|
Barudak posted:I've been tasked with politely putting a pillow over the face of our social media account and pushing down until it dreams forever 
|
#
?
Aug 11, 2021 18:24
|
|
|
|
| # ? Jun 3, 2024 15:15 |
|
|
You should tell them to start a podcast.
|
|
#
?
Aug 11, 2021 18:29
|
|
|
Barudak posted:"Barudak, what happens if customers no longer have awareness of our products?"
|
|
#
?
Aug 11, 2021 18:44
|
|
|
I still treasure the memory of the look on my previous CFO's face when I explained to him over "casual lunch with an employee" that hours registered and actual hours worked were two very different, and frequently unrelated, concepts.
Mzuri fucked around with this message at 19:28 on Aug 11, 2021 |
|
#
?
Aug 11, 2021 19:06
|
|
|
Barudak posted:Social media for like, 90% of businesses is a waste of goddamn time and the whole company would be better off posting erotic business goal fan fic because someone then might actually read it I think Chuck Tingle already does this.
|
|
#
?
Aug 11, 2021 19:09
|
|
|
|
|
#
?
Aug 11, 2021 19:10
|
|
|
Zil posted:I think Chuck Tingle already does this. Pounded in the Butt By My Company's Agile Implementation Plan
|
|
#
?
Aug 11, 2021 20:17
|
|
|
My company's big thing is trying to get us to share posts about our rather enterprise specific product on LinkedIn and Bambu(?) for Social Media Points and a shout out in a weekly email. It mostly serves as a random reminder to me that LinkedIn exists for some people outside of the context of when they're looking to get a new job.
|
|
#
?
Aug 11, 2021 21:07
|
|
|
Some of the education and outreach components for our funded projects are tied to social media metrics. So we need to get 2000 clicks on a Facebook post or we might not get funding next year. I'm thinking paying for a click factory to hit our goals is probably unethical.
|
|
#
?
Aug 11, 2021 22:09
|
|
|
Outrail posted:Some of the education and outreach components for our funded projects are tied to social media metrics. So we need to get 2000 clicks on a Facebook post or we might not get funding next year. You should expense it as an “operating supply”.
|
|
#
?
Aug 11, 2021 22:13
|
|
|
Outrail posted:Some of the education and outreach components for our funded projects are tied to social media metrics. So we need to get 2000 clicks on a Facebook post or we might not get funding next year. The unethical thing would be not hiring a click farm
|
|
#
?
Aug 11, 2021 22:35
|
|
|
My previous company, a global megacorp, has been really hilarious to watch on LinkedIn lately. Tons of people desperately trying to sell how great it is to work there despite everyone being mandated to be back in the office with almost no flexibility and a fuckton of people having left recently because of it.
|
|
#
?
Aug 11, 2021 22:41
|
|
|
Outrail posted:Some of the education and outreach components for our funded projects are tied to social media metrics. So we need to get 2000 clicks on a Facebook post or we might not get funding next year.
|
|
#
?
Aug 11, 2021 23:50
|
|
|
Elephant Ambush posted:My previous company, a global megacorp, has been really hilarious to watch on LinkedIn lately. Tons of people desperately trying to sell how great it is to work there despite everyone being mandated to be back in the office with almost no flexibility and a fuckton of people having left recently because of it. My MegaCorp is losing lots of folks too, it's a dinosaur when it comes to change but if we lose enough people wouldn't rule out a more generous WFH situation.
|
|
#
?
Aug 11, 2021 23:59
|
|
|
We had a social media manager employee at our company too, until he quit because in his cubicle there was a dry erase board with his schedule: Mon: Post on Facebook Tues: Post on Insta and Facebook Wed: Post on Insta Thur: Post on Insta and Facebook Fri: Post on Insta and Facebook Probably wasn't the most rewarding or challenging thing in the world. We're just a corporate office filled with "So Many Books, So Little Time" tea-drinking cat ladies and Live Laugh Love chud women who run dog rescues and poo poo like that. His cube was filled with Marvel funko pops and stuff. Maybe it just wasn't a good match for him. He seemed like an okay dude he was probably having to fill 38 out of his 40 hours a week with bullshit imaginary projects for his $18 an hour and decided it wasn't worth it. I don't think we rehired anyone for that position.
|
|
#
?
Aug 12, 2021 00:00
|
|
|
AHH F/UGH posted:We had a social media manager employee at our company too, until he quit because in his cubicle there was a dry erase board with his schedule: At a previous job we had an intern doing just this. She was really nice and stuff, but this was her whole job for a small nonprofit. I got an offer for more money and was on the fence, finally decided to take it. Right after I announced my resignation I learned they hired her on, full time, to do the same thing at $500 less than my annual salary. I had been there 3 years, had a masters degree in that exact field, and had been the only person to stay on and hold the company together when every other one of the 5 employees quit within 4 months of each other. I definitely made the right call.
|
|
#
?
Aug 12, 2021 00:04
|
|
|
There are so many books, and so little time though 
|
|
#
?
