Modern Workplaces (Episode 19)

[00:00:00] is a balancing act and I hope everybody has a good workplace out there and you know or it's working toward that and I hope we all get to work in these good environments. Welcome back folks this is episode 19 of Its About Your Paycheck, we're talking about working

[00:00:20] in a modern workspace or workplace whatever you like to call it and what does that look like for us right? What does good and right look like these days before we get into it?

[00:00:30] Walt how you doing today sir? Man I am good happy Sunday to you brother man I am ecstatic I was doing the research for this episode because it put out some good stats and stuff

[00:00:41] like that. I saw that. I'm looking forward to it man how are you doing? I'm good I'm good yeah same thing I was looking I was like oh man this is good stuff and before

[00:00:52] we get into that I got my news updates and that looks good. I got a couple little nuggets right so it's a nice feel good episode let's get into it before we get into the what a

[00:01:03] modern workplace could look like we have a few new pay news updates and on brand for this topic I got an article from Forbes magazine and it's four reasons to let workers stay home work what four reasons to let workers stay home basically work from home

[00:01:23] basically and the number one reason is cost savings for organizations like we talk about that all it's alright as we talk about oh yeah if the company only realize how much money they

[00:01:33] can save we can all be home and it's true but I did spend some time in commercial real estate as a payroll pro actually my first job as a pay no my second my second job as a payroll

[00:01:45] professional or how can I say sorry for going down a tangent here my first dedicated role as a payroll person was with a commercial real estate firm and what I can say is that it's hard

[00:01:59] sometimes for companies to get out of the leases the commercial leases are like five 10 15 20 years long and yeah and if you're smart you get some what do they call it like a good guy there's an exit strategy if you need to get out early but if you

[00:02:11] don't put that into your lease then you can and you got to pay penalties to come out so I get how companies may not be so quick to say okay everybody's home then they're left with this

[00:02:21] big space and it's like what do you do then so you got to work toward it right yes but again number one reason cost savings for organization the second reason is a now a company has a

[00:02:33] access to a global talent pool right in the you I mean I probably would warn against not worn but it may make a little complicated if you're going out of the country

[00:02:44] but if you're in the US start in the US I would start in your state first right if you're a company put it in and if you're if you are embracing the remote workplace strategy I would say still

[00:02:59] from a payroll perspective and a cost perspective you probably want to stay in states that you're in if you're already established in a few states then start your searches there right think about it now

[00:03:11] you right if you got to if you get somebody in a new state you have to now set up a new business nexus and a new sales tax and a new so there's some expense and cost involved in going into

[00:03:21] a new state and definitely more so into a new country so my recommendation would be yeah embrace the work with the remote situation but maybe start to mitigate some costs start where you

[00:03:34] already are and then if of course if you find some amazing talent that this is the person then go for it you got to do what you got to do because gain that back yeah what else the third one

[00:03:45] is higher and as we will talk more about this higher levels of well-being for your employees right so it will quick poll here I got a poll here I didn't go into details on this one but

[00:03:57] I caught a poll here survey by one poll on behalf of door dash revealed that 42% of remote workers envision their ideal schedule as mostly remote good good takeaway there and the last reason is less turnover among workers among HR professionals yeah 78% state that flexible schedules and

[00:04:18] remote working options can help retain workers without spending money so that's a those are four good reasons why companies should just let us keep working from home if you're blessed to do it because remember that other stat we came across only about 30% of us can actually work from

[00:04:36] home yes yes if you're a nurse you're not no let me rephrase that some nurses probably can depending on what you do if you're a caregiver most of the time you have you got to be on site somewhere

[00:04:48] to be on site yeah yeah if you're a bus driver you're not doing that remotely if you're working at a restaurant you may not be working remote just yet there you go yeah exactly that's going

[00:04:58] to be tough to do that but it's interesting and before we get into it real quick one there's a restaurant my son likes and it's a master bow or something like I don't know but it's Korean

