Mastering HR Management Amidst March Madness and Office Dynamics

Ever felt that tingle of excitement as you return to work from leave, knowing the landscape of office dynamics has shifted? Well, Warren and CeCe are here to guide you through the maze of HR management, where we put the spotlight on 360 evaluations, ensuring a smooth end-of-year review with no surprises. We'll unwrap the gift of continuous feedback and documentation, serving as your navigators through the complexities of performance assessments.

As the chatter of basketball brackets buzzes through the office, we share our own March Madness musings and dissect how this season's frenzy affects the work environment. From the collective energy to the potential productivity pitfalls, we're bouncing around anecdotes and insights that could make even the least sports-savvy among us want to jump into the game. And speaking of noise, we dish out our personal preferences on workplace ambiance, asking whether a slam dunk in the background beats the typical office hum.

But it's not all fun and games—expect to get the lowdown on the challenges that test our HR prowess. We commiserate over unsolicited sales pitches and the managerial shirking of responsibility that too often finds its way to HR's doorstep. So, fasten your seatbelts for a rollercoaster episode that promises to equip you with the insider know-how to tackle these hurdles with finesse. And don't forget, your burning questions might just be featured in our upcoming AMA session, so get those inquiries ready!

Transcript

Speaker 1: 0:02

Had you actually read the email, you would know that the podcast you are about to listen to could contain explicit language and offensive content. These HR experts' views are not representative of their past, present or future employers. If you have ever heard, my manager is unfair to me. I need you to reset my HR portal password, or can I ride up my employee for crying too much? Welcome to our little safe zone. Welcome to JDHR, all right.

Speaker 2: 0:47

Welcome to JDHR, to podcast by two HR professionals who want to help you get through to work day by saying all the things you're thinking, but say them out loud. I'm Warren.

Speaker 3: 0:57

I'm CeCe, all righty.

Speaker 2: 1:00

Back again and your clock is ticking, oh my God.

Speaker 3: 1:05

My clock is ticking. I think I have about five more weeks officially and I am yeah, I'm kind of at that point where it's like senioritis in high school. I'm just, I'm mentally clocked out. I just wanted to come because of one more person. There was one more bizarre thing on my plate at work. I am going to cry.

Speaker 2: 1:30

Oh yeah, they got to get all of the can from you before you head out for your maternity leave.

Speaker 3: 1:37

Oh, and not only that, like we have, we've been doing 360s for a while but like no one's utilized them in a very long time, so we shut it down. And now, as I'm trying to prep to leave, we have a request to do 25 360s. I'm like, oh my gosh, like really at all the months of the year now is when you want to do 25, but I'm happy to do it, but still, I'm just laughing at the timing.

Speaker 2: 2:03

Okay, here's. We didn't discuss this 360 evaluations how much value is in 360 evaluations? And I should qualify because it depends on each company's 360. Are you having subordinates rank their managers and peers, rating their peers and things like that is. I've worked one place, we did it one year and I will say they probably I joined the company when it was already in progress and they didn't do it again, but it just I don't know. I got very cynical about it and I don't think it was set up properly to begin with, but in the training wasn't there. But is there true value in 360s?

Speaker 3: 2:47

I think you're right. I think it depends on how they're set up. I love a 360 as long as they're set up correctly and they're still anonymity to an extent and people are actually honest, but I adore a 360.

Speaker 2: 3:05

Okay, cause focus group of one time and, like I said, it was probably poorly of art, wasn't probably it was poorly done. I seem to recall some catty-ness in peer reviews and maybe catty-ness isn't the right term because it implies maybe females, but I'm talking just sort of backstabbing to regardless of gender with that.

Speaker 2: 3:29

And then from subordinates to managers. I experienced employees who basically felt that they could do, they should be doing their manager's job, and I just don't think the right training was put in place to help the reviewers understand what their job and what we're looking for out of it. Rather than a vent session, a bitch session or you know, I could do my manager's job with my eyes closed and I don't get any respect for what I bring to the table, cause that's what they. I found they turned it about them of more than a few times. I saw that what they. You know you're supposed to be reviewing somebody else when you've turned around about you and that's Interesting.

