WEBVTT - The BA Q&A: My Boss Is A Jerk 0:00:06.120 --> 0:00:09.080 Hey, ba fam, it's Mandy. Here is my favorite time 0:00:09.119 --> 0:00:11.440 of week. It's Friday, which means it is time for 0:00:11.480 --> 0:00:14.000 the ba Q and A. I get to shake up 0:00:14.040 --> 0:00:16.360 the mail bag and see what kinds of career and 0:00:16.400 --> 0:00:19.720 finance questions y'all have. You never disappoint me. If y'all 0:00:19.720 --> 0:00:24.720 have questions anything relating to your career, relationships, finances, the 0:00:24.760 --> 0:00:28.480 intersection of all of those things, send us your questions. 0:00:28.520 --> 0:00:31.520 You can hit us up at brennanbishenpodcast dot com, click 0:00:31.600 --> 0:00:34.599 ask us anything, or go to IG and you can 0:00:34.640 --> 0:00:37.640 slide right on into our DMS. We actually see your messages. 0:00:37.720 --> 0:00:40.800 We sometimes respond, especially late night when I'm just scrolling 0:00:40.880 --> 0:00:43.360 on my phone and checking out with my ba fam. 0:00:43.520 --> 0:00:46.280 I actually do respond to lots and lots of messages, 0:00:46.320 --> 0:00:49.839 So hit us up. We love y'all's questions today. For 0:00:49.920 --> 0:00:52.680 this special edition of BAQ and A, we are all 0:00:52.720 --> 0:00:55.640 focused on career stuff, and we've got some really juicy, 0:00:55.760 --> 0:00:58.800 interesting questions. How to deal with the toxic boss? Wouldn't 0:00:58.800 --> 0:01:00.840 we all love some advice on that. I've got some 0:01:00.880 --> 0:01:03.160 strategies for a listener who has a question about a 0:01:03.320 --> 0:01:06.360 very toxic boss. So let's just dive right on in 0:01:06.520 --> 0:01:09.280 with our first question. Now, obviously, when you're talking about 0:01:09.319 --> 0:01:11.920 your advice on a podcast, you want to remain anonymous, 0:01:11.920 --> 0:01:15.360 so absolutely we will keep you anonymous, but let me 0:01:15.440 --> 0:01:18.919 just call you. We'll call you Rebecca. Okay, Rebecca says, 0:01:18.959 --> 0:01:21.720 first and foremost, send my love to Tiffany as she's healing. 0:01:21.760 --> 0:01:23.280 Thank you very much for that, and I will send 0:01:23.360 --> 0:01:26.360 some extra love to Tiffany myself. Rebecca says, I love 0:01:26.360 --> 0:01:28.280 you both, and I get so much great advice and 0:01:28.319 --> 0:01:31.440 insights into navigating the professional world as a woman of color. 0:01:32.000 --> 0:01:35.040 My question today is about my boss. I'm a recruiter 0:01:35.120 --> 0:01:38.000 and the company that I work for is wonderful. I 0:01:38.040 --> 0:01:40.440 love the culture they're cultivating. I don't want to make 0:01:40.480 --> 0:01:43.760 a move, but my boss is extremely tough to work 0:01:43.800 --> 0:01:47.480 with right now. She's overstressed and obsessed with hitting all 0:01:47.600 --> 0:01:51.680 our KPIs. Regardless of whether we hit our financial goal 0:01:51.720 --> 0:01:54.280 that we commit to every month. To boil it down, 0:01:54.440 --> 0:01:56.880 she finds a way to give us backhanded compliments on 0:01:56.920 --> 0:02:01.360 our performance as an office and it's honestly moralizing. I've 0:02:01.400 --> 0:02:04.000 heard this from many co workers as well. We've been 0:02:04.080 --> 0:02:07.000 venting to each other and it's becoming toxic to the culture. 0:02:07.520 --> 0:02:09.400 I want to say something to her, but she is 0:02:09.440 --> 0:02:12.239 a domineering and stubborn force. I would love if you 0:02:12.280 --> 0:02:14.600 can give me some tips on how to approach her. 0:02:15.200 --> 0:02:18.800 Ooh yeah, toxic bosses? Why do they have to ruin everything? 