[00:05:09] barbecue and it's one of those places where you could cook on the table basically yeah so they have they do ramen and they do a grilling feature but they also have a robotic a robot

[00:05:21] basically that brings the food out yeah there there's so the you know what not I think about it it's not a lot there's only a few weight that definitely impacts the weight staff there

[00:05:31] because yeah that thing just brings it out you know and as we say on the show a lot right think about it could circle back to what we say that even though AI is coming and robotics is coming

[00:05:45] humans aren't ready to relinquish total control to them right we're gonna want a liaison we're gonna want hey this robot is messing up come talk yeah hey there's not my food we still gonna we

[00:05:57] still don't want to interact with people so don't worry folks I know not everything is going to go away soon I'm sorry as I say that I just think about you just I don't I feel like you just share

[00:06:09] something with me about our folks getting laid off because they're bringing AI in yes right yes yes I was just thought about that because one of my one of my good friends gave me some stats

[00:06:19] for her workplace and she said hey you should really dive into this topic because it's really impacting our work so that's something that you're probably gonna be seeing us talk about on both this show and it's about the role yeah that's right that's right agreed man yeah and

[00:06:35] that's why I'll leave it today what do you got for us sir so I'm coming I think when I start about this I think it's an argument based on what it's talking about it's an argument for people

[00:06:46] going back in the office that some of these CEOs and these officers of the corporation are like saying hey oh this is why people need to come back into the office so it's talking about quiet quitting

[00:06:57] amongst higher paid workers was it from MSN they got their information from payroll provider ADP and its research institute and it found that the highest earning workers as well as young workers and female workers are working fewer hours than they did prior to the pandemic so ADP

[00:07:17] tracked 13 million 13 million hourly workers who kept the same job for four years ending last December meaning that meaning the dropping hours wasn't yeah it wasn't because people were laid off or switched right and while it's not clear if workers or employers initiated the drop

[00:07:38] the pullback among the highest paid workers provide a clue according to one of the spokespersons right so here's a little bit more context for that or some stats right yeah workers workers in the highest

[00:07:50] paid 25 percent which are those that make a little over 79,000 or above had the largest drop in hours worked the lowest paid on the other hand are working more it's more a significant portion of people working fewer hours saw their incomes rise not fall indicating that less work

[00:08:14] isn't necessarily a bad thing for the budget bottom line so I found that fascinating right because I think people get stats like this companies get stats like these and there's all are higher earning folks are working less than the lower paying folks than

[00:08:31] what's going on they should they need to come back into the office and they try that they might try to come from that point and use those old traditional means to say hey come back into the

[00:08:39] office was that return to office RTO return to all yeah yeah return to office like so they may try to use these type of things to get people to come back in so I find it fascinating that

[00:08:51] that these ADP did this stat for the last four years for all these hourly folks and came up with these this information what do you think about it Brian I think it is really

[00:09:01] interesting unfortunately I'm not one of those folks like that that are doing less for more I think that I think that working from home I don't know it depends on your work ethic right but

[00:09:13] yes working from home for someone like me I do more I think that because I can spread my time across the day the way I need to I always I always want to keep an equitable dynamic with my employer

[00:09:29] meaning you're paying me for eight hours a day and that's what I'm going to give you no less but you're working from home and I'm not an hourly employee so it's more of a deliverable base

[00:09:41] as long as I get my work done and my things delivered then it's me as like hey leads to that whole hey you're working less get in pay more but from again it's work ethic right me and you both

[00:09:53] do this we're working on the weekend sometimes we'll do something on the weekends real quick but that's our prerogative that's it's something that it's that that's just me you know what I mean

[00:10:01] and I argue with you all the time stop doing it and you said something very articulate recently that I was like oh I can't even argue with that you know what I mean like all right

[00:10:10] bro I get it no doubt because I just worry I don't want anybody to burn out and that's really the concern for the work ethic where you're working a lot from home look don't burn out but