Speaker 2: 4:10

I would love to research and potentially look into 360 from a higher level, but where I'm actually trying to get my company to go is of agile reviews where you're just continuously document and hey, hey, warned you know we had this conversation that well on this project and ongoing, repetitive and instant ongoing feedback documented and then at the end of the year say, okay, well, we've been talking about this stuff all year round here to increase any questions because you've had that conversation on an ongoing basis. I think my company is still quite away away from being able to do that, but that's sort of my longterm goals. To do just agile, just give the continuous feedback, continuous feedback, continuous feedback, and then come back and say, okay, well, this is what we discussed. Recap the year and we're done. That would be ideal.

Speaker 3: 5:08

See, that's nice. I love that you brought that up. I am in my award winning performance management system. There was. I just like sat through a debrief session and I like you know you're always nervous in a debrief session because people are just kind of it's like a year end review of like how things went. And we pulled a bunch of HR partners in and it was like oh, how did it you?

Speaker 3: 5:31

know how did this process work for you, how did it work for the people? So you're kind of sitting there just waiting for all this real constructive feedback. But the one thing they said is we started doing check ins, like quarterly, and we document them and then you can pull a report. In our system it was work day. We use work day Then you can just basically like pull in like all the feedback from the following conversations and that everyone hands down was like that made it so much easier, Like just that everything was there for the end of your performance review. Like I was like there you go Like just continuous feedback.

Speaker 2: 6:07

I think that the grand finale, the meeting, should be really anticlimactic, because you've had those discussions all year around and sometimes they may be uncomfortable discussions. Hey, warren, you really screwed the pooch on this. We needed you to do X, you did Y. It mess things up for whatever. Have those uncomfortable conversations and document them once again, but when you get on to that final review meeting it's all been discussed. You say, hey, this is what I got, this is what we got and, yeah, just be done with it. But that's my perfect world scenario to get to.

Speaker 1: 6:47

Perfect world.

Speaker 2: 6:49

Well, before we get too much further, got to do our thank yous to start off the show Halle, the original JTTR Rockstar. And Halle I'm going to send you a personal message, so be on the lookout for that and Bill, our other Patreon supporter. If you'd like to support us on Patreon, there's ways to do that. Or if you just want to give us a one-time support, there's a bias of beer in the show notes, so you can go ahead and check that. Of course, CC, in her current state, will not be drinking a beer, but we'll save it for later.

Speaker 3: 7:21

Just wait, just a stockpile them, I'll get to them.

Speaker 2: 7:25

Yes. So, anyways, if you enjoy the podcast, support us in any number of ways reviews, tell a friend, send us a story. It's been so long since we've had a story from a listener, so send us a story we'd love to share. And then the final thing I want to get to you is our AMA. Our next episode is our AMA fourth anniversary special. So you got a crazy, weird, stupid question. Ask us. We will be answering them, and we have a special guest joining us on that episode as well. So I'll put some information out on social media. Our email address is in the show notes, as well as our text and voicemail number. You can leave us voicemail. Go ahead and do that, and if you leave us a voicemail, I'll actually play the voicemail, so your voice will be on the air if you want it to be so, anyways it's like you're here with us.

Speaker 2: 8:15

Yeah, so yay, let's see here. So where do I want to start? Well, I'm going to rant and I think, uh, yes, and it's the same topic as always. I know everybody's like, oh damn it, warren, you and your freaking solicitors. But here's the number one way to find yourself on the top of my solicitor shit list, showing up unannounced. That's the part one. And then, when I tell the receptionist I'm not available, say that's fine, I'll wait. And I'm like two things went through my mind. Do I just let him wait there for till I leave, at whatever time I finally get out of the day? Or do I just go up there and say, hey, I'm not going to have time in the near future? Sorry, anything like that. I chose option B just to get rid of them, but I so bad if I need to be more of an evil human being sometimes. And, yeah, he can sit his ass out there all day long. And, yeah, I'll wait. Okay, yeah, anyhow, that's that's do they know what you look like.

