Childcare is a persistent issue for employers & Advice for Young Professionals

[00:00:00] Hey, everybody it's Tim Sackett. We're back with another episode of HR Famous. It's just

[00:00:12] it's just my girl, Jay Lee and I today you got the two of us Madeline had hockey drama

[00:00:18] the last minute had to drop out. That's how that's how kids treat us right? Jay like

[00:00:24] you just never know. They're so selfish. Oh, there's selfish like the whole world revolves

[00:00:29] around them and like I just don't know who they think they are. It's it's awful. They're

[00:00:35] so demanding. Now like I'm an empty nest or so I would think I wouldn't have this

[00:00:39] and yet what we're like recording this on Tuesday. So yesterday we get an urgent 9-1-1 call

[00:00:46] from a coop who's in Michigan State University and he had this whole thing where he had to

[00:00:52] get dressed up because he's in this like choir and then they were doing like some recording.

[00:00:58] So he didn't want to walk across campus for like 30 minutes with Dresche. So he has his

[00:01:03] car on campus. So he's going to go drive his car after he went to class, he claims he

[00:01:08] put his keys in his pocket of course he gets to his car no keys so he lost his car key.

[00:01:13] So of course it was a complete meltdown you know craziness for him and Kim had to go give

[00:01:20] him an extra service key so I was like you know you know what my parents would have done.

[00:01:25] They would have like said you're an idiot. You now owe me whatever to get you another

[00:01:30] key and walk your ass to wherever you're going. I mean that is the right answer but the

[00:01:37] problem with this story is why have you even coop a car where you could just unlock the

[00:01:43] car from an app and like let him get in and drive like what no no that's the problem.

[00:01:49] I should have a car he has keys Tim.

[00:01:53] He by the way if he has a Toyota Highlander he actually could have an app and start it

[00:01:58] and do all that from his phone. That's that's choices on him because I have Toyota

[00:02:03] and I started with an app on my phone so. My goodness so it is his fault come on coop

[00:02:10] get it together. All right we want to start um it's a word season out there and so whether

[00:02:17] it's music movies you know Broadway all of that stuff I wanted to kind of throw it out

[00:02:23] to you to find like what who you I mean it doesn't have to be necessarily who do you think

[00:02:27] it will win an award. I know you and I are completely an opposite ends on one of the

[00:02:32] movies that has made the Academy Award list and that is everything everywhere all at once

[00:02:37] which I think I've actually talked about it on this podcast that I thought I was being

[00:02:41] punked in the theater it was so awful and bad I thought somebody was playing a joke on

[00:02:45] me. That's so wild to me because I adored it I will watch it multiple times in my lifetime

[00:02:53] because I think there's so many layers to what made that movie amazing but also I think

[00:02:59] I just hate you a little bit more now because like if you can't just even appreciate Michelle

[00:03:05] Yo in that movie who is a goddess to me I just feel like we can't friends. I have one word

[00:03:12] for you. I have one word for you. Racka Cooney it's literally the dumbest thing ever in the

[00:03:19] history of movies that Racka Cooney is a thing are from that stupid movie but like that's

[00:03:26] such a minor part of it that you just have to get over that and look at it in its entirety

[00:03:32] as with any of these movies there's all these weird little things that all of them you're

[00:03:38] missing out but you know actually what I want to see it's not it wasn't nominated for

[00:03:42] a best picture but I think the actor was I still haven't seen the whale with Brendan Fraser

[00:03:48] did you see that? No but I heard the say I hear people like when they showed it at I'm

[00:03:54] trying to think of the one in Utah the film Sundance Sundance when they showed it Sundance

[00:04:00] it got a standing ovation and like but there was critics that were like okay like that

[00:04:06] was good that he put on all this kind of fat makeup and you know did this thing but

[00:04:10] like the movie itself I heard it wasn't very good so I think it was just for that performance

[00:04:15] right? Like I don't know like it's people had different things by the way I will tell

[00:04:18] you everything everywhere at once I either meet people who are like me and go yeah that

