1
00:00:06,120 --> 00:00:09,080
Speaker 1: Hey, ba fam, it's Mandy. Here is my favorite time

2
00:00:09,119 --> 00:00:11,440
Speaker 1: of week. It's Friday, which means it is time for

3
00:00:11,480 --> 00:00:14,000
Speaker 1: the ba Q and A. I get to shake up

4
00:00:14,040 --> 00:00:16,360
Speaker 1: the mail bag and see what kinds of career and

5
00:00:16,400 --> 00:00:19,720
Speaker 1: finance questions y'all have. You never disappoint me. If y'all

6
00:00:19,720 --> 00:00:24,720
Speaker 1: have questions anything relating to your career, relationships, finances, the

7
00:00:24,760 --> 00:00:28,480
Speaker 1: intersection of all of those things, send us your questions.

8
00:00:28,520 --> 00:00:31,520
Speaker 1: You can hit us up at brennanbishenpodcast dot com, click

9
00:00:31,600 --> 00:00:34,599
Speaker 1: ask us anything, or go to IG and you can

10
00:00:34,640 --> 00:00:37,640
Speaker 1: slide right on into our DMS. We actually see your messages.

11
00:00:37,720 --> 00:00:40,800
Speaker 1: We sometimes respond, especially late night when I'm just scrolling

12
00:00:40,880 --> 00:00:43,360
Speaker 1: on my phone and checking out with my ba fam.

13
00:00:43,520 --> 00:00:46,280
Speaker 1: I actually do respond to lots and lots of messages,

14
00:00:46,320 --> 00:00:49,839
Speaker 1: So hit us up. We love y'all's questions today. For

15
00:00:49,920 --> 00:00:52,680
Speaker 1: this special edition of BAQ and A, we are all

16
00:00:52,720 --> 00:00:55,640
Speaker 1: focused on career stuff, and we've got some really juicy,

17
00:00:55,760 --> 00:00:58,800
Speaker 1: interesting questions. How to deal with the toxic boss? Wouldn't

18
00:00:58,800 --> 00:01:00,840
Speaker 1: we all love some advice on that. I've got some

19
00:01:00,880 --> 00:01:03,160
Speaker 1: strategies for a listener who has a question about a

20
00:01:03,320 --> 00:01:06,360
Speaker 1: very toxic boss. So let's just dive right on in

21
00:01:06,520 --> 00:01:09,280
Speaker 1: with our first question. Now, obviously, when you're talking about

22
00:01:09,319 --> 00:01:11,920
Speaker 1: your advice on a podcast, you want to remain anonymous,

23
00:01:11,920 --> 00:01:15,360
Speaker 1: so absolutely we will keep you anonymous, but let me

24
00:01:15,440 --> 00:01:18,919
Speaker 1: just call you. We'll call you Rebecca. Okay, Rebecca says,

25
00:01:18,959 --> 00:01:21,720
Speaker 1: first and foremost, send my love to Tiffany as she's healing.

26
00:01:21,760 --> 00:01:23,280
Speaker 1: Thank you very much for that, and I will send

27
00:01:23,360 --> 00:01:26,360
Speaker 1: some extra love to Tiffany myself. Rebecca says, I love

28
00:01:26,360 --> 00:01:28,280
Speaker 1: you both, and I get so much great advice and

29
00:01:28,319 --> 00:01:31,440
Speaker 1: insights into navigating the professional world as a woman of color.

30
00:01:32,000 --> 00:01:35,040
Speaker 1: My question today is about my boss. I'm a recruiter

31
00:01:35,120 --> 00:01:38,000
Speaker 1: and the company that I work for is wonderful. I

32
00:01:38,040 --> 00:01:40,440
Speaker 1: love the culture they're cultivating. I don't want to make

33
00:01:40,480 --> 00:01:43,760
Speaker 1: a move, but my boss is extremely tough to work

34
00:01:43,800 --> 00:01:47,480
Speaker 1: with right now. She's overstressed and obsessed with hitting all

35
00:01:47,600 --> 00:01:51,680
Speaker 1: our KPIs. Regardless of whether we hit our financial goal

36
00:01:51,720 --> 00:01:54,280
Speaker 1: that we commit to every month. To boil it down,

37
00:01:54,440 --> 00:01:56,880
Speaker 1: she finds a way to give us backhanded compliments on

38
00:01:56,920 --> 00:02:01,360
Speaker 1: our performance as an office and it's honestly moralizing. I've

39
00:02:01,400 --> 00:02:04,000
Speaker 1: heard this from many co workers as well. We've been

40
00:02:04,080 --> 00:02:07,000
Speaker 1: venting to each other and it's becoming toxic to the culture.

41
00:02:07,520 --> 00:02:09,400
Speaker 1: I want to say something to her, but she is

42
00:02:09,440 --> 00:02:12,239
Speaker 1: a domineering and stubborn force. I would love if you

43
00:02:12,280 --> 00:02:14,600
Speaker 1: can give me some tips on how to approach her.

44
00:02:15,200 --> 00:02:18,800
Speaker 1: Ooh yeah, toxic bosses? Why do they have to ruin everything?

45
00:02:19,240 --> 00:02:21,240
Speaker 1: And you know what's great about this question? I mean,

46
00:02:21,240 --> 00:02:23,880
Speaker 1: obviously it sucks, and I feel bad for you, but

47
00:02:24,200 --> 00:02:27,079
Speaker 1: I love that you can have at least you're identifying

48
00:02:27,160 --> 00:02:31,239
Speaker 1: and recognizing that your company culture is largely good. So

49
00:02:31,360 --> 00:02:33,400
Speaker 1: what sucks is that you've got a boss who's like

50
00:02:33,600 --> 00:02:37,160
Speaker 1: screwing it up because largely the culture itself is very

51
00:02:37,160 --> 00:02:39,720
Speaker 1: different than what your interactions with this boss have been.

