HR BESTIES - Someone Just Quit... What (Should) Happen Next?

Episode Date: August 7, 2024

Today’s agenda:  Malicious intent salsa Cringe corporate speak: Juice isn't worth the squeeze Hot topic: Losing a team member do's and don'ts It can be personal (but might not be) Best practises for leaders Transparency and communication Transition Strategies Questions/Comments  Your To-Do List: Grab merch, submit Questions & Comments, and make sure that you’re the first to know about our In-Person Meetings (events!) at https://www.hrbesties.com. Follow your Besties across the socials and check out our resumes here: https://www.hrbesties.com/about.  We look forward to seeing you in our next meeting - don’t worry, we’ll have a hard stop! Yours in Business + Bullsh*t,  Leigh, Jamie & Ashley Follow Bestie Leigh! https://www.tiktok.com/@hrmanifesto https://www.instagram.com/hrmanifesto https://www.hrmanifesto.com Follow Bestie Ashley! https://www.tiktok.com/@managermethod  https://www.instagram.com/managermethod https://www.linkedin.com/in/ashleyherd/ https://managermethod.com Follow Bestie Jamie! https://www.millennialmisery.com/ Humorous Resources: Instagram • YouTube • Threads • Facebook • X Millennial Misery: Instagram • Threads • Facebook • X Horrendous HR: Instagram • Threads • Facebook Tune in to “HR Besties,” a business, work and management podcast hosted by Leigh Elena Henderson (HRManifesto), Ashley Herd (ManagerMethod) and Jamie Jackson (Humorous_Resources), where we navigate the labyrinth of corporate culture, from cringe corporate speak to toxic leadership. Whether you’re in Human Resources or not, corporate or small business, we offer sneak peeks into surviving work, hiring strategies, and making the employee experience better for all. Tune in for real talk on employee engagement, green flags in the workplace, and how to turn red flags into real change. Don't miss our chats about leadership, career coaching, and takes from work travel and watercooler gossip. Get new episodes every Wednesday and Friday, follow us on socials for the latest updates, and join us at our virtual happy hours to share your HR stories. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Malicious intent salsa. Is that a new flavor? Yes, it's very spicy. So I've been pretty vocal the last four years I've been on socials that I'm not a huge fan of office potlucks. And there's numerous reasons why, but I would say the main reason is my husband is an executive chef. And unfortunately, over the last, you know, 15 years we've been together, I'm very knowledgeable about food safety standards from him. So the idea of

like just knowing some people's like houses and how they prepare food. So I'm just like, I'll participate and I will bring store-bought cookies or soda or the plates. But usually you won't really see me eat unless it's probably my work bestie, because I've probably been to their house and I enjoy it. So not that long ago we had an office potluck and I had an employee come in the day after and complain that they were rather sick from another coworker salsa that I had brought in. So spicy that they got very, very, very sick and was in the bathroom all night. That second level of detail is always one that you're like, okay.

You know that burn. So shortly after that employee came in, I had another employee come in and complain also about the salsa. And then I had another employee come in about the salsa. Now what I will say is these three employees were all in the same department. So I'm sure they talked. And I did know that there was some beef between one of the coworkers and the person who made the salsa. Now I did not have the salsa. So I cannot tell you if it was super spicy or not. But I can tell you that we decided that

we were not going to do potlucks after that. We just thought it was best practice. And then it actually kind of worked out because COVID hit and no one was doing potlucks anyway. And we were doing more brought in catered food, but not potlucks. But yeah, I did ask a few people, my coworkers, if they found it spicy. They were fine. No one else had complained. Now, I don't know if they drank like a gallon of it, but yeah, she complained it was malicious intent.

Yeah, salsa. And Yes, definitely an informal. Yeah, yeah, I know, right? You didn't take it to the lab, right? Did you have diarrhea today? You didn't take fecal samples to the lab or anything. Yeah, I didn't send out a serving monkey with, did you eat the salsa? Did you shit your brains out last night?