0:02:19.240 --> 0:02:21.240 And you know what's great about this question? I mean, 0:02:21.240 --> 0:02:23.880 obviously it sucks, and I feel bad for you, but 0:02:24.200 --> 0:02:27.079 I love that you can have at least you're identifying 0:02:27.160 --> 0:02:31.239 and recognizing that your company culture is largely good. So 0:02:31.360 --> 0:02:33.400 what sucks is that you've got a boss who's like 0:02:33.600 --> 0:02:37.160 screwing it up because largely the culture itself is very 0:02:37.160 --> 0:02:39.720 different than what your interactions with this boss have been. 0:02:40.160 --> 0:02:42.120 So how can we tattle on her? That's what I 0:02:42.120 --> 0:02:44.040 want to know. I don't actually think it's your job 0:02:44.080 --> 0:02:46.160 to fix her or make her a better manager. My 0:02:46.320 --> 0:02:48.440 question is like, how can we tattle on her in 0:02:48.440 --> 0:02:50.680 a strategic way to get her out of your way 0:02:50.720 --> 0:02:53.000 so that you can actually enjoy this great culture that 0:02:53.040 --> 0:02:56.360 this company is committed to building. And I think toxic 0:02:56.400 --> 0:02:58.920 managers like her deserve to be called out and dealt 0:02:58.960 --> 0:03:02.799 with because they're real, like an employees experience, and if 0:03:02.840 --> 0:03:06.000 companies want to retain employees, and not have us all 0:03:06.080 --> 0:03:08.480 quitting on them. They need to know who their shitty 0:03:08.520 --> 0:03:11.400 bosses are. Who are the shitty managers who actually could 0:03:11.480 --> 0:03:14.760 use a little bit of professional development support, some training 0:03:15.160 --> 0:03:17.400 like who deserves and the manager sect to get a 0:03:17.400 --> 0:03:20.080 performance improvement plan, And it sounds like your boss does. 0:03:20.480 --> 0:03:22.679 So what are the levers that you can pull within 0:03:22.720 --> 0:03:26.359 your company to actually let people know that this manager 0:03:26.440 --> 0:03:28.119 is making it harder for you to do your job 0:03:28.200 --> 0:03:31.400 and it's not just you. So that's my first question. 0:03:31.639 --> 0:03:34.640 I've worked at places where you could actually once a year, 0:03:34.720 --> 0:03:36.560 they would have a survey that you could send out 0:03:36.600 --> 0:03:39.280 and you could provide anonymous feedback on your manager. But 0:03:39.720 --> 0:03:41.920 if you guys have that like annual survey, and if 0:03:41.920 --> 0:03:43.840 it's not coming up in the next couple of weeks, 0:03:44.160 --> 0:03:46.320 then I think it's time to actually take this to 0:03:46.640 --> 0:03:48.880 It can be either someone in HR, it can be 0:03:48.960 --> 0:03:51.920 your boss's boss. You can arrange something called the skip 0:03:52.000 --> 0:03:55.520 level meeting where you intentionally reach out to a person 0:03:55.600 --> 0:03:58.600 above your boss and have a candid conversation about what 0:03:58.600 --> 0:04:01.160 you've been experiencing. Do not go in there, This is 0:04:01.160 --> 0:04:03.720 my advice to you. Don't go in there empty handed. 0:04:03.760 --> 0:04:07.520 In terms of data and information and actual examples of 0:04:07.520 --> 0:04:10.080 what has happened. I think you should definitely be in 0:04:10.160 --> 0:04:13.480 the collecting of data phase right now. So start writing 0:04:13.520 --> 0:04:16.400 out what has she said, what has she done that 0:04:16.480 --> 0:04:19.840 has created a toxic work culture, And the more concrete 0:04:19.880 --> 0:04:22.440 examples you can give, the more likely it is that 0:04:22.480 --> 0:04:25.000 they will actually do something about them. So if you 0:04:25.040 --> 0:04:27.640 walk into your manager's manager's office and you say, hey, 0:04:27.720 --> 0:04:30.359 I'm having a really hard time with Tracy. She's making 0:04:30.400 --> 0:04:33.560 my job just you know, horrible and awful. Now you're 0:04:33.560 --> 0:04:36.400 just creating a problem that this manager's manager has to 0:04:36.440 --> 0:04:38.960 figure out, make their job a little bit easier, and 0:04:39.000 --> 0:04:40.800 also make it more likely that they're going to take 0:04:40.839 --> 0:04:44.400 your claim seriously. By having some cold, hard facts. Not 0:04:44.440 --> 0:04:47.400 only does this illustrate the reality of what's going on, 0:04:47.800 --> 0:04:50.320 but it also shows them, Wow, this this person is 0:04:50.360 --> 0:04:53.560 bad enough where Rebecca feels like she has to keep 0:04:53.600 --> 0:04:57.320 tabs on all these different instances and occurrences. So