How did your employee journey begin? (Episode 25)

[00:00:00] I honestly have to say, I've made lots of mistakes in my career as an employee.

[00:00:05] But I think one of the biggest things is not speaking up.

[00:00:09] Like your customers still dictate what you need to do and how you need to do it,

[00:00:13] whatever that customer base looks like.

[00:00:17] Welcome back folks. This is episode 25 for 25. It's about your paycheck.

[00:00:24] We're talking about our personal. We realized that we never really did an employee origin story.

[00:00:31] We did it on our other show right at the gate. Like why are we doing this? Who are we? Who are we to talk about payroll?

[00:00:38] I guess it was more assumed with it before we get into all that. What's up Walt? How you doing this morning?

[00:00:43] Man, I'm good. Happy Sunday. Happy, if you celebrate, happy Easter.

[00:00:48] Celebrate.

[00:00:49] I'm happy Easter to you. If not, happy every other day.

[00:00:52] Happy Sunday. For real.

[00:00:54] Yeah.

[00:00:55] Shoot, if you're already tomorrow then happy Monday for you.

[00:00:59] By the time you hear this episode, it will be over.

[00:01:02] Yeah, for real.

[00:01:03] How about you, man? How you doing?

[00:01:06] I'm good, man. I'm good. I'm good. Super busy. Just trying to keep up and making sure we balance things out good.

[00:01:13] Looking forward to today's food.

[00:01:17] Yeah, yeah. That's about it, man. But yeah, okay. So we are talking about our origin stories today.

[00:01:23] And again, we just like soon we just did it. We took it for granted.

[00:01:26] I was like, why don't we tell people how we started off and all this became an employee?

[00:01:31] But before that, as always, we have some pay news updates and Walt has a nice quote to share with us to get us motivated, get us going.

[00:01:40] Get us started, sir.

[00:01:42] Thank you, sir.

[00:01:43] So the quote is by the great guy, rest his soul.

[00:01:47] Nelson Mandela. It is it always seems impossible until it's done.

[00:01:55] Plain and simple.

[00:01:57] No doubt. Powerful.

[00:01:59] Right? Those things seem insurmountable. Those things seem like mountains.

[00:02:05] Man, this is going to be so hard. I can't do it. I don't know if I can do it.

[00:02:09] Or it may seem like I said, it may seem impossible. But that's as you're doing it. And the next thing you know, you're on the top of the hill and you're like, and you're going down the other side.

[00:02:19] Like, oh, I actually did it. I actually scaled the mountain. The state that I looked that I saw as a proverbial mountain or whatever.

[00:02:27] It makes me think of one of Jay Z's lines. Difficult takes a day and possible takes a week.

[00:02:37] Excuse me, bro. I'm sorry.

[00:02:39] You OK?

[00:02:40] Nah, I'm feeling a little sick, which reminds me crap, man. I need to put in my my sick time.

[00:02:47] Oh, what system do you use?

[00:02:50] Time track go. The simply better employee time clock software that is going to make your life easier.

[00:02:58] I don't know if you know, man, but it already has a unique graphical employee time card and it's awesome because it helps you quickly identify and fix the mistakes.

[00:03:08] That's right. Now did you say that they just announced the addition of automatic PTO accrual earnings so you can say goodbye to those manual calculations.

[00:03:16] Time track goes new automatic PTO accrual feature takes the hassle out of tracking those earned in accrued times, assuring accuracy and consistency for both employees and HR teams.

[00:03:29] Oh, that's golden. That's awesome. You know what? That's right. I remember that red that you can choose from various rules like yearly, monthly, pay period, hourly and hourly percentage to seem

[00:03:45] seamlessly aligned with your company's policies. It includes new state sick leave awesome because I'm not feeling that that's going to help. And you can do vacation hours that automatically increase with length of service.

[00:04:01] Man, like how could someone find out what a simply better solution could do for their business?

[00:04:06] To learn more, they're always doing a 14 day free trial. Someone should go to their website at www timetrackgo.com. That's T I M E T R A K go dot com or if they want to call the number is 888-321-9922.

[00:04:34] Let's go. Let's go.

[00:04:36] Yeah, I like that.

[00:04:38] Girl doubt.

[00:04:39] Brand with the lyrics.

[00:04:41] I'm going to get into my thing here. It's an article by HBR.org and it's talking about the trends that will shape work in 2024 and beyond.

[00:04:53] Interesting.

[00:04:54] We as employees, I think this is stuff that we could definitely be on a lookout for as we see more of the stuff start to happen.

[00:05:02] Or it may some of you that are listening may have already been going through this right now at your work. Yeah. It's on the horizon for you.