[00:04:24] was awful or they're like you and they love it there's no one in between that was like

[00:04:29] yeah I saw it it was okay like no it's either awful or great and so I'm like maybe there's

[00:04:36] a brilliance in that movie does like because like you know Cameron who does like the editing

[00:04:42] he loved it. Cameron's boyfriend yeah and Cameron's boyfriend Jacob thought like hell knows

[00:04:47] the dumbest thing ever. I don't know like I don't know if he should be with Jacob I mean

[00:04:53] that's the thing I feel like I can't agree with my partner on a movie that's a problem like

[00:04:57] I don't think there's anything my husband and I have ever disagreed on when it comes to movies

[00:05:02] which tells you we were just made for each other. Oh yeah so I have a thing I you know

[00:05:09] my Kevin I just went and saw jagged little pill the Broadway musical. Oh yes based on

[00:05:16] Alanis Morsez music and I'll tell you it makes sense given the time it was actually put together

[00:05:22] I mean some manufacturer musical right you take Alanis's music they made this storyline

[00:05:27] it was written and launched during a very charged social time you know probably six seven years ago

[00:05:35] right and I can't tell you Jay like there has to be there's so many social issues thrown into

[00:05:43] that movie all at once that it's almost like they just took they're like oh well you have to

[00:05:48] have me too you have to have BLM you have to have trans you have to like there's so many things

[00:05:53] in there you go I'm confused at what's really happening here and at the same time it's about

[00:05:59] the core of it's about well gosh it's even hard to say there's a core of it but there's two

[00:06:04] feet like there's I mean I'm not giving away like you know any ending but there's two things around

[00:06:10] motherhood in addiction and also kind of date rape stuff right so those are like two

[00:06:15] or the bigger themes but on top of that you have all these other themes um and you know again it was

[00:06:21] good because I love the music I love how they put it in and like the mother figure in this is so

[00:06:27] great in dynamic um but I found myself being very uncomfortable my wife kind of like laughs at me

[00:06:35] because she's like well you're a male you're gonna be uncomfortable with rape but I find myself

[00:06:40] really uncomfortable it doesn't matter if it's Broadway or a movie or a TV show I'm super

[00:06:46] uncomfortable with rape I mean like my wife can watch all this stuff from me like okay yeah it's

[00:06:53] part of the story whatever and I'm like I want to turn it off like that's how uncomfortable I am

[00:06:57] like I don't even want to watch it and I don't know what that is or says about me or why I've been

[00:07:02] bringing it up on this podcast when we're talking about like an award season but yes my gosh you've

[00:07:07] taken a last turn can you blame me right now we'll go through this I don't let's entangle this mess

[00:07:15] in my life no I don't know why but it came up because of that musical but we were watching a show

[00:07:20] oh we were watching hammings tale on the last season yeah yeah I was actually gonna ask about that

[00:07:25] same thing I get super uncomfortable with all of that um and probably because I just feel like

[00:07:32] I don't uh I just like I want to help me right yes that's what I think like so you're

[00:07:38] you're not you're a dad to boys you are a guy and who really cares for genuinely like

[00:07:47] women girls like I see the way I was raised by all the women raised by all women so I think there

[00:07:53] might be like a visceral protective thing where you're like how would this be reality as opposed

[00:07:58] to like if you had girls um if you were a woman like you just know that that is a reality that

[00:08:03] every woman every girl is going to have to like somehow either have on the periphery or be aware of

[00:08:08] and so I think this is like a pop-a-beer side of you that is like I'm going to rip the head off

[00:08:13] of this person who is just creating atrocities which makes us love you yeah but no I so yeah

[00:08:21] it has to be because of all the women in my life and I'm sure them going through their lives

[00:08:26] and probably having obviously I'm not naive enough to think that somebody hasn't happened to one

[00:08:30] of them or at least they've got you know obviously the better in their situations where I think

[00:08:35] I just think as a man I always go I don't even know up some men even find like how they get charged