[00:10:21] it's two sides of it because if you like what you do and you don't have a problem then it's like you're not really burning out you're just doing some stuff you like I think I don't know if this is

[00:10:30] still on the same path but I think that folks that kind of work a lot from home do a lot I think you just got to be mindful of balancing it out you know what I mean yes forget to spend time with

[00:10:39] your family yes forget to sit yourself don't forget to recharge however that looks for you and it looks differently for everybody so however that looks for you just don't forget to recharge

[00:10:50] don't forget to be present in the in your families like whatever that is this episode is presented by time track go the simply better employee time clock software that is going to make your life easier in addition to the unique graphical employee time card that helps you quickly

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[00:11:33] business to learn more and sign up for your 14 day free trial go to www.timetrackgo.com that's t-i-m-e-t-r-a-k-go.com or call 888-321-9922 let's go yeah remote work I think was becoming a thing

[00:11:58] because we've connected with people even on the show who said they had been working remote before the pandemic yes happened it was it was a thing but I don't think that a lot of people

[00:12:09] were doing it but the pandemic kind of forced companies to to transform to adapt to change and it forced more people to say hey man like I need to hire somebody in Florida

[00:12:23] and I'm in our offices in Seattle and but this person gets the job done and they were like hey just hire a remote workforce and we can save money like to your point we don't have to have

[00:12:33] an office space everybody's remote work from home we're good let me get right into it then yeah I have a couple of different stats and then Brian is going to come with his information employers can transfer transform their workplaces into modern environments by embracing

[00:12:49] various strategies such as implementing flexible work arrangements prioritizing employee well-being through wellness programs and benefits fostering a culture of collaboration and innovation and leveraging technology for efficiency and productivity gains so here's some stats that

[00:13:08] I'm going to share with you that speak to that and there's going to also be some cautions about modern workplaces as well that I'm going to give you here yeah oh the first really the first yeah so the first one is studies show that modern workplaces have

[00:13:20] significant advantages over traditional ones for instance research by gallup indicates that companies were flexible work arrangements experience 20 to 25 lower turnover rates compared to those without such policies additionally a survey conducted by the society for human research

[00:13:40] management aka sherm found that 89 percent of hr professionals reported that offering flexible worker arrangements positively impacted employee retention so that's a that's almost 90 percent of hr professionals saying hey us offering these flexible arrangements like really impacts the

[00:14:00] business more over modern workplaces tend to have higher levels of employee satisfaction and engagement and I think that like you said that goes back to your work ethic because yeah

[00:14:12] you've given me this benefit of working from home let me make sure I'm staying on top of my game and do what I have to do not saying that anybody that works in the office does any less but

[00:14:21] I think there's more of an emphasis for people who work remotely and so according to a report by Harvard business review companies that prioritize employee well-being see a 10 to 20 percent increase in employees engagement levels this engagement translates to higher productivity

[00:14:40] with the study by still case reporting that highly engaged employees are 21 percent more profitable so it translates some more profit for the company because they're more than they're more hey they get stuff done they want to bring about resolutions and change for the company and so

[00:14:58] by companies offering these advantages or these benefits it can really help out their bottom line too but yeah however modern workplaces also come with their own sets of challenges one set one such challenge is maintaining work-life balance as flexible work arrangements can blur

[00:15:19] the boundaries between work and personal life a survey by the american psychological association found that 48 percent of employees experienced work-life conflict which can lead to stress and burn out if not manage effectively furthermore effective communication can be more challenging in modern

[00:15:41] workplaces especially with remote or distributed teams a study by interact found that 69 percent of managers surveyed admitted to being uncomfortable communicating with employees leading to misunderstandings and decreased productivity so that's saying hey it's been a challenge

[00:16:03] for remote managers to often communicate with their teams remotely because they're not comfortable so maybe that means that hey they may be going back maybe it's a global so if I put it in terms

[00:16:15] of payroll maybe hey I'm in the US I only I'm only I only know English but I have a worker that works for us that's in a different country and there's a little bit of a language barrier yeah that could