[00:05:09] So number one, a lot of one of the number one trend is for creative benefits to address work costs because as we know inflation is a thing that we are all experiencing 78% of us left page to paycheck in the United States.

[00:05:27] Right. And so companies are trying to get creative with how they do stuff. And so one of the ways is benefits to address those work costs as a remote hybrid as remote or hybrid.

[00:05:39] And so when the work becomes more prevalent organizations are offering creative benefits to address the financial time and energy costs associated with going to the office.

[00:05:49] So an example of that are examples of that could include housing subsidies caregiver benefits and financial well being programs and student loan repayment assistance, which we know that some companies are starting to

[00:06:04] roll that out. So instead of doing just 401k and matching 401k, they may match a certain percent of your student loan payment. Now, you help you repay those things back to companies are trying to offer those type of benefits to

[00:06:19] the world.

[00:06:27] Let me go over that with them and join this workforce.

[00:06:30] Yeah. Number two, AI.

[00:06:33] AI is impacting the workforce. While there, there is anxiety about AI replacing jobs in the short to mid medium term.

[00:06:42] AI specifically generative AI or Gen AI will lead to job redesign and new responsibilities rather than job replacement.

[00:06:53] Yeah, something that Brian has always been saying he's saying we're ways off before certain industries and certain jobs are taken.

[00:07:01] There's going to be like little things like some dangerous jobs that AI might be able to do like in the case of that burger place that we saw with oh yeah, frying, making burgers.

[00:07:11] Doing the thing.

[00:07:13] Yeah, it was doing the dangerous stuff but then the human delivered the food and it should all they will put in the fixings on they were plating in and kind of delivery final delivery came from them but the yeah, that's exactly it's

[00:07:26] going to be a hybrid effect, I think.

[00:07:29] So, J&I is expected to play a significant role in the text and data heavy task by 2025 prompting the need for businesses to adapt their plans and expectations for AI implementation.

[00:07:44] So that means there might be a data entry job, something like that that the AI can do for you and help be a tool to help get those things done faster.

[00:07:55] So you want to start looking at AI as a tool to help improve your job. And I can said here it's going to provide or give new responsibilities rather than job replacement.

[00:08:08] Now, number three, one of the interesting trends here that I saw was a transition to four day work weeks we just saw on the news about Sanders was pushing that bill with Congress trying to push it and really trying to get that schedule a lot of other countries outside of the US already have this

[00:08:27] Oh really?

[00:08:28] So, the four day work weeks that are studies out there that people are more engaged or in like the work, the productivity is increased on a four day work week.

[00:08:39] The concept of a four day work week is becoming less radical and more routine driven by employee preference and potential productivity and benefits something that I believe and then I'll let you

[00:08:52] I mean about something that I believe, like I said here to the well being benefits. If you have a healthy.

[00:09:00] When I say healthy, mentally, emotionally, got some of the employees that went when your employees are healthy companies help.

[00:09:07] Amen. Yeah.

[00:09:09] I agree. I was listening to something a report, a news report that talking about the four day work week. But the other end of it was how one company did they didn't want to do the four day work week they were scared of that but what they did was half day Fridays.

[00:09:26] Okay.

[00:09:28] I'll take it either or either or is a good but I think the trend is moving correctly.

[00:09:34] What's that make it out? Yeah.

[00:09:36] I think yeah, I think four days fine. If it's done and I think we got to remember folks not everybody can do this. I guess maybe they could because it's yeah everybody actually that this does learn well because I was talking to my mom about remote and not every company can do remote

[00:09:52] not every position function can be remote you can't deliver burgers from home you can't do certain things from home.

[00:09:59] Not yet anyway. Yeah, exactly. But retail you go I guess a lot of things are changing but there are still a lot of things that can be done remote.

[00:10:10] We got to be mindful of that not everybody but I want to work remote not everybody can work remote before they work weeks literally everybody could do that.

[00:10:20] You just have to structure it.

[00:10:22] Different right somebody's got to work the weekend anyway you just have to really structure it was best for your company exactly so it may be good if you have one employee who's off on a Friday and then you have the other employee who's off on a Monday.

[00:10:37] Yeah, yeah, balance it out.

[00:10:39] Always have coverage you want to make sure that you always have coverage.

[00:10:43] You might the stagger someone has to stagger their work week right so it's like you Tuesday through Friday Wednesday through Saturday Thursday.

[00:10:51] You know that's your four days. So it's it is what it is, but I like it I like where that's going.

[00:10:58] And then continue on about the four day work weeks organizations adopting this model need to rethink work cadences and scheduling to maximize its benefits.