Speaker 3: 9:25

Oh, no, probably just like you can just be walking and back and forth. They'll never know.

Speaker 2: 9:32

Yeah, I don't know who this person was. I mean, they did leave a card and I threw it away. So I got back to my desk. The card did not have a very long shelf life. But here's another way, and this happened last week to me and I'm gonna call this coming in hot and stupid. So I'm, this is actual line from from the email he sent oh, no, excuse me, not email from his phone conversation. I'm not gonna go over to email one today. I'll save that solicitor for later. So I'm coming in hot and stupid.

Speaker 2: 10:09

Hey, I'm reaching out to you to see if you're open to partnering with us. We can supply you top engineers to help replace the fill and drain services on your upcoming spacecraft programs. I just said no, that's all I said to him. He says Is there any particular reason we can't assist you? We'd love to, part way, you use my company's name so he knows the company. On these type of projects we can give you a very favorable rate, and all this because we want to work with you, know my company. And I said Well, the problem is we actually don't have a spacecraft program. And he follows up oh well, what do you do? I'm sure we can help you with your staffing needs. I'm like no, thank you, I mean to your homework to your homework person.

Speaker 2: 10:54

I even googled, looking for a company that has a name anything like us, has anything to do with spacecraft and whatever fill and drain service valves are. I was googling that, so I'm just to see if there's. I couldn't find anything close to us. So like, do your homework know who you're calling before you call. So anyhow, those, those are my rants on solicitors, so got it off my chest. Thank you very much, everybody. I feel much better now.

Speaker 3: 11:23

So I don't know what it is, but at my I've never gotten so many solicitation emails that I have at my current company, linkedin. I understand that's just that's what it is now, but I'll literally get email upon email from people and it's then they'll. They'll not only name me, but it's like is it you or Susie who I should be contacting for this? And I'm like I don't, and it's always something I don't do like about your recruiting. And I'm like I don't recruit. So I'll be like take me off the list, I don't recruit. And then they'll be like oh well, do you have a name of someone we can reach out?

Speaker 2: 11:59

to no we're done.

Speaker 3: 12:02

This transaction is done.

Speaker 2: 12:04

Yeah, that just when they ask for somebody else who can, who can I talk to you about this? Well, I'm not doing your homework for you. You know you're obviously not good at the research Anyhow. Anyhow, did you have a rant, do you were gonna?

Speaker 3: 12:22

I do have a rant, so I saw this in a Facebook group and it was someone on my table One of those.

Speaker 3: 12:28

I know it's like the Facebook HR, I don't know it's. It is what it is. But there is someone in there who has a similar job title than I do and she was talking about how a manager or one of the employees at her company was complaining that she had received a performance review and the manager said that you know, I wish I could give you a four, but the company's just not letting me, so I have to give you a three. And the funny thing was is not only did they say the company was not letting me, but they also insinuated that there is some kind of like a force distribution and everything. And this person was like we don't have a force distribution, like. So the whole thing turned into why can't managers just manage? And that's my biggest pet peeve. So when I read it, I was, I was angry for this person, because why are you blaming it on this boogie man which, by the way, turns out it's always HR.

Speaker 3: 13:33

Hr is always always like I wanted to do it but HR wouldn't let me, or something like that, and I just get so mad. I'm like you. This is your job. This is your job. Give feedback, give the reason why they're getting what they're getting and be done with it.

Speaker 2: 13:50

Yeah, it really isn't that hard. I think bad managers just make it a lot harder than it has to be. So I actually have a future topic I've listed on passing the buck date on HR and something that I was dealing with once upon a time and I was going to write about it, so maybe we'll have that for a future topic.

Speaker 3: 14:19

It's aggravating, yeah, stop it Just. And the other thing is is, like you know, just going off that every time we ask our managers to do something like leading their team or doing something that would help benefit or enrich their team, we always get the same eye roll of a response to be like well, I have other work to do. I'm like no, you're a people leader, that's a big part of your job. You have to do that.