[00:16:26] be difficult hey I'm trying to explain it to my team they're on my team and there's just difficulty that's just an example when I can think of I don't sure it might be other situations and additionally modern workplaces must constantly adapt to the rapid technological

[00:16:44] advancements which can be daunting from some employees according to a report by Deloitte 90 percent of employees feel their jobs are being transformed transformed by technology highlighting the need for ongoing training and support to navigate these changes effectively

[00:17:02] and so lots of companies are trying to model themselves as this modern workplace but they may be behind in technology so I think that may let's speak into that I think that may be a challenge for

[00:17:15] a lot of these companies now to navigate those things hey we're trying to have modern policies but you have traditional processes in place right yeah so there needs to be some type of balancing act for these modern workplaces so in summary modern workplaces offer numerous benefits

[00:17:36] such as increased flexibility higher employee satisfaction and improved productivity they also present challenges related to work-life balance communication and technological adaptation by addressing these challenges proactively employers can create environments that foster innovation collaboration and success in today's dynamic business landscape back to you sir yeah there's

[00:18:03] a lot of good information man that's a really action packed info there and I'm just I'm like as a manager and I've been recently asked that like how do you manage your team remotely

[00:18:15] and you just have to be intentional right you have to be proactive I don't miss I don't like missing the one-on-ones I do them weekly and I don't like missing them because even if I don't have

[00:18:26] anything to talk about work wise if they're if they want if they're okay to if they're not too busy if my teammate is not too busy I still want to connect because there's times that we just BS

[00:18:35] we'll just shoot the breeze for a few minutes get to know each other a little better and build because again you're remote you're not sitting next to them you can't just reach over

[00:18:43] right there that that that's a great point look like look at my example I'm single I live home alone I work home for most of the days there's not a lot of human interaction so that can be that for some

[00:18:57] people who crave that from people that can be troubling for them like you can be in the press you can find yourself being or whatever down and out and I think that could play into

[00:19:06] it too sorry for jumping in no that no that's exactly what I want to talk about like that just those dynamics like I'll be curious to understand what the details behind the challenges

[00:19:19] are for managers with remote teams like what kind of challenges are you getting and I guess Anna yeah we could speculate there'd be the sure I could think of plenty of them I actually know

[00:19:27] someone that that's he manages a customer service team they were home for the pandemic I think they were going in like once a week even during or like toward the end of the

[00:19:37] pandemic or what whatnot he's on a hybrid but he said it too he's yeah the productivity went up when they went back to the office you can't argue the numbers when the numbers are there

[00:19:49] it's like I tell teammates when right my teammate has a theory like oh this is not working really prove it in the numbers yep everything we do is data driven so it's in the numbers and then

[00:19:59] we can address it but if not you're just speculating you just complain really we have that I think and I don't know if you agree but one thing we have to consider is the industry

[00:20:09] that it's in as well because remote and distributed teams as the stat spoke to may work better for one type of organization yes or one type of setup than another yes type of business model

[00:20:25] yeah I think it depends on that too yeah it's not yeah it's not gonna that we just like we said in the beginning of the show it doesn't it's not a one size fits all remote is not it can't be for

[00:20:35] everybody yeah although the world is really pushing toward that I think it's just not possible yeah somebody's got to make the food still but gosh I'm sorry I'm just thinking of all these things

[00:20:45] right like I guess because with door dash and with ghost kitchens like you can have a remote a lot of things can be remote but some things just can't be yeah I don't know I mean that

[00:20:56] caught me off guard you'd like had the concern like challenges of working from home like crap no we gotta sell work from home now yeah that's just a personal thing but yeah I'm the same end of it

[00:21:07] even though I've been home for a few years now I'm looking forward to going back outside like I'm looking I'm somebody that enjoys the physical connections how we say in church fellow shipping