52
00:02:40,160 --> 00:02:42,120
Speaker 1: So how can we tattle on her? That's what I

53
00:02:42,120 --> 00:02:44,040
Speaker 1: want to know. I don't actually think it's your job

54
00:02:44,080 --> 00:02:46,160
Speaker 1: to fix her or make her a better manager. My

55
00:02:46,320 --> 00:02:48,440
Speaker 1: question is like, how can we tattle on her in

56
00:02:48,440 --> 00:02:50,680
Speaker 1: a strategic way to get her out of your way

57
00:02:50,720 --> 00:02:53,000
Speaker 1: so that you can actually enjoy this great culture that

58
00:02:53,040 --> 00:02:56,360
Speaker 1: this company is committed to building. And I think toxic

59
00:02:56,400 --> 00:02:58,920
Speaker 1: managers like her deserve to be called out and dealt

60
00:02:58,960 --> 00:03:02,799
Speaker 1: with because they're real, like an employees experience, and if

61
00:03:02,840 --> 00:03:06,000
Speaker 1: companies want to retain employees, and not have us all

62
00:03:06,080 --> 00:03:08,480
Speaker 1: quitting on them. They need to know who their shitty

63
00:03:08,520 --> 00:03:11,400
Speaker 1: bosses are. Who are the shitty managers who actually could

64
00:03:11,480 --> 00:03:14,760
Speaker 1: use a little bit of professional development support, some training

65
00:03:15,160 --> 00:03:17,400
Speaker 1: like who deserves and the manager sect to get a

66
00:03:17,400 --> 00:03:20,080
Speaker 1: performance improvement plan, And it sounds like your boss does.

67
00:03:20,480 --> 00:03:22,679
Speaker 1: So what are the levers that you can pull within

68
00:03:22,720 --> 00:03:26,359
Speaker 1: your company to actually let people know that this manager

69
00:03:26,440 --> 00:03:28,119
Speaker 1: is making it harder for you to do your job

70
00:03:28,200 --> 00:03:31,400
Speaker 1: and it's not just you. So that's my first question.

71
00:03:31,639 --> 00:03:34,640
Speaker 1: I've worked at places where you could actually once a year,

72
00:03:34,720 --> 00:03:36,560
Speaker 1: they would have a survey that you could send out

73
00:03:36,600 --> 00:03:39,280
Speaker 1: and you could provide anonymous feedback on your manager. But

74
00:03:39,720 --> 00:03:41,920
Speaker 1: if you guys have that like annual survey, and if

75
00:03:41,920 --> 00:03:43,840
Speaker 1: it's not coming up in the next couple of weeks,

76
00:03:44,160 --> 00:03:46,320
Speaker 1: then I think it's time to actually take this to

77
00:03:46,640 --> 00:03:48,880
Speaker 1: It can be either someone in HR, it can be

78
00:03:48,960 --> 00:03:51,920
Speaker 1: your boss's boss. You can arrange something called the skip

79
00:03:52,000 --> 00:03:55,520
Speaker 1: level meeting where you intentionally reach out to a person

80
00:03:55,600 --> 00:03:58,600
Speaker 1: above your boss and have a candid conversation about what

81
00:03:58,600 --> 00:04:01,160
Speaker 1: you've been experiencing. Do not go in there, This is

82
00:04:01,160 --> 00:04:03,720
Speaker 1: my advice to you. Don't go in there empty handed.

83
00:04:03,760 --> 00:04:07,520
Speaker 1: In terms of data and information and actual examples of

84
00:04:07,520 --> 00:04:10,080
Speaker 1: what has happened. I think you should definitely be in

85
00:04:10,160 --> 00:04:13,480
Speaker 1: the collecting of data phase right now. So start writing

86
00:04:13,520 --> 00:04:16,400
Speaker 1: out what has she said, what has she done that

87
00:04:16,480 --> 00:04:19,840
Speaker 1: has created a toxic work culture, And the more concrete

88
00:04:19,880 --> 00:04:22,440
Speaker 1: examples you can give, the more likely it is that

89
00:04:22,480 --> 00:04:25,000
Speaker 1: they will actually do something about them. So if you

90
00:04:25,040 --> 00:04:27,640
Speaker 1: walk into your manager's manager's office and you say, hey,

91
00:04:27,720 --> 00:04:30,359
Speaker 1: I'm having a really hard time with Tracy. She's making

92
00:04:30,400 --> 00:04:33,560
Speaker 1: my job just you know, horrible and awful. Now you're

93
00:04:33,560 --> 00:04:36,400
Speaker 1: just creating a problem that this manager's manager has to

94
00:04:36,440 --> 00:04:38,960
Speaker 1: figure out, make their job a little bit easier, and

95
00:04:39,000 --> 00:04:40,800
Speaker 1: also make it more likely that they're going to take

96
00:04:40,839 --> 00:04:44,400
Speaker 1: your claim seriously. By having some cold, hard facts. Not

97
00:04:44,440 --> 00:04:47,400
Speaker 1: only does this illustrate the reality of what's going on,

98
00:04:47,800 --> 00:04:50,320
Speaker 1: but it also shows them, Wow, this this person is

99
00:04:50,360 --> 00:04:53,560
Speaker 1: bad enough where Rebecca feels like she has to keep

100
00:04:53,600 --> 00:04:57,320
Speaker 1: tabs on all these different instances and occurrences. So put

101
00:04:57,320 --> 00:04:59,120
Speaker 1: the power, take the power back in a little bit

102
00:04:59,160 --> 00:05:02,440
Speaker 1: of control by starting to document all of the situations

103
00:05:02,440 --> 00:05:04,880
Speaker 1: that have occurred where this boss has, like I said,

104
00:05:04,880 --> 00:05:09,159
Speaker 1: created a toxic environment, ben demoralizing. Take screenshots if she's

105
00:05:09,240 --> 00:05:12,160
Speaker 1: texting or sending emails or slack messages, whatever it is