Was it hot? Did you shit your pants? Did you have the chicken or the fish? If anybody gets that reference, I salute you. So my mind went to, it wasn't laxative laced, right? Like they didn't put anything in there. No, it was not. It was not. I mean, two things. One is someone is home making salsa. If Lee told me that, like in San Antonio, I may be like, okay, maybe in Deza, Texas thing. That's really going above and beyond. I mean, I'd buy some Tostitos, you know, on my way

into work and call it a day, but homemaking salsa, I've certainly never done that. Salsa's pretty easy to make. Okay, well. That's a little next level though. I mean, you know, depending on what type, but I'm just saying that's, that is a lot of labor, you know, like, especially if you're burning your peppers on the stove and stuff. Oh. And then you have to blend them. And then, I mean, you know, so it's, it's a little effort, you know, I mean, and it wasn't a salsa competition or anything, right? Just a potluck. No, it was not. Or like a chili cook off. Oh God,

those are bad too. We've hosted one of those before. But here's my thing is saying it was hot, what like the delayed complaint. Like, didn't they notice at the time? Like, oh, that's, ooh, that's the spice they expected. They just kept going back and forth. Exactly. Well, apparently was from the shits. That's why they complained the next day to me. And they only had the salsa or did something else give them the shits?

Like a potluck for more of them. Exactly. Like, let's be honest, Lord only knows. Plus I can be a picky eater too. So like that's why I'm not a huge potluck gal. I'll go in there, I'll socialize, I'll sit down at the table. But like I didn't try the salsa, though I kind of wish I would have now. Oh, I know.

Just to see how hot. Just to test your mass, you are a masochist. I mean, the road to hell is absolutely paved with office potlucks. Oh, God, yes. Absolutely. You know, this is totally giving, buying coffee from McDonald's and suing them because it's hot. You know what I mean? Like, you're going, it's hot sauce. I love, though, the text chain. They probably had to be like,

I'm going to go tell Jamie. I'm going to talk to Jamie in the morning. But again, if you are in HR, every single time you do anything that you're trying to do to create that engagement that you're tasked with creating, from a holiday party to a public,

we're trying to create this, block out your calendar, half day, full day, multi-day, depending on the event. And just know that informal or formal investigation is coming because that is the dessert of every office potluck or thing. It is. It is. It is HR's sweet investigation. Damn. Someone's going to tell you about their ring of fire. You know what I mean? So what's it like to buy your first cryptocurrency on Kraken? Well, let's say I'm at a food truck I've never tried before. Am I gonna go all in on the loaded taco? No, sir. I'm keeping it simple. Starting small. That's trading on Kraken. Pick from over 190 assets and start with the 10 bucks in your pocket. Easy. Go to kraken.com and see what crypto can be.

Not investment advice. Crypto trading involves risk of loss. See kraken.com slash legal slash ca dash pru dash disclaimer for info on Kraken's undertaking to register in Canada. This episode is brought to you by Dyson On Track. Dyson On Track headphones offer best-in-class noise cancellation and an enhanced sound range, making them perfect for enjoying music and podcasts. Get up to 55 hours of listening with active noise cancelling enabled, soft microfiber cushions engineered for comfort, and a range of colors and finishes.

Dyson On Track. Headphones remastered. Buy from DysonCanada.ca. With ANC on, performance may vary based on environmental conditions and usage, accessories sold separately. Well, on that note, shall we kick off our meeting, ladies? It is time to start. I have a hard stop. Oh, of course you do, Jamie. We're starting the meeting, trying to have this pleasant. And there's Jamie looking for us to end it.

Come on, girl. Mm hmm. Because she had some of that salsa. So she's got to. starting the meeting trying to have this pleasant and there's Jamie looking for us to end it. Come on girl. Mm hmm. It's because she had some of that salsa. So she's got, she's on borrowed time over here. Oh gosh. But first things first, we are going to jump into our cringe corporate speak. And today that's going to be brought to us by Ashley.

She's got the onus for that. And then we are going to pivot into our meeting hot, hot, hot salsa topic today, which is all about, hey, someone just quit. Now what? What happens next? Right? When someone resigns in your organization, what should happen? All right. So we're going to dive into that. And then of course, per usual, we will shift into questions and comments and open the floor before we take that hard stop. All right, Ashley, over to you. Well, when you have something hot, you may be trying to think of what you can have to

temper it down a little bit. And you may think of milk. But something else maybe is juice. And maybe the juice isn't worth the squeeze. Ooh, that's a classic. Have you all ever heard this in the workplace? Yes. Absolutely.

