaker 3: for example, I would ask them for more details on
Speaker 3: like what is it about my pay that, how did
Speaker 3: you guys adjust it? And then if it's based on
Speaker 3: years of service, Like, so, how long has it been
Speaker 3: that I have been underpaid? And can we get a
Speaker 3: lump some you know, bonus of some kind a bonus
Speaker 3: that doesn't that you know, can that's going to hit
Speaker 3: your account and after taxes be as much as you were,
Speaker 3: you know, be as much as you were. Granted, that's
Speaker 3: called like what's it called truing up or I forget
Speaker 3: what that word is.
Speaker 2: There's a word for it.
Speaker 3: They can basically, so let's say in total, you were
Speaker 3: underpaid by one thousand dollars, So instead of just giving
Speaker 3: you a bonus for one thousand dollars which will be
Speaker 3: taxed at your regular tax rate, they would do it
Speaker 3: like let's say your tax rate is twenty percent, so
Speaker 3: they would give you like a twelve hundred dollars bonus
Speaker 3: so the taxes can come out and you know, you're
Speaker 3: left with about you're about made whole made even. Yeah,
Speaker 3: I think that's worth looking into. And I mean, I
Speaker 3: don't know what the lead goal.
Speaker 2: I don't know if there's like a legal standing like
Speaker 2: if I was underpaid, Like what does that mean?
Speaker 3: I mean, at the end of the day, unless you
Speaker 3: could prove that they discriminated against you and that's why
Speaker 3: you were underpaid, then I'm not sure. And that's really
Speaker 3: hard to prove that because you're a woman, or because
Speaker 3: you're a person of color, we paid you less. You
Speaker 3: need to have a lot more information. You need to
Speaker 3: have information about what every other person at the company
Speaker 3: your role was making and compare it. So it's a
Speaker 3: real high what's that expression in law, So it's a
Speaker 3: high bar. It's a high bar.
Speaker 1: But even if it wasn't because of color or gender
Speaker 1: or whatever, if they just they admitted, hey, we've been
Speaker 1: underpaying you, like for what your role was, Listen, they
Speaker 1: can justify.
Speaker 3: Companies can come up with so much justification from why
Speaker 3: they're paying somebody. Well, you know this person came from
Speaker 3: a higher price point from another company. They were hired
Speaker 3: in the past year. You've been here for seven years,
Speaker 3: and you know they keep giving you these merit increases.
Speaker 3: This is another example of why being loyal to a
Speaker 3: comeany for a long time can actually leave you in
Speaker 3: a space where you're underpaid compared to the market, because
Speaker 3: you may be getting these merit increases but not the
Speaker 3: big compensation increases that you would have had had you
Speaker 3: had to go into the open market and people have
Speaker 3: been on you and you know, give you a higher pay.
Speaker 3: So yeah, there's a bunch of ways, and they're not
Speaker 3: all like I've said this before, but like as a
Speaker 3: hiring manager myself, I had ended up with people on
Speaker 3: my team who were doing similar work, very similar work,
Speaker 3: and being paid differently. And I had to even sit
Speaker 3: with myself like how could I let this happen? And
Speaker 3: a lot of the times it's not because we are malicious,
Speaker 3: evil people. It is because time goes on. You forget,
Speaker 3: the market changes. Someone comes in and a certain budget
Speaker 3: was the way it was when they were hired, and
Speaker 3: then the economy changes, the business change, the business plan changes,
Speaker 3: you get less of a budget the next time around,
Speaker 3: and it's like there's all these different tugs and pool polls.
Speaker 2: I don't know what that means.
Speaker 3: There's always yeah, I know, maybe sort of tugging on
Speaker 3: the money the purse strings, you know. But again, that
Speaker 3: is why it's on you, the employee, anyone who's working
Speaker 3: to really advocate for yourself and make sure that you
Speaker 3: know you're not falling through the cracks. And that's very
Speaker 3: unlikely that you're going to end up in a situation
Speaker 3: where you're being undervalued compared to the market. And yeah,
Speaker 3: just a really good example, Duke of you need to
Speaker 3: be keeping your keeping out there, keeping your eyes open
Speaker 3: to the market, staying open to job interviews, don't get
Speaker 3: too complacent, and at the end of the day, don't
Speaker 3: trust anyone else to care more about paying you fairly
Speaker 3: than you do.