Speaker 2: 14:48

Exactly I, managing. If you're a manager, unless you're just a total process manager, I know, like an IT world, there's people that have the title manager but they don't have any people in them that are managing a process or system or something like that. But if you have people, that's, that's part of your job. Well, well, I guess what we've been talking about these grants can lead ultimately to arguments, and I've mentioned any number of times I was a baseball umpire for 15 years, worked through the college ranks and things like that, and one of the sayings we have an umpire world is never argue with an umpire. It's like wrestling with pigs you both get dirty and the pig likes it. So I had somebody getting not related work, want to argue with me about something, and I'm not a big argue or I don't like arguing. I don't like that side of things. But when you get to that point where you've pushed me over the edge, I'm coming for you. And this person was was their argument had no factual basis. It was all Excited, excited, emotional garbage and things like that, and I was trying my hardest not to argue. But we got to the point. An argument was going to like, said I, unless it's my wife. I'm arguing to win.

Speaker 2: 16:13

At that point, and I use facts and logic and reason, I came up with like five bullet points bam, bam, bam bam. Hundred percent truthful, hundred percent accurate, and at that point they really can have a say. This is what the person said after I just destroyed them with facts. He says Well, let's just say we're both right and I'm like no, unless, unless you're completely changing everything you just said, you can't be right at any level. But if that's what makes you feel better, fine I'm. I was resigned at that point. But no, we can't just both be right with. You got to me participation awards when you're a kid. I don't, I don't know what's going on with. We can't all be right anyways.

Speaker 3: 16:59

Your number one mistake was approaching that argument with logic.

Speaker 2: 17:04

Yeah, that I. But, like said, I don't want to argue. I am so happy letting stupid people remain stupid and be, you know, wallowing their stupidity. I'm perfectly fine with that and I tried to just leave and be okay. Whatever dude you're, anyways, anyways. But yeah, my main topic for the evening March Madness. We are in March Madness time. We're recording this.

Speaker 2: 17:34

On March 18th I think all the conference attorneys are done they announced the seating of the March Madness tournament and it has a definite impact on office places. And I don't know about where you live. I'm in North Carolina and I will go as far as to say basketball is a form of religion here. You know it is that People are that strong up in that much behind their team because, you know, yeah, north Carolina didn't found basketball, but they damn well sure perfected it, and I'll go get some comments, I hope, on that, hey, but anyways, it's really cool.

Speaker 2: 18:20

I mentioned in our fantasy football episode how awful I am at fantasy football, but I will say I've won a few bracket tournaments in my day. In the last one I won. I wasn't measuring, but I was going against teams rather than saying, oh, I want this person to win that, print it up. I don't want that one to win. I wanted them out here and that's how I ended up winning it. So March Madness has to rank it right up there with fantasy football and the Super Bowl for terms of loss, productivity and cost to the employer. And so I actually did some research. And wallet hub I've never heard of, but they said businesses can collectively expect to lose 13.8 billion due to unproductive work years.

Speaker 2: 19:08

During March Madness and another company I haven't heard of before, yampo. They had some stats out there said 86% of employees will spend at least some time at work tracking, keeping track of the games. 56% of those employees will dedicate at least one hour of the working day. For the first two days of the tournament, 8.4 million employees will watch games online during work hours. And they also said that 30% of bandwidth can be consumed by single user watching video on a team one line. So there's a lot of unproductive activity and that person is you know.

Speaker 2: 19:49

Imagine one person streaming it. How many people do you have to have streaming it to just bring your system to a complete slowdown Modus, a company I've actually heard of. They said that it speak of it. They say it. Pros state that a lot of 64% of it Pro state that state their company is blocking streaming content, throttling bandwidth to streaming content, instituting a company policy that bans non work related streaming, and 45% say they company actually offers an alternative to streaming Watch games. That's pretty cool, but when it comes to that, your cell phone my boss knows I'm not letting any secrets out while East Carolina is playing a baseball game during the day and I'm at work, I have my phone on, I have it on mute and I'm watching the game on ESPN plus on my phone. I'm streaming it, not having to interrupt the company servers, but it's on mute and it's on the side and I keep checking in and watching and things Like that. But yeah, the company can only do so much because you have that little cell phone and I can stream all day long, I'm having unlimited plan and, yeah, no problem with that. So, anyways, well, I found another article by Steve Corral from Southern Illinois University and he is a Carpendale professor of management and he listed some pros and some cons to March madness the positive workplace bonding, cohesion, making the workplace more enjoyable absolutely I agree with that.

