I agree that future work structures can and should include hybrid and fully remote. The technology is clearly available for certain positions to work remote - as proven during the pandemic. Managers need to evolve their style to focus more on objectives and deliverables. Thank you for sharing!

I actually looked up the ability for undocumented (some people say "illegal") immigrants to legally work in the USA. And, the answer is "yes", which surprised me. Here are a few instances I found... * Asylees and refugees can legally work in the United States if their asylum case has been pending for more than 150 days and has not been decided. * Temporary Protected Status (TPS) holders may be eligible to work legally in the United States. So, open borders can lead to people landing legal employment in the USA. Thx for sharing!

If a company is clear that they don't value their people - I suppose that's okay if they are transparent about it. It gives people a more clear idea of what it may look/feel like to work for such a company. And, quite frankly, a lot of companies don't care about their people as much as people are led to believe. Companies will care about their current team members only to the degree the team members generate value. And, companies always want the upper hand - they want to be able to make the decisions as it relates to people - hence, they don't mind lay offs. I do find the idea you mentioned interesting - allow team members to value each other. Thx for sharing!

This may be true in some companies - but I haven't experienced it. I will add that I am aware that companies do want some level of understanding - so, they ask those conducting the survey to provide input based on company departments, locations, levels, etc. They want some understanding in these areas. And, to do so, the survey tech must know each person's group - which people generally volunteer at the start of a survey. My point in this is there are some surveys that validate the voluntary sections, which means the surveys may not entirely be anonymous. It just depends if the survey techs will keep it secret or not. Now, this may not apply to the more recent software used for employee engagement surveys. Regardless if it's true or not I do know many employees still do not either (1) complete the survey out of fear of exposure or (2) lie in their surveys. Thx for sharing!

Thank you for your input! I understand promotion is a tough proposition. The counter view is most people seek a company/position in which there is career mobility. Maybe this is only in the USA. But, the threat of no promotion will negatively impact some in the USA. But, I do not like the tactic - it basically tells Americans in remote positions to look for another company. Also, I 100% agree about the issue of centralized HR in big MNCs. To me, it's important to HR people in locations in which the company employs team members. It's important from a legal lens, but more importantly from a cultural lens. Thank you for your input!

@@OwesaLabs the only meaningful pay increases came when i went to a new company. the people promoted are often go alongs and not the most talented people. they are good at being non threatening to their lead or are friends already with the ceo...before i got there.

100% agree.

I bet all of them wish they could have continued remote. But, it turned out about 50% returned to the office.

Agreed. I do believe that remote jobs receive more applicants than in office jobs - logically, it makes sense. I will add statistically about 90% of the applicants do not possess the skills/experience to qualify. Out of 500 applicants, there may be 50 who are qualified (or fewer). My strong suggestion is to create a strategy and stick to it. Just know it'll take time. Partly it's a numbers game (akin to you never make a shot you don't make), but the quality of your application matters, too. When possible, always send a personal note to the hiring manager, recruiter, or someone relevant at the company expressing your interest in the position. Feel free to let me know how your job search progresses - ask me anything. Good luck!

Actually, me, too. I'm sure there were a lot of frustrated people, tho. And, my hunch is people may return - while they look for another remote job. Thank you for sharing!

Oh man - I'm so sorry to hear about your experience. That's awful. I do support small businesses - I love the dream. But, many struggle to operate in a way that takes care of their employees. And, the "asks" of new employees - like yourself - can be immense. I realize not everyone is fortunate to interview an employer as much as they interview you, but, if possible, ask about their management style, training, and working conditions. But, whatever you do, don't give up. There are good places to work - you just gotta keep grinding on your search. And, when you find a place that treats you with respect, that's when. you'll give it your all and hopefully find a home for a long time. Hang in there.

Thank you! Please stick around for the video series. I'm going to stack rank the jobs (worst to best) based on what I believe is longevity (eg, growth rate projection).

@@OwesaLabs looking forward to it!

I get it. And, I would argue employers started it first. I think we can trace it back to the introduction of formal performance reviews that included a stack ranking (think Jack Welch with GE and the ABC model in the '80's). GE would fire their so called bottom 10% (C players) every year. Other companies emulated GE at the time (especially high tech). Since then, people have been viewed and view themselves as more short-term resource. Even today, younger generations are turning to the gig economy. Now, personally, I don't believe anyone is guaranteed a job for life, but I find too many companies give up on individuals much faster than I would ever recommend. Or, worse, companies tend to "reorg" to solve problems - and this generally comes with RIFs. To me, the "reorg" reaction/solution is way to hide corporate performance in some way.

100%. Health comes first - so, protect it at all costs. And, oftentimes work escalates anxiety/cortisol. People need to feel valued to commit more than a minimum. I appreciate your input!