I'm guilty of it too. God, I just used it this morning. Oh, you say that? I am too. That's why I'm like, oh, sometimes you got to, you know, give yourself a 360 performance review. It means giving yourself one sometimes. So how do you use it, Jay? Well, actually, it was when we were talking about something based on our business, which is the HR besties pod. And I and we're talking about how some analytics and the juice just really wasn't worth the squeeze. It wasn't worth it to continue going with something that we were doing. So yeah, just to clarify, it wasn't the show.

No, it wasn't. No, it wasn't. No, it wasn't the show. It sounds all vague and like ominous, you know, but just an admin thing, you know, hey, the juice ain't worth the squeeze, all those all that effort. Oh man. And what it means is basically, exactly, it's not like what you're going to get out of it isn't worth the effort. But it just, it sounds kind of funny to me. Yeah, it's better than saying ROI or something all technical, right?

I mean, juice is cute. Well, let me see this. When you have juice, do you drink it like get the like, you know, Tropicana, Simply whatever, like your bottled juice or do you like get fresh squeezed juice? I don't drink juice. Yeah, I don't really drink juice either. But I mean, I can't, I don't have like a juicer, you know what I mean? So I can't. Yeah, that's kind of what I mean.

I used to juice. I've had a juicer. I bought them like, like, like, you know, like, I bought them, they've lived inside that box. And then I've sold them at a yard sale for about 15% of the price per my usual. But wait, what do you drink? Water. Ice tea, water, Gatorade, Gatorade Zeroes. Oh yeah. I actually do know what you all drink because I've had you drink to my house and you've never asked me to have juice. No. Well, I drink a gallon of water a day. I'll drink a cup of coffee in the morning. And then if I'm feeling frisky, I'll have a white claw, which is also water.

Protein drinks. That counts as juice. That's juice. That's my mommy juice. A freshly squeezed white claw is always huh. After a long day of HRing. Yeah, back in the day, to your point real quick Ashley, on juicers. I bought a juicer, I was trying to get healthy, right? This is early 2000s, mid 2000s, I don't know. And I was excited to try ginger for the first time. I'd never tried ginger. So, you know,

I buy a big old thing of ginger, right? I juiced the whole thing. Supposing with ginger, you're just supposed to do a little bit. Well, I had no experience with ginger. Oh my God. And so then I take a drink, right? And I spit it out all over my kitchen. It was so freaking spicy. It was maliciously spicy. Oh my gosh.

My sinuses were so clear. Because see, I love a ginger ale. So I was like, oh, I'm going to love this. Holy crap. Woo. Spicy. Gosh. That's a good one. How did you use? Juice isn't worth the squeeze. Most recently, Ashley. Is that that's a go to for you? Yeah, same conversation. But like I will use it casually. But I also hate myself when I say it. Like it does sound kind of corny coming out. And I can hear my husband downstairs when he's on work calls sometimes if like my door's

open I can hear it coming from down there. So yeah, yeah. And I've kind of chuckled to myself and then I say it myself. So yeah, it's just a good idea. Like it's not worth it. You know, we have a lot of things going on. I always have a big to do list in life, you know, as you all know, overly ambitious and you got to figure out what's worth that squeeze

and not. Do you say ain't or isn't? I mean, I say ain't when I use it. Do you say ain't worth the squeeze? Do you say ain't worth the squeeze? Probably ain't, I guess that's true. Being from Kentucky, yeah. Do you?

I don't know, actually I might not. I do think I say isn't. I get formal. Yeah, I think I say isn't too. I'm corporate. I have my corporate mask on, you know, rather than my true Kentucky self where I say like, you're all and things like that. Oh, the juices aren't worth the squeeze. Well, now I'll have to say it and then I'll immediately recreate the conversation

and video it to you. What do you say, Jamie, Tennessee? I say isn't. Okay, see, juice isn't worth the squeeze. Yeah. Yeah. Which is weird because I'm pretty redneck. We do we got our corporate a corporate speak Isn't isn't is our next corporate sweet. Don't say that. Oh Gosh, we learn a lot here. Don't we got well shifting into Someone's gonna comment and say I do not I have information removed from my house. It's business and bullshit people. Come on Someone's going to come in and say, I do not. Exactly. I don't need to. I'm not. I have information removed from my head from listening. It's business and bullshit, people.