[00:08:41] by that right like it's just it's a foreign concept to me anyways but no so that was hand me

[00:08:47] I'm at one other direction um so an Oscar movie just to move us in a slightly different direction

[00:08:53] I did watch it because like this topic was getting really heavy and deep

[00:08:57] Tim yes yes the banshees of Einer Shuren which is like the strangest movie I've watched in a long time

[00:09:05] but was so strange and so good and I'm just gonna say it's very quiet you have to stick with it

[00:09:12] there's so many layers to it um and there's a surprising amount of blood that just somehow

[00:09:18] happens in a movie where you're like what just happened but it really makes you think where you're

[00:09:23] like oh my gosh it's not like over simulation you just have to like sit with the quietness of it

[00:09:28] and go along I don't even know how to describe what it's about but it was strangely good I see what

[00:09:32] it was so best so best pictures this year are all quiet on the western front avatar

[00:09:38] which you did did you see avatar now I didn't want to it it was amazing I mean it was literally

[00:09:44] three hours of amazing the banshees of Einer Shuren which you talked about Elvis which again I

[00:09:49] thought was great um you know again I'm just but I like Elvis in that story everything everywhere

[00:09:56] all at once the fablements tar top gun maverick which is a weird super weird choice

[00:10:04] of having a remake be like not even so like top gun would just be like a bubble gum pop kind

[00:10:11] of movie right like it's and it kind of made that triangles of sadness or triangle of sadness

[00:10:16] which I don't even recall hearing about and women talking another one I don't recall hearing about

[00:10:21] okay I'm not like a movie buff so it's not shocking that some of these movies I wouldn't have seen

[00:10:26] by the way top gun was amazing even in the remake there's a little few weird things there

[00:10:31] that you're just like it's the same guy but now he's older and this young you know it's like

[00:10:36] it's kind of typical remake stuff but it was good I have a tar I would what I saw that in like 3D

[00:10:43] and I was just mesmerized like people thought I'm like they can it's longer than three hours like

[00:10:47] 315 or whatever and I'm like oh my god that's gonna be so long it went by in a snap like it was not

[00:10:53] didn't feel like it was like that that's too long I can't sit to room maybe that long like that's

[00:10:58] just too much like why would we do that to ourselves that's horrible yeah so we'll be interesting

[00:11:06] to see um what was by the way I think with um is it the people's choice that the actress that you

[00:11:11] were talked about from everything everywhere out what you want right for best actress

[00:11:15] Michelle yo yes amazing no I'm again I'm all for like great individual performances and I

[00:11:21] understand like that one is a definitely a crazy kind of role to play so great role for her

[00:11:28] movies okay um

[00:11:33] Wall Street Journal had an article about childcare that it hasn't really recovered from pre-COVID

[00:11:39] numbers which again I think if you were to ask anybody with kids that had to be you know have to

[00:11:44] have childcare pre-COVID it was already hard to find good childcare everything was expensive

[00:11:50] the better you know you got the more expensive it was pandemic it and I think you know

[00:11:57] the to me there's a weird dynamic with childcare is that if you're a childcare provider what

[00:12:03] you really want is hey here's my schedule I'm working Monday through Friday 8 to 5 whatever

[00:12:08] here's how much it is you drop your kids off you pick them up and this is exactly fits for

[00:12:13] you know the lifestyle but you know for most people that's not reality right they have to like drop

[00:12:18] the kid off by seven so they can get to work and then they don't get like to you know six and blah blah

[00:12:23] on all this craziness and when the pandemic hit and people were working at home most of them dropped

[00:12:28] their childcare so these people lost their jobs had to go find other ways to make money

[00:12:33] and then when they come back Jay it's in this hybrid world where they go oh hey can you just watch

[00:12:37] my kids Tuesdays and Thursdays and they're like no like that doesn't I can't make money doing

[00:12:44] that why would I do that and so we have this huge dilemma and I'm wondering you obviously you

[00:12:49] bet at big M there you work for this giant corporation there's a lot of people who have kids