106
00:05:12,240 --> 00:05:15,600
Speaker 1: that are causing these situations. Take your screenshots, get organized,

107
00:05:15,920 --> 00:05:17,919
Speaker 1: and then plan a meeting. And if you want to

108
00:05:17,960 --> 00:05:20,560
Speaker 1: combine forces with the other people on your team. There

109
00:05:20,600 --> 00:05:23,520
Speaker 1: really is power in numbers. If a company knows that

110
00:05:23,560 --> 00:05:25,599
Speaker 1: it's not just one person who's having an issue with

111
00:05:25,640 --> 00:05:27,880
Speaker 1: this boss, it's six people. And by the way, this

112
00:05:28,000 --> 00:05:30,680
Speaker 1: team is in danger of falling apart, as are our

113
00:05:30,720 --> 00:05:33,880
Speaker 1: financial goals and our business goals for this team. Believe me,

114
00:05:34,000 --> 00:05:36,560
Speaker 1: they will listen to you. So I think there's power

115
00:05:36,560 --> 00:05:38,679
Speaker 1: in numbers. If you want to get together a little

116
00:05:38,680 --> 00:05:41,560
Speaker 1: consortium or a group of colleagues and maybe set up

117
00:05:41,600 --> 00:05:43,560
Speaker 1: a group meeting to speak in a safe space with

118
00:05:43,640 --> 00:05:46,040
Speaker 1: your manager's manager, whoever else at the company you can

119
00:05:46,120 --> 00:05:49,880
Speaker 1: identify to accept this kind of complaint, that's a good strategy.

120
00:05:49,920 --> 00:05:52,880
Speaker 1: But definitely walk in there with concrete examples. It's going

121
00:05:52,920 --> 00:05:55,479
Speaker 1: to make everything go a lot faster and be a

122
00:05:55,520 --> 00:05:59,160
Speaker 1: lot more likely they're actually going to take action. Now,

123
00:05:59,320 --> 00:06:02,920
Speaker 1: how they react to your complaints about this manager and

124
00:06:02,960 --> 00:06:05,800
Speaker 1: your documentation is going to tell you the real truth

125
00:06:05,839 --> 00:06:08,520
Speaker 1: about their work culture. If they really are committed to

126
00:06:08,600 --> 00:06:10,640
Speaker 1: creating the kind of culture that you're describing, where they

127
00:06:10,680 --> 00:06:12,960
Speaker 1: want people to feel welcome, where they want you to

128
00:06:13,000 --> 00:06:15,320
Speaker 1: do your best work and to be thriving. And yes,

129
00:06:15,360 --> 00:06:17,159
Speaker 1: we're going to achieve our business goals, but we're not

130
00:06:17,200 --> 00:06:19,880
Speaker 1: going to do it at the expense of our mental

131
00:06:19,920 --> 00:06:23,800
Speaker 1: health and the expense of our happiness in general. Then

132
00:06:23,800 --> 00:06:26,400
Speaker 1: they will take your complaints seriously, or they should and

133
00:06:26,520 --> 00:06:30,360
Speaker 1: actually either do something meaningful to get this manager, you know,

134
00:06:30,520 --> 00:06:33,360
Speaker 1: on the right path. They should get rid of her,

135
00:06:33,440 --> 00:06:36,120
Speaker 1: reassign her, maybe they can reassign you to someone else.

136
00:06:36,520 --> 00:06:39,200
Speaker 1: They should do something, take some sort of action, maybe

137
00:06:39,279 --> 00:06:41,960
Speaker 1: give them, I don't know, a few weeks to do something.

138
00:06:42,160 --> 00:06:44,400
Speaker 1: But if they don't do something, then that actually tells

139
00:06:44,440 --> 00:06:46,760
Speaker 1: you what they really mean about that culture they're trying

140
00:06:46,800 --> 00:06:49,120
Speaker 1: to cultivate, because if they're not going to solve this problem,

141
00:06:49,160 --> 00:06:52,320
Speaker 1: then that culture was always a ticking time bomb. It

142
00:06:52,360 --> 00:06:55,080
Speaker 1: was always going to fall apart because they're not protecting it.

143
00:06:55,120 --> 00:06:59,080
Speaker 1: Companies have to be protective. They have to be unapologetically

144
00:06:59,120 --> 00:07:02,680
Speaker 1: protective about anything that can be a threat to employee retention,

145
00:07:02,760 --> 00:07:05,120
Speaker 1: employee happiness, and to that culture that they say that

146
00:07:05,160 --> 00:07:08,000
Speaker 1: they want to cultivate. And the uncomfortable truth about that

147
00:07:08,200 --> 00:07:10,640
Speaker 1: is that they're going to have to identify these shitty

148
00:07:10,680 --> 00:07:14,200
Speaker 1: managers and do something about them. And the more companies

149
00:07:14,240 --> 00:07:17,440
Speaker 1: are willing to acknowledge that it's not just the lowest,

150
00:07:17,600 --> 00:07:19,680
Speaker 1: you know, entry level employee that they have to pay

151
00:07:19,720 --> 00:07:23,320
Speaker 1: attention to, it's managers, Like why aren't we training better

152
00:07:23,400 --> 00:07:26,960
Speaker 1: managers like we cause, like they're causing so many issues

153
00:07:26,960 --> 00:07:30,040
Speaker 1: out there right. So I'm obviously really really fired up

154
00:07:30,080 --> 00:07:33,520
Speaker 1: about how important it is for companies to identify, you know,

155
00:07:33,720 --> 00:07:36,840
Speaker 1: crappy managers give them the support and training that they need.

156
00:07:37,160 --> 00:07:39,240
Speaker 1: I'm not even saying that it's your boss's fault that

157
00:07:39,280 --> 00:07:41,200
Speaker 1: maybe she's creating this. She may not even be aware

158
00:07:41,240 --> 00:07:42,720
Speaker 1: of it, and you know what, it may be coming

159
00:07:42,720 --> 00:07:45,400
Speaker 1: from her higher ups. They may be putting pressure on her.