[00:11:10] What's what Brian was saying so companies really need to think this through for us the employees if they're going to do this for us.

[00:11:17] Number four, the importance of employee conflict resolution skills.

[00:11:22] So we live in the age now you have to be careful about what you say.

[00:11:27] How you say it even more so than the more than ever before. Right.

[00:11:32] The landscape has changed a lot of these generations are saying like, no we're not putting up with any abuse, whether that's verbally physically mentally whatever it is we're not putting up with any crap from anybody.

[00:11:46] So, in order for us to navigate these new land this new landscape.

[00:11:52] You need to develop the this employee conflict resolution skill. So with various crisis crises contributing to heightened employee conflicts employee conflict resolution skills among managers are crucial for maintaining individual and team performances.

[00:12:10] So the mission should invest in up skill up skilling managers and recognize the effective conflict resolution as a valuable skill because back in the day, you will not came up in that generation that say, I'll put your head down.

[00:12:24] Yeah, yeah.

[00:12:26] Stop crying. Yep.

[00:12:28] Yeah, stop crying do the damn job.

[00:12:30] So mean what was that does like do the emoji.

[00:12:38] Yeah, oh man. Oh so much toxicity that we came up and it's crazy.

[00:12:44] Number five challenges and opportunities for a gen generative AI implementation we talked a little bit about that earlier so I'm going to go past that one.

[00:12:53] Number six shifts from degree to skills based hiring.

[00:12:58] Yeah, this is a trend that we started to see what was that Google that hired their first engineer without their development without a developer.

[00:13:06] Without a college degree. So organizations are increasingly prioritizing skills over degrees and job requirements, expanding the talent pool to include workers without traditional degrees.

[00:13:18] This shift enables employers to tap into a broader range of the talent and invest in invest in internal talent developmental programs.

[00:13:30] So the times are changing companies are saying like hey, this person has all the prerequisite skill set to do this job.

[00:13:38] We're going to build them up, even though they have a high school diploma or a GB they have the skill in order to make sure that this happens integration of climate change protection as an employee benefit.

[00:13:52] So yes, companies are this is becoming a thing for employees right so climate change protection, including safety measures compensation for impacted employees and mental health support is becoming a prominent employee benefit.

[00:14:07] Wow.

[00:14:08] Yeah, organizations are recognizing the need to address climate related risk and support employees affected by climate related events.

[00:14:19] So this is a big thing because we know that we see the weather changing more dramatic storms are coming. All these different things are impacted we just saw what happened in San Diego with all the flooding and the round and stuff like that.

[00:14:32] So how good would it feel for those people who weren't able to work and their company still has some sort of benefit in place to make sure that they have the mental health support, the financial support to help them out during those times.

[00:14:47] So a lot of companies, let's make this a benefit. Even if it's something that you have to pay for paycheck, but it may end up being something that insurance. Yeah, some type of disaster insurance. Yeah.

[00:14:58] Yes.

[00:14:59] So companies more companies are rolling that out and I think it's I think it's a good thing. Honestly, yeah, but it's thoughtful is very thoughtful and especially like you said, if you're in those places where they kind of things have for here for me south Florida be hurricanes.

[00:15:14] Yes.

[00:15:15] You know, by you might be snowstorms blizzards things like that tornadoes and other parts of the country rain and what is it the wildfires in California.

[00:15:24] Every country has.

[00:15:26] Yeah, every country every part of the country has something going on. Yeah.

[00:15:30] Yes.

[00:15:31] So I think that's good number a I have two more thoughtful. Yeah.

[00:15:34] Number eight, embedding the diversity equity and inclusion throughout organizations. So this is that some people don't like the I and there's like different thoughts on there that the I is harmful.

[00:15:49] And in some cases, but diversity, equity and inclusion efforts will shift from standalone initiatives to embedded values in organizations culture and operations. Yeah, it will become an integral to achieving high performance and business objectives.

[00:16:08] The reason, and this could probably be a safe talk question this could have been a safe talk question on here.

[00:16:13] The reason some people don't like the I is is because they say that it may give preferential treatment to a certain group of people versus somebody has a necessary skill set. That's what some arguments are.

[00:16:28] Yeah, okay.

[00:16:30] Don't get me started then.

[00:16:33] I'm just saying that there's arguments out there for against it and for.

[00:16:37] So what do you got to say?

[00:16:40] I get it, but I get it. But we my initial reaction was no we did away with was freaking the forgot the term for a further move action. Thank you. We did away with that. That is what they were saying is creating that imbalance and then if gone away now

[00:16:59] I don't see how I don't look if you put yeah you can't pick someone that's not skilled enough for the job to do a job just because that's a problem.