[00:12:55] are you guys doing anything or if you heard any other companies doing things to help out parents

[00:13:00] with the childcare stuff knowing that this hybrid thing is going to cause a lot of issues

[00:13:04] so I mean I experienced this firsthand during the pandemic where like the childcare centers all close we

[00:13:14] had a scramble to figure out other ways to do childcare because we had one kid who was still not

[00:13:20] in kindergarten yet so he wasn't in elementary school so we face this and like we talked to so

[00:13:26] many families were trying to figure out like how do they cover childcare how do they start like

[00:13:32] just finding the new normal between I'm working from home and I only need things for a certain number

[00:13:37] of hours and I can now leverage grandparents and I think that was like the other interesting thing is

[00:13:42] like people got really smart around how to leverage family in creative ways because they didn't want

[00:13:46] to have expanded bubbles so people just came up with new norms and then I also happen to know a

[00:13:52] lot of childcare workers who ended up losing their jobs because they're like facilities or schools

[00:13:57] they worked at they weren't coming back full force and so you do have this issue of childcare centers

[00:14:03] who are having to charge more in order to make up for different ratios for you know whatever the issues

[00:14:11] might be and then yes like families were trying to figure out how to pay for and it's when it's

[00:14:17] only become more expensive and maybe less convenient and all that so I mean I do think that like

[00:14:23] I'm seeing a trend of companies trying to figure out how to offset some of the costs whether it's

[00:14:30] childcare centers that their offices where you know some of the you know monthly costs are subsidized

[00:14:36] for example or other ways to have you know equivalent of savings accounts or funds that go to

[00:14:42] childcare but I think that like yes companies are going to keep trying to figure out ways to get

[00:14:47] creative but for me like the bigger issue here is like we've got a problem with the cost of

[00:14:53] childcare and I know the government's not going to come in and solve for all of this but I think

[00:14:58] that we have like an institutional like structural issue in this country where I don't know if it's

[00:15:04] going to happen with like this current administration and the next you know congresses that are

[00:15:08] now in session but I don't know I don't know the companies can come to the rescue here it's just

[00:15:13] too expensive it's crazy I do think there's a couple of ways I think technology could help one is

[00:15:19] I think there's like a credit based like daycare system because people now have these really kind

[00:15:24] of strange schedules right and so the one thing you couldn't do as a daycare is like hey I can only

[00:15:29] have so many kids per daycare worker or whatever that might be like there's laws and regulations around

[00:15:34] this but I'm almost like like a mix of kind of like an uber surge pricing model right where you go

[00:15:43] look last last minute you just you know call us or you know through the app tell us you get

[00:15:49] and drop your kid off for four hours instead of one credit mate which might equal one hour maybe

[00:15:54] it's four credits or five credits right because now you're having to last minute call somebody

[00:15:59] pay obviously pay them a premium to get there stuff like that but even then I mean if you think

[00:16:03] about it maybe there is a two-sided marketplace right like an uber where people can be vetted out

[00:16:08] I mean I know people have tried this it just hasn't gotten like kind of mass kind of you know

[00:16:13] hasn't gotten big enough and that's that's the key for a two-sided marketplace to work is to have

[00:16:18] enough of both sides right you have to have enough people wanting that which I think there is

[00:16:22] in the daycare kind of you know temporary watch side it's then having enough workers on the other

[00:16:27] side that have the ability and the space to be able to kind of pick that up which I think is the

[00:16:31] harder part of all of that and then like you said that doesn't even talk about well that's

[00:16:36] that's great for people who have money what about like the actual you know child care that is

[00:16:41] you know that you don't have to pay an arm or leg for um who was it madeline that we asked

[00:16:47] that where like she was paying like is it was it 1200 a week or something for like

[00:16:51] aftercare or pre like it wasn't an insane amount of money right that oh no somebody

[00:16:56] it was a guy one of the guys here in my office so one of the things we do in our office is I tell

[00:17:00] people like a last minute kind of emergency stuff or like a lot of the schools here will take like