Speaker 2: 21:28

People taking a quick break can give people the chance to refresh and then come back more productive. Okay, he says numerous studies have shown that contented employees are typically more loyal and committed. So for workplace permits, march madness, the result is likely improved satisfaction and retention. He also stated that 84% of a response to a survey said that office pools make their jobs more enjoyable, and then 79% said pools improved their work engagement and half said they met with coworkers after hours of watch a game, leading to closer workplace relationships. And then 73% of workers said they look forward to going to work more when they join March madness pools. And I can absolutely agree with each of those stats that he said it's fun, it's, it's a lot of, I don't know, it's camaraderie. People love their sports, people love whichever team they're pulling for, and it's, it's great.

Speaker 2: 22:33

I can't say anything negative, but he did have a few negatives. Steve cryo says March madness can easily give people an excuse to. Here's a new term for you cyber loaf. Oh, okay, we're making up words now. Yeah, it's. You know, since the pandemic or even right before, we just like making up words, but cyber loafing. Economic analysis is suggested that March madness tournament time. No-transcript. The lost production could total as much as 134 million in lost wages and 1.9 to billion to up to 13.3 billion dollars in lost productivity. People being distracted from the job they're being paid to do and using time to watch games fill up brackets, betting in office pools and track news or even print is a cost to the company. Another thing he mentions is an exclusion or asterism effect, such that while many in a workplace jump on the bandwagon and join the hype, those who don't can feel left out or clueless.

Speaker 3: 23:40

And then he mentioned I don't like that okay.

Speaker 2: 23:43

I don't really don't.

Speaker 3: 23:45

I get it, but I don't like, I'm not a I'm not a basketball sports ball fan, but at the same time. I'm a football fan, I'm not a basketball fan, so but even when we had brackets in the office and everyone was like losing their minds, it was still fun to be part of it. Yeah, I don't know, the energy was fun. I don't get ostracized.

Speaker 2: 24:04

Exactly Going going to fantasy football. Someone asked me if I would join the company fantasy football team. I said hey, I'll be glad to join and have fun. I said I'm not good at it at all. I said I, you know, just like I did on our fantasy football podcast, I'm almost always dead last in fantasy football. I'm just that's not my thing about. I'll do it, I'll have fun with you and I'm not going to end up not sending me an invitation. That was, that was fine. But I don't think you can feel really excluded if you're doing a pool or something like that then, and or brackets, I mean it takes okay, it doesn't take that long to fill up brackets, unless you're one of those people wants to dive in and you know, on a Tuesday night with temperature above 70 degrees and coming in break number three this guy does great now and there, god love them, there people.

Speaker 3: 24:55

I choose my brackets based off the mascots. How much I like the mascots of the team?

Speaker 2: 25:02

Hey, it can work. It can absolutely work, absolutely work. That's what's so fun. You know what's his name Warren Buffett puts up his own money, usually every year, to correctly pick all the games and the March Madness. I haven't seen if he's doing it this year, but I know in the past he has enough. I filled out my bracket for him and I have not won, but anyways. The final thing he mentions is a fear of missing out the FOMO effect, and it can cause the escalation of commitment issues.

Speaker 2: 25:31

When people get hooked on checking the news scores, watching the games and so on, it's easy to increase the amount of time spent on it, meaning more time away from working, more difficulty doing what you're actually paid to be doing, and I can understand that. You get your phone. You get notifications that you're Of all the scores if you want them, or sometimes you don't want them, but yeah, you can definitely overdo it, but that's anything in life. But I don't know. I enjoy it. I think I would encourage it actually in the workplace, as long as I would say no, as long as there's no real money exchanging hands. I did a workplace pool once where your brackets cost you, I think, five dollars and two dollars of it went to whatever charity and then went to the winners, earnings or whatever you want to call it, and for five dollars, I don't care. You know, I'll fill out a couple brackets and see who, and just to just have fun with it.

