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14 күн бұрын
28 күн бұрын
Пікірлер
@thejupiter2 Күн бұрын
Merry Christmas
@TheCorporateKindergarten2023 Күн бұрын
Same to you!!!!
@thejupiter2 Күн бұрын
Money always money. Just the thought of having to spend another day with people pretending I like then fills me with dread.
@TheCorporateKindergarten2023 Күн бұрын
@@thejupiter2 i feel you!
@ralfano97 2 күн бұрын
They want to leave departments short staffed, benefit off higher margins from less employees, and be the victim by blaming their workforce for leaving
@TheCorporateKindergarten2023 2 күн бұрын
@@ralfano97 I have seen it! What they don’t realize is that ruins everything in the long term.
@hartplanet356 3 күн бұрын
They are just lame excuses corporations use to bring in cheap labor from foreign countries.
@joedoe8558 3 күн бұрын
Organisations think they are the world and for some it is. It's rare loyalty goes down the chain and when you understand that, then it's easier to remove the old way of thinking and care less.
@TheCorporateKindergarten2023 3 күн бұрын
Caring less is exactly what people do and exactly what companies don’t want.
@joedoe8558 3 күн бұрын
@TheCorporateKindergarten2023 Rich Gilbert has a great channel. Actually caring less will give you better results because then you ride the crazy train instead of fighting it.
@0011peace 3 күн бұрын
have yu thught they may want middle aged people
@TheCorporateKindergarten2023 3 күн бұрын
@@0011peace I asked, that wasn’t the option either 😂
@0011peace 3 күн бұрын
@TheCorporateKindergarten2023 yeah that is your fault. As. There are more than elderly and teenagers
@joedoe8558 4 күн бұрын
You mention dei, how do you see it? Lowering wages by making the pool larger, making the wages lower for the 'competent' since they now have to babysit even more at the same time being less productive because of 'babysitting'. Guess ayn rand knew what when she wrote atlas shrugged.
@TheCorporateKindergarten2023 3 күн бұрын
Transparency would address a lot of disparity. I always advocated for different pay for high and low-performing team members but that must be justified based on strict performance KPIs. No babysitting. Whoever is not performing out. But that's just me.
@joedoe8558 4 күн бұрын
Had an interview where hr wanted me to give my contacts so she could see what to give me in salary, I said no thanks. If they can't make sense where I'm at from a couple of interviews then it's a blind organisation. Then maybe the question is if it's blind because they don't want to see...
@TheCorporateKindergarten2023 4 күн бұрын
I have heard terrible practices like asking for previous payslips or asking during reference checks how much the person is getting. Absolutely unethical and unprofessional!!!
@joedoe8558 5 күн бұрын
This would require follow up and taking responsibility from the managers side. It's easier to just put the burden of integration on the fellow employees
@joedoe8558 5 күн бұрын
The economics won't last, printing money like crazy isn't sustainable
@TheCorporateKindergarten2023 5 күн бұрын
@@joedoe8558 No it isn’t!
@joedoe8558 5 күн бұрын
It's easier to manage the middle. Managers get graded as well then it's easier for them to get good grades if both are mediocre, everything turns grey and the color blind peters principle rules.
@TheCorporateKindergarten2023 5 күн бұрын
@@joedoe8558 We have averaged everyone out.
@joedoe8558 5 күн бұрын
Great video, know who you work with. Will take this with me.
@joedoe8558 5 күн бұрын
5-10% might as well dumb myself down
@TheCorporateKindergarten2023 5 күн бұрын
@@joedoe8558 they wanted me to!
@joedoe8558 5 күн бұрын
Yes competency doesn't scale, had this exact thought.
@TheCorporateKindergarten2023 5 күн бұрын
@@joedoe8558 unfortunately it doesn’t!
@joedoe8558 5 күн бұрын
Some managers hire average because they are easier to manage. They even called me not being a team player because I performed too much. Lesson learned, the organisation is not about leading to high achievement but instead of managing the middle. It's easier for me to go low than it is for them to go high so I'll just play the game and select another employer if it gets to be too much... Long term this will probably play out the way I think it will.
@TheCorporateKindergarten2023 5 күн бұрын
@@joedoe8558 you are totally right. Never outshine the master! It won’t end well.
@joedoe8558 5 күн бұрын
You get the bellcurve you hire
@TheCorporateKindergarten2023 5 күн бұрын
@@joedoe8558 you do!!!!