Come on. All right. Exactly. Exactly. With Uber Reserve, good things come to those who plan ahead. Family vacay? Reserve your ride as soon as you book your flights. To all the planners, now you can reserve your Uber ride

up to 90 days in advance. See Uber app for details. Introducing TD Insurance for Business with customized coverage options for your business. Because at TD Insurance, we understand that your business is unique, so your business insurance should be too. Whether you're a shop owner, a pet groomer,

a contractor or a consultant, you can get customized coverage for your business. Contact a licensed TD Insurance Advisor to learn more. T.D. Insurance Advisor T.D. Insurance Advisor All right. Well, shifting over into our hot topic of this meeting, we've had a lot, a handful or two, right,

of followers and listeners reach out with, you know, some questions but also some complaints and, you know, just the venting of, hey, someone left my team and this happened, or this is how my manager addressed that termination or lever or whatever, you know, lots of comments and feedback from folks on people quitting.

And so this topic is all about, hey, what are some best practices when people leave, when people leave the team? Jamie, didn't someone reach out to you recently? Jamie Dillion Yeah, so someone, you know, it was in our HR besties DM had reached out that they had recently resigned and, you know, their manager basically ghosted them after that. They didn't hear from him, didn't see them in their in their notice period, and it was longer than two weeks. And that's what you don't do.

You know what I mean? And I think a lot of times, what's upsetting is managers take it personal, and it, and it may very well be personal. Let me, let me just say that because I think there's a statistic that says like 79% of the time people actually leave a job because of the manager, not their job or their coworkers or even the company, it's their manager. So it may be personal, but it might not be. It might be that they're maxed out. There's no growth in the organization. And the best thing to do is to one congratulate that employee. Like congratulations, where are you going? Do you want to share? Are you comfortable with sharing? What are you going to be doing? I'm so excited for you. Hey, let's set up some time, you know, maybe today or tomorrow to kind of get together and figure out a transition

plan. Like, that's how you handle it. Mature and professionally. Yes. I can think of a situation and it's true. I think it, to your point, Jamie, it goes with that immediate instinct and just knowing. It's probably gonna be as a manager on your worst day that your best employee quits and your initial thought is gonna be,

fuck, what am I gonna do? And that may be, and it can be, it can be for all sorts of reasons. It's often personal, but it's personal to that person that's leaving for another opportunity. You know, their financial situation, their goals, their work-life balance. Am I afraid to, you know, when my kid's sick, am I more worried about my boss is going to respond? There's so many personal things. But I was definitely in a situation once and was told what many people are is don't tell anybody. Okay. Well, Oh God. Yes. And some we have to figure out

a transition plan. It was until my very last day in, and this was a very like pretty big role. And so I'm trying to be, you know, a good employee and listen to what they're saying, even though I was a leader and I'm like, okay, I don't want to my last day, someone came and they're like, wait, I just saw like exit thing for you. Like, oh, this is a typo. And I'm like, not a typo. And I'm so mad at myself for not then, you know, managing up and saying, okay, well that's going to lead to uncertainty. I'll give it like a day, but I'm not going to hide this from people. That's also an explained why that's like so unprofessional. And it was so awkward. And like, I remember to this day after I left people like, oh my god, I sent you something. There was like a bounce back. And you're

like, I was told not to say it. Like it's so like people, people often know and if they don't, the rest of the team is watching. And so your leadership goes beyond just your reaction to that person. So what should a leader do then in that case, right? Someone comes and says, Hey, I'm quitting. From a communication standpoint, like what's the best practice? I do think it's important to have a transition plan. However, I do not think that people expect that immediately. I don't think, you know, other employees, like if you learn someone in a leadership role, we're not going to figure it all out right away, right? someone in a leadership role, we're not going to figure it all out right away. Right. So I think it's okay to announce it. You know, I don't know.