put 0:04:57.320 --> 0:04:59.120 the power, take the power back in a little bit 0:04:59.160 --> 0:05:02.440 of control by starting to document all of the situations 0:05:02.440 --> 0:05:04.880 that have occurred where this boss has, like I said, 0:05:04.880 --> 0:05:09.159 created a toxic environment, ben demoralizing. Take screenshots if she's 0:05:09.240 --> 0:05:12.160 texting or sending emails or slack messages, whatever it is 0:05:12.240 --> 0:05:15.600 that are causing these situations. Take your screenshots, get organized, 0:05:15.920 --> 0:05:17.919 and then plan a meeting. And if you want to 0:05:17.960 --> 0:05:20.560 combine forces with the other people on your team. There 0:05:20.600 --> 0:05:23.520 really is power in numbers. If a company knows that 0:05:23.560 --> 0:05:25.599 it's not just one person who's having an issue with 0:05:25.640 --> 0:05:27.880 this boss, it's six people. And by the way, this 0:05:28.000 --> 0:05:30.680 team is in danger of falling apart, as are our 0:05:30.720 --> 0:05:33.880 financial goals and our business goals for this team. Believe me, 0:05:34.000 --> 0:05:36.560 they will listen to you. So I think there's power 0:05:36.560 --> 0:05:38.679 in numbers. If you want to get together a little 0:05:38.680 --> 0:05:41.560 consortium or a group of colleagues and maybe set up 0:05:41.600 --> 0:05:43.560 a group meeting to speak in a safe space with 0:05:43.640 --> 0:05:46.040 your manager's manager, whoever else at the company you can 0:05:46.120 --> 0:05:49.880 identify to accept this kind of complaint, that's a good strategy. 0:05:49.920 --> 0:05:52.880 But definitely walk in there with concrete examples. It's going 0:05:52.920 --> 0:05:55.479 to make everything go a lot faster and be a 0:05:55.520 --> 0:05:59.160 lot more likely they're actually going to take action. Now, 0:05:59.320 --> 0:06:02.920 how they react to your complaints about this manager and 0:06:02.960 --> 0:06:05.800 your documentation is going to tell you the real truth 0:06:05.839 --> 0:06:08.520 about their work culture. If they really are committed to 0:06:08.600 --> 0:06:10.640 creating the kind of culture that you're describing, where they 0:06:10.680 --> 0:06:12.960 want people to feel welcome, where they want you to 0:06:13.000 --> 0:06:15.320 do your best work and to be thriving. And yes, 0:06:15.360 --> 0:06:17.159 we're going to achieve our business goals, but we're not 0:06:17.200 --> 0:06:19.880 going to do it at the expense of our mental 0:06:19.920 --> 0:06:23.800 health and the expense of our happiness in general. Then 0:06:23.800 --> 0:06:26.400 they will take your complaints seriously, or they should and 0:06:26.520 --> 0:06:30.360 actually either do something meaningful to get this manager, you know, 0:06:30.520 --> 0:06:33.360 on the right path. They should get rid of her, 0:06:33.440 --> 0:06:36.120 reassign her, maybe they can reassign you to someone else. 0:06:36.520 --> 0:06:39.200 They should do something, take some sort of action, maybe 0:06:39.279 --> 0:06:41.960 give them, I don't know, a few weeks to do something. 0:06:42.160 --> 0:06:44.400 But if they don't do something, then that actually tells 0:06:44.440 --> 0:06:46.760 you what they really mean about that culture they're trying 0:06:46.800 --> 0:06:49.120 to cultivate, because if they're not going to solve this problem, 0:06:49.160 --> 0:06:52.320 then that culture was always a ticking time bomb. It 0:06:52.360 --> 0:06:55.080 was always going to fall apart because they're not protecting it. 0:06:55.120 --> 0:06:59.080 Companies have to be protective. They have to be unapologetically 0:06:59.120 --> 0:07:02.680 protective about anything that can be a threat to employee retention, 0:07:02.760 --> 0:07:05.120 employee happiness, and to that culture that they say that 0:07:05.160 --> 0:07:08.000 they want to cultivate. And the uncomfortable truth about that 0:07:08.200 --> 0:07:10.640 is that they're going to have to identify these shitty 0:07:10.680 --> 0:07:14.200 managers and do something about them. And the more companies 0:07:14.240 --> 0:07:17.440 are willing