[00:17:16] Yeah, and that's why for an action went away because people were just trying to fill quotas putting unskilled people where they shouldn't be and or not qualify people and that I get like you can't do that. Neither can D.

[00:17:27] That should not be the aim. You have to fill what you can do is say, Oh, I don't want to fill this position. I found the right person but I don't like them because of that.

[00:17:39] They're from a different place. They're from Brooklyn and I'm from Queens. I mean, they're from they like Philly Duffy Eagles. I'm a giant fan. Can't like no but I guess it is it is we could easily this is this maybe be a show one day.

[00:17:57] Oh, it's about it. Yeah, because it's a good topic.

[00:18:01] And then my last one before I pass the baton here is number nine adaptation to atypical career paths. So that means companies are getting are not shy or shine away are not no longer shine away from those atypical career paths so traditional career paths are

[00:18:22] evolving as employees embrace non traditional employment models career breaks and industry shifts organizations need to adapt to offering flexibility recognizing expertise regardless of tenure and preparing for the retirement of experienced workers, which is a big thing because we looked at from just from the payroll

[00:18:45] industry which is Brian and I's background. We saw that there's not a influx of young workers coming payroll and we're on the other side coming down towards retirement. We're looking at towards retirement closer to retirement than not.

[00:19:04] We've been we've been in this game, like two decades and a half pretty much.

[00:19:10] And so we've been in this game like 25 is 24 years from me now.

[00:19:15] And it's like a little bit more for Brian Brian's going to three decades closer, you know, pretty much almost at that 50 cent mark together.

[00:19:23] So this is something to really think about and consider that I'm sure our industry the payroll industry is not the only industry that's having this no it's not.

[00:19:36] Yeah, yeah, construction, construction. Yes, we see it because these younger generations are finding other means to get your input income and employment that work for themselves by being an influencer or whatever are like cooking on Instagram or yeah,

[00:19:56] and yeah, there never been so many so many millionaires in the world. Yes.

[00:20:02] Yep. Yeah, so it's a changing dynamic for it all. Yeah, it's good stuff. That was pretty long winded for me for my news update but not good.

[00:20:12] Yeah.

[00:20:13] I think our origin stories ain't that long so we be

[00:20:18] mine is from fast company and it was basically just the link will be in the show notes is it's a bigger article but I think there's one little excerpt from the article kind of highlights what this article is going to be about.

[00:20:32] What is what it is about, and it's about emotional salary so again folks I love how our stuff just stays on point right like we're always in the same vein even though we do not pre prep together we prepped separately

[00:20:46] and then bring it together. And I love that because it just different view whatever any who so mine is called emotional salary is well the excerpt says from fast company calm, and its emotional salary is the non monetary compensation that impacts how people feel about their job like career work life balance.

[00:21:09] For instance, getting real and relevant feedback from a manager or having a coworker proactively check in to help you feel supported falls under the umbrella of emotional salary.

[00:21:20] Fastness of emotional salary drive outcomes of validation belonging and fulfillment all meaningful perks extra cash can't.

[00:21:31] Reply. Yes, right. So these are the things that folks are looking for at work and Lisa survey says I can tell you firsthand it definitely is meaningful for me because you know you can make a ton of money but if you're not comfortable.

[00:21:49] If you're if you don't feel like you can get along with your coworkers you can talk to your boss and have good feedback and be and was respected for what you do and if you don't have these non monetary things.

[00:22:04] You're going to be looking for your quiet quitting and you're going to be looking for the next job very quickly.

[00:22:09] Yes, how many have changed careers are left jobs.

[00:22:13] They were making the money.

[00:22:15] Yes, you hear what entrepreneurs all the time.

[00:22:19] Oh I was making great money doing this but I my passion is bird watching and bird or food or horticulture or whatever farming people leave their high paying jobs to do other things they just I know a CEO that started his business because he said every morning he's in finance every morning he would be like

[00:22:43] he would pull up to the parking lot and just dread getting out of the car and going to work.

[00:22:51] So I knew he had to get out of it and do something else.

[00:22:54] Yes, if you if you are at that place as an employee you're listening to this then you have to think about your mental health well being yes, if you're going to this job and your first thought is I can't stand this damn job can stand this job exactly

[00:23:10] because if it's like that every Monday.

[00:23:13] Yes, you may have to.

[00:23:15] So I'm not saying that you necessarily need the job because there's easier said than done to.

[00:23:20] Yeah, there has to be there has to be some thoughts of consideration that what can I do. What could I do, because right now this job is paying my bills I am highly compensated.

[00:23:31] What can I do to make my mental health.

[00:23:36] Better so I can function at this job and do what I got to get through because the company may not necessarily be so bad.