@fullblastmind 5 күн бұрын
Corporations world are the new temples, a new religion. No fun anymore. You are an example! And I like your content.
@TheCorporateKindergarten2023 5 күн бұрын
@@fullblastmind thank you! It used to be fun but not anymore. You are right!
@TheCorporateKindergarten2023 5 күн бұрын
The article - look at the links included it makes an interesting view: www.thestrengthscompany.com/post/ladies-we-have-walked-into-this-trap
@thejupiter2 5 күн бұрын
You swallowed the Red Pill. Good for you you are a better person for it..
@TheCorporateKindergarten2023 5 күн бұрын
People's eyes do open up sooner or later.
@lnplum 5 күн бұрын
Unions stand up for the employees and the *company*, not the employer. If the unions stand up for the employer, they're doing it wrong. The idea is to allow the workers to collectively bargain with the employer but it's also in the worker's interest to keep the company afloat.
@johnsonfrance2616 7 күн бұрын
Why is there no appraisal process for managers from employees? Think about it.
@TheCorporateKindergarten2023 7 күн бұрын
@@johnsonfrance2616 there is 360 but we don’t like it 😂😂😂😂
@lilithlives 7 күн бұрын
This American managerial system is the new plantation! Where sadistic micromanagers think they own you and all your time. It’s unnatural and it should be dismantled. I don’t need some sado-blowhard breathing down my neck telling what to do. If their micromanaging, then their not needed for anything specialized, right? CEOs and shareholders are leeches sucking the blood out of hard working laborers. Dismantle the managerial system its slavery and these psychos think they own us.
@TheCorporateKindergarten2023 7 күн бұрын
Well, we certainly don't need micromanaging I agree.
@thejupiter2 7 күн бұрын
This is where you and I disagree. Prior to Covid, working from home was practically non-existent. And if you did work from home, it was frowned upon because the perception was that you were swinging the lead. The technology wasn't around then to arrange video conferencing or share Excel documents, or if it was, it was in its infancy . Certainly, there are office jobs that can be done remotely with zero impact on the business, but those jobs are rare. Just because you can work from home doesn't mean you should. We have employees who literally live minutes away from the office, and some of those choose to work 2 days a week from home. Why?. A Microsoft Teams meeting is not the same as a face to face meeting where you can often talk to colleagues about things that have nothing to do with work. Personal interaction with work colleagues is often what makes going to work in the office bearable. If you want to work from home, OK, fine, but it should be happening far less often.
@TheCorporateKindergarten2023 7 күн бұрын
I always advocated for a hybrid arrangement because I understand the need and importance of face-to-face interactions. I also said many times that it is not a matter of whether we should or could work remotely but whether the person can work independently. Remote work for not everyone. I will put the link at the end. We must also acknowledge that preference doesn't mean fact or productivity. We have data showing that employees work an average of 3.40 hours a day at work so the argument can easily be made that at work we are less productive. We also have data on a higher level of productivity for those who work remotely. Then you have people who are lonely (we have the loneliness report, I will add that too at the end) with no friends, family, partner etc. and enjoy going to work but that doesn't mean everyone else is in the same situation. Remote work is a complex matter and there is no straightforward answer to it. I hope you will enjoy the articles: www.thestrengthscompany.com/post/not-everyone-is-cut-out-for-remote-work www.thestrengthscompany.com/post/i-am-sorry-but-i-am-not-sorry-about-the-loneliness-report
@TheCorporateKindergarten2023 8 күн бұрын
More employee related stuff: open.spotify.com/show/08H1NtieE45kWznzvLoSnW?si=f29d91be110c498e
@roguehoro3031 8 күн бұрын
In my opinion, your content is exceptional, yet your channel is so underrated. However, I sometimes hesitate before clicking on your videos. Why? Please take this as an observation offered with good intentions to help improve your channel. I hate to say this, but your voice sounds unpleasant. You might consider adjusting your microphone settings or using some kind of filter. Sound quality is one of the most important factors on KZbin.
@TheCorporateKindergarten2023 8 күн бұрын
Thank you! Unfortunately, there is nothing I can do about my voice:-)))) It's unique:-))))
@nefariouspurplebadger 6 күн бұрын
Her voice is fine. There is a slight echo and other audio issues resulting from the space she is recording in and perhaps the microphone being used to record the audio.
@TheCorporateKindergarten2023 5 күн бұрын
@@nefariouspurplebadger Thank you! I feel less weird now:-))
@babylon84vn 2 күн бұрын
@@TheCorporateKindergarten2023 i like your voice. It is raw and rough, straight to the point.