Aug 12, 2021 00:06
|
|
|
AHH F/UGH posted:We're just a corporate office filled with "So Many Books, So Little Time" tea-drinking cat ladies and Live Laugh Love chud women who run dog rescues and poo poo like that. Which one are you?
|
|
#
?
Aug 12, 2021 00:53
|
|
|
McGavin posted:Which one are you? I’m the “poo poo like that”, emphasis on the poo poo
|
|
#
?
Aug 12, 2021 05:00
|
|
|
zedprime posted:Tell them you can finally do your job of not selling more product that you can't fulfill yet. Were currently projected to presell our new inventory before I am officially allowed to sell it, so on its on sale date we wont have anything to sell.
|
|
#
?
Aug 12, 2021 05:13
|
|
|
Clearly the answer is pre-pre-sales.
|
|
#
?
Aug 12, 2021 05:43
|
|
|
My new task is to show enhanced capabilities to support sales of products we do not expect to have in stock once the inventory sells out before official sales begin until the launch of the next product which is also trending to sell through all its inventory before it goes on sale. I am the theoretical physicist of the corporate world.
|
|
#
?
Aug 12, 2021 06:09
|
|
|
Hyrax Attack! posted:My MegaCorp is losing lots of folks too, it's a dinosaur when it comes to change but if we lose enough people wouldn't rule out a more generous WFH situation. We can’t institute a wfh policy or even more people will leave!
|
|
#
?
Aug 12, 2021 06:35
|
|
|
zedprime posted:It's unethical to hire a clickfarm, but if you were to hire a social media consultancy... Well, you can pay survey monkey to have people do your surveys,and isn't a facebook like just a kind of survey?
|
|
#
?
Aug 12, 2021 15:39
|
|
|
Kullik posted:a couple months back some manager set up a daily check in call where the idea was he would join and tell us shift workers what the dayshift guys were up to and field any questions or whatever and it was an ok idea, he usually had some insight we could use for certain things and it was great for the first 2 meetings where he actually bothered to show up. Sounds like you can all just quietly cancel the meeting on your ends until he actually shows up, or just cancels it himself. Barudak posted:Social media for like, 90% of businesses is a waste of goddamn time and the whole company would be better off posting erotic business goal fan fic because someone then might actually read it Isn't this the pattern that fast food Twitter accounts take? "Our chicken is so spicy it would be ratio'd within minutes if it were a tweet"
|
|
#
?
Aug 12, 2021 16:58
|
|
|
If you were hiring people for your own business, would you look for people with the skills you needed, and then hoped their personality matched with the existing team, or would you first look for people who fit the vibe and then expect to train them on any skills they lacked? (I realize the ideal answer is "both" but that's looking for unicorns) Personally, I would tend to lean more heavily toward the latter, but I work for the kind of organization that is legally mandated to do the former and document how they did so. On the upside, that does mean that my workplace has by far the most diverse workforce of any place I've ever worked. There are more women than men at every level, more people of color as a percentage than the local population, and a huge range of ages, political opinions, physical abilities, personalities, and... not to put too fine a point on it, but any time I see a really attractive person in the building, I look for a visitor badge. We're a motley crew. Edit: and in case it isn't clear, I think that's a good thing! However, on the downside, you end up with employees working together who wouldn't even talk to each other in real life, much less be friends, and you end up with people with highly valuable skills but "interesting" personalities who are just stuck in there like ticks because they can't be fired as long as they do their job and refrain from doing anything so bad it would probably be illegal, but who otherwise make everyone who interacts with them miserable, including customers. I often think it would be nice if our interviews could have a "personality" score at the end as well as how well someone answered the pre-approved technical questions, but I realize that that would allow fudge space for all the -isms to creep in, including nepotism, and hell, we ugly, prickly and old people need jobs too. Imagined fucked around with this message at 18:53 on Aug 12, 2021 |
|
#
?
Aug 12, 2021 18:42
|
|
|
Imagined posted:If you were hiring people for your own business, would you look for people with the skills you needed, and then hoped their personality matched with the existing team, or would you first look for people who fit the vibe and then expect to train them on any skills they lacked? (I realize the ideal answer is "both" but that's looking for unicorns) Hire on intelligence, screen for personalities so awful they can't even hide them for an interview round.
|
|
#
?
Aug 12, 2021 18:50
|
|
|
Outrail posted:Well, you can pay survey monkey to have people do your surveys,and isn't a facebook like just a kind of survey? Lol responses to our newest internal survey are so low they're trying to offer bribes including raffling off getting to use a reserved parking spot for a whole week. You know, that reserved parking system that was set up so management and people that have been here for decades can park next to the building while anyone without super-seniority gets to arrive earlier and earlier to hopefully not have to park a 15 minute walk away. That great system they're keeping despite new WFH policies meaning about half those spots will be empty any given day.
|
|
#
?