I don't know how soon, you know, if you have a month notice, then I would announce it as soon as you can. Right. Because you need, you don't realize that position, how tied it is to different parts in the company. And I'm not even talking from like an HR sense. Right. So you don't understand, like people need to know that information. I understand that it's important to have a transition plan and some people would prefer that. Like I know, you know, at a company recently, they were, they did not want to announce it till they had a full plan who was going to do what and announce it that way. I get it. I do get it, but I am all about transparency

because there's probably things that they didn't think of. There's probably things that are hanging out in the air and just be honest, be like, Hey, so and so is leaving at the end of the month. We wish them well, blah, blah, blah. We will be taking the next week or two to devise a transition plan and we'll send out communication when we have one. Like I just, I think sometimes they're masked in secret. See like, like yours, Ashley. And I don't understand why it has to be a secret. Like it's not necessarily a bad thing that they're leaving. Like it might, like I said, it might be for growth. They might be going out to do amazing things at a different company. Um, doesn't mean they're going to even speak poorly of their current company. They might hate their manager, but you know, empower them and show them the proper way of leaving the company and not getting bounce back emails and then

getting a text being like, Oh, you left? I didn't even know you left. Yeah, for me, transition plan to me means the transition of the work of the lever to whoever else in the organization, right? So there's that piece of it, like, what are we going to do? We're going to backfill this job? What decisions are we going to make about this? Does something get absorbed somewhere? Do we shift this work? Do we even need the all those questions around it when somebody leaves?

But it's about the work and the task. But then there's also the communication plan. And so to your point, I hate it when an organization wants to just keep it kind of in the dark, right? Because nine times out of ten, the person leaving, they're actually excited. Like they're ready for that next role. They want to share this. They want to get it out. They want to start their transition of their work even, right? They want to start clearing the plate and all of that. And so what makes the most sense and what I've seen as a best practice is,

you know, a leader saying, Okay, well, from a formal written communication standpoint, that can come later, right? That can come a couple days before you leave, whatever. But if we are comfortable, let's have a team meeting with the department, right? Let's share it on our next team call. Let's have a quick meeting with the department, right? Let's share it on our next team call. Let's have a quick 15-minute stand-up meeting, depending on whatever your position is and level, to announce it to your peers and colleagues that you work closest with. And that is a sign of respect. I mean, you know, so your leader should know, your HR should know, but then that leader

should take it upon themselves to be like, hey, Lever, you're comfortable now sharing this. We're on the same page. A day or two has passed. We're good. You're for sure leaving. OK, let's have a team call so that we can share it with your closest colleagues in our department

and our team, and just so everyone's on that same page. And again, does that have to be written? I wouldn't put it in writing, but I think that that is a sign of respect to the people that you've been working closest with. And again, that should be the leader coming in and saying that, hey, my staff meeting's tomorrow. If you're comfortable,

I'd love to announce that you're leaving, right? Well, and I think one of the good points, because it is, and Lee, you've used the the term with them before what's in it for me Everybody at an organization that's there. That's their concern. That's another day What's in it for me? And that's a good thing because that means you know If you think more about their perspective and the questions they're gonna have then you can proactively answer those so great shift that mindset But this aspect of communicating the transition plan one question one question is, and if we keep it,

if we keep, okay, keep in the dark until we have this plan, well, who's deciding that? And are you including those individuals, including those direct reports, those colleagues? Because if someone's resigning, first of all, often people already know, everybody's talking about it and they're like having a side bet to be like, when, when are they actually going to tell us what we already know? But it's also, if you then announce this plan, then you may be, you hopefully have talked to the people that it will directly impact, meaning people that will take on work

or people that will take a role. That happening is better than not having those conversations because at times that does happen. And they're like, we're gonna spread the work on the team. And the team's like, I'm sorry, you're gonna do what? We have not had this conversation yet. But one question is, if you announce it before you have a plan, you can get that input. You may have someone raise their hand and say, Hey, I'm interested

in this. I have. And that can have those opportunities. So having that immediate communication about this, we're figuring out if you have an interest, if you have questions, let's talk about it, getting the input and having the plan. So when that plan comes about, people aren't surprised because the person you may think is going to fill in this role, they may be interviewing elsewhere and they're going to resign two weeks later. And all of a sudden you're like, well, shit, I didn't know that. Well, if you'd opened up the process a bit more, they may not have raised their hand for it.