Speaker 1: Zoo, Well, we're going to take a breaky break, We're
Speaker 1: gonna come back. Oh before we take a break, though,
Speaker 1: I'm gonna do it like because the next question the
Speaker 1: person made it very clear they don't want to hear
Speaker 1: from me, So.
Speaker 2: Hi, I am going to give a little.
Speaker 1: Advice myself this in meantime because if you because I
Speaker 1: know this is a career segment, but and if you
Speaker 1: watch her, if you listen to our Wednesday show, I
Speaker 1: made an admission that I am really intimidated about active investing.
Speaker 2: I invest passively, have her.
Speaker 1: Retirement account and investment accounts, but just kind of like
Speaker 1: set it and forget it, which is much better than
Speaker 1: nothing and actually has a really pretty solid strategy. But
Speaker 1: I've always wanted to learn how to actively invest my dad.
Speaker 1: I used to watch my dad do it and I
Speaker 1: kind of just felt like it's it's too hard for
Speaker 1: me despite all the hard things I've learned how to do.
Speaker 1: So I told myself, this is the year the excuse stops.
Speaker 1: And so I reached out to my friend Terry I'm
Speaker 1: and asked her if she would coach me. Terry might
Speaker 1: know her from trade and travel. She is She had
Speaker 1: the number one not just investing class number one course
Speaker 1: on teachable period for like two or three years in
Speaker 1: a row. She has taught thousands of students how to invest.
Speaker 1: And what I love about Terry is that she's actually
Speaker 1: an educator. She actually was a either assistant principal or
Speaker 1: principal for a number of years. She went to MIT.
Speaker 1: Just really smart. She was like an assistant principal for
Speaker 1: a number of years. I didn't know yeah before she
Speaker 1: started her business. So Terry's just really smart and just
Speaker 1: to really when I look for someone to help me,
Speaker 1: I look for people who not just know the knowledge,
Speaker 1: but can show you the knowledge like through teaching, like
Speaker 1: know how to actually teach because I'm a teaching snob.
Speaker 2: Since you I wanted to teach.
Speaker 1: So anyway, I asked Terry to teach me, and she
Speaker 1: was like I can do that. But also just so
Speaker 1: you know, in April she was told me this maybe
Speaker 1: in February, that I have a five day challenge that
Speaker 1: you should join but also participate like speak at And
Speaker 1: I was like, well, I can speak because I'm not
Speaker 1: an active trader, and she said no, that she's having
Speaker 1: like guest speakers come on to talk about how what
Speaker 1: does it look like to prepare to invest? So I'm
Speaker 1: actually going to be talking about how to budget and
Speaker 1: save money so you have money to invest. But Terry's
Speaker 1: doing this five day challenge. Day one is like what
Speaker 1: is the stock market? So it's really for beginners. Day two,
Speaker 1: what are index funds?
Speaker 2: Day three?
Speaker 1: How what is a brokerage account? How to open one
Speaker 1: so we can actively open one. This is where a
Speaker 1: lot of people get hung up. Day four is how
Speaker 1: to buy a stock. You'll be able to buy a
Speaker 1: stock alive with her. In day five how to sell
Speaker 1: a stock. So it's really taking your first trade to
Speaker 1: break through to say like I can do this thing.
Speaker 1: And of course she has other things that she teaches,
Speaker 1: like more in depth, like she has like an eight
Speaker 1: week course or whatever, but that's not what this is.
Speaker 1: This is just a five day I want to get started,
Speaker 1: and so this is what I'm starting with. So I
Speaker 1: am speaking about budgeting and saving and getting ready, but
Speaker 1: I am an actual student, like taking the class. So
Speaker 1: if you want to do this challenge along with me,
Speaker 1: Terry gave me like a special links. It'll be in
Speaker 1: the description show notes trade and Travel dot com slash
Speaker 1: the Budgeonista. Let's trade and Travel dot com slash to Budganista.