to acknowledge that it's not just the lowest, 0:07:17.600 --> 0:07:19.680 you know, entry level employee that they have to pay 0:07:19.720 --> 0:07:23.320 attention to, it's managers, Like why aren't we training better 0:07:23.400 --> 0:07:26.960 managers like we cause, like they're causing so many issues 0:07:26.960 --> 0:07:30.040 out there right. So I'm obviously really really fired up 0:07:30.080 --> 0:07:33.520 about how important it is for companies to identify, you know, 0:07:33.720 --> 0:07:36.840 crappy managers give them the support and training that they need. 0:07:37.160 --> 0:07:39.240 I'm not even saying that it's your boss's fault that 0:07:39.280 --> 0:07:41.200 maybe she's creating this. She may not even be aware 0:07:41.240 --> 0:07:42.720 of it, and you know what, it may be coming 0:07:42.720 --> 0:07:45.400 from her higher ups. They may be putting pressure on her. 0:07:45.680 --> 0:07:47.480 So we need to get to the root cause of it, 0:07:47.520 --> 0:07:49.120 and they need to fix it. And if they don't 0:07:49.160 --> 0:07:51.520 fix it, then I think it's okay for you to 0:07:51.560 --> 0:07:53.520 move on, you know, find a company where you can 0:07:53.560 --> 0:07:56.880 work for, you know, work for that actually enforces the 0:07:56.920 --> 0:08:00.320 culture that they, you know, talk about creating or dentally 0:08:00.400 --> 0:08:02.440 moving to a different team at your company. So keeping 0:08:02.440 --> 0:08:05.080 an ear out and an eye out for who says 0:08:05.120 --> 0:08:07.560 they love working for their manager and see if maybe 0:08:07.600 --> 0:08:10.200 you could request a transfer to that team. Even like, 0:08:10.240 --> 0:08:11.880 you got to look out for yourself, right, and you 0:08:11.960 --> 0:08:15.280 got to you gotta put your own foot forward when 0:08:15.280 --> 0:08:17.680 it comes to coming up with solutions. Sometimes that work 0:08:17.760 --> 0:08:20.840 best for you because the company may not always know 0:08:20.880 --> 0:08:23.440 what's what's best for you personally, but you're always going 0:08:23.520 --> 0:08:25.720 to have you know your best interests in mind, right, 0:08:25.800 --> 0:08:28.840 So if they don't have a good solution that works 0:08:28.880 --> 0:08:31.760 for you, sometimes coming with your own idea of a 0:08:31.760 --> 0:08:34.199 solution can help. Thank you so much for your question. 0:08:34.640 --> 0:08:37.240 Thank you for setting this in. I hope things improve, 0:08:37.400 --> 0:08:40.240 but definitely pluck up the courage, get a couple of 0:08:40.240 --> 0:08:43.160 your colleagues together, go at this as a team and 0:08:43.200 --> 0:08:45.760 a unified front, and I think you'll actually have a 0:08:45.800 --> 0:08:49.319 really good chance about getting some sort of action taken 0:08:49.360 --> 0:08:52.800 in this case. Okay, all right, I got all fired 0:08:52.880 --> 0:08:54.440 up with that one. We will be right back with 0:08:54.520 --> 0:08:58.640 another question for the ba Q and a Hey, hey 0:08:58.720 --> 0:09:01.080 bea fan. It's Bandy and I am back to answer 0:09:01.160 --> 0:09:04.720 more of a your juicy juicy career in finance questions again. 0:09:04.800 --> 0:09:08.199 Hit us up at brandimbissionpodcast dot com or our ig 0:09:08.440 --> 0:09:11.800 at Brand Andbission podcast with all of your juicy money 0:09:11.840 --> 0:09:14.960 and career questions. I am really excited about this question. 0:09:15.360 --> 0:09:17.640 I hope I can help this listener. They want to 0:09:17.679 --> 0:09:20.000 remain anonymous, which I think when I get into the question, 0:09:20.040 --> 0:09:23.880 you'll understand why here we go, This listener says, and 0:09:23.960 --> 0:09:25.760 let me think of a name. Let's call her Jane. 0:09:25.880 --> 0:09:28.800 Jane says, I recently got a new job and I've 0:09:28.800 --> 0:09:31.240 been working here for about a month. I have about 0:09:31.280 --> 0:09:34.200 four to five years of experience in construction accounting, and 0:09:34.240 --> 0:09:36.800 I was hesitant to take this position because the title 0:09:36.880 --> 0:09:40.600 was for an accounting associate, which to me means entry level. 