160
00:07:45,680 --> 00:07:47,480
Speaker 1: So we need to get to the root cause of it,

161
00:07:47,520 --> 00:07:49,120
Speaker 1: and they need to fix it. And if they don't

162
00:07:49,160 --> 00:07:51,520
Speaker 1: fix it, then I think it's okay for you to

163
00:07:51,560 --> 00:07:53,520
Speaker 1: move on, you know, find a company where you can

164
00:07:53,560 --> 00:07:56,880
Speaker 1: work for, you know, work for that actually enforces the

165
00:07:56,920 --> 00:08:00,320
Speaker 1: culture that they, you know, talk about creating or dentally

166
00:08:00,400 --> 00:08:02,440
Speaker 1: moving to a different team at your company. So keeping

167
00:08:02,440 --> 00:08:05,080
Speaker 1: an ear out and an eye out for who says

168
00:08:05,120 --> 00:08:07,560
Speaker 1: they love working for their manager and see if maybe

169
00:08:07,600 --> 00:08:10,200
Speaker 1: you could request a transfer to that team. Even like,

170
00:08:10,240 --> 00:08:11,880
Speaker 1: you got to look out for yourself, right, and you

171
00:08:11,960 --> 00:08:15,280
Speaker 1: got to you gotta put your own foot forward when

172
00:08:15,280 --> 00:08:17,680
Speaker 1: it comes to coming up with solutions. Sometimes that work

173
00:08:17,760 --> 00:08:20,840
Speaker 1: best for you because the company may not always know

174
00:08:20,880 --> 00:08:23,440
Speaker 1: what's what's best for you personally, but you're always going

175
00:08:23,520 --> 00:08:25,720
Speaker 1: to have you know your best interests in mind, right,

176
00:08:25,800 --> 00:08:28,840
Speaker 1: So if they don't have a good solution that works

177
00:08:28,880 --> 00:08:31,760
Speaker 1: for you, sometimes coming with your own idea of a

178
00:08:31,760 --> 00:08:34,199
Speaker 1: solution can help. Thank you so much for your question.

179
00:08:34,640 --> 00:08:37,240
Speaker 1: Thank you for setting this in. I hope things improve,

180
00:08:37,400 --> 00:08:40,240
Speaker 1: but definitely pluck up the courage, get a couple of

181
00:08:40,240 --> 00:08:43,160
Speaker 1: your colleagues together, go at this as a team and

182
00:08:43,200 --> 00:08:45,760
Speaker 1: a unified front, and I think you'll actually have a

183
00:08:45,800 --> 00:08:49,319
Speaker 1: really good chance about getting some sort of action taken

184
00:08:49,360 --> 00:08:52,800
Speaker 1: in this case. Okay, all right, I got all fired

185
00:08:52,880 --> 00:08:54,440
Speaker 1: up with that one. We will be right back with

186
00:08:54,520 --> 00:08:58,640
Speaker 1: another question for the ba Q and a Hey, hey

187
00:08:58,720 --> 00:09:01,080
Speaker 1: bea fan. It's Bandy and I am back to answer

188
00:09:01,160 --> 00:09:04,720
Speaker 1: more of a your juicy juicy career in finance questions again.

189
00:09:04,800 --> 00:09:08,199
Speaker 1: Hit us up at brandimbissionpodcast dot com or our ig

190
00:09:08,440 --> 00:09:11,800
Speaker 1: at Brand Andbission podcast with all of your juicy money

191
00:09:11,840 --> 00:09:14,960
Speaker 1: and career questions. I am really excited about this question.

192
00:09:15,360 --> 00:09:17,640
Speaker 1: I hope I can help this listener. They want to

193
00:09:17,679 --> 00:09:20,000
Speaker 1: remain anonymous, which I think when I get into the question,

194
00:09:20,040 --> 00:09:23,880
Speaker 1: you'll understand why here we go, This listener says, and

195
00:09:23,960 --> 00:09:25,760
Speaker 1: let me think of a name. Let's call her Jane.

196
00:09:25,880 --> 00:09:28,800
Speaker 1: Jane says, I recently got a new job and I've

197
00:09:28,800 --> 00:09:31,240
Speaker 1: been working here for about a month. I have about

198
00:09:31,280 --> 00:09:34,200
Speaker 1: four to five years of experience in construction accounting, and

199
00:09:34,240 --> 00:09:36,800
Speaker 1: I was hesitant to take this position because the title

200
00:09:36,880 --> 00:09:40,600
Speaker 1: was for an accounting associate, which to me means entry level.

201
00:09:41,160 --> 00:09:44,000
Speaker 1: During my interview, the controller advised I would hit the

202
00:09:44,000 --> 00:09:47,840
Speaker 1: ground running learn more about higher level accounting jobs available

203
00:09:48,040 --> 00:09:52,280
Speaker 1: while continuing to practice construction accounting. But it's been a

204
00:09:52,320 --> 00:09:55,240
Speaker 1: month and I have yet to be assigned any daily tasks.

205
00:09:55,480 --> 00:09:58,679
Speaker 1: The majority of my work has been scanning boxes and papers.