[00:23:44] You need to be honest and front about that too because maybe the company isn't bad maybe it's a good company that's just struggling with their processes or struggling with this or that but you as an employee just don't like the work.

[00:23:58] Yeah. So that's something to think about there too. Yeah, no it's yep. Yeah. And again, easier said than done I know people have families things like this take a little start working toward it if you're that unhappy with what you do.

[00:24:13] There's a saying out there do what you love and the money will follow. And it's true it's hard to it's hard to it's easier said than done, but you can work toward that goal of when it's a little step at a time step by time a little bit at a time.

[00:24:27] A little bit at a time a little bit at a time. It's like Gary V says you have a nine to five but what are you doing five to nine.

[00:24:33] Mm hmm. You know what I mean what are you doing five to nine to further your unhappiness your happiness and get out of unhappy. Yeah, and folks yeah so again it's just it was interesting article check out the whole thing I just again I just gave you a little excerpt about what it's all about it goes into different examples and one of the examples I just

[00:24:52] read before I close the window was that like folks feel dis employees can feel when the company's not talking to talk walking the talk. Right, they may say oh we're people first with people first but they don't have any employee surveys and they don't listen to employee feedback.

[00:25:09] How are you people first if you're not listening to your people. Yeah, so that's a good example. So any who we're going to get into our employee origin stories just meaning like how did we become employees what was our first you're going to start it off.

[00:25:25] Yeah, I started off so me. I was in high school and it was 1516 years old and I was like hey it's time for me to get a job or whatever and I think I was like a junior or sophomore and in high school what was drawn that year.

[00:25:40] Yeah, and sports authority.

[00:25:43] Oh, where'd you go to high school.

[00:25:45] Palm Beach Gardens High School. Okay.

[00:25:48] Yeah, home of the Gators. No Gators. No God. So that's where I went and got a job was very diligent and I like something that my mom and dad told me they taught me about hard work and stuff like that so they said hey after the interview call every call once a week and say hey thank you for the

[00:26:07] interview I'm looking forward to working with you hope you consider and boom and that's what I did and they love that attitude and they hired me and brought me on.

[00:26:16] Oh, nice. Oh dang. Okay, because you're cool. Because I was in school. Not overnight though right? Not overnight but it was like I was working till late. I was working evenings from five to ten or something like that.

[00:26:29] Oh wow. I have to close and so it took some adjustment to get used to and ultimately I had to stop because it was I was tired in school.

[00:26:39] So I was falling asleep a little bit in class and they're like, but that was my first job. That's how I that's how I initially became an employee. Now before that, before that, there's other things like in the community.

[00:26:52] So we used to have a snack lady in the in the apartment complex right and she ended up moving and so there was no snack person now you sell those little frozen Kool-Aid cups and like the snacks.

[00:27:05] So we were like, you know what? We're gonna start doing that. We're gonna start selling the little frozen Kool-Aid cups and we were doing that for a dollar or whatever. And it was easy. It was good money.

[00:27:13] Yeah. Yeah.

[00:27:14] We were making some money.

[00:27:15] It's a dollar.

[00:27:17] I don't need.

[00:27:18] And then doing it. And so we did it for about a month or so and we made some money and then people realized we could just do this at home ourselves.

[00:27:27] And then they start coming. But that was like, that was my first like my first thing was like running my own little business with my brother and my sister.

[00:27:35] And so we did it.

[00:27:36] Okay.

[00:27:37] That was like my first real job there.

[00:27:40] Okay.

[00:27:41] Like counting and making sure everybody got their cut and doing something like that.

[00:27:44] That was pretty interesting man. So that was it for me. What about you?

[00:27:48] Oh man. So I told this story a few times. I have had a family member that just from I must have been five. Just early on just show me you can make it out $2 out of a dollar.

[00:28:08] How to make money. How to this old look you can make money. And then so from real early on I was trying to sell things like comic books on the block like on my sidewalk laying out comic books trying to sell comic books until I was 42.

[00:28:21] I'm trying to sell comic books until my boy came to go hang out and I put them all in the bag and I threw him in the bush and then somebody stole them from the bush.

[00:28:30] So I don't know lesson early on you got to protect your inventory.

[00:28:35] Right.

[00:28:36] And then it escalated. So I always had that again I put that battery in my back real early and then that was in Queens and I moved out to Long Island and my my my met up one of my neighbors Brian is also his name was also Brian is also Brian and he was all he's still a hot got New Yorkers right we got that hustle

[00:28:54] mentality. And we used to shovel in the snow we was to shovel we would do paper routes and I was like it until we became of age to work. And then like I had my mom at this point now it's like fast oh actually no then that moved to North Carolina

[00:29:12] and I was I used to work for a older gentleman that had a riding loan more and take me around and I would do like a few lawns but he let me do mine too so I will get to come.