Speaker 1: It's happening in April, I think, what was it?
Speaker 2: Mandy was like the fifteenth to the nineteen nineteen.
Speaker 1: Yes, and it's from seven to nine pm Central time
Speaker 1: from fifteen to the nineteenth that you'll be able to
Speaker 1: like watch and take class with us. So it should
Speaker 1: be a good time. And so if you are a
Speaker 1: beginner like me, a little service, but know that you
Speaker 1: have the capability and you actually want like a teacher
Speaker 1: to teach you. This is my coach and so I
Speaker 1: get to share her with you. Trading travel dot com
Speaker 1: slash Buchanista in the show notes. So we're gonna take
Speaker 1: our break and come right back because we have another
Speaker 1: question from Mandy.
Speaker 2: Or whatever.
Speaker 3: Wistener and doesn't know what she started.
Speaker 2: I'll just tease it.
Speaker 1: And we are back ba fal So this listener is TMI. Wait,
Speaker 1: do you see the not so subtle shade? I ain't imagine, TMI,
Speaker 1: because I'm not gonna lie.
Speaker 2: This is a Mandy question. She says, Hey, Mandy and Tiffany,
Speaker 2: I love you both, but this is a Mandy question.
Speaker 2: I love that though, honestly I do so.
Speaker 1: TMI says, I got offered an amazing position at a
Speaker 1: new company, making twenty k more a year from my
Speaker 1: current position.
Speaker 2: That's amazing. Should I tell my current employer the reason
Speaker 2: I'm leaving? Or should I just put in my two
Speaker 2: weeks and dip? Oh, yes, that's right, dip baby, dick,
Speaker 2: coy baby, dip.
Speaker 3: Come on now, I love us. What a great like
Speaker 3: a great question to put alongside the question from Duke
Speaker 3: in the first half of the show, because you're seeing
Speaker 3: what can happen, Duke, if you are out there in
Speaker 3: the job market like she's about to go, I'm saying.
Speaker 2: Twenty K raise.
Speaker 3: They're never going to give you that kind of raise
Speaker 3: internally at the come unless you are like blackmailing them
Speaker 3: for some reason, like you have some proof of evidence
Speaker 3: that your CEO is up to no good whatever. You
Speaker 3: can get this kind of raise by quitting your way rich,
Speaker 3: like I talk about all the time. But this is
Speaker 3: a very simple question. So that obviously twenty k more.
Speaker 3: I mean, come on, that's you know, reason enough to leave.
Speaker 3: But I hope also it gives you, like the step
Speaker 3: in your career that you want and you're going to
Speaker 3: work for a great team and all that. But asking
Speaker 3: you know, should you tell your current and floyer the
Speaker 3: reason you're leaving? I mean, that's really up to you.
Speaker 3: My biggest my question for you would be do you
Speaker 3: have any interest in staying if they were to match
Speaker 3: your offer? And if the answer is hell, no, even
Speaker 3: if they give me twenty k as well, I don't
Speaker 3: want to stay here anymore, then you could let them know.
Speaker 3: You know, at the end of the day, it came
Speaker 3: down to the compensation, but also you know, wanting to
Speaker 3: leave for X, Y and Z reasons. But it's really
Speaker 3: like do you care enough? Because that information is only
Speaker 3: going to benefit them if they care to listen to it.