And so I think it's just, there are a lot of benefits to being transparent even when your plans aren't clear in the absence of information People are going to fill it in. So if you're a leader listening to this you want to show What your position is about that person leaving you want to say God? So when so was leaving we wish him or her the absolute best moving forward What a testament to their development here and their experience that they now are taking on this other type of job or work, like kudos. And we are going to figure it out together.

I don't have answers today. See, and I think that's why that conversation doesn't happen a lot, is because there's this idea that as managers or leaders, we have to know everything all the time. And so many, I'd say the majority, from just my experience or leaders, we have to know everything all the time. And so many, I'd say the majority, from just my experience coaching leaders, they are very uncomfortable. Leaders and managers are very uncomfortable expressing that they don't have an answer to something. And that's just being human. That's just,

I mean, that is just humane. You kidding me? I do that shit all the time. I'm like, I don't know, but let me find out. Exactly. It's totally fine. Exactly. And I'm totally comfortable with that. And you do not look like an idiot. You look like an honest, genuine, real, authentic person when you do that. So standing up in a meeting with your people, you get a lot of bonus points, actually, when you can say, gosh,

I do not know what the transition plan is next. We are going to figure it out. points actually when you can say, gosh, I do not know what the transition plan is next. We are going to figure it out. But what's important is that you know that so and so is moving on. Kudos to them. And I'm cool with it. That's what you're expressing. I'm supportive.

And I would be supportive to all of you all in your growth as well. And that goes such a long way. And I think it speaks volumes of the culture at the company if they are keeping it under lock and key. Sure. Because I've been at that company before, right? Where it was all hush hush and, you know, and even myself, I, this was a while back, but I resigned on a Monday and by Wednesday my position was posted, but it wasn't, my resignation was

not announced. So I started to receive text messages from coworkers being like, Oh my God, what's your title again? Why is there a director of HR post toxic red flag, red flag. Oh, and of course me, I'm like, I'm not supposed to tell anyone, right? Cause they asked me not to. And I'm like, well, I'm leaving. Like, I'm not going to lie. Like, that's why my position's posted, because I won't be here come, you know. I was on. But I think I do think and you know, you, you hear me talk about things like a chat GPT. And a lot of times when you're a manager, when you're in HR, when you're a leader, thinking

like, what do we do? I do think a lot of practices on this podcast are, I mean, they're everything we've said is common sense. But people do not think of it or have that perspective because you're with them. What's in it for me is out of fear and oh, people are leaving. This is going to cause a chain. My boss is going to have, you're, you're, you're flooring down beneath. And so even putting into chat GPT saying when my best employee resigns, what should I do?

What should I think of? And again, it can start to generate that type of list, so things to cover off on. But even thinking about in that conversation, people say sometimes, oh, should we ask them? Should we should we counter to them? I generally don't see that being successful, because when you're telling that person, you're only going to get a raise or promotion because you quit. That can be a short-term band-aid. Not to say there haven't been times where that does work out for the best, but often there's going to be that lingering resentment and they're going to be gone at some point in the future.

But asking them at the very least, what are things that if we'd had here would have made you stay? And really thinking about what you can control, what you can influence, and really having that genuine reflection can help it not feel like such a gut punch in the future. Yeah. I love what Jamie said earlier about how, because it's very true, managers take that very personally when somebody leaves. And some should.

They should see it as a signal that perhaps they suck and then maybe they want to develop. But I think that the best leaders I've had and the leader I've tried to be, boy, I see that as a sign of my leadership and ability to develop somebody to where they're ready to take on something new, right? So, I mean, if you shift your perspective as a leader and when your best person leaves, you know, congratulate them, throw them a, throw them, buy a cake, right? Throw them a happy hour, do whatever you can, congratulate someone walking out the door because people, again, what is that adage?

I suck at adages, but people rarely remember like your actions or what you say, but they remember how you make them feel. And that is so true. And so showing that support in that way, gosh, that is a true sign of a leader. And then for me, as a leader, I should not be scared or worried about the what's next. I should see it as an opportunity. Oh, wow, this role that has had someone in it for 10 years now is open. What do I want to do with that work? How do I modernize that position? This is an opportunity for me now to grow somebody else.

This is an opportunity for me to change that job and position because times have changed and I need to catch up to it. This is an opportunity, somebody leaving. It is a great thing, right? So kind of shifting that perspective that now, oh, I get to do a little movement on my team. Fantastic.