@TheCorporateKindergarten2023 2 күн бұрын
@ thank you!
@TheCorporateKindergarten2023 8 күн бұрын
www.thestrengthscompany.com/
@electromechanicalpotato 9 күн бұрын
Felt like receiving some good advice drowned by an ocean of nonsense. How does one quantify "grit"? How does one quantify "performance"? I'd be curious to see the dataset that led to that graph, if one even exists. This propensity to using euphemism and jargon instead of measurable metrics is exactly what compromises management in a vertical hierarchical structure like the ones in most provate corporations, since it leads to wrong conclusions like "younger people are less gritty". I liked the two quotes you mentioned, they could have led to constructive arguments: for example, you may have a point criticizing how prepared young people are for providing a valuable skill, and that should prompt a critical evaluation of the public academic system or the private corporation's training program. You may have a point criticizing the difficulty some people may encounter in a role they've been hired for, and that should prompt a critical evaluation of the employer's capability to effectively employ, or the incentives the worker receives to even do a good job (salary, decent conditions and hours) instead of jumping to the unjustified conclusion "everyone wants shortcut, everyone wants that quick promotion, to be on top". These types of generalizations are weak and meaningless. I understand this was a very short video and you had to compress the information conveyed, but this feels like the _nth_ example of a manager deatached from the reality of how unfulfilling and alienating corporate jobs are, a reality more and more understood by younger generations who cannot be exploited as easily as older folks. Corporations need to evolve to recognize that an employee is a person and *not* just a cog in a machine, and a good work can only be done by a motivated individual who shares the broader goal of the operation (and also doesn't oppose the broader human and environmental impacts the operation has on the world) and isn't merely trading their time for a salary, who is remunerated properly and accompanied by an expert through a learning process to master the job. Its nuanced and complex, it's humans we're talking about afterall. Nothing a _"grit vs age"_ graph could show.
@TheCorporateKindergarten2023 9 күн бұрын
Performance is extremly complex and one cannot simplify it to one area you are right. The book describes the dataset I am sure you will find it interesting. As for how performance is quantified, well, that's extremely easy. You see that in sports and also in corporations in the form of measurable KPIs. If you deliver that KPI you are performing. If you don't you are not performing. It is extremely simple what what is not simple is why one is not performing. Wrong hire? No support? No competence etc.... Corporations aren't interested in the why. They want performance. We can agree or argue with this but that's just how it is and the experiences we all have support that. I agree with everything you said and I have been talked about those points repeatedly in other videos. Organisations will evolve but it won't happen overnight.
@electromechanicalpotato 9 күн бұрын
@TheCorporateKindergarten2023 thanks for the thought and polite reply!
@TheCorporateKindergarten2023 10 күн бұрын
The Blind Leading the Disengaged: www.amazon.com/Blind-Leading-Disengaged-Experiences-Intentionally/dp/B0D3TG9Y1G?ref_=ast_author_mpb
@TheCorporateKindergarten2023 11 күн бұрын
Read the article in more detail: www.thestrengthscompany.com/post/hr-made-annual-appraisal-redundant
@thejupiter2 11 күн бұрын
Firstly managers spend less than ten minutes on feed back appraisal. My own doctor spent less than that on my cancer disgnosis so lets cut out the nonsense. Corporations could absolutely cut out the HR departments if only they could master and perfect the recruitment process.
@TheCorporateKindergarten2023 11 күн бұрын
With 10 minutes you might as well don't bother. I used to spend 45-60 min on each of my employees. I agree, on getting the recruitment right and life gets much easier!
@thejupiter2 10 күн бұрын
@@TheCorporateKindergarten2023So that's where all HRs time is spent, 10 minutes on the appraisal and 50 minutes chit chatting😅
@thejupiter2 10 күн бұрын
So that's how HR justifies its existence. 10 minutes on appraisal and 50 minutes on chit chat?
@thejupiter2 12 күн бұрын
So the morale of the story is that if you want your employees to have more perseverance and passion, avoid gen z.
@TheCorporateKindergarten2023 12 күн бұрын
Well, I wouldn’t put it that way but we can’t deny the fact that they are less grittier on average than the rest of the generations.
@thejupiter2 11 күн бұрын
@@TheCorporateKindergarten2023You wouldn't put it that way , so how would you put it then if my desired outcome is employees with perseverance and passion.?