Speaker 3: But there's not really a lot to be gained on
Speaker 3: your end from telling them why you're going to be leaving. Okay,
Speaker 3: It's also like you've heard of exit interviews right to
Speaker 3: but just this is a mandy question, so you know,
Speaker 3: just trying to like keep you in the loop, but
Speaker 3: like also just the movies, noodle budget what. But the
Speaker 3: exit interview is another thing I get asked about a lot,
Speaker 3: like should I really lay it all out in the
Speaker 3: exit interview? And I always say, like, h at the
Speaker 3: end of the day, if it's going to make you
Speaker 3: feel lighter to get that off your chest, Okay, it's
Speaker 3: really in the company's interest to get that kind of feedback,
Speaker 3: But it's not the time to settle a score or
Speaker 3: air your major a grievances because it's going to be
Speaker 3: delivered to an HR person and they may just you know,
Speaker 3: take the proverbial you know, piece of paper, ball it
Speaker 3: up and throw it in the trash and say, Kobe,
Speaker 3: you know what I mean, Like your brant may never
Speaker 3: go anywhere. So yeah, it's up to you. If you
Speaker 3: want to tell them, then fine. But you can absolutely
Speaker 3: ask your manager for a meeting and say, you know,
Speaker 3: I've had such a great experience working on this team.
Speaker 3: I've loved getting to contribute and do X blah blah
Speaker 3: blah blah blah. But I've decided to take another opportunity
Speaker 3: at a different company. There's nothing that requires you to
Speaker 3: say what company you're going to, especially if you think
Speaker 3: you have a non compete agreement and you're and you
Speaker 3: should check. Like, you don't need to say what company
Speaker 3: you're going to. You don't need to give any kind
Speaker 3: of details, just say, you know, I'm going to keep
Speaker 3: it private for now, but I'm going to be leaving
Speaker 3: and I'm happy to put in, uh, you know, do
Speaker 3: a two week notice so that you know, you guys
Speaker 3: are not left in a bind. And then you can
Speaker 3: just shut your face.
Speaker 1: And that's going to be the name the podcast this episode,
Speaker 1: Did Baby Dip?
Speaker 3: Did Baby Dip?
Speaker 1: To the lay to the Right?
Speaker 2: I love that. I love that.
Speaker 3: But congrats because that's freaking amazing.
Speaker 1: That is freaking amazing now And honestly, like and many
Speaker 1: gave the best advice, I don't have anything to add
Speaker 1: to that other than like, as an employer, certainly I
Speaker 1: would like to know if I'd lost a really good person.
Speaker 1: But you don't owe that to me, you know, Like
Speaker 1: I mean, it would be nice to know, like, oh, tivity,
Speaker 1: it's been great working here, But you know, I did
Speaker 1: because I might not have the twenty thousand, but it
Speaker 1: lets me know, Okay, this is the cost of what
Speaker 1: a cost to keep somebody really good. Let me keep
Speaker 1: that in mind for the next time. But certainly I'm
Speaker 1: going to wish you luck and be like, I love
Speaker 1: that for you. But every employee is not going to
Speaker 1: be like that, so.
Speaker 3: For sure, and it also be nice, I think as
Speaker 3: an employer to hear that there's really nothing I could
Speaker 3: have done different. It's just the pay, you know, it's
Speaker 3: all about money. Yeah, And if that's the case again,
Speaker 3: you have to be ready for what if they say, hey,
Speaker 3: well we can match this off or we don't want
Speaker 3: to lose you. What's your what's your answer going to be?
Speaker 3: Then are you willing? Because I've been asked that before
Speaker 3: multiple times and I usually just go ahead and say,
Speaker 3: you know, this is a really great opportunity to me.
Speaker 3: Even if y'all are match would be willing to match it.
Speaker 3: I would be you know, really honored. But I'm going
Speaker 3: to end up taking this new role and then kind
Speaker 3: of give an example like it's a leadership role, it's
Speaker 3: this that I'm moving, et cetera. Yeah, because you want
Speaker 3: to ideally keep that relationship and keep it healthy because
Speaker 3: you never know where they may end up and vice versa.
Speaker 3: You don't want to act too crazy, too cocky, be
Speaker 3: like you know, dip, you know.
Speaker 2: You don't put the name behind your back. Not too
Speaker 2: much dip bunny.
Speaker 3: I don't even know what that means, but you know,
Speaker 3: like chip on your.
Speaker 2: Shoulder basically like you're you're you're feeling yourself a little
Speaker 2: too much like you Yeah, this couldn't. Couldn't.