Kwame was a fascinating individual - the history of Ghana is worth a study. His movement is experiencing a slight revival these days. Change takes time. And, I would add that all economic structures are ill-perfect and can at least slightly connect to the notion of feudalism (in simple terms was exchange of land for protection). Thx for sharing!

Great analysis and write up. Several valid points. Change is often a destabilizer for people - and, to your point communication through the change can have a huge impact (both positive and negative). I've always believed the more frequent change occurs, the more authentic communication needs to occur. People always need to know three things with change: (1) what is the change, (2) why is there change, and (3) how does this impact me. And, those three points need to be addressed head on and w/out delay. So, to your point, when the messaging doesn't align with the actions, it creates significant disengagement and possibly distrust. Who wants to contribute over-the-top to an organzation that is suspect. I've worked in tech a long time (all in HR) - and, it's a lot about hype. Some of the hype turns into reality, but otherwise it's pure marketing. But, I would argue, tech rides higher highs and lower lows than other industries. I also see that there is little opportunities for growth in many indutries. We appear to be in this holding patter - the calm before the storm? Turnover is low, but engagement is even lower. Hence, the detachment. Thank you for sharing your thoughts! Please come visit again. With respect...

“Do as I say…not as I do.” Thx for sharing!

First reply. With respect...

First of all, well done on your part. And I know it’s not easy for anyone to achieve what you have at this point. That doesn’t mean you (or anyone else for that matter) is pleased with the current situation and decisions (on approach) like Intuit. You have a lofty role, but, for others to know, the top chief always sets the tone. There was a point in my career when it was easier to be a “yes” guy as my life was easier simply to comply - but, in time, I became hollow. Keep your head up. Obviously, you create value for your company, but the hard times are not easy on anyone - especially those who have lost their jobs - and, even worse, those poor people at Intuit who were let go and then figuratively kicked when down. Thank you for sharing your thoughts. With respect…

Thank you! I appreciate the input and support. First of all, I'm having a great time with the content. But, I'm new and still acclimating to posts. I haven't applied any SEO or unique video edits, yet. That's still to come. In fact, all of my videos are one takes - I don't even know how to splice! It's time for me to advance my approach. The content is the easy part...

@@OwesaLabs glad to know you're enjoying..that's what matters.. But yeah to grow on youtube in order to get your content in front of more people you need to learn KZbin seo.. Watch some videos about that.. Good luck friend!

Great line!

Just a dude sharing thoughts on HR topics. 25+ years in HR in MNCs. Mainly high tech. Currently, going deep in web3/blockchain, but keeping content more broad. I know a lot of HR is subjective - so, trying to be mindful of opinions. I'm mixed on other HR related content on social - so, it was primary impetus. But, I am diggin' the experience - albeit w/out a long-term strategy (I may broaden to more business). TMI from me, but thx for asking.

All well said. Definitely a poor move on his part in the communication. I presume Sasan had competent advisors - so, the decision was clearly purposeful. I don't see any benefit in the inclusion of the underperformance - perhaps a shot across the figurative bow for those who remain? Who knows - time will tell. Thx for sharing!

I don’t plan to spend any money on my channel. If you want to share ideas pro bono, let me know. Thank you!

100% agreed.

Yes, You are right. 🧊

No, it is not that video editing is completely bad at present. Yes, if the video is edited better then it will definitely be better. But, they should take this decision. 🥨

No, perhaps this decision should be taken by them only. 🦉

Look, no matter what people say, I completely agree. Because B-Roll and subtitles are very important in video. 🪞

Thank you!

I’m glad I quit. I’d rather walk in a field full of landmines blindfolded than work in retail ever again. I burned out and it took me over a year to recover.

100%. Retail can be a grind. Thank you for sharing!

It’s a tough job. Thank you for sharing!

Promoting social media?

Thanks for sharing your thoughts!

I completely understand your point. There are several areas one should explore to understand the full impact. People are now working more than one job, and I’m not sure this report breaks that down - but this point of yours carries weight. And another point is citizens versus non-citizens. This is a stat that is often purposely overlooked.

Thank you! What do you mean by customize?

​@@OwesaLabsi think they're saying your channel doesn't have a profile picture or banner

@@daniihh Got it! I think it’s time to upgrade my site. I appreciate your input!

@@daniihh Thank you! It’s time I upgrade my site and videos. With respect…

Thank you for sharing. Pls know you’re not alone. Many of us - myself included - need to hear reassurance. And, the adage, “It’s easier said than done” is often true - so, stay strong! Reach out anytime if you need encouragement. With respect…

Agreed. And, IBM can and should do anything they want. Plus they have deep pockets to afford any turnover and any potential negative press. I don’t think smaller companies would be wise to implement the strategy, however. Thx for the comment!

HR is still relatively young compared to some professions. And, I don’t always agree with the utility of HR in some companies. But, I believe I have learned to apply meaningful measures to maximize the employment/contract experience for both the company and individual (and often times the needs are opposed). Thx for the comment!