I think it’s a neat idea to shop local, but not for long. I think that all customer service reps, or anyone that is responsible for answering phones, need to take acting classes. If you are having a bad day and use a sarcastic tone or interrupt the person calling then your superiors need to know about how you are ruining their business. Local shops won’t last much longer, you can’t compete with robots that take your orders and ship things to your door in 2 days.
Start the meeting early, and then ping the participants if they are joining
Microphone
Keep your microphone unmuted, allowing the background noise to dominate the call. Once you are called on to speak, your first words should be “Can everyone hear me?”
Don’t pay attention
If you are called on, say your mic was muted and you didn’t hear the question.
Screen Sharing
Ask everyone if they can see your screen, but show the wrong screen. Keep your resolution at 4K so no one can see it.
Camera
Leave your camera off. If you are asked to turn it on, say it’s broken.
New team member
Ask to do an icebreaker to make everyone uncomfortable and waste time.
Snacks
Eat crunchy foods with your mic unmuted, such as Celery, Ice, Corn nuts, Pork Cracklins with Attached Skin
In the dynamic world of project management, selecting the right methodology to micromanage your underlings can be a critical decision that greatly influences the success of a project. Agile, Waterfall, and Kanban are essential for any project manager. In this blog post, we’ll explore the unique characteristics, advantages, and challenges of these three methodologies and how none of them work to control people’s behaviors.
Waterfall Methodology:
The Waterfall methodology is a traditional and linear approach to project management. It involves sequential phases, where each phase must be completed before moving on to the next. These phases typically include requirements gathering, design, implementation, testing, and deployment. The waterfall is ideal for projects with well-defined and stable requirements.
Advantages:
Clear and structured approach, making it easier to manage and plan.
Well-suited for projects with stable end users that don’t change their minds every 20 minutes.
Excellent for workers with integrity and the ability to complete tasks
Detailed documentation is produced at each phase so when you get fired people can pick up where you left off
Challenges:
Limited flexibility to accommodate changes after the project has started.
This can lead to longer development cycles and delayed responses to issues when key members of the team are on vacation or 3 hour lunch breaks.
Customer feedback is typically only gathered at the end of the project since everyone is working on 5 other top priority projects.
The phrases “Teamwork makes the dream work” and “There’s no ‘I’ in team” certainly have their time and place. However, not every challenge requires a team-based approach. When a problem needs to be solved, it’s important to recognize that not everyone brings the same level of expertise or understanding of what works and what doesn’t.
If a ditch needs to be dug, why not use the most efficient tool available? For example, not everyone knows how to operate a backhoe—but if someone does, it makes sense to let that person take the lead. The job gets done quickly and effectively, and everyone benefits. Just because everyone can use a shovel doesn’t mean everyone should. Nor is it the responsibility of the person with the specialized skill to train everyone else before the work can begin. The team’s lack of familiarity with a tool shouldn’t prevent it from being used to achieve the best result.
On the other hand, if the task is to plant a small shrub, a shovel will do just fine. But again, not every member of the team needs to take a turn digging the hole. Some tasks are better handled by individuals with the right tools or experience, rather than by the entire team working in unison.
The first thing is to look at the interview process
That’s a big chunk of time for #4, must be doing some free work for them
Poor or Vague Job Description: A job posting that lacks clear responsibilities, qualifications, or details about the role can be a red flag. It may indicate that the company hasn’t thought through the position or is hiding crucial information.
High Turnover: Frequent job openings for the same position within a company can suggest instability or dissatisfaction among employees. Check websites like LinkedIn or Glassdoor for insights into employee turnover.
Unprofessional Interview Process: When a hiring manager asks you about your previous company and talks trash about one of your co-workers is a big sign you are entering a dysfunctional team. Disorganized or unprofessional interview process, such as last-minute cancellations, rude interviewers, or unclear communication, can be indicative of a poorly managed company.
Lack of Growth Opportunities: Promises of bringing you in at a lower level with the change of promotion in six months is a sign of a carrot and stick mentality. If a company cannot provide a clear path for career advancement or development opportunities, it may not be the best long-term fit for your career goals.
Negative Online Reviews: Be aware that companies will pay for good reviews on places like Glassdoor or Indeed. They can also provide insights into the company’s work culture, management issues, or other problems. Be cautious if you consistently see negative feedback.
Overemphasis on Long Hours: When someone emails you over the weekend on how your coding assessment is going, then believe that you will be expected to work weekends. Job postings or interviews that excessively stress long working hours, a lack of work-life balance, or an “always-on” mentality might indicate an unhealthy workplace culture.
Salary and Benefits Below Market: Be wary if the company offers compensation and benefits significantly below industry standards for your role and experience. It could be a sign of undervaluing employees.
Remember that red flags can vary depending on your personal preferences and career priorities. It’s essential to trust your instincts and thoroughly research potential employers to ensure a good fit for your professional and personal well-being. Additionally, consider reaching out to current or former employees of the company for insights before accepting an offer.
Every office has a manager or co-worker who constantly spews office jargon or buzzwords. Here are a few that I’ve noticed and their real meanings.
C-level conversations – I used to think this meant having a discussion that everyone would understand. Think of a guru coming down from a high mountain sanctuary and coming down to “sea level“so that they could explain it to the layman. Nope, it means “CEO type” conversations, the kind that get you promoted real quick if you promise them things
Inside Baseball – I’ve got all the knowledge and I will use it to my advantage while sharing none of it
Team Player – Does the work of everyone else
Play Catch-up/Touching base – I want to see what you’ve been doing while I was on vacation because I didn’t have the chance to micromanage you then.
Table the Issue/Take Offline – I don’t want to discuss this now because I don’t know what I’m discussing.
The Devil’s in the Details—I know you are wrong, but I don’t know how to prove it yet.
Play Devil’s Advocate – I want to rip your idea to shreds in front of everyone.
Putting Out Fires – Fixing the mistakes of others because of their incompetence
Low-Hanging Fruit – The easiest part of the job that others volunteer for first.
Win/Win – In any outcome, I will look good and take all the credit, and you will still go unrecognized.
Brainstorming – I’m out of ideas, and I need the group to give me one to steal
Circle Back – Similar to playing catch-up. You were caught flat-footed and need to do more research because you don’t know what you are talking about
Bandwidth – You are being stretched thin because you are overwhelmed with work or simply don’t want to do any work.
Daily Irritant 
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