[00:21:18] and building and what camaraderie building the car so I'm looking forward to that and but I also like so I'm looking forward to a hybrid situation yes yes the best of both worlds yes then there are

[00:21:32] folks and then there are extremes right there folks who I remember when the pandemic happened like people couldn't wait to get back to the office they hated working from home yeah right and that and I can see those challenges as well because there's times where

[00:21:46] the family just doesn't realize I remember that the in the beginning bro they didn't realize I was working I'm family's in the house right now so I got I was working like

[00:21:55] I can't cook like I'm working like I can't stop and make lunch I'm working like it was crazy that my I had neighbors to be like oh Brian you should take this class and you should do this and you

[00:22:05] should do that and I'm like guys I'm working from yes I'm not actually I didn't get fired I didn't get laid off I'm not a stay at home bed I'm not a stay at home bed like I'm I gotta work

[00:22:16] eight hours a day and it took people a long time to really understand that so I definitely get those challenges it's just it's such a I don't know a conversation stirring topic especially for us

[00:22:28] we work from home and yeah so let me get into to my what I would like to share and I'm going to a little bit about the history of it right so it's like one of the main points concerning

[00:22:39] the evolution of the workplace design is the shift from that traditional cubicle base layout as in the cubes and you it was crazy because at work around people but you still feel alone

[00:22:49] because you can't see anybody your box did and then see but then it was very interesting because I've been in every I've been in every scenario then I moved to a open workflow or open floor plan

[00:23:06] yep I have a very good yes exactly right and my the whole HR department was at one table and like marketing was over there and accounting was over there it's he like everybody had their

[00:23:19] table or two depending on how big your team was and our biggest concern really was just security because we did have me security meaning the information that's on our screen is sensitive

[00:23:32] and I remember having to like always have to shut my screen or change my screen when somebody came up to talk to me yes the access to you is different because like I would just be working

[00:23:45] there and then a co-worker would just oh by the way let me ask you guys HR table and they would act there they'd be they felt free to just stop and ask the whole table because we so someone's

[00:23:55] weird yeah that's different than a lot of the traditional places we've been in because our payroll was probably blocked off on the other side of the building so you just couldn't

[00:24:04] like you had to walk over or I know I worked at a place where HR had you had to use a badge to get into where HR was that's right that's right and if you didn't have that badge you couldn't go in there

[00:24:14] go and get in yep you had to like wait at the front desk and get somebody to go get hey can you come out so and we did always argue that as an open HR open floor plan we were like hey this

[00:24:25] is cool but HR really should be situated differently and what we we didn't get to evolve to this point but we wanted to like turn against the wall so that our screens you couldn't see our screens from

[00:24:37] behind and walk up on us yeah um yeah so that you do got to be mindful if you have an open floor plan like how you do that or if you work in an open floor plan right you might want to be sent

[00:24:49] payroll and HR is sensitive to that but anywho and now toward now it's moving more towards a human-centered designs and that and what that means is like they create I think it means

[00:25:04] it they create like little spaces where you can work and move to and have a private space right so this evolution reflects a growing recognition of the impact of physical office environment on employee productivity and well-being over the last two decades workplace design has increasingly

[00:25:23] focused on creating spaces that not only accommodate the functional needs of employees but also enhance their satisfaction collaboration and overall well-being this includes the adoption of flexible working models that we like you spoke to that give employee more freedom in choosing their work

[00:25:40] hours so it doesn't always have to be right working from home maybe you can play with your schedule locations environments I think about locations and I think oh if you're in a really big company and there's locations everywhere maybe you can work from a different location because hey

[00:25:58] you're technically still going and you're still go reporting somewhere but maybe it's not actually HQ maybe you know some off site field office has like some space and you can be in the back

[00:26:10] corner somewhere or some and environments aiming to take more of the office a place where employees feel good and they collaborate effectively and they thrive so this human-sensitive approach to workplace design is a response to changing demographics the increase influence of technology