Speaker 3: Let's take the muchellobout my highro, you know, like just
Speaker 3: we're always trying to live to that expectation, right, But
Speaker 3: great question. Thank you, t m I and I hope
Speaker 3: I did you proud?
Speaker 2: She did?
Speaker 3: And you what was your name? In?
Speaker 2: My name is Tiffany? Sorry?
Speaker 3: Boy?
Speaker 1: Did you see what the Kellogg's CEO said about families
Speaker 1: that are struggling financially that that's okay because they should eat.
Speaker 3: Cereal for dinner? Is am I making that up?
Speaker 2: I said? Is this a is this a simulation of stupidity?
Speaker 3: First of all, have you seen cereal prices lately?
Speaker 2: I mean you can't even avoid it.
Speaker 3: A woman who buys them?
Speaker 1: Girl expect I remember a series respective when I was
Speaker 1: a kid, cause my mother was not buying the fancy
Speaker 1: calog cereal because it was too much money.
Speaker 3: And being the plastic baggy. I mean yeah, we would triruit.
Speaker 1: We would get the you know whatever, the the white
Speaker 1: box name, you know, like the the life cereal, you know,
Speaker 1: like you So if it was called cheerios, we would
Speaker 1: get the the the O o's.
Speaker 2: Yeah, yeahs fruity, the apple was delicious, so it would
Speaker 2: be like apple snacks.
Speaker 3: Yeah, appleed apples, That's what it was at Ingles, Ingles,
Speaker 3: it was expected.
Speaker 2: Then let it alle now please, we caldn't even regular cereal.
Speaker 2: But can you imagine the level of.
Speaker 1: Like just lack of awareness, like, oh, that's okay because
Speaker 1: they can eat cereal in the in the US they
Speaker 1: and not in USA that we're suggesting that baby should
Speaker 1: go to bed with just sugary snacks.
Speaker 2: Like what is even? Is what an idiot? Anyway?
Speaker 3: Callogg's fans rejoiced to see cereal being sold at all
Speaker 3: time low after CEO's contra Hershaal comments sparked a boycott
Speaker 3: of the brand frosted Flakes. Hey, why didn't they didn't
Speaker 3: reach my grocery store because frosted flakes were still healthy expensive. Yeah,
Speaker 3: they were ninety nine cents really well one day, so.
Speaker 2: Yeah, I'm sure, sure we'll be back at it.
Speaker 1: But yeah, I just thought that I just it was
Speaker 1: just because I know I felt left out, so I
Speaker 1: had to put a little something like I have something
Speaker 1: to say.
Speaker 3: I know it's very Marie. And when I let them
Speaker 3: eat cake.
Speaker 2: Yeah, yes, that's very much what he was giving. You
Speaker 2: know what happened to her? What happened to her exactly?
Speaker 2: I did not miss that day in history class. We
Speaker 2: did what.
Speaker 3: Oh man, Well, it looks like they're getting their just
Speaker 3: desserts and the public continues to do the right thing
Speaker 3: with these boycotts.
Speaker 2: Yeah.
Speaker 1: Well, if you enjoyed our baq, and we know you did,
Speaker 1: and you have questions to ask, you can we are
Speaker 1: Brianna Bischon podcast on social media on ig slide into
Speaker 1: the d MS and ask your question. Always make sure
Speaker 1: that you know if you don't want us to say
Speaker 1: her name, let us know. Ideally give us a fake
Speaker 1: name that we can use because it's fun. And you
Speaker 1: could also email us at Binha Vision podcast at gmail
Speaker 1: dot com. If this was an episode that you'd like
Speaker 1: you know you.
Speaker 3: Did share it.
Speaker 1: Please, we would love more people to hear from us.
Speaker 1: Share I know, tag okay us share, I guess.
Speaker 2: We're thirsty.
Speaker 1: Share it and then also to leave us to review,
Speaker 1: because reviews are how more people even find us.
Speaker 2: We already have thousands of reviews, and we would love
Speaker 2: thousands mores. And I said, mores. We love y'all. Okay,
Speaker 2: we'll be back next week. Bye baby DIEP, come on out,