[00:29:25] Yep.

[00:29:27] And so that did that and then when I got back to New York, I have my mom because you needed to work early in New York you have to get sign off on working papers.

[00:29:38] Right.

[00:29:39] Yeah, yeah. So I think it was like legal age was 16 but if you wanted to work at 14 you had to get sign or you had to get legal papers signed to get the working card it was cold. And then I got my first job like w two job was at a grocery store basically called wall bounds I don't think they even exist anymore but it was a grocery store in New York.

[00:30:01] And I was a cashier and I was like checking out groceries. And now is it that was like that was on my first was it. Yeah, yeah, yeah, that was the first one.

[00:30:13] And that was it man off to the races after that at that point I've been working since I was basically nine or like 1110 910 11 like just bringing in my own bread and something that made it more serious right was like my father passed away when I was 14.

[00:30:31] So when we came back to New York, I was like 1516. And my goal was just to not be a burden on my mom's you know what I mean, I can have that took on that my older brothers were out the house already knew like yo you got to come on.

[00:30:44] So I was like I couldn't do much she like she held it down. I was like what am I gonna do she got it she's doing it all what am I doing. So the only thing I could think of was like, let me just get work so I can have my own pocket money.

[00:30:57] I mean, I can have my own spending money she still bought my clothes and bought my food and maintained my life but it was like you know what at least I can. I don't have to drain on you any more than that.

[00:31:08] So at 1516 that was like a shift to that mentality. And then around 19 is when I got the entrepreneur bug. And I was like, Oh, wait a minute, employee is not exactly the way to be all the time like we got to be.

[00:31:27] And then we could be a boss. Right, we could do this ourselves we could work for ourselves have to be limited to just you don't have to be no we don't.

[00:31:36] Yeah, you always got an answer to somebody even if you're yes and that was my next yes. That's right. That was my next thing and I learned that early on in that entrepreneurial piece. Wait a minute, because I was just became a student of business right and started just paying attention to reading

[00:31:52] and learning anything I can. And I learned that really quick it was like wait a minute, and from some somewhere some source it was like people think that just because you're your own boss doesn't mean that you don't have to answer this summer you still have to answer

[00:32:07] you have to answer to your customers. You know, and I want to say my brother taught me that because he right around 1415 he had started his own business.

[00:32:16] And he was able to work for him as well. That was one of the things that they taught me look, we're all bosses but we still have to answer our customers. Right, like your customers still dictate what you need to do and how you need to do it, whatever that customer base looks

[00:32:29] And I think now, like we just said there's more millionaires now than ever. Folks folks are realizing that as a that hustle mentality that entrepreneur that oh we're going to open LLCs and a lot. Yeah but you still have the answer to your customers, you know what I mean if you're not selling

[00:32:45] something, then you're not an entrepreneur. It's a hobby.

[00:32:48] You got to make it money.

[00:32:50] That's right. That's right.

[00:32:52] So

[00:32:53] That's right.

[00:32:55] Thanks for sharing that bro. Yeah, you got quite the story there man. That's what's up. Yeah.

[00:33:01] Yeah, look, you always been a hustler man. Always man and it's still and I never stopped to dream because look I've been an employee way longer than I've been an entrepreneur and this is what it is. You need one thing to feed the next and so on and

[00:33:16] I think it's good. I think it's good to know both sides to know. Yeah, absolutely.

[00:33:21] Absolutely. You have to serve before you can know the struggle. Yes, to know the struggle to know the in and out of being an employee so you know what to do when you're in that leadership

[00:33:31] entrepreneur position man. And if that concludes what you got to say I didn't mean to cut you off there.

[00:33:39] Oh yeah let's do it. Let's do it.

[00:33:43] Looking back.

[00:33:45] What's something you regret doing as an employee? You want to start off, you want me to start?

[00:33:51] Mine was easy and we've talked about it somewhere. I think we talked about it on a safe call actually the show. Yes, holiday party.

[00:34:00] Holiday party. That's it. You already know. You already know. I drank too much at a holiday party and that was the lesson that I learned. Holiday party is still work.

[00:34:10] It's a work event. It's a work event. You may not be getting paid for the time that you're there but it's still yeah you could possibly get paid depending on what role you serve in the party

[00:34:24] because if your salary is employed you can't pay but if you're an hourly employee whatever it's supposed to be a benefit to you. Hey here's free food, here's a time we can talk.