0:09:41.160 --> 0:09:44.000 During my interview, the controller advised I would hit the 0:09:44.000 --> 0:09:47.840 ground running learn more about higher level accounting jobs available 0:09:48.040 --> 0:09:52.280 while continuing to practice construction accounting. But it's been a 0:09:52.320 --> 0:09:55.240 month and I have yet to be assigned any daily tasks. 0:09:55.480 --> 0:09:58.679 The majority of my work has been scanning boxes and papers. 0:09:59.000 --> 0:10:01.760 The controller has told me multiple times in the last 0:10:01.760 --> 0:10:03.920 four weeks to just hang on. There will be more 0:10:03.960 --> 0:10:06.120 work for me to do, But I'm having a hard 0:10:06.120 --> 0:10:08.760 time finding where I fit in at this company. The 0:10:08.760 --> 0:10:11.720 controller also told me after ninety days, I will have 0:10:11.760 --> 0:10:14.640 a job title change, but she hasn't given me any 0:10:14.640 --> 0:10:17.880 details about it. So I've asked, I've expressed my readiness 0:10:18.240 --> 0:10:20.920 to have tasks piled on me. I'm starting to feel 0:10:20.920 --> 0:10:22.680 like I was sold a dream and I made a 0:10:22.720 --> 0:10:25.400 mistake by quitting a company I was with for two 0:10:25.520 --> 0:10:28.960 years for this opportunity. The benefits at this job are 0:10:29.000 --> 0:10:31.520 significantly better than my last job, but I took a 0:10:31.559 --> 0:10:34.440 pay decrease. My question is how long do I continue 0:10:34.480 --> 0:10:36.880 to wait and see if I will be anything more 0:10:36.920 --> 0:10:40.439 than a glorified paper filer. Ooh, so we're having a 0:10:40.440 --> 0:10:44.280 little career buyers remorse. Yes, you know what, First and foremost, 0:10:44.320 --> 0:10:48.000 it's not your fault. It's well, you know what, is 0:10:48.000 --> 0:10:50.000 it your fault? It's a little bit your fault. You know, 0:10:50.080 --> 0:10:52.880 you did take a job that you knew was an 0:10:53.000 --> 0:10:56.200 entry level position. And I think in that regard, we 0:10:56.320 --> 0:10:58.800 have to really be able to have our BS meter 0:10:59.040 --> 0:11:03.079 really high for companies when you're in the recruiting process, 0:11:03.200 --> 0:11:05.680 because companies, at the end of the day, they're trying 0:11:05.679 --> 0:11:07.960 to sell you on a position. And I think we've 0:11:08.000 --> 0:11:11.080 all been in those job interviews where you feel like 0:11:11.160 --> 0:11:14.240 things are way rosier during the interview process than when 0:11:14.280 --> 0:11:17.480 you actually get to see behind the curtain after you're hired, right, 0:11:18.240 --> 0:11:20.560 And I mean, it's the same reason why real estate 0:11:20.600 --> 0:11:23.280 agents stage a home. Obviously, they're going to make it 0:11:23.320 --> 0:11:26.640 look like this fantastic place to live, and even though 0:11:26.640 --> 0:11:29.240 you know you don't actually own that furniture, it helps 0:11:29.240 --> 0:11:31.640 you buy the home. It helps them make it feel 0:11:31.679 --> 0:11:35.000 like home to you. So yeah, recruiters hiring managers will 0:11:35.000 --> 0:11:37.520 often make things seem a little bit rosier. But this 0:11:37.679 --> 0:11:41.040 is pretty egregious. It's very egregious when someone hires you 0:11:41.160 --> 0:11:43.600 and they know that you are overqualified for a role, 0:11:43.840 --> 0:11:46.400 and they acknowledge that, and they also say, okay, we'll 0:11:46.440 --> 0:11:48.360 give us a little bit of time. We'll make sure 0:11:48.360 --> 0:11:50.080 that you get a job title change and that you 0:11:50.080 --> 0:11:52.600 are able to grow and advance in this role. But 0:11:52.679 --> 0:11:55.440 then they're actually not making good on their word. So 0:11:55.600 --> 0:11:57.720 in an interview process, I think what you should follow 0:11:57.800 --> 0:11:59.360 up with. I know it's a little bit too little, 0:11:59.360 --> 0:12:02.559 too late, but for anyone listening who's in your situation 0:12:02.679 --> 0:12:04.679 and potentially looking at a