[00:26:27] ongoing talent shortages which really pushes that remote piece and the need for workplaces to support a healthy and engaging work experience I think right I think that the it's been such a shift to well-being because I've been in the workforce long enough now to see

[00:26:45] where people really didn't care about your well-being in the beginning and it was like leave your problems at home leave your problems at home leave them at the door leave them at

[00:26:52] the door I remember oh gosh I remember one boss he was so nosy they wanted to be in my for real because they saw that something was off with me and they forced this answer and then when

[00:27:04] then what I got then after that I got the we gotta leave your problems at the door and it was like what wow but see remember talking to Brad remember we talked to Brad Voorhees

[00:27:14] and on and that was folks I'm sorry that was on the other show it's about payroll Brad Voorhees is a HR professional that's scaling up on the on the on a consulting business for HR but he had some very interesting insights it's a good show and we got

[00:27:27] to find ways to drop clips on here for you all and listen to things that cross over because there are a bunch of subjects that really cross over but Brad was saying that now some HR departments

[00:27:36] are even faced with having to solve personal problems for their employees and that's a super gray area and I was like what whoa that threw me way back I was like whoa because man that opens

[00:27:49] up a huge like the I like it conceptually because as humans we need help sometimes we just and sometimes it's just guidance hey oh you're going through that let me point you to the

[00:28:00] right direction you know what I mean how cool would it be if oh I'm gonna buy a house oh really hey let me give you some real estate agent names and some mortgage broker names and blah blah blah so you

[00:28:10] guys don't get robbed right because that's a shady business real estate is a shady business it can be very shady you get your car fixed you right you oh you want a mechanic let me give you

[00:28:20] some recommended mechanic places that we deal with that's established that we've vetted already little things like that could be very cool to get resources from right but there's some things that

[00:28:31] could be very challenging as well and to see to for HR to solve that for you would be interesting and I wonder folks if you guys out there if you folks out there good people out there experience this

[00:28:44] at all do you go to your HR does your HR department help you share that with us we'd love to keep learning about that yeah let us know it's very interesting but I do love that it's all pushing to

[00:28:57] a wellness there's nothing but wellness that's being talked about in these conversations not enough workplace right yeah not enough because yeah there's been a model of burnout in a lot of different settings hey do as much as you can with as little as you can oh yeah

[00:29:15] like there's that model and then but there's more companies that are trying to balance it out right because it is a balancing act right I want to do what's fair for the employee but you also want to

[00:29:23] do what's fair for the employer or the company yep so it's a balancing act man as we near the end of this episode we like to extend our heartfelt gratitude to you for listening before we sign

[00:29:35] off here are a couple quick things don't forget to follow it's about payroll on LinkedIn and it's about your paycheck on Facebook and TikTok we love engaging with our audience and you'll be

[00:29:46] able to receive exclusive updates and behind the scenes content thank you for being a part of our payroll community and thank you for being a part of this journey with us until next time keep

[00:29:57] learning keep growing and most importantly keep going so before we close this out we're gonna talk about unless you have something else to say we're gonna talk about our safe talk segment

[00:30:11] we're going into that so let me ask you Brian can a workplace be too modern yeah that's a good question I think so not to spoil it but yeah I mean it's not on the same show you when I think

[00:30:27] about this I was looking at the notes for our other show and you have about bringing pets into the workplace oh that's like this kind of falls there where it's like modern and from an HR perspective

[00:30:39] we've I've dealt with that question where employees like would bring their pet and this was in a field to locate like again we're I'm always in a support role where I do payroll or HR and I've supported

[00:30:53] field locations sales locations stores retail located whatever and it was an instance where this person wanted to they were bringing their pet in but here's the thing some folks are allergic

[00:31:05] yep so you some pets bite oh gosh yeah some pets but it's not maybe not even sanitary hygienic in some instances so you it's yeah that's where it can be too modern whereas oh everybody bring their

[00:31:19] pets in and this wait a minute can't we though or or we even had dress code issues where folks we tried to be codes and people just take it too far with the dress code and they're like whoa