If that position needs to stay as it is, as a manager, I should already have an idea on backfill. I should have already been kind of grooming a couple of people. I should know the succession plan for that, you know? And so I should take comfort in, gosh, I've been growing people, I've been supporting people, I've been developing people. I know what happens next year. Either I'm blowing that job up, the work has now changed and shifted, business has shifted, and now I get to invent

and create something new, or, oh, this is a perfect opportunity for Tom and for Alice, you know, to compete for, whatever, and I cannot wait to grow my people, right? I mean, so shift the perspective here. It's an opportunity. It could be a beautiful thing. Have y'all seen where they host going away parties for certain people too? Yes. Yes.

And then it's like not for others. And so the ice feels frostier when it's not. This person resigned even though they were on a PIP. We're not going to throw them. But the person right next to them, we're they were on a pip. We're not gonna throw them, but the person right next to them, we're gonna throw a party. Like just don't do them at all if you're not gonna do it for everyone.

I know, good point, good point. Bumble knows it's hard to start conversations. Hey, no, too basic. Hi there. Ugh, still no. What about, hello handsome? Ugh, who knew you could give yourself the ick? That's why Bumble is changing how you start conversations.

You can now make the first move or not. With opening moves, you simply choose a question to be automatically sent to your matches. Then sit back and let your matches start the chat. Download Bumble and try it for yourself. This is an ad by BetterHelp. What are your self-care non-negotiables? It's hard to make time for the things that keep you healthy, but being consistent with self-care is like working a muscle.

And when life gets crazy, that muscle keeps you strong. Therapy is the ultimate self-care, and BetterHelp makes it easy to get started, with affordable online sessions you can do from anywhere. Never skip Therapy Day with BetterHelp. Visit BetterHelp.com to learn more. That's BetterH-E-L-P.com. Awesome. Well, let's transition, then. We need to move steadfastly through the meeting due to hard stops

That's a good that's a good boy. Did you use wait you're talking to you couldn't even use the Microsoft Word left-click right-click Whatever the source I do use big words But any questions or comments to close this meeting out? I have a question please if we. I have a question. Please. If we were to have a potluck, what would your go-to dish be? Okay, Derby pie. Ooh.

Although I can't call it a Derby pie because that's trademarked. So you'll see it called a Pegasus pie or things like that. But it's like a- What is that? So it's like a, it's for the Kentucky Derby. It's like flour, sugar, chocolate chips, pecans, some derby maybe. Oh! Yeah So it's like, it's for the Kentucky Derby. It's like flour, sugar, chocolate chips, pecans, suburban maybe. Oh! We call it Jackson pies here.

Okay. Yeah. See, it's like people call it different things, but it's a classic. It's like a mix between a cookie pie and a pecan pie. It's delicious. I've made it and have people give the recipe. My dad makes great, really great ones. And so I've made it and have people give the recipe. My dad makes great, really great ones. And so I've made it and been requested

to give that recipe, go to. OK, well, next time in Atlanta, you're making us Derby pie. I will, for sure. Pegasus. Don't. Pegasus. HR besties pie. There you go, HR besties pie.

I like that. Leah, what about you? Well, it depends on how much I enjoy that job and the people within it. OK, if it was an HR besties only. I like that. Lee, what about you? Well, it depends on how much I enjoy that job and the people within it. Okay, if it was an HR Besties only potluck, how about that? Homemade, well, this is about to be very telling. She's gonna be like, store-bought sausage.

Yeah, I was just about to say, store-bought cookies. You know, the sugar cookies with the frosting. Yeah, this- Well, I was gonna say, see, so I'm a cookie baker. I have all the equipment, so I could make some really bad ass, like I could do our logo and stuff and flood the, you know, get it all nice, like HR besties.

I just learned that about Lee. Wow. Yeah, so I do enjoy doing that. Always do that around the holidays and whatnot, you know? But so I could make that. But then from a main dish perspective, I'd probably make y'all like a chicken mole or a spicy green chicken, chicken, creamy enchiladas, like you know, something like puro like that, you know, tamales during Christmas.