job that would be a 0:12:04.760 --> 0:12:08.240 bit of a step down, ask them for concrete steps 0:12:08.400 --> 0:12:11.680 in a concrete timeline, for when you'll actually get to 0:12:11.720 --> 0:12:15.800 take on additional responsibilities, a new title, all of that. Now, 0:12:15.800 --> 0:12:18.800 I'm remembering a recent coaching client of my of my own. 0:12:19.280 --> 0:12:21.880 She actually had a very similar situation in the legal 0:12:21.960 --> 0:12:23.920 She had a legal background and she was in a 0:12:23.920 --> 0:12:26.760 really toxic work environment, so she was a bit more 0:12:26.840 --> 0:12:30.360 vulnerable to being sold in dream because obviously in that situation, 0:12:30.440 --> 0:12:32.319 you just want to get the hell out. So when 0:12:32.320 --> 0:12:34.280 she was interviewing, and she knew it was a bit 0:12:34.280 --> 0:12:36.000 of a step down, but she was told the exact 0:12:36.000 --> 0:12:38.520 same thing you were. Come on board. I know there's 0:12:38.559 --> 0:12:41.040 no work in this particular area that you're passionate about 0:12:41.080 --> 0:12:43.200 right now, but just give me a few months stick around, 0:12:43.480 --> 0:12:46.200 and sure enough, none of that work materialized, just like 0:12:46.280 --> 0:12:48.240 for you, you're finding out. Okay, it's been a little bit. 0:12:48.360 --> 0:12:51.480 It's been a little bit, and I'm worried, like I'm 0:12:51.520 --> 0:12:56.320 actually not seeing any progress You're I'm not entirely surprised, 0:12:56.800 --> 0:12:59.440 but I think you have a couple of options. I 0:12:59.480 --> 0:13:02.360 think you can bide your time and continue waiting. It 0:13:02.400 --> 0:13:05.000 has been four weeks, right, and it hasn't been the 0:13:05.040 --> 0:13:07.320 full ninety days, And I think the first ninety days 0:13:07.320 --> 0:13:10.040 of any job is very much like a wait and see. 0:13:10.120 --> 0:13:12.080 You're kind of getting into a groove. They're kind of 0:13:12.080 --> 0:13:14.920 getting into a groove. I wouldn't take the pressure off. 0:13:14.960 --> 0:13:17.840 I would continue bringing it up. I would continue asking 0:13:17.840 --> 0:13:20.280 for the work. I would continue letting her know or 0:13:20.360 --> 0:13:22.959 letting him know that you are expecting. You know what 0:13:23.000 --> 0:13:26.040 you were promised in your early conversations when you were interviewing. 0:13:26.520 --> 0:13:29.640 But I wouldn't stop looking for other opportunities. And I 0:13:29.640 --> 0:13:32.079 would also I would definitely be sure that you're keeping 0:13:32.080 --> 0:13:35.160 one eye open for other opportunities. If you decide in 0:13:35.200 --> 0:13:37.200 a couple of more months it is actually time for 0:13:37.280 --> 0:13:40.320 you to go. It's a shame, but at the same time, 0:13:40.480 --> 0:13:43.480 you have to put yourself first in this regard. They 0:13:43.559 --> 0:13:46.240 made mistakes, like you made a bit of a mistake, 0:13:46.280 --> 0:13:48.679 because you not a mistake so much, but you know, 0:13:48.720 --> 0:13:50.960 you went into this job knowing that it was a 0:13:50.960 --> 0:13:52.760 bit of a risk, knowing that it may not be 0:13:52.800 --> 0:13:55.240 the exact right fit, kind of putting your trust in 0:13:55.280 --> 0:13:58.880 someone else and they didn't deliver, and that sucks. That 0:13:59.000 --> 0:14:00.800 was a risk that you took when you took this 0:14:00.960 --> 0:14:03.840 job right, But you shouldn't stay in the job just 0:14:03.880 --> 0:14:06.440 because you feel like, Okay, well I'm here now the 0:14:06.440 --> 0:14:08.440 benefits are a little bit better. I said I would 0:14:08.440 --> 0:14:10.040 do it. I don't want to look like a job hopper. 