[00:17:07] oh the first Wednesday of the month we're only gonna do a half day and it's something like teacher

[00:17:13] in service training whatever but you know what pain in the ass it is for parents to find four

[00:17:19] hours of daycare on an idle like every first Wednesday of the month like it's next to a possible

[00:17:24] so I just said look you can either you can even work at home or like I have some people who just

[00:17:29] they want to work in the office and they bring their kids in and so at any point I could walk

[00:17:34] by a cube and they'll see a kid in there like with a laptop on doing homework or watching a youtube

[00:17:40] video or doing something like that um and at first I was kind of a little concerned that I was

[00:17:46] gonna be like a daycare running through here Jay I don't even know these kids are here they're so

[00:17:50] well-behaved and they act so great and I'm sure their parents are like threatening their lives right

[00:17:56] yeah I am taking me to work no more goal fish crackers unless you sit there quietly but I'm always

[00:18:02] amazed like how great they are and like again and like it's almost like you know kind of like

[00:18:08] it was what who is a Hillary Clinton that wrote the book it takes a village I think everybody in here

[00:18:12] will like we'll walk by and try to give them a snack or you know ask him to talk to him

[00:18:16] and like help the parent out like they already have enough stress of having their kid in the office

[00:18:20] let alone you know what happens if that kid starts to get antsy um so I do think like orc just

[00:18:26] have to take a different view I mean when you and I started our careers I started my way before you

[00:18:31] but like that was never even a thought like you would never bring your child to work unless it was

[00:18:37] bring your child to work day right and now like I mean especially like after school stuff it seems

[00:18:43] or even like pre like before school the daycare has a breakout or something and they can't go

[00:18:50] okay just randomly have kids in my office it seems to work yeah I mean I feel like the pandemic has

[00:18:57] changed some norms where like if I'm home everyone knows that it's going to be a regular occurrence

[00:19:03] that they're gonna see a child walk by and wave in the morning afternoon and I think people

[00:19:09] I don't know they like I get positive feedback around like the presence of kids but you know

[00:19:14] that's a place of privilege to be able to do that because I've been talking about like you know

[00:19:18] the types of jobs my parents have when I was growing up couldn't bring a child to the hospital like

[00:19:23] the only place I could sit was like in the you know in the waiting area or in the cafeteria and so

[00:19:28] there was no supervision there and then my husband and my father was a provision slip was like an

[00:19:33] automatic right and so like I could not hang out there so it's like it's a hard dynamic because

[00:19:39] it depends you could you could have hung out in the garage right turn to wrench or two like I mean

[00:19:44] oh sure and then get like smashed by something like along the way yeah that's really I mean

[00:19:51] still like the fear of risk and like all of that and what happened from a safety perspective

[00:19:57] there is you know companies don't want to touch that I don't know if it was Katie that shared this

[00:20:02] or if I heard it through another kind of TA friend of hotel worker that I'm just trying to

[00:20:12] blink on they clean the rooms so yeah housekeeper housekeeper they were having a they were struggling

[00:20:19] and maybe I was just as a new story but I mean they were actually struggling struggling with getting

[00:20:24] enough housekeepers and for the most part in their market it was Hispanic women who were working

[00:20:29] as housekeepers and that's in a lot of markets I know and they allowed them to bring their kids

[00:20:34] and these housekeepers literally there was like five or six of them would just rotate and one would

[00:20:38] watch the kids why the other ones went out and worked and like every hour they would just rotate

[00:20:42] who was watching the kids and it worked out and the owners of this hotel chain actually opened up

[00:20:48] like one of the small conference rooms and tried to make it like you know some of the place where

[00:20:52] the kids could actually hang out and not be like around the chemical or you know washing machines and

[00:20:57] stuff like that and again I think I think I love to hear those kind of stories of people trying to

[00:21:03] figure out how do we make this work right um I think we're again in a country like ours were

[00:21:08] privileged not to you know that a lot of times we haven't seen this in our history but when you go