[00:34:34] It's also a lesson in whether you serve alcohol at a holiday party or not because I haven't had to throw one for my own and I would be torn in that but anywho that was mine what's yours?

[00:34:48] Man, I honestly have to say I've made lots of mistakes in my career as an employee but I think one of the biggest things is not speaking up in the midst of a toxic culture, toxic work environment and just being quiet even though I knew something was wrong

[00:35:11] and actually just becoming a part of the crew or part of the team there, a part of that toxic culture because hey everybody else is doing it.

[00:35:23] I mean I'd be partaking per se but I'm turning the blind eye so I'm guilty by association right? You know what I'm saying? Because hey everybody else is doing it. They're making this person feel uncomfortable by saying this and saying that and doing this and doing that

[00:35:41] and I'm just sitting there laughing even though I know it's wrong internally. That's where I regret doing that as an employee. I know it's a little bit more serious but that's for me, I think about that like how I could have stood in the gap for somebody else, how I could have spoken up for somebody else and somebody was doing something that was bad.

[00:36:05] Oh for yourself no?

[00:36:07] That's true.

[00:36:08] I had that, I was burned because I didn't talk speak up for myself. That would be the second thing if there was a run off a list that would be the second thing is not speaking up for myself.

[00:36:18] Yeah.

[00:36:19] Yeah, and now it's not, it doesn't mean you blurt it out as soon as you think it. Sometimes you have to find the right way to craft what you're going to say, articulate how you want to say, be mindful of who you have to respect and what the politics are involved and things like that but you got to go on record sometimes.

[00:36:42] Yeah man I'm talking about the whole culture was bad. HR was bad.

[00:36:46] Oh wow.

[00:36:47] My department was bad, like everybody was bad there because it was the norm right, it was a normal toxic environment.

[00:36:55] Hey this is what you got to deal with and the ladies were filming it from there and certain guys were filming it from there and it was just like, it was just really toxic.

[00:37:04] Wow.

[00:37:05] And so everybody just know this is what it is like, it is what it is.

[00:37:09] Yeah.

[00:37:10] So that's my biggest regret man.

[00:37:13] Wow.

[00:37:14] Yeah folks.

[00:37:15] It's tough, it gets tough again because we get so concerned.

[00:37:20] I've spoken to some people, oh I can't, I need my job, I need my job, I can't say anything, I can't risk losing my job.

[00:37:26] And that's scary man.

[00:37:27] That sucks if that's the feeling that is horrible.

[00:37:30] I wish something better for you all that are in that situation.

[00:37:35] I'm not saying you're not because it could still be possible and I hope the best for all that they can work themselves out of that situation.

[00:37:43] Doing the right thing is not always easy.

[00:37:46] Sometimes it's lonely.

[00:37:48] The hardest, yeah.

[00:37:49] That's right.

[00:37:50] On the one step.

[00:37:51] You may be the start, maybe the first domino that starts that change.

[00:37:58] I agree.

[00:37:59] I agree, yeah.

[00:38:00] It's a great way to end this.

[00:38:01] Speak up, speak up, be careful.

[00:38:05] Work events are all still work events.

[00:38:08] Any party your job is hosting is a work event.

[00:38:13] There are best practices for these things.

[00:38:16] Be mindful of that.

[00:38:18] Don't show up to the party event in those Instagram leggings or some needles.

[00:38:25] I was just thinking about that dress appropriately.

[00:38:29] This is not where you wear that dress on those pants.

[00:38:34] Yes.

[00:38:37] Don't be Mr. Tight Pants.

[00:38:39] Oh man, the shirt and open down.

[00:38:42] He's got your chest open with the chain.

[00:38:45] Got the navy all on.

[00:38:47] See?

[00:38:48] See?

[00:38:49] See?

[00:38:50] See?

[00:38:51] See?

[00:38:52] See?

[00:38:53] See?

[00:38:54] See?

[00:38:55] See?

[00:38:56] See?

[00:38:57] See?

[00:38:58] See?

[00:38:59] See?

[00:39:00] See?

[00:39:01] See?

[00:39:02] See?

[00:39:03] See?

[00:39:04] See?

[00:39:05] See?

[00:39:06] See?

[00:39:07] See?

[00:39:08] Tell it to your bro.

[00:39:09] Tell it to your bro.

[00:39:11] Oh gosh.

[00:39:14] So yeah, that's a short and sweet show for you today folks.

[00:39:19] And just hope you had some laughs with us.

[00:39:21] Learn some things and enjoy your day.

[00:39:24] Enjoy your week.

[00:39:26] Ooh, what do we got?

[00:39:28] Do you know what we're doing next week for this show?