@TheCorporateKindergarten2023 11 күн бұрын
@ you can find it in every generation but in some generation you have to look more 😂
@M.Kursat.B 13 күн бұрын
And here is my question: Without having the most basic requirements (primarily information and sufficiently detailed documentation, followed by the necessary infrastructure materials-equipment, semi-finished, or fully assembled product models), I have conducted training sessions on the use and maintenance of the products our company manufactures. During this development process, the only support I received came from my colleagues. Not only did I work on improving myself, but after establishing my team, I also passed on my knowledge and experience to many inexperienced colleagues, contributing to their development. In every relevant meeting, I explained to my company what we were doing wrong or missing in my area. Over the course of my 20-year career, I have been less stressed about how I would present a product or its features and more about how I would meet the demands of this work schedule and complete my training documents. And now, at this point in my career, one of my team members has earned a higher salary and better benefits than me. What kind of employee am I, I wonder?
@TheCorporateKindergarten2023 12 күн бұрын
This is not about you but about them. There is a say; Love them through anything and they will put you through everything. I watched this year a colleague of mine who dedicated his entire life to our company (42 years) of being just let go! I don't think I ever felt sorry for anyone the way I felt for him.
@TheCorporateKindergarten2023 13 күн бұрын
Available here: open.spotify.com/episode/7uEEYEeZhlPESSt8ilqsT7?si=vVidJaaEQGGomy7vLuyYIQ
@EdenWalker-l2t 15 күн бұрын
That's exactly what my 1-1s were used for gossiping about other teams & managers. I was also an unpaid therapist to my manager who would cry and talk about her trauma in our 1-1s. I also have a Psychology background (degree). I am a listen more than I speak sort of person so that probably didn't help. Also I had 9 1-1s a month, it was draining. I don't require that level of supervision to put data into spreadsheets.
@TheCorporateKindergarten2023 15 күн бұрын
@@EdenWalker-l2t OMG! 9????? That’s crazy. The moment they hear psychology they think we are therapists. Scary how similar our experiences are.
@babylon84vn 16 күн бұрын
I ve always feel awkward in my company. Im good at what im doing, cant say i love it though and I have never had the desire to get a promotion and i get super stressed everytime a manager is pushing me forward. I keep my head down n do my job im making enough to sustain my lifestyle and paying off my mortage in 5 years.. Im happy where i am.
@TheCorporateKindergarten2023 16 күн бұрын
Good for you!!! Just keep going and you will get there!
@TheCorporateKindergarten2023 17 күн бұрын
Here is the original article and the research included. Enjoy!!: www.thestrengthscompany.com/post/you-are-wrong-about-the-bullies
@thejupiter2 17 күн бұрын
This is a message to all adult human males. Stop trying to find office jobs , They are unbelievably dull and you wont add much to society. Lern a trade that involves using your hands. You will almost certainly earn more money over the long term and your contribution will almost certainly not go unnoticed.
@TheCorporateKindergarten2023 17 күн бұрын
I couldn't agree more!!!!!!! I talked about it before.
@BlackWolf6420 17 күн бұрын
Corporations are like mafia
@TheCorporateKindergarten2023 17 күн бұрын
@@BlackWolf6420 they can certainly act like one
@thejupiter2 18 күн бұрын
How many times have you been in a meeting and wondered to yourself how on earth did that person manage to get to the position they hold? People are too quick to promote managers because they don't want the responsibility themselves. Hence why we have a plethora of bad managers.
@TheCorporateKindergarten2023 18 күн бұрын
I couldn't count! That many times!:-)))) Managers are promoted for being good at their work not for being good at managing people. But we talk about the importance of soft skills and behaviour because we can train for skills..... Corporations make no sense!
@M.Kursat.B 18 күн бұрын
In my 25 years of professional life, I’ve learned this: - HR is not your friend; it’s the boss's ally. - The "open door" policy is a trap to gather information that can be used against you. - These days, they offer quick therapy support, but as soon as they learn your name from the therapist, they’ll use it as an excuse to label you as not being mentally resilient enough.
@TheCorporateKindergarten2023 18 күн бұрын
@@M.Kursat.B it is so unfortunate that people have these experiences! HR shouldn’t be that way! That’s certainly not their purpose.