[00:21:13] around the world like some of that stuff is pretty norm right that you're taking your kids to work

[00:21:18] because it's the only option you have you know yeah well so the one area where I've not seen like

[00:21:25] meaningful disruption related to just the whole topic of childcare that I think that there's huge

[00:21:30] opportunity on and there's been some interesting studies on is like the other place where people are

[00:21:35] having these like crazy costs that are skyrocketing and families are trying to figure out how to

[00:21:41] manage through is elder care right yeah so like really good like studies around like what happens

[00:21:47] when you bring elderly people together with children and co-locate them for like mutual benefit

[00:21:53] and so I don't know who's gonna solve for that but I just feel like there's gotta be a way to

[00:21:58] bring those two populations together right and like mutually benefit and also bring past down

[00:22:03] of both I don't know I don't know if I'm just like yeah I love that yeah hey there's the other

[00:22:10] one that you see constantly now is there's like a really kind of a huge need for teachers right

[00:22:16] and we constantly see schools struggling to get enough teachers bus drivers all this stuff

[00:22:20] and I'm thinking what organization has the most ability to watch under like school-aged kids

[00:22:28] would be a school system right like how could you know like how could you lose a teacher to say oh

[00:22:33] I can't work because now I got care for my you know my child that we made you know whatever

[00:22:37] like why wouldn't you go you know what that's awesome bring your kid in on your on your hour off

[00:22:42] you can go see them we're gonna have a room we're gonna have like have our high school kids come

[00:22:47] in and they're gonna do a rotation where they have like a two hour one hour you know once a week

[00:22:51] twice a week they can come in and learn how to care for children maybe they want to be you know kind

[00:22:55] of a preschool teacher when they grow up whatever like it seems like that would be the easiest thing

[00:23:00] to actually coordinate and develop and that you'd have so many of these young teachers who have

[00:23:04] to leave the field to become mothers or want to leave the field to become mothers could actually say

[00:23:09] oh shoot I can do both right and figure this out and have really cost effective child care

[00:23:16] in like the like but public schools like they just refuse to figure this out they just go like oh

[00:23:21] we can't find anybody instead we're gonna have 40 kids in a classroom in your it's like come on

[00:23:25] be better than this okay in saying another article and again this one was sent to us I believe by our

[00:23:34] friend christine um and it was about um a congressman's or congressperson staffer who they complained

[00:23:45] about doing all the stuff and you might think oh it's you know it was a young female staffer

[00:23:51] working for a female congressperson congresswoman um and it got me to think about

[00:23:58] and so basically what was happening was like there was like there's a formal way to like say hey

[00:24:03] this congressperson is taking advantage of me right they're making me go pick up their dry cleaning

[00:24:09] you know schedule their personal events and blah blah blah and I'm like yeah like that's part of

[00:24:15] the job like how would you ever turn somebody in when you have this high profile job that potentially

[00:24:20] they're gonna recommend you for you know career advancement it got me to thinking about early

[00:24:24] on in my career and our initial level jobs of stuff people would ask you to do um and I joke because

[00:24:30] like I sit next to one of my vice presidents female um and she constantly will ask the men on our

[00:24:36] staff to go fill up her tank with gas and give him a credit give him her credit card but she

[00:24:40] doesn't want to do it herself and there's a gas station literally like maybe 200 yards more

[00:24:44] office and she'll just go hey and she'll just like send like send my message and go hey come back

[00:24:48] here to our office and then hand him their credit card they just know they have to go fill up her

[00:24:52] car with gas wow and and again I mean obviously we hire people in our culture that they they

[00:24:58] just kind of laugh that off they don't even think about it but somebody could really take a front to

[00:25:02] that you know and say wait a minute but I'm like when I was first in my job too and like

[00:25:08] you know somebody would ask me to do something it was kind of like oh hey could you uh like let's

[00:25:13] say like you know they had to like could you wash my kid for an hour because I have this you know

[00:25:17] I can't find anybody I'd be like yeah sure like you would do anything to be on the best you know

