The Causey Consulting Podcast

"It's a big club and you ain't in it. You and I are not in the big club." -George Carlin

Oh boy. If you're still not convinced that Workplace Feudalism is real, buckle up.

The internet recently raged against a leaked email that speaks volumes about the conversations that happen behind closed doors.

Key topics:

✔️ Will Corporate America keep wages high to help you cope with the coming recession? 😆 Hell no.
✔️ For every icky conversation we learn about, I bet there's hundreds more we don't hear. And that should scare you.
✔️ In many companies, the so-called "culture" is a veneer. It may be bandied about to get you in the door, but it's important to find a place that practices what they preach.
✔️As with cults, poo poo companies and poo poo managers don't always roll out a neon sign that says, "Hey there! This is a bad friggin' place to be. You wanna come in?" Caveat emptor. 

Links I discuss in this episode:

https://www.inc.com/minda-zetlin/applebees-wayne-pankratz-email-reddit-gas-prices-lower-wages.html

https://www.reddit.com/r/LateStageCapitalism/comments/tmpey2/wayne_pankratz_of_applebees_says_that_higher_gas/

https://www.businessinsider.com/applebees-franchise-exec-fired-saying-higher-gas-prices-less-pay-2022-3

https://www.buzzsprout.com/1125110/6785926

https://causeyconsultingllc.com/2022/04/22/thx-wayne/


Need more? Email me: https://causeyconsultingllc.com/contact-causey/

Last week, I talked about Strategic Quitting & Radical Acceptance. So what do we do with these moments in the business world?

Key topics:

✔️ Recently, my friend Joe felt incredibly burned out and had to decide if it was temporary or permanent.
✔️ Taking a break can be so important to both mental and physical health. We were not meant to work constantly. Or to worry about work constantly.
✔️ Don't make huge, sweeping life decisions in a HALT moment: hungry, angry/anxious, lonely, tired. Something that may seem like a good choice when you are exhausted may feel totally different after a two week vacation.
✔️Whether you are B2B or B2C, you will face your own set of challenges. This is reality. 


Need more? Email me: https://causeyconsultingllc.com/contact-causey/

Facing an impasse? Wondering if it's a temporary roadblock or a total dead-end? It's important to know when to quit or when to persevere.

Key topics:

✔️ Seth Godin talks about strategic quitting in The Dip. But how do we know if we are in a dip or we are at a dead-end?
✔️ Sometimes, waiting for market conditions to change while you try something else is a smart move. You don't have to give up on your dreams - you just wait for more advantageous circumstances.
✔️ It pays to be honest with yourself and have those "at what point" discussions. At what point do I change? At what point would I go broke? At what point would this just not be worth it? Be real with yourself.
✔️Radical acceptance is not the same thing as saying you approve of bad behavior or that you aren't willing to stand up for yourself. 

Links I discuss in this episode:

https://www.inc.com/david-finkel/seth-godin-says-to-be-successful-you-should-quit-heres-why.html

https://www.verywellmind.com/what-is-radical-acceptance-5120614

https://www.youtube.com/watch?v=JLTDdmMObFE


Need more? Email me: https://causeyconsultingllc.com/contact-causey/

No one wants to work anymore.
We run ad after ad but get no applicants.
These younger generations have no work ethic.

If your hiring managers are wallowing in self-pity and making these excuses, they are cutting their own throats.

Key topics:

✔️ I recently had a conversation with a person who shared with me that, after applying at many different retail stores, only one actually called her. But yet, I bet the hiring managers at the companies that ghosted her whine and moan that they can't find anybody.
✔️ How often do you check your own ATS or the ads you have posted? Do you really, truly have no applicants at all or are you being so insanely picky that no one meets your criteria?
✔️ What is your hiring process like? Does it take five different interviews over two months to get a verbal offer? Do you require some ghastly one-way video interview or force the applicants to take an unpaid skills assessment first? Don't be afraid to question your sacred cows.


Links I discuss in this episode:

https://causeyconsultingllc.com/2022/03/04/j-o-b/

https://causeyconsultingllc.com/2022/03/21/rto-employers-who-dont-care/


Need more? Email me: https://causeyconsultingllc.com/contact-causey/

Feeling like your email or InMail campaigns are going almost nowhere? You're not alone.

Key topics:

✔️ Most sales & marketing jobs (staffing & recruiting definitely included) will attract people who want to pose and posture: "Oh, my business is great! Every sales email I send out gets a response." Bull 💩.
✔️ We are still very much in a candidate-driven market and you may have to send out more messages than usual to get enough potential applicants in your hiring funnel. This is reality.
✔️ This is a good time to test and beta test. You can't get stuck on the way things worked pre-Covid or pre-Great Resignation.


Links I discuss in this episode:

https://blog.hubspot.com/marketing/covid-19-benchmark-data-edition2#:~:text=Sales%20teams%20are%20sending%20about,marketers%20are%20having%20more%20success.

https://www.gmass.co/blog/average-cold-email-response-rate/

https://woodpecker.co/blog/cold-email-statistics/


Need more? Email me: https://causeyconsultingllc.com/contact-causey/

Is the Great Resignation fading away? Not that I've seen. In fact, according to a recent survey, more people  are considering resigning in 2022 than in 2021!