206
00:09:59,000 --> 00:10:01,760
Speaker 1: The controller has told me multiple times in the last

207
00:10:01,760 --> 00:10:03,920
Speaker 1: four weeks to just hang on. There will be more

208
00:10:03,960 --> 00:10:06,120
Speaker 1: work for me to do, But I'm having a hard

209
00:10:06,120 --> 00:10:08,760
Speaker 1: time finding where I fit in at this company. The

210
00:10:08,760 --> 00:10:11,720
Speaker 1: controller also told me after ninety days, I will have

211
00:10:11,760 --> 00:10:14,640
Speaker 1: a job title change, but she hasn't given me any

212
00:10:14,640 --> 00:10:17,880
Speaker 1: details about it. So I've asked, I've expressed my readiness

213
00:10:18,240 --> 00:10:20,920
Speaker 1: to have tasks piled on me. I'm starting to feel

214
00:10:20,920 --> 00:10:22,680
Speaker 1: like I was sold a dream and I made a

215
00:10:22,720 --> 00:10:25,400
Speaker 1: mistake by quitting a company I was with for two

216
00:10:25,520 --> 00:10:28,960
Speaker 1: years for this opportunity. The benefits at this job are

217
00:10:29,000 --> 00:10:31,520
Speaker 1: significantly better than my last job, but I took a

218
00:10:31,559 --> 00:10:34,440
Speaker 1: pay decrease. My question is how long do I continue

219
00:10:34,480 --> 00:10:36,880
Speaker 1: to wait and see if I will be anything more

220
00:10:36,920 --> 00:10:40,439
Speaker 1: than a glorified paper filer. Ooh, so we're having a

221
00:10:40,440 --> 00:10:44,280
Speaker 1: little career buyers remorse. Yes, you know what, First and foremost,

222
00:10:44,320 --> 00:10:48,000
Speaker 1: it's not your fault. It's well, you know what, is

223
00:10:48,000 --> 00:10:50,000
Speaker 1: it your fault? It's a little bit your fault. You know,

224
00:10:50,080 --> 00:10:52,880
Speaker 1: you did take a job that you knew was an

225
00:10:53,000 --> 00:10:56,200
Speaker 1: entry level position. And I think in that regard, we

226
00:10:56,320 --> 00:10:58,800
Speaker 1: have to really be able to have our BS meter

227
00:10:59,040 --> 00:11:03,079
Speaker 1: really high for companies when you're in the recruiting process,

228
00:11:03,200 --> 00:11:05,680
Speaker 1: because companies, at the end of the day, they're trying

229
00:11:05,679 --> 00:11:07,960
Speaker 1: to sell you on a position. And I think we've

230
00:11:08,000 --> 00:11:11,080
Speaker 1: all been in those job interviews where you feel like

231
00:11:11,160 --> 00:11:14,240
Speaker 1: things are way rosier during the interview process than when

232
00:11:14,280 --> 00:11:17,480
Speaker 1: you actually get to see behind the curtain after you're hired, right,

233
00:11:18,240 --> 00:11:20,560
Speaker 1: And I mean, it's the same reason why real estate

234
00:11:20,600 --> 00:11:23,280
Speaker 1: agents stage a home. Obviously, they're going to make it

235
00:11:23,320 --> 00:11:26,640
Speaker 1: look like this fantastic place to live, and even though

236
00:11:26,640 --> 00:11:29,240
Speaker 1: you know you don't actually own that furniture, it helps

237
00:11:29,240 --> 00:11:31,640
Speaker 1: you buy the home. It helps them make it feel

238
00:11:31,679 --> 00:11:35,000
Speaker 1: like home to you. So yeah, recruiters hiring managers will

239
00:11:35,000 --> 00:11:37,520
Speaker 1: often make things seem a little bit rosier. But this

240
00:11:37,679 --> 00:11:41,040
Speaker 1: is pretty egregious. It's very egregious when someone hires you

241
00:11:41,160 --> 00:11:43,600
Speaker 1: and they know that you are overqualified for a role,

242
00:11:43,840 --> 00:11:46,400
Speaker 1: and they acknowledge that, and they also say, okay, we'll

243
00:11:46,440 --> 00:11:48,360
Speaker 1: give us a little bit of time. We'll make sure

244
00:11:48,360 --> 00:11:50,080
Speaker 1: that you get a job title change and that you

245
00:11:50,080 --> 00:11:52,600
Speaker 1: are able to grow and advance in this role. But

246
00:11:52,679 --> 00:11:55,440
Speaker 1: then they're actually not making good on their word. So

247
00:11:55,600 --> 00:11:57,720
Speaker 1: in an interview process, I think what you should follow

248
00:11:57,800 --> 00:11:59,360
Speaker 1: up with. I know it's a little bit too little,

249
00:11:59,360 --> 00:12:02,559
Speaker 1: too late, but for anyone listening who's in your situation

250
00:12:02,679 --> 00:12:04,679
Speaker 1: and potentially looking at a job that would be a

251
00:12:04,760 --> 00:12:08,240
Speaker 1: bit of a step down, ask them for concrete steps

252
00:12:08,400 --> 00:12:11,680
Speaker 1: in a concrete timeline, for when you'll actually get to

253
00:12:11,720 --> 00:12:15,800
Speaker 1: take on additional responsibilities, a new title, all of that. Now,

254
00:12:15,800 --> 00:12:18,800
Speaker 1: I'm remembering a recent coaching client of my of my own.

255
00:12:19,280 --> 00:12:21,880
Speaker 1: She actually had a very similar situation in the legal

256
00:12:21,960 --> 00:12:23,920
Speaker 1: She had a legal background and she was in a

257
00:12:23,920 --> 00:12:26,760
Speaker 1: really toxic work environment, so she was a bit more

258
00:12:26,840 --> 00:12:30,360
Speaker 1: vulnerable to being sold in dream because obviously in that situation,

259
00:12:30,440 --> 00:12:32,319
Speaker 1: you just want to get the hell out. So when

260
00:12:32,320 --> 00:12:34,280
Speaker 1: she was interviewing, and she knew it was a bit

261
00:12:34,280 --> 00:12:36,000
Speaker 1: of a step down, but she was told the exact

262
00:12:36,000 --> 00:12:38,520
Speaker 1: same thing you were. Come on board. I know there's

263
00:12:38,559 --> 00:12:41,040
Speaker 1: no work in this particular area that you're passionate about

264
00:12:41,080 --> 00:12:43,200
Speaker 1: right now, but just give me a few months stick around,

265
00:12:43,480 --> 00:12:46,200
Speaker 1: and sure enough, none of that work materialized, just like

266
00:12:46,280 --> 00:12:48,240
Speaker 1: for you, you're finding out. Okay, it's been a little bit.