0:14:10.520 --> 0:14:14.040 You think you can definitely explain to another hiring manager 0:14:14.200 --> 0:14:16.680 why you would be looking to change jobs. Just like 0:14:16.760 --> 0:14:18.640 my coaching client, Oh girl, when I tell you, when 0:14:18.679 --> 0:14:20.880 I first met with her, she was also worried, like, oh, 0:14:20.920 --> 0:14:23.440 but I just joined this job a couple of months ago. 0:14:23.840 --> 0:14:26.360 You know, will a hiring manager look down upon me 0:14:26.520 --> 0:14:29.360 and worry about me, thinking that I'm risky because I'm 0:14:29.360 --> 0:14:32.240 trying to jump ships so quickly. And I'm like, no, 0:14:32.360 --> 0:14:34.960 just tell the truth. Tell the next hiring manager. You 0:14:35.000 --> 0:14:37.800 know what. I took this role because I was excited 0:14:37.800 --> 0:14:40.360 for the possibility of growth, and it was very apparent 0:14:40.400 --> 0:14:43.840 to me within my first thirty sixty ninety days. However 0:14:43.840 --> 0:14:46.480 long it's been that that growth was actually not going 0:14:46.560 --> 0:14:48.960 to be coming. And I don't want to wait. I 0:14:49.000 --> 0:14:51.480 can't afford to wait. I don't want my professional skills 0:14:51.520 --> 0:14:54.560 to a trophy. I don't want my earning potential, you know, 0:14:54.640 --> 0:14:57.960 to be diminished. And I think any you know, recruiter 0:14:58.080 --> 0:15:00.560 or hiring manager who gets it and is in their 0:15:00.640 --> 0:15:03.720 right mind won't actually look down upon you for that 0:15:03.920 --> 0:15:07.240 or penalize you for it. They'll see that and be like, Okay, well, 0:15:07.280 --> 0:15:09.520 let's make sure we're actually going to give you, know, 0:15:09.640 --> 0:15:11.560 I forgot what I name that I give you Jane 0:15:12.120 --> 0:15:15.160 your fake name. We're actually going to give Jane, you know, 0:15:15.280 --> 0:15:17.760 a really clear expectation of what she can expect here. 0:15:17.800 --> 0:15:20.280 And I think any company should be willing to, like, 0:15:20.320 --> 0:15:23.440 should be should understand that. Okay, if we hire someone 0:15:23.480 --> 0:15:26.080 and we tell them something and then we promise them 0:15:26.120 --> 0:15:28.120 something and we actually don't deliver on it, that they're 0:15:28.160 --> 0:15:31.800 going to leave. So for me, it seems like perfectly 0:15:31.880 --> 0:15:36.040 normal and perfectly reasonable that you were promised something, given 0:15:36.080 --> 0:15:38.640 some kind of dream, it didn't materialize, and so you're 0:15:38.640 --> 0:15:41.600 gonna get out like you're just a person who respects 0:15:41.640 --> 0:15:44.920 themselves in their career enough to get out when you're 0:15:44.920 --> 0:15:46.920 not in a good situation, you know what I mean. 0:15:46.960 --> 0:15:49.080 And I will say my coaching client had a really 0:15:49.080 --> 0:15:52.160 happy ending. She actually got a brand new offer at 0:15:52.200 --> 0:15:56.360 a job that was like more money, great benefits. So 0:15:56.400 --> 0:15:58.560 when you talk about you know the fact that this 0:15:58.680 --> 0:16:02.280 job has slightly or significantly better benefits than your previous job. 0:16:02.440 --> 0:16:04.880 I wouldn't stay here just because of that, because the 0:16:04.920 --> 0:16:07.440 fact that you found a job with significantly better benefits 0:16:07.840 --> 0:16:11.480 just shows you that, Okay, there's actually great benefits out here. 0:16:11.880 --> 0:16:14.360 You just have to be really particular and make sure 0:16:14.360 --> 0:16:17.360 that you pay attention to what companies are offering just 0:16:17.400 --> 0:16:20.960 outside of your compensation. So absolutely, I think you should 0:16:20.960 --> 0:16:23.480 be keeping one eye open to the job market, and 0:16:23.520 --> 0:16:25.760 I think you should learn from this experience. You mentioned 0:16:26.000 --> 0:16:27.920 here that you're in your late twenties. It's just a 0:16:27.920 --> 0:16:30.480 good learning experience for you at this point, right, Yeah, 0:16:30.520 --> 0:16:32.960 you took a risk. This is what happened. All right, 0:16:33.000 --> 0:16:34.880 we're just going to bounce back from it. Right. We're 0:16:34.880 --> 0:16:36.440 either going to stay here and make the most of 0:16:36.440 --> 0:16:39.440 it and continue advocating for yourself and pushing to get 0:16:39.440 --> 0:16:41.960 what you want, becoming a thorn in their side. It's 0:16:41.960 --> 0:16:44.320 a good learning experience for you. It's also a damn 0:16:44.320 --> 0:16:47.120 good learning experience for your boss. I was that boss too, 0:16:47.560 --> 0:16:49.920 and I had to learn for my own mistake that 0:16:49.960 --> 0:16:53.480 when you actually hire someone who's overqualified for a role, 0:16:53.600 --> 0:16:56.080 you're just opening yourself up to You're going to be annoyed. 