@M.Kursat.B 17 күн бұрын
@TheCorporateKindergarten202 as long as their (hr) salary paid by the employer, they will be on the employer's side
@stuckp1stuckp122 18 күн бұрын
Indeed, facing truth is the first step to the process of healing. Yet why don’t corporations learn despite overwhelming evidence of employee disengagement? I mean the Gallup Global Survey is available to every CEO? Occham’s Razor would say that the simplest theory that explains this is that CEOs know the truth and want things as they are. The shocking assassination of the United Health Group CEO was less shocking in having many voice anger at a firm that profited from acting “lawful but awful” resulting in the suffering of many. With CEOs like that, any effort to create a workplace with humanistic values, is like the inmates of a concentration camp trying to persuade a Kommandant. It would be more helpful for you to list companies that are humane places to work.
@TheCorporateKindergarten2023 18 күн бұрын
Nobody wants to face the truth! The truth is uncomfortable and it requires effort. It is embedded in the system for everyone to look the other way and not to acknowledge what is. Look at the post I wrote this morning on LinkedIn: "Have you noticed that we measure and award/reward the wrong things? We measure: - Training hours and completions instead of outcomes. - The speed of hiring instead of the quality of hire. - Turnover rates instead of why people leave. - The completion of annual appraisal instead of its value or quality. - Attendance of DEI events/trainings instead of actual inclusion. - The number of policies created instead of their impact. - The number of benefits instead of their utilisation. We also reward the wrong things: - By issuing a policy you can become "The best initiative for the best place to work" employer yet we have no evidence whether the policy is needed, used or if it does anything for anyone. Does it really attract and retain talent? - Implementing initiatives without measuring their outcomes can earn you the "Best Mental Health" award. - You can be "The Best HR Person of the Year" if you implement any social and corporate agendas without measuring their impact on the business and the workforce. and so on... We measure and reward busyness, so that's exactly what people focus on-staying busy. They fill their time with tasks that make little to no impact, just so they can tick boxes and proudly say to their boss, "Look how much I’ve accomplished!" But the real question should be, "How much of what you’ve done actually makes a difference?" We’re drowning in metrics, but the ones that truly matter-the ones tied to behaviour change, business results, and long-term success-are often ignored. What’s stopping us from focusing on the right things? Is it easier to tick boxes and call it a day? Or are we too afraid to face the truths these harder metrics reveal? We’re busy counting what’s easy to measure while ignoring what’s impactful but harder to assess. The real question is: are we creating data that drives change, or are we stuck in a cycle of tracking irrelevant metrics? What could we achieve if we focused on what truly matters in HR?" #hr
@stevenelson25 18 күн бұрын
Human Resources, and Seniority structures, are designed to make it like this on purpose, because the workers will fight with themselves, instead of organizing and bargaining with the company. Scientific Management, was created by winslow taylor, and if you follow history, Human Resources, is the side of the republican owner, and the unions are the socialist solution of the people, to deal with the mentally opressive systems of the corporate grooming ladder.
@disklamer 20 күн бұрын
Enabling corporate insanity is a calling. The fact that this video needs to exist is an instant disqualifier for the entire corporate sector.
@TheCorporateKindergarten2023 20 күн бұрын
The level of incompetence is high!
@sneezyfido 20 күн бұрын
Corporate culture also promotes me me mediocrity. Even the basic concept that you must do Everything as a group process allows the weak and the lazy to boost off everyone else's work without being seen as not contributing much at all, especially if they're voluminous about it. But there's also a major issue in having to collect so many barely related "stakeholders" to design the plan for a technical project that the ones with actual technical knowledge simply get outvoted in favor of whatever stupidity the large headcount came up with.
@TheCorporateKindergarten2023 20 күн бұрын
Mediocrity will never solve problems. Expertise will unfortunately corporations got rid of it.
@funonthebun888 20 күн бұрын
Stop complaining and create something of your own.. then you can be me me me..
@MattB619 20 күн бұрын
You didn't build that.
@denis3524 20 күн бұрын
First of all, if you are working in hr , you hate poeple and yourself for reasons, you only knows.
@brentonkelly3780 21 күн бұрын
could not agree more.
@TheCorporateKindergarten2023 20 күн бұрын
We can change that with the right approach!
@TheCorporateKindergarten2023 21 күн бұрын
If you want help to do exactly what the article is talking about give us a shout! We bring wellbeing and employee experience design together and fix what needs to be fixed: www.thestrengthscompany.com/
@TheCorporateKindergarten2023 21 күн бұрын
The HBR article: hbr.org/2024/10/why-workplace-well-being-programs-dont-achieve-better-outcomes