267
00:12:48,360 --> 00:12:51,480
Speaker 1: It's been a little bit, and I'm worried, like I'm

268
00:12:51,520 --> 00:12:56,320
Speaker 1: actually not seeing any progress You're I'm not entirely surprised,

269
00:12:56,800 --> 00:12:59,440
Speaker 1: but I think you have a couple of options. I

270
00:12:59,480 --> 00:13:02,360
Speaker 1: think you can bide your time and continue waiting. It

271
00:13:02,400 --> 00:13:05,000
Speaker 1: has been four weeks, right, and it hasn't been the

272
00:13:05,040 --> 00:13:07,320
Speaker 1: full ninety days, And I think the first ninety days

273
00:13:07,320 --> 00:13:10,040
Speaker 1: of any job is very much like a wait and see.

274
00:13:10,120 --> 00:13:12,080
Speaker 1: You're kind of getting into a groove. They're kind of

275
00:13:12,080 --> 00:13:14,920
Speaker 1: getting into a groove. I wouldn't take the pressure off.

276
00:13:14,960 --> 00:13:17,840
Speaker 1: I would continue bringing it up. I would continue asking

277
00:13:17,840 --> 00:13:20,280
Speaker 1: for the work. I would continue letting her know or

278
00:13:20,360 --> 00:13:22,959
Speaker 1: letting him know that you are expecting. You know what

279
00:13:23,000 --> 00:13:26,040
Speaker 1: you were promised in your early conversations when you were interviewing.

280
00:13:26,520 --> 00:13:29,640
Speaker 1: But I wouldn't stop looking for other opportunities. And I

281
00:13:29,640 --> 00:13:32,079
Speaker 1: would also I would definitely be sure that you're keeping

282
00:13:32,080 --> 00:13:35,160
Speaker 1: one eye open for other opportunities. If you decide in

283
00:13:35,200 --> 00:13:37,200
Speaker 1: a couple of more months it is actually time for

284
00:13:37,280 --> 00:13:40,320
Speaker 1: you to go. It's a shame, but at the same time,

285
00:13:40,480 --> 00:13:43,480
Speaker 1: you have to put yourself first in this regard. They

286
00:13:43,559 --> 00:13:46,240
Speaker 1: made mistakes, like you made a bit of a mistake,

287
00:13:46,280 --> 00:13:48,679
Speaker 1: because you not a mistake so much, but you know,

288
00:13:48,720 --> 00:13:50,960
Speaker 1: you went into this job knowing that it was a

289
00:13:50,960 --> 00:13:52,760
Speaker 1: bit of a risk, knowing that it may not be

290
00:13:52,800 --> 00:13:55,240
Speaker 1: the exact right fit, kind of putting your trust in

291
00:13:55,280 --> 00:13:58,880
Speaker 1: someone else and they didn't deliver, and that sucks. That

292
00:13:59,000 --> 00:14:00,800
Speaker 1: was a risk that you took when you took this

293
00:14:00,960 --> 00:14:03,840
Speaker 1: job right, But you shouldn't stay in the job just

294
00:14:03,880 --> 00:14:06,440
Speaker 1: because you feel like, Okay, well I'm here now the

295
00:14:06,440 --> 00:14:08,440
Speaker 1: benefits are a little bit better. I said I would

296
00:14:08,440 --> 00:14:10,040
Speaker 1: do it. I don't want to look like a job hopper.

297
00:14:10,520 --> 00:14:14,040
Speaker 1: You think you can definitely explain to another hiring manager

298
00:14:14,200 --> 00:14:16,680
Speaker 1: why you would be looking to change jobs. Just like

299
00:14:16,760 --> 00:14:18,640
Speaker 1: my coaching client, Oh girl, when I tell you, when

300
00:14:18,679 --> 00:14:20,880
Speaker 1: I first met with her, she was also worried, like, oh,

301
00:14:20,920 --> 00:14:23,440
Speaker 1: but I just joined this job a couple of months ago.

302
00:14:23,840 --> 00:14:26,360
Speaker 1: You know, will a hiring manager look down upon me

303
00:14:26,520 --> 00:14:29,360
Speaker 1: and worry about me, thinking that I'm risky because I'm

304
00:14:29,360 --> 00:14:32,240
Speaker 1: trying to jump ships so quickly. And I'm like, no,

305
00:14:32,360 --> 00:14:34,960
Speaker 1: just tell the truth. Tell the next hiring manager. You

306
00:14:35,000 --> 00:14:37,800
Speaker 1: know what. I took this role because I was excited

307
00:14:37,800 --> 00:14:40,360
Speaker 1: for the possibility of growth, and it was very apparent

308
00:14:40,400 --> 00:14:43,840
Speaker 1: to me within my first thirty sixty ninety days. However

309
00:14:43,840 --> 00:14:46,480
Speaker 1: long it's been that that growth was actually not going

310
00:14:46,560 --> 00:14:48,960
Speaker 1: to be coming. And I don't want to wait. I

311
00:14:49,000 --> 00:14:51,480
Speaker 1: can't afford to wait. I don't want my professional skills

312
00:14:51,520 --> 00:14:54,560
Speaker 1: to a trophy. I don't want my earning potential, you know,

313
00:14:54,640 --> 00:14:57,960
Speaker 1: to be diminished. And I think any you know, recruiter

314
00:14:58,080 --> 00:15:00,560
Speaker 1: or hiring manager who gets it and is in their

315
00:15:00,640 --> 00:15:03,720
Speaker 1: right mind won't actually look down upon you for that

316
00:15:03,920 --> 00:15:07,240
Speaker 1: or penalize you for it. They'll see that and be like, Okay, well,

317
00:15:07,280 --> 00:15:09,520
Speaker 1: let's make sure we're actually going to give you, know,

318
00:15:09,640 --> 00:15:11,560
Speaker 1: I forgot what I name that I give you Jane

319
00:15:12,120 --> 00:15:15,160
Speaker 1: your fake name. We're actually going to give Jane, you know,

320
00:15:15,280 --> 00:15:17,760
Speaker 1: a really clear expectation of what she can expect here.