[00:25:23] side and so I'm what early career advice would you give yourself Jay knowing that it seems like we

[00:25:30] have a generation coming up that's not gonna put up with our shit oh goodness well so okay before

[00:25:38] I answer that though like one and maybe this is partially related to like advice for myself I think

[00:25:43] that you could look at being asked to take on a task like that in one of two ways you could feel like

[00:25:49] you're being um I don't know patronize or demeaned by being asked to do this but like here's the flip

[00:25:56] side of that like someone obviously trusts you where they're like I'm giving you my credit card

[00:26:01] I'm giving you the keys to my car or in the case of this particular senator I'm given access to

[00:26:07] the senator's household to be able to go complete an errand I actually just think it's so wild

[00:26:13] to me to think of it as like oh I'm being told that I need to do this demeaning task actually

[00:26:17] you're like being entrusted with like someone's money someone's personal home to like go and do a

[00:26:24] thing and I just there's a part of me that's like why can't you see it that way because like it I

[00:26:30] just so that's that's part of it by the way I'm totally agree with you I don't understand

[00:26:36] the the mentality of anyone going well I was harder to do this job now you're gonna do this

[00:26:42] job now again that we're only seeing one side of it I think it a lot of that has to do with the

[00:26:47] person asking you to do this personal task if you know that net does not have to be like this

[00:26:54] quid pro crow but if you know like that you're so appreciative of this person doing this and

[00:26:59] you're thankful and you're gonna make sure like and you recognize like him hey I know I'm asking

[00:27:03] you to do something personal and I really apologize I just don't have any other way around it

[00:27:07] could you help me out by the way it is about trust and I'm going to give you you know projects

[00:27:13] that are more conducive with your background and where you want to go in your career and blah blah blah

[00:27:16] like that's a whole different conversation I'm assuming the senator or congressperson probably

[00:27:22] treated this person like a piece of garbage right it was constant probably go get my coffee

[00:27:28] nope that coffee sucks go get me another coffee I hate you are you that stupid how could you you know

[00:27:33] put two creamers only one in one creamer and you're just like uh yeah I'm in it I'm in a blow you up

[00:27:38] you know oh my goodness but here's the advice like to my younger self that I would give

[00:27:46] and I always give to other young career early career people which is literally say yes to everything

[00:27:53] do anything that is not like I truly at like M of that mindset like you just gotta say

[00:27:58] us to everything and make yourself indispensable whether like it is seen or not seen you just

[00:28:05] gotta say yes to everything and I just feel like if you can create that reputation for yourself as

[00:28:10] always being willing to like go the extra mile to do the thing that no one else wants to to do the

[00:28:16] things without a complaint without a you know sigh without like having to make a big deal out of it

[00:28:21] I just think that is the thing that will always differentiate so that's what I literally always tell

[00:28:25] everyone early career say yes to everything say yes to everything just do it for you get it done

[00:28:30] can I add a little something to that I think it's say yes say yes to everything with an attitude

[00:28:37] that this is this is great like I'm gonna kill this right even if it's a small task even

[00:28:43] it's something that most people would look down upon like go dig that ditch hell yeah man dig I'm

[00:28:48] gonna dig the best ditch you've ever seen I think people notice that as much as they notice they

[00:28:53] know that anybody could do the task right but they just can't find anybody and they need somebody to

[00:28:57] say yes but they don't need somebody to say yes then be like you owe me one this is awful

[00:29:03] like okay forget it I'll just do it myself you know like I don't need I don't need all of that I

[00:29:08] need this I need to like yeah just go like all right cool I got it yep hey you don't even think

[00:29:13] about this again I got it I'm gonna do this I got it for you right like that's the kind of

[00:29:18] personality I think you need I'm gonna say one that I know would be unpopular with young people today

[00:29:25] um part of it probably would be not unpopular part of it would be which I wish I would have known

[00:29:30] I'm an early I'm an early person Jay I get up early I have my energy as early and so I love

[00:29:36] being the first one in the office but it's the wrong thing to do early in your career you be you

