- cross-posted to:
- [email protected]
- mildlyinfuriating
- cross-posted to:
- [email protected]
- mildlyinfuriating
Was told you guys might like this
You must log in or register to comment.
"Tire your employees out with more work so they don’t have the energy to find a new job”
Why not a pizza party every 6 months or so? That’s bound to boost the morale of the
slavesemployees.A boss’s salary isn’t just about money. It is about perks. For example, every year I get a $100 gas card. Can’t put a price tag on that.
Pizza party indoctrination starts in elementary school. Periodically we’d have some fundraiser or something and the teachers would say “If we reach this goal, you get PIZZA PARTY”, as if eating 1-2 slices of crappy pizza with classmates is the most exciting thing we could imagine. Also, for some reason it was always referred to as Pizza Party, not ‘a pizza party’.
This is only partly wrong, though. Happy employees stay even when paid less than they might get elsewhere, and unhappy employees leave regardless of high pay.
In my humble opinion, I’d say none of the three options are correct.
- Ping-pong table - this is an answer along the lines of free pizza and casual Fridays that so many laughably out of touch managers default to. It’s liable to actually low-key insult your employees.
- Additional responsibilities - bitch, we are all drowning under work because of short staffing. I don’t need another title bump and half of Travis’ work after he left for a job with work-from-home.
- A raise in pay - this only works if you can raise pay so high that its worth dealing with this shitty job, and that often just isn’t possible.
What workers actually ask for is reasonable staffing, work/life balance, adequate tools to do their job, and autonomy.
Right, but nobody leaves a job because they’ve been paid too much.
Pay is the baseline. If you’re not paid enough to pay your bills and live the lifestyle you want, you’ll look for employment elsewhere.
That’s a good point. I was thinking of my own experience in the software field, where it’s rare not to be paid enough to live comfortably. That definitely colors my perspective, as we’re usually a few steps up the ladder of Maslow’s hierarchy.
I ask for far less responsibilities (they don’t know what they’re doing if they trust me with any at all) and a huge raise. None of what you said.
I do love it, and I’m dying to know what it’s from!
My husband and I have been talking about this a lot lately; he really struggled with feeling betrayed and confused by the actions of HR at his last job, because that person had worked hard to establish a good rapport with him and convince him that they were friends. It worked, even though I told him to not trust and not believe, and when it turned out they were just data mining for better manipulation, he was very hurt by it, because he’s a kind and honest guy who expected the same in return.
I told him it’s pretty likely that HR training involves learning to emotionally manipulate people but doesn’t call it that, in the same way that sales training teaches you “tools for closing” that are just manipulation tactics by another name. I would love to be able to show him some HR training materials. Is there more of this available?
Ah. I get it. So the correct answer is something that a lot of people leave over! Let’s see… Micromanaging? Lack of benefits? Commute times? Oh silly me, it’s ping pong tables of course!
Lol, why the fuck would I want to play ping pong at work?
Maybe your job is a ping pong ball tester
My last switch was about the requirement to come into the office every day and even a raise wouldn’t’ve helped me endure that shit. Now I only leave my house for work four times a year. Heaven.
Then they lock the ping-pong balls in the HR office’s desk because “It was distracting the employees from work”