0:16:56.440 --> 0:16:59.280 They're going to be unhappy, because what as a manager, 0:16:59.320 --> 0:17:01.760 there's nothing worse then knowing someone on your team is 0:17:01.840 --> 0:17:05.000 unhappy and just like waiting like, oh, I can't give 0:17:05.040 --> 0:17:07.640 them what I said I would. There's nothing I can 0:17:07.680 --> 0:17:10.720 really do about it. They're not happy. Now I got 0:17:10.720 --> 0:17:13.200 to hear them moan and groan and complain every one 0:17:13.240 --> 0:17:15.240 on one. You know, it just sucks for all involved. 0:17:15.280 --> 0:17:18.879 So unfortunately it's going to be a good lesson for 0:17:18.920 --> 0:17:20.800 this manager as well. I hope that they remember this 0:17:20.920 --> 0:17:24.119 situation so they don't do it again, because it's just silly. 0:17:24.560 --> 0:17:27.119 It's a real It's like one of those situations where 0:17:27.440 --> 0:17:29.840 you're not thinking long term. You're just trying to like 0:17:29.880 --> 0:17:32.879 solve an immediate problem. I need a butt in the seat, 0:17:33.000 --> 0:17:35.200 I need someone to do this job, to push these 0:17:35.240 --> 0:17:38.560 papers or whatever. When you're hiring from the perspective of 0:17:38.640 --> 0:17:42.520 just the short term gains or short short term goals, 0:17:43.000 --> 0:17:45.479 you're just opening yourself up to having a long term, 0:17:45.720 --> 0:17:48.080 you know, catastrophe on your hands because you're just not 0:17:48.200 --> 0:17:50.960 thinking down the line. It's a good managerial lesson and 0:17:50.960 --> 0:17:53.040 if for anyone who's listening who's in a hiring position. 0:17:53.800 --> 0:17:55.560 Just do what you can. Take your time when it 0:17:55.600 --> 0:17:58.800 comes to hiring. You're better off sometimes just hiring someone 0:17:58.840 --> 0:18:02.080 for on a freelance base, on a contractor basis to 0:18:02.119 --> 0:18:04.920 fill an immediate need while you take your damn time 0:18:05.160 --> 0:18:07.639 and find the exact right fit for that role for 0:18:07.720 --> 0:18:09.840 the long term. And that was one of the great 0:18:09.880 --> 0:18:12.440 lessons I learned as a manager was, oh, I can 0:18:12.520 --> 0:18:15.000 ask for a budget and I can hire freelance help 0:18:15.359 --> 0:18:18.199 just to kind of get by. Hit our KPIs, you know, 0:18:18.240 --> 0:18:20.879 our key performance indicators, hit our goals, and then I 0:18:20.880 --> 0:18:23.359 can take my time, you know, recruiting and finding the 0:18:23.400 --> 0:18:26.880 exact right fit. So hopefully your manager will learn that goal. 0:18:26.920 --> 0:18:29.639 And if you decide to leave and you give an 0:18:29.680 --> 0:18:33.359 exit interview, be honest about what happened, and hopefully they'll 0:18:33.480 --> 0:18:35.960 take that as a learning lesson and do better next 0:18:36.000 --> 0:18:38.880 time and everyone will be better off in the end. 0:18:39.000 --> 0:18:42.640 But definitely keep your eye and ear open for new 0:18:42.640 --> 0:18:47.879 opportunities and never forget this situation. Maybe be you know, 0:18:48.000 --> 0:18:51.520 ask for those specific when someone promises you, okay, you 0:18:51.560 --> 0:18:54.360 come on, it's this way now, things will change down 0:18:54.400 --> 0:18:57.760 the line. What sort of specific guarantees can they give you, 0:18:57.840 --> 0:19:00.480 or what sort of specific timeline or resource versus do 0:19:00.520 --> 0:19:03.720 they have in mind. And especially I would definitely be 0:19:04.320 --> 0:19:07.640 suspicious if a hiring manager is like, oh, yeah, don't worry, 0:19:07.680 --> 0:19:09.480 I'm going to get you promoted in the next few months. 0:19:09.640 --> 0:19:11.840