[00:31:33] that's funny man because I'm telling on myself here but we did that at this one place I worked at in my career where they say hey during the summer since it was hot I was in Florida at the time

[00:31:43] it's hot you can wear shorts and tees and god no sandals is a very strict rule because it's a safety issue with sandals not only that some people's feet they don't look the best and so

[00:31:56] I used to play basketball and I was in the military I've lost a toner here or there doing whatever I'm not saying my feet look raw that stuff like that but some people were just like oh yeah

[00:32:06] I don't you want to see everybody's feet you know what I mean I would not show my feet like and then another thing I think about you remember what happened when we work when

[00:32:17] they first came out they said it ended up being cultish because it was just like parties nobody was really doing any work or anything like that they would have food food in there I watched the

[00:32:28] documentary and they had live music and everything catered and this and that and this and that I think they were trying to do too much at that oh let's make this lot make it fun and you're

[00:32:41] coming working it's so fun fun yeah I think about too modern alcohol in the workplace is dangerous and if you made me when you said that the fun and everything in the and in the food's ball and the

[00:32:54] pool tables and and sometimes there's beer involved and that that could be dangerous that I don't that could be really dangerous and I'm not conceptually it's cool because we're all adults

[00:33:06] and we should all be adults but you have one too many and then that's it or if you have a problem God forbid you have a problem and that's right you're working and you're getting belligerent and

[00:33:19] it's like mardi grome yeah so that yeah it could definitely be too modern and that's what you got to talk to your HR department folks like your workplaces for real like if your workplace is

[00:33:28] out of control is there's something uncomfortable you have to go talk to your HR department and that's their job you're there the people people so yeah for sure it definitely is it definitely is so

[00:33:41] what about you what do you think this can be too modern right absolutely it's a balance in that man like you need to know but you need to know where the line is you know and say like hey

[00:33:53] before we get to that point maybe we should just make sure we don't ever get to that point anybody across that line now some some some things are going to be learned through experiences and unfortunately certain things and situations happening it's you're going to have to adapt

[00:34:08] and no companies are going to have to adapt when those things happen bro yep agreed agreed then there's fairness too like I think about a moment where something got misinterpreted right me and

[00:34:21] my boss went out for a lunch and it was more of a team building thing he's a new boss I was his new direct report and we'll just get to know each other type thing right but we got we had a little

[00:34:33] too much fun and I know I personally had one too many beers I was working in Manhattan at the time so I wasn't worried about getting home I'm taking the train home anyway I had too many

[00:34:43] and like my team saw it and they weren't mad that I had too many drinks they were mad that they didn't go to have drinks with us so it was a fairness thing and sure enough we

[00:34:53] just moved the team over we had to do a team one as well so it wasn't so that I get it and yeah they took it like no I went I was like no this is not personal we we just we went on that

[00:35:04] was our one-on-one and we went out and unfortunately I had too many beers and which has been the case early in my career that was like the recurring theme there and it was I was just

[00:35:16] young young you in the city is bright lights and a lot of beer you know you gotta it's like you you said it perfectly it's a balancing act it's a when you when it's from an HR perspective

[00:35:29] folks think of it like everybody has to be treated equally you got to treat like people the same that doesn't mean everybody gets treated the same at companies because executives could have different privileges than your frontline workers and or your field workers could have different

[00:35:44] privileges than the people who work in the office it just you know it but every if you're a field treat like people the same so just keep that in mind folks if you feel like you are not

[00:35:54] being treated fairly think about how to apply and if you're still if it still doesn't look fair go to HR and just be like hey this doesn't seem fair but like how to let them explain it to you let

[00:36:04] them say no it's this is why and if they have a good reason that they're gonna be justified this yeah but it is a balancing act and I hope everybody has a good workplace out there and

[00:36:14] you know or it's working toward that and I hope we all get to work in these good environments so we'll leave you at that we wish you all the best and we love you peace