Key topics:

✔️ Job descriptions or corporate propaganda trying to convince you that the Big Quit is ebbing = not the case.
✔️ Gen Zers and Millennials might be leading the charge, but they are not the only ones participating in The Great Resignation.
✔️ People are also not keen on RTO. Most workers who have been working remotely want to continue doing so.

Links I discuss in this episode:

https://www.linkedin.com/news/story/millennials-gen-z-eye-new-jobs-4715953/

https://finance.yahoo.com/news/millennials-or-get-z-who-is-doing-the-most-job-hopping-112733374.html

https://www.fastcompany.com/90731547/microsoft-second-annual-work-trend-index-employees

https://causeyconsultingllc.com/2022/03/16/were-outta-here/


Need more? Email me: https://causeyconsultingllc.com/contact-causey/

In last week's episode, I asked if the old school two weeks notice is dead. Is there a happy medium somewhere between resigning on the spot versus offering a full two weeks notice?

Key topics:

✔️ One option is to make the resignation process transparent and easy. No need for a knot in the stomach or fear of reprisals.
✔️ An open transition plan acknowledges that an employee's time at the company does not have to last until retirement... and that's OK.
✔️ As with many things, an open transition plan only works if the company promotes honesty and dignity. Sadly, there are still a lot of companies that don't.


Links I discuss in this episode:

https://www.robertglazer.com/eliminating-two-weeks-notice/

https://www.accelerationpartners.com/blog/help-employees-leave-gracefully

https://www.uhhospitals.org/Healthy-at-UH/articles/2015/07/the-top-5-most-stressful-life-events

https://www.youtube.com/watch?v=yV2Qfj0ft0o

https://www.ted.com/talks/robert_glazer_it_s_time_to_end_two_weeks_notice

Need more? Email me: https://causeyconsultingllc.com/contact-causey/

Is the old school two weeks notice dead? Are more people saying, "See ya later, bye" instead of tendering a resignation?

Key topics:

✔️ Open, honest communication only works if employees do not feel threatened. Can you truly say that your company can accept criticism or feedback without retaliation?
✔️ Now that so many people are WFH, the furtive cloak-and-dagger of faking dental appointments and car trouble aren't necessary anymore. People can easily attend a phone interview at lunch or before/after work.
✔️ Employment is more transitory now than it has been for several decades. There's no 30 year career at one place with a gold watch and pension at the end. So why is there still a stigma about resigning?


Links I discuss in this episode:

https://hbr.org/2019/04/the-two-weeks-notice-approach-to-changing-jobs-is-bad-for-companies-and-employees

https://www.forbes.com/sites/theyec/2015/02/05/no-more-two-weeks-notice-how-to-end-the-employee-disappearing-act/?sh=3ce1f5395d81

https://www.washingtonpost.com/business/2018/12/18/these-workers-quit-their-jobs-without-giving-two-weeks-notice-heres-what-they-did/

https://causeyconsultingllc.com/2022/02/23/lack-of-mentoring-or/

https://time.com/charter/6149918/generation-z-workers/

https://www.nytimes.com/2022/02/15/magazine/anti-ambition-age.html

Need more? Email me: https://causeyconsultingllc.com/contact-causey/

Finally, some companies are reevaluating their hiring processes and trying to eliminate needless steps in order to find people amidst The Great Resignation. 🙌 So what is second chance hiring?

Key topics:

✔️ Is that the same thing as "boomerang hiring" and inviting a former employee to come back? No. Second chance hiring refers to hiring people with some type of criminal record.
✔️ Does your hiring process have tests that don't make any sense? Be relentless about improvement. 
✔️ Are you asking a candidate with 10 years of accounting experience to take an Accounting 101 test as "proof" they know their stuff? Doesn't that seem condescending and unnecessary?

Links I mention in this episode:

https://www.uschamber.com/co/run/human-resources/second-chance-hiring

https://www-bostonglobe-com.cdn.ampproject.org/c/s/www.bostonglobe.com/2022/02/13/business/with-job-vacancies-high-employers-seek-out-workers-they-might-have-previously-passed-over/?outputType=amp

https://www.linkedin.com/news/story/overlooked-fix-to-worker-shortage-5250004/

Need more? Email me: https://causeyconsultingllc.com/contact-causey/

Two or three weeks ago, a social media post about salary lowballing went viral and, well, the interwebs blew up.

Key topics:

✔️ It's way past time for salary transparency. Many cities or states have outlawed the practice of asking a candidate what their current salary is. Others are requiring employers to post a range in each job description.
✔️ It used to be common practice for employers to make a subpar offer and see if the candidate accepted it or haggled. This is a bygone practice from a bygone era. It wasn't fair then and it isn't good now.
✔️ Just as the phrase "caveat emptor" applies to buyers, it truly is important to know your own value. Whether you are a freelancer bidding on gigs or you are a W2 employee looking for a salaried role, know your own worth.
✔️ In the same way that you might research a company on Indeed or Glassdoor, don't be afraid to do market research on current salary ranges as well.


Need more? Email me: https://causeyconsultingllc.com/contact-causey/