321
00:15:17,800 --> 00:15:20,280
Speaker 1: And I think any company should be willing to, like,

322
00:15:20,320 --> 00:15:23,440
Speaker 1: should be should understand that. Okay, if we hire someone

323
00:15:23,480 --> 00:15:26,080
Speaker 1: and we tell them something and then we promise them

324
00:15:26,120 --> 00:15:28,120
Speaker 1: something and we actually don't deliver on it, that they're

325
00:15:28,160 --> 00:15:31,800
Speaker 1: going to leave. So for me, it seems like perfectly

326
00:15:31,880 --> 00:15:36,040
Speaker 1: normal and perfectly reasonable that you were promised something, given

327
00:15:36,080 --> 00:15:38,640
Speaker 1: some kind of dream, it didn't materialize, and so you're

328
00:15:38,640 --> 00:15:41,600
Speaker 1: gonna get out like you're just a person who respects

329
00:15:41,640 --> 00:15:44,920
Speaker 1: themselves in their career enough to get out when you're

330
00:15:44,920 --> 00:15:46,920
Speaker 1: not in a good situation, you know what I mean.

331
00:15:46,960 --> 00:15:49,080
Speaker 1: And I will say my coaching client had a really

332
00:15:49,080 --> 00:15:52,160
Speaker 1: happy ending. She actually got a brand new offer at

333
00:15:52,200 --> 00:15:56,360
Speaker 1: a job that was like more money, great benefits. So

334
00:15:56,400 --> 00:15:58,560
Speaker 1: when you talk about you know the fact that this

335
00:15:58,680 --> 00:16:02,280
Speaker 1: job has slightly or significantly better benefits than your previous job.

336
00:16:02,440 --> 00:16:04,880
Speaker 1: I wouldn't stay here just because of that, because the

337
00:16:04,920 --> 00:16:07,440
Speaker 1: fact that you found a job with significantly better benefits

338
00:16:07,840 --> 00:16:11,480
Speaker 1: just shows you that, Okay, there's actually great benefits out here.

339
00:16:11,880 --> 00:16:14,360
Speaker 1: You just have to be really particular and make sure

340
00:16:14,360 --> 00:16:17,360
Speaker 1: that you pay attention to what companies are offering just

341
00:16:17,400 --> 00:16:20,960
Speaker 1: outside of your compensation. So absolutely, I think you should

342
00:16:20,960 --> 00:16:23,480
Speaker 1: be keeping one eye open to the job market, and

343
00:16:23,520 --> 00:16:25,760
Speaker 1: I think you should learn from this experience. You mentioned

344
00:16:26,000 --> 00:16:27,920
Speaker 1: here that you're in your late twenties. It's just a

345
00:16:27,920 --> 00:16:30,480
Speaker 1: good learning experience for you at this point, right, Yeah,

346
00:16:30,520 --> 00:16:32,960
Speaker 1: you took a risk. This is what happened. All right,

347
00:16:33,000 --> 00:16:34,880
Speaker 1: we're just going to bounce back from it. Right. We're

348
00:16:34,880 --> 00:16:36,440
Speaker 1: either going to stay here and make the most of

349
00:16:36,440 --> 00:16:39,440
Speaker 1: it and continue advocating for yourself and pushing to get

350
00:16:39,440 --> 00:16:41,960
Speaker 1: what you want, becoming a thorn in their side. It's

351
00:16:41,960 --> 00:16:44,320
Speaker 1: a good learning experience for you. It's also a damn

352
00:16:44,320 --> 00:16:47,120
Speaker 1: good learning experience for your boss. I was that boss too,

353
00:16:47,560 --> 00:16:49,920
Speaker 1: and I had to learn for my own mistake that

354
00:16:49,960 --> 00:16:53,480
Speaker 1: when you actually hire someone who's overqualified for a role,

355
00:16:53,600 --> 00:16:56,080
Speaker 1: you're just opening yourself up to You're going to be annoyed.

356
00:16:56,440 --> 00:16:59,280
Speaker 1: They're going to be unhappy, because what as a manager,

357
00:16:59,320 --> 00:17:01,760
Speaker 1: there's nothing worse then knowing someone on your team is

358
00:17:01,840 --> 00:17:05,000
Speaker 1: unhappy and just like waiting like, oh, I can't give

359
00:17:05,040 --> 00:17:07,640
Speaker 1: them what I said I would. There's nothing I can

360
00:17:07,680 --> 00:17:10,720
Speaker 1: really do about it. They're not happy. Now I got

361
00:17:10,720 --> 00:17:13,200
Speaker 1: to hear them moan and groan and complain every one

362
00:17:13,240 --> 00:17:15,240
Speaker 1: on one. You know, it just sucks for all involved.

363
00:17:15,280 --> 00:17:18,879
Speaker 1: So unfortunately it's going to be a good lesson for

364
00:17:18,920 --> 00:17:20,800
Speaker 1: this manager as well. I hope that they remember this

365
00:17:20,920 --> 00:17:24,119
Speaker 1: situation so they don't do it again, because it's just silly.

366
00:17:24,560 --> 00:17:27,119
Speaker 1: It's a real It's like one of those situations where

367
00:17:27,440 --> 00:17:29,840
Speaker 1: you're not thinking long term. You're just trying to like

368
00:17:29,880 --> 00:17:32,879
Speaker 1: solve an immediate problem. I need a butt in the seat,

369
00:17:33,000 --> 00:17:35,200
Speaker 1: I need someone to do this job, to push these

370
00:17:35,240 --> 00:17:38,560
Speaker 1: papers or whatever. When you're hiring from the perspective of

371
00:17:38,640 --> 00:17:42,520
Speaker 1: just the short term gains or short short term goals,

372
00:17:43,000 --> 00:17:45,479
Speaker 1: you're just opening yourself up to having a long term,

373
00:17:45,720 --> 00:17:48,080
Speaker 1: you know, catastrophe on your hands because you're just not

374
00:17:48,200 --> 00:17:50,960
Speaker 1: thinking down the line. It's a good managerial lesson and

375
00:17:50,960 --> 00:17:53,040
Speaker 1: if for anyone who's listening who's in a hiring position.