Speaker 3: 26:34

That's the kind of stuff I miss working in an office, I miss being part of that stuff, like even even though, like I said, I'm not a basketball fan just the energy, I believe. Probably the benefit outweighs the cost of it. Oh yeah, as you mentioned before, it's all about the employee engagement and the camaraderie and the likelihood to stay in a place where you feel that. I think that, like what people? What people are going to work? If like less a few hours because of it, that just let them be, let people be.

Speaker 2: 27:11

And this is like the truest form of, like organic team building. You don't need any manage. Actually, the less management intervention in this case, the better. I think there would be some rules on gambling and betting and things like that. But if it's a pool, you're putting in a couple bucks, like I said, I'm sure at your work they have a baby pool for you. What's the date, what's the day, the weight, all those other. So I'm a guy, I've participated in this pools. When people go out on you know about to go out on maternity leave, you, you buy a block for the height, weight, you buy blocks for the day all the time. I mean, who cares? And in those cases the one place I worked that did that, a block was like two dollars and it went to the gift. Yeah, yeah, by block, to our sure, don't care are you?

Speaker 3: 28:03

are you sure you weren't feeling ostracized doing maternity pool?

Speaker 2: 28:06

No, I thought it was fun the way they did it. You just bought a block and they put in the numbers. After you just put your name and then they wrote like, yeah, so you're buying it blind. I was like, sure, yeah, I'll have some fun with this and see what it is. And now I did not feel ostracized, I did not feel harassed, I did not feel discriminated against. It's fun.

Speaker 2: 28:31

And you know what? I'm not into a lot of sports. I'm into college football, college baseball, college basketball. But if someone were to come up with a Stanley Cup finals bracket sure, I know absolutely nothing about hockey I can name maybe five players. Maybe they might have retired by now, I don't know, but I can maybe come up with five players. But what the heck, it's fun, why not? Why not do it? Have some fun, camaraderie. And I think, as a HR person, it's also maybe more important for us to get involved in those things as participants, because that'll help reduce that vision of us being the bad guy. Oh, hr, better not let HR know this, or you know, whoops. You know, the other day I walked into the break room. Oh, I can't say that HR's here.

Speaker 3: 29:19

It's like whatever Say, whatever the fuck you want, I don't care yeah that's a really good point, because it's not only it humanizes us, but it also gives people permission to take part in these things too, because I feel like, oh, we can't do this, we can't do that. And if we participate, it's like, oh, this is, this is allowed, it's fun, it's part of the culture, just do it.

Speaker 2: 29:43

And, like I said, it's so organic and it doesn't. Okay, it does cost the company productivity, I'm not going to deny that, but I think some of these numbers are really escalated. I just I don't know how they would calculate that. Yeah, I'm going to. Let's say, I spend a full hour completing my brackets. I don't take that long, I just, like you know, I like them, I like them, I don't like them, and go through it. And if you want to pick my mascots, that's cool. Maybe you have to spend some extra time googling what I don't know San Jose State's mascot is, because I couldn't tell you what that is. To see if you like it better than the other team's mascot it. And yeah, we're good.

Speaker 2: 30:27

People are going to chat and talk, and that's another thing. Talking about the games, oh, did you see you know what happened to whomever, whatever team? It is that this game does? Those types of things are good for the environment and, like I said, I would do as much to encourage it within within reasons. I have a, just a, a, a good, healthy experience with it. Oh, no, fun, fun stuff, and I'm looking forward to March Madness. I have not watched as much college basketball this year than I, as I have in the past. So you know, I'm, I'm, I'm going in a little bit blind, but I'm, I'm looking forward to it just the same, just because it's fun and and you're getting the best, the best out there right now, yeah, so, and yeah, I'm in a little fine.