Aug 12, 2021 18:56
|
|
|
Imagined posted:I often think it would be nice if our interviews could have a "personality" score at the end as well as how well someone answered the pre-approved technical questions, but I realize that that would allow fudge space for all the -isms to creep in, including nepotism, and hell, we ugly, prickly and old people need jobs too.
|
|
#
?
Aug 12, 2021 19:10
|
|
|
AHH F/UGH posted:Live Laugh Love chud women who run dog rescues I didn't realize this was an actual type of person. I thought the one I worked with years ago was just a weirdo and not one of an entire genre of people who make offices hell.
|
|
#
?
Aug 12, 2021 19:18
|
|
|
Imagined posted:If you were hiring people for your own business, would you look for people with the skills you needed, and then hoped their personality matched with the existing team, or would you first look for people who fit the vibe and then expect to train them on any skills they lacked? (I realize the ideal answer is "both" but that's looking for unicorns) I can't remember if I read it here, but I'm a huge fan of the 'Two beers and puppy' approach to interviewing: If after the interview you feel you could sit down and enjoyably have two beers (or wine, or tea or whatever) with the candidate, and that you would feel comfortable leaving your new puppy/baby/car with the candidate for the weekend, then they're probably going to be good addition to the work environment. If they also have the skillset for the job you've probably got a good hire. I use this for interviewing housemates now too.
|
|
#
?
Aug 12, 2021 19:50
|
|
|
I don't want to have 2 beers with colleagues or leave them with my car or dog out of principal. I also don't want to work with most of my friends. Occupational and social harmony are at cross purposes for me: I want partly challenging relationships and the reasons I want my work relationships to be challenging are why I wouldn't want to be friends and vice versa. It's hard to explain. Like I don't want everyone screaming at each other but the obsessive compulsive planner and the free spirited idea guy rub each other the wrong way but produce the best results by shoring up each other's weaknesses. Similarly as a wallflower your most valuable friend is the social butterfly making sure you aren't dead from a heart attack on the shitter when they meet you at the park.
|
|
#
?
Aug 12, 2021 20:24
|
|
|
Hiring for personality risks creating a homogeneous workforce of people who are all similar to the hiring manager. It’s well established that people automatically (subconsciously) warm more to people who look like them, and that doesn’t make for a diverse team who attack problems in different ways.
|
|
#
?
Aug 12, 2021 20:37
|
|
|
zedprime posted:Similarly as a wallflower your most valuable friend is the social butterfly making sure you aren't dead from a heart attack on the shitter when they meet you at the park. Bold of you to assume I have friends, within the workplace or outside of it.
|
|
#
?
Aug 12, 2021 20:44
|
|
|
zedprime posted:I don't want to have 2 beers with colleagues or leave them with my car or dog out of principal. I also don't want to work with most of my friends. Occupational and social harmony are at cross purposes for me: I want partly challenging relationships and the reasons I want my work relationships to be challenging are why I wouldn't want to be friends and vice versa. I'm sure this might work in the type of place where, if you accidentally hire someone who crosses the line between 'heterogenous' and 'actively disruptive', you can easily tell them, "I'm sorry, it's not working out." and fire them. But what happens if you hire this way into an environment where people can only be terminated after a long series of documentable and specific uncorrected failures or malfeasance?
|
|
#
?
Aug 12, 2021 20:45
|
|
|
idk maybe people should only be terminated after a long series of documentable and specific uncorrected failures or malfeasance
|
|
#
?
Aug 12, 2021 20:50
|
|
|
I'm sure my question was stupid in some way and deserved a smartass pithy reply. 
|
|
#
?
Aug 12, 2021 20:54
|
|
|
Do you think you can tell in advance that they will be useless? Can you quantify that with more than a feeling in a 45 minute conversation slice where they will be on their best behavior? If so, do that. If not, I don't really know what you're looking for.
|
|
#
?
Aug 12, 2021 21:03
|
|
|
At my old job we never really fired people, though lots were kind of forced out. We had a pretty documented system of “marks”, where you’d get one for being X-minutes late, not doing specific duties before close, so forth. They reset after like a month or a quarter maybe? Anyway, if you got three of them, during the next shift when you clocked in all the employees would go in the back, and the manager would pull the person who had the marks forward. Then the manager would slide out The Egg. It was like one of those stupid concave chairs but it was sheer white and it had sort of a sliding hood, like those space capsules from Dragonball Z. The employee would then get in, the manager would shut the door, and all of us would chant “Naughty children go in the egg! Naughty children go in the egg!” For about 5 minutes. Kind of unorthodox, but it usually worked.
|
|
#
?
Aug 12, 2021 21:07
|
|
|
|
| # ? Jun 3, 2024 15:15 |
|
|
Imagined posted:I'm sure this might work in the type of place where, if you accidentally hire someone who crosses the line between 'heterogenous' and 'actively disruptive', you can easily tell them, "I'm sorry, it's not working out." and fire them. But what happens if you hire this way into an environment where people can only be terminated after a long series of documentable and specific uncorrected failures or malfeasance?
|
|
#
?
Aug 12, 2021 21:08
|
|