376
00:17:53,800 --> 00:17:55,560
Speaker 1: Just do what you can. Take your time when it

377
00:17:55,600 --> 00:17:58,800
Speaker 1: comes to hiring. You're better off sometimes just hiring someone

378
00:17:58,840 --> 00:18:02,080
Speaker 1: for on a freelance base, on a contractor basis to

379
00:18:02,119 --> 00:18:04,920
Speaker 1: fill an immediate need while you take your damn time

380
00:18:05,160 --> 00:18:07,639
Speaker 1: and find the exact right fit for that role for

381
00:18:07,720 --> 00:18:09,840
Speaker 1: the long term. And that was one of the great

382
00:18:09,880 --> 00:18:12,440
Speaker 1: lessons I learned as a manager was, oh, I can

383
00:18:12,520 --> 00:18:15,000
Speaker 1: ask for a budget and I can hire freelance help

384
00:18:15,359 --> 00:18:18,199
Speaker 1: just to kind of get by. Hit our KPIs, you know,

385
00:18:18,240 --> 00:18:20,879
Speaker 1: our key performance indicators, hit our goals, and then I

386
00:18:20,880 --> 00:18:23,359
Speaker 1: can take my time, you know, recruiting and finding the

387
00:18:23,400 --> 00:18:26,880
Speaker 1: exact right fit. So hopefully your manager will learn that goal.

388
00:18:26,920 --> 00:18:29,639
Speaker 1: And if you decide to leave and you give an

389
00:18:29,680 --> 00:18:33,359
Speaker 1: exit interview, be honest about what happened, and hopefully they'll

390
00:18:33,480 --> 00:18:35,960
Speaker 1: take that as a learning lesson and do better next

391
00:18:36,000 --> 00:18:38,880
Speaker 1: time and everyone will be better off in the end.

392
00:18:39,000 --> 00:18:42,640
Speaker 1: But definitely keep your eye and ear open for new

393
00:18:42,640 --> 00:18:47,879
Speaker 1: opportunities and never forget this situation. Maybe be you know,

394
00:18:48,000 --> 00:18:51,520
Speaker 1: ask for those specific when someone promises you, okay, you

395
00:18:51,560 --> 00:18:54,360
Speaker 1: come on, it's this way now, things will change down

396
00:18:54,400 --> 00:18:57,760
Speaker 1: the line. What sort of specific guarantees can they give you,

397
00:18:57,840 --> 00:19:00,480
Speaker 1: or what sort of specific timeline or resource versus do

398
00:19:00,520 --> 00:19:03,720
Speaker 1: they have in mind. And especially I would definitely be

399
00:19:04,320 --> 00:19:07,640
Speaker 1: suspicious if a hiring manager is like, oh, yeah, don't worry,

400
00:19:07,680 --> 00:19:09,480
Speaker 1: I'm going to get you promoted in the next few months.

401
00:19:09,640 --> 00:19:11,840
Speaker 1: That's just not something that happens. Having been in the

402
00:19:11,840 --> 00:19:15,159
Speaker 1: corporate environment and having managed a team of thirty people,

403
00:19:15,480 --> 00:19:18,560
Speaker 1: you know, as a senior director, promotions take time, there's

404
00:19:18,560 --> 00:19:20,960
Speaker 1: a process for them. Usually I would want to get

405
00:19:21,080 --> 00:19:25,840
Speaker 1: more sources and more assurances. Maybe it's from someone actually

406
00:19:25,880 --> 00:19:29,080
Speaker 1: in HR, not just a hiring manager who's not in HR,

407
00:19:29,480 --> 00:19:32,119
Speaker 1: that there's actually like it's a possibility that you'll be

408
00:19:32,119 --> 00:19:34,840
Speaker 1: promoted or get a new title change in that short

409
00:19:34,960 --> 00:19:37,880
Speaker 1: period of time. And then you may see, oh, there's

410
00:19:37,920 --> 00:19:42,359
Speaker 1: actually some holes and this whole vision and rosy story

411
00:19:42,359 --> 00:19:44,879
Speaker 1: that I'm being sold and I'm actually not going to

412
00:19:44,960 --> 00:19:47,760
Speaker 1: move forward because I don't trust this is actually going

413
00:19:47,840 --> 00:19:51,960
Speaker 1: to be the case. All right, Miss Jane mis Anonymous,

414
00:19:52,000 --> 00:19:55,520
Speaker 1: thank you so much for your question. And that wraps

415
00:19:55,600 --> 00:19:58,640
Speaker 1: up another episode of The BAQ and A. I am

416
00:19:58,760 --> 00:20:01,159
Speaker 1: Mandy Mandy Money. You can me at Mandy Money on

417
00:20:01,240 --> 00:20:04,800
Speaker 1: ig follow us and hit us up on at brand

418
00:20:04,840 --> 00:20:08,679
Speaker 1: Ambition Podcast on IG with your questions. Also check out

419
00:20:08,720 --> 00:20:11,880
Speaker 1: our beautiful, brand new website, Brandambission podcast dot com where

420
00:20:11,880 --> 00:20:15,639
Speaker 1: you can find past episodes. You can find soon transcripts

421
00:20:15,680 --> 00:20:18,760
Speaker 1: of episodes as well as show notes everything you want

422
00:20:18,760 --> 00:20:21,960
Speaker 1: to find at brandambisson podcast dot com. I will see

423
00:20:22,000 --> 00:20:23,879
Speaker 1: y'all next Friday for ba Q and a