Speaker 2: 31:12

Yeah, yeah, point this this well. I guess we we didn't go to Jada in this, but I would think even as as an OD professional, you could it's got to have real value. This. I think it brings real value that you can be measured and, beyond the loss, productivity. And if, if there's an individual that's having a problem and they're, you know, watching TV all day long versus doing their work, that's an individual issue. That's not a a thing that makes you have to have to cancel the whole thing. Okay, no, march Madness at our office, cause, just once again, manage your people. Hey, get off the TV, warren, you've got to get this work done. You know we have a deadline. Or hey, I don't care if you check the scores and updates, but you can't be watching the TV there, for you know, eight hours a night or whatever it's, it's, it's crazy.

Speaker 3: 32:06

To add to that too, I used to work in a. I used to work on a learning team and the team you know this is back when I it was for GE it was like I don't want to say it was a call center environment. It wasn't, but it was like a ticketing kind of environment because this team took all the LMS what is it? The LMS requests from the entire company and there's a one person on the team and he would just have his iPad set up and he would be streaming all day and people would complain because they'd be like, oh my God, like is he even working? But at that environment, like you kind of see people's KPIs and their productivity, and it's like this person is like the number two on the team. If him having Netflix streaming something in the background while he works works for him, then mind your business. Mind your business Like. If you're doing the work, who cares?

Speaker 2: 33:02

Exactly that. That's actually something I had to teach myself because where I work now, there are any number of people you go by. They've got Netflix going, they're watch, they're actively watching as they're working and as a HR person, you know. And and old foggy on top of that, I. That's not right. That's not right. And here I am.

Speaker 2: 33:24

I mentioned I'll watch a ECU baseball game, but I'm not dedicated watching it. I even have it on mute, I'm just peeking. It's there so I can peek at it when I want to. And, yes, I will hit Rewind and if there was a play that I miss or something like that, but as long as, as long as the work is getting done and the manager doesn't have a problem, then it's not my business.

Speaker 2: 33:46

And you know, it's still cringe worthy to me sometimes to see people doing it, and it's especially in certain more visible positions, you know when, but I haven't heard any complaints. Hey, you know, this person put me off because they were watching TV rather than, you know, helping me do whatever I needed needed help with. So you know, until it gets that person, let it go, let it go. And I do think some people are more productive my, my wife. She works from home and she has investigation discovery on 24 seven in our house. To begin with, it's like why she's listening to it in the background as she's working and that's her. That's her white noise, if you will to to get her work done as investigation discovery and you know I'm on a Vanderpump rules kick right now, that's in the background while I'm working.

Speaker 3: 34:38

Yeah.

Speaker 2: 34:41

I haven't tried that. I tried music once upon a time and it didn't work well for me. I'm still, like said, old foggy, I'd like just working noise.

Speaker 3: 34:53

Just silence.

Speaker 2: 34:54

Yeah, working, noise, silence, the chit chatter of people walking you know, I still work in the office the chit chatter of people walking around, talking, doing what they got to do, that's, that's good. So, anyhow, I think that's all we've got for today. Anything else on your end.

Speaker 3: 35:15

No, I'm good.

Speaker 2: 35:17

All righty. Well, I think our best practice for today is get that March Madness bracket in as they. They just announced the seedings and the tournament place, so get them out there, have some fun with your team, even if you don't like basketball. I like said, have fun with that. Let's see here at the voice artists doing our intro is Andrew Culpa and the music our intro and outro music is double the double by the underscore orchestra. As always, I'm Warren.

Speaker 3: 35:46

I'm CC.

Speaker 2: 35:49

And before I say we're here helping you survive HR one fuck, what the fuck. Moment at a time, I'm going to say get those questions in for the AMA. We'll get some social media on both mine and CC or the Jada HR and CC's boozy HR account. So send us your questions and our special guests will be reading the questions and we will respond to them and give us some crazy ones. I want to hear what you got. I know you got some really good humdingers out there. So now I'll say now I'll say we're here helping you survive HR one, what the fuck. Moment at a time.