[00:29:42] don't have to be the last person in the office but quite frankly no one even knows her cares

[00:29:47] it's it's you need to be one of the last people to leave the office like that's who gets noticed

[00:29:53] and I was the opposite I was like no I'll be here at fricken 637 you know but like I know my

[00:29:59] energy by 5 p.m. is gone and my best hours are behind me and I want to get out of there

[00:30:05] and yet in every corporate professional setting that was it the people who would actually come

[00:30:10] in two hours after me and stay one hour longer than me people would be like well you know you

[00:30:16] could you need to be more like Jessica look at her she's staying until six and you're just like

[00:30:21] that bitch doesn't get in till 10 o'clock

[00:30:22] oh so you think it's like stay later than everyone I mean you know what's hard about that now

[00:30:33] it doesn't have no one in the office I know you go into the office every day

[00:30:38] so I actually think nowadays currently it's just come in just come in everything and you will

[00:30:44] be noticed more than like you'll get the credit for just literally being there just come in that's

[00:30:50] so I thought that as well right I keep thinking like so much has changed but like you know like

[00:30:56] really our culture changes very slowly so like Keaton CPA busy season right now

[00:31:03] and he will literally stay at the office every night Monday through friday till probably eight or

[00:31:07] nine o'clock and then he'll go in Saturday work a full day Saturday but probably get out of there

[00:31:11] four or five right and but he says he is one of the few at his level being like a junior new

[00:31:18] accountant right first couple years in career that actually do that there's still a bunch of people

[00:31:23] that work at his same level that still will work from home two or three days a week and stuff like

[00:31:28] this all of the partners know him and recognize him and have like I mean there's a difference there's

[00:31:35] a there's a dip when they because you know they're there and I had one of the guys I actually ran into

[00:31:40] I mean I kind of knew we did we're not like friends but we kind of like run in the same circles

[00:31:46] and it got back to me that one of the partners was like yeah I got I locked myself out of the office

[00:31:51] one night and I actually called Keaton because I knew he would be there and you're just like yeah

[00:31:56] and shake its no list it gets noticed today still you know it sure does not I mean so like we are

[00:32:03] facing the challenge and like who comes in and how often did they come in and I tell you I have

[00:32:08] someone on my team who is here every day is probably the first or second one in every single day

[00:32:14] and it is noticed we all know he's gonna be there and like you have those opportunities for those

[00:32:20] accidental moments those collisions where conversations end up taking place and you get to benefit

[00:32:26] from it so you know a good way just show up you know I like I know I'm a big like scoreboard fan

[00:32:32] like I would love to like be in a big corporation like yours and go hey we're just going to scoreboard

[00:32:38] like like the badge swipe like who comes in and just like oh my gosh look at Jessica like she is

[00:32:44] the number one person here in the office and again nothing around it like just put it up there right

[00:32:49] so people see it because you know how like how competitive people are they would be like oh my gosh

[00:32:53] Tim sakit is zero like he's never been or he's only in once that we go whatever like all you

[00:32:59] would have to do is scoreboard that with no saying no comment no nothing and it would automatically

[00:33:05] you would see that everybody come in to the office oh my god you just people would I don't think

[00:33:12] people can handle that but by the way also like some days on Fridays my husband's like why are you

[00:33:16] going in I'm like I don't know I can't like not I'm just there's no one else there except for me

[00:33:23] and one other person but by the way I love it's the same way in my office on Fridays and I love

[00:33:29] Fridays in the office it's quiet I get so much stuff done like I am so productive on a Friday

[00:33:34] because I don't have my I'm not at home so I don't have the dogs and Amazon and you everybody I don't

[00:33:39] have all the craziness at home I have nobody here I just have myself in my office and just like

[00:33:45] just getting stuff done like I love being in the office by myself

[00:33:54] all right people that's what we had for you it's for my guru Jessica Lee on Tim sakit it's HR famous

[00:34:00] we'll be back next week and I'm guessing what we'll have Madeline with us till then have a great week