I know. Yeah. Next time in San Antonio, I would bring the Taco Bell. Maybe a Chicken Littles from KFC. Also a favorite. Jamie? I will. Okay. So obviously, yes, my husband is a chef, but I really do enjoy cooking and baking. And so I have two dishes that I would probably bring. One of them is what I call my famous baked ziti. I've perfected it over the last couple of years. I actually, it's funny story in college, in one of my

HR classes, we had to do an instructional video and I did it of baking the ZD and I got an A on it. I was the only one who got an A too. But anyway, I would do that or I really, my, yes, I have a D, I have it on DVD guys. I had to make a DVD. This was like in 2004. I had to like go to the library and use iMovie before I even knew what iMovie was. Anyway, so, and then my second one would be my chili. I just, my, my husband likes my chili and that's kind of like a seal of approval for me. So if a chef likes it, then it must be good. Yeah, if the chef likes it. He also does like my CD too. So I call it my famous big CD like this. Oh, no. Yeah, because that's what so I made a name is frolic. So on the DVD, it's

Mrs. Frolic's famous big day. I'm all formal. So that's what I, in 2004, when I made the DVD for my class, I still call it all formal. What do you got, Ashley? Any question or comment? Jamie's story just made me remember, when I was in law school, I got the highest grade in the class in two classes. One was an employment law class. So I won the

award for my graduate in law school for performance and employment law classes overall. But the other was a class called real criminal justice, R-E-E-L. It was all about movies. This is totally the kind of class I would go to. And I became a teaching instructor for that class and taught people how to use iMovie and take clips from movies to put them together for these presentations. And I love this professor. He passed too soon. And I got to get the eulogy during law school at his funeral. Oh, wow. He was the best. But we had to talk about our topic. And I was like, oh, I want to do John Grisham movies. And so I did clips from John Grisham movies

and things like criminal. He would talk to me, would have our meetings. And he would talk about Grisham as if they were like Socrates. He'd be like, well, Grisham says. And it was such a like, but it's funny because now I didn't even think about that now. A lot of what I do is like HR things and video. And so that my law school actually did help me in some ways.

I love some iMovie. Oh gosh. I remember like crying in the stacks at Hodges Library because I was like, I don't understand how to do this. See, I would have understand how to do this. See, I would have made it real fun. I would have been like, Jamie, don't cry, Ms. Froelich. We'll sit and show you how to splice these clips and all the skills that I need one day

in my professional career. Oh, man. That's crazy. Aren't we? Well, not a question, but a quick comment. I have had a few jobs that I've left, and upon leaving, I was gifted so many things, flowers, framed photos, everyone signed the mat, sort of things. I probably have like six of those. And parties, happy hours, like you name it, right? Just people kind of road showing me goodbye and whatnot. And those last days of those roles

were the best and most appreciated that I had ever felt in that job. And what a shame. Right? So that's kind of my comment there as I reflect back, be the type of manager or leader where when somebody does leave, they feel the same amount of appreciation on that last day as they do on the first. So as I reflect, oh, those were beautiful. My teammates, gosh, they were just heartbroken, right, to miss out on future comedy, I'm sure, and the personality hiring the team. But- Now they listen.

Now they just listen. Exactly. That's it, it's a one-way relationship now. Sorry. But it meant so much to me. I felt, like I said, so loved and it was so warm. And oh gosh, that's how I wish everyone could leave a position. But when I reflect, I'm like, damn, I wish I would have never looked had I felt appreciated throughout the role.

It's a damn shame. It is a damn shame. And it's like, man, the juice just wasn't worth the squeeze. That's what I was about to say. You two are so good. So good. Gosh. Well, on that note, TLDR, don't be a dick when somebody leaves, basically. You know what I mean? Because you don't want to be treated ugly when you leave, right? No, no. Just think if people can just ask that. I mean, the other TLDR for our whole podcast, think about how you'd want yourself to be treated or a loved one and do that. And there we go. That's our podcast in about 37 seconds. But just keep listening anyway. All right. Well, that's all we had. Jamie's got that hard stop.

She had the salsa. Jamie's the one who's like got one butt cheek off the chair at the end of that meeting. Someone's still talking. She's doing the hover lift. Anyway, next anyway, anyway, next time. Oh, gosh. Thank you so much, besties. We appreciate you as always. Please like, follow and share.