[00:39:30] No, I think we're going to the premise of season three is really going to be

[00:39:35] the focus on we're going to introduce some states information.

[00:39:39] Yes, yes.

[00:39:41] Yes, serious.

[00:39:43] As we keep going along, we're going to focus in some different industries

[00:39:47] about the restaurant worker.

[00:39:49] What do you do about this?

[00:39:50] Yeah, yeah.

[00:39:51] We're going to start with you and you.

[00:39:53] Yes, I love it.

[00:39:54] Thank you so you do know.

[00:39:55] That's going to be the focus.

[00:39:56] Yeah.

[00:39:57] Yeah, that'll be.

[00:39:58] Yeah, we don't know exactly what the show topic is going to be,

[00:40:01] but that, yes.

[00:40:02] Wait, we got to do a season.

[00:40:03] Is this the season three preview to?

[00:40:05] Oh, it is.

[00:40:06] Okay.

[00:40:07] So that yeah, this is a season three preview as well.

[00:40:09] That is the focus we want to drill down into different industries.

[00:40:13] We are going to get very intentional about sharing state by state

[00:40:18] rules for you, the employee that apply to you and your paycheck in

[00:40:23] the state that you're in.

[00:40:25] And it's going to take a while folks because so just,

[00:40:27] you know, stay tuned.

[00:40:29] If you want to hear about your state reach out.

[00:40:31] We'll raise that state to the top of the list.

[00:40:33] If not, we're going to go in order of where they're the most employees.

[00:40:37] So California is the number one state for employees and we're going

[00:40:41] to start there.

[00:40:42] Right?

[00:40:43] They are so important that just have a ton of they rank.

[00:40:46] They got the most people working.

[00:40:48] Research.

[00:40:49] There are research.

[00:40:50] We're trying to be intentional folks.

[00:40:51] But if you reach out to us and engage,

[00:40:54] we're on LinkedIn, we're on Facebook,

[00:40:57] look out for a, I don't know.

[00:40:59] I don't know if I want to call it a rebranding because we've already

[00:41:02] rebranded, but it's a, it's a streamlining of things.

[00:41:06] So now you're going to see two great hosts on with two great

[00:41:10] shows on all our social right?

[00:41:12] Our website that we do two shows and you can see that's one and

[00:41:17] that's the other.

[00:41:18] This might not work in our, in the view that you see because

[00:41:22] my, I don't know.

[00:41:23] Yeah.

[00:41:24] Maybe somewhere.

[00:41:25] Oh, actually we do, we usually do sides to side.

[00:41:28] I see a stack right now on my screen.

[00:41:30] So I'm like, anyway, but yeah, but anyway,

[00:41:33] we do two different shows.

[00:41:35] One is geared to the employee and one is geared directly to

[00:41:38] anybody who actually has a hand in the payroll process,

[00:41:40] but we're going to bring it to the same platform.

[00:41:43] Look out for your branding.

[00:41:45] If you want to see the show about employee paycheck,

[00:41:47] look out for the paycheck one and click on those and

[00:41:50] you're going to see that streamlining across all our

[00:41:53] social.

[00:41:54] So our LinkedIn page is there.

[00:41:55] It's about your payroll right now,

[00:41:56] but it'll be both soon.

[00:41:57] It's about your paycheck is on Facebook and TicToc,

[00:42:00] but it'll be both soon.

[00:42:02] We're going to grow our Facebook and an Instagram presence.

[00:42:05] So we'll be everywhere shortly.

[00:42:07] But right now go to the site though.

[00:42:09] It's about payroll.io.

[00:42:10] It's about your paycheck.com brings you to the same venue,

[00:42:13] same site.

[00:42:14] You have two great hosts, two great shows and more in store

[00:42:18] for season three as we continue to build and really

[00:42:21] cultivate this product for you.

[00:42:23] And we're looking out for engagement to reach out to us.

[00:42:26] What do you want to hear about?

[00:42:27] What do you want to learn about?

[00:42:28] And that'll guide our guide our shows for sure.

[00:42:31] We'll absolutely switch gear if whoever reaching out one

[00:42:34] knows them, we'll do it.

[00:42:35] Yeah, with that said, we love you till the next time.

[00:42:39] Peace.

[00:42:40] Peace.

[00:42:42] Before we sign off here are a couple of quick things.

[00:42:45] Don't forget to follow.

[00:42:46] It's about payroll on LinkedIn and it's about your paycheck

[00:42:49] on Facebook and TicToc.

[00:42:51] Thank you for being a part of our payroll community and

[00:42:54] thank you for being a part of this journey with us.

[00:42:57] Until next time, keep learning, keep growing.

[00:43:00] And most importantly, keep going.