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Paid Time Off? No. It's called, "Paid Time On". Employment is paid Time Off (from life). Leave of Absence. No, it's called, "Life". Paternity/Maternity Leave. "Parent Life". Medical Leave. "Health Life". No, not perfect replacement phrases, but please bet that replacements for centering "WORK AS LIFE" are coming. Employers: Prepare for the end. We don't believe in employers anymore, it's all about Partnerships. We don't work for you alone to make money, that feels silly now. It's unfair and outdated. So. Find ways to partner with your so-called employees: You cannot make money without them. Therefore we are partners. Partners. Your success is ours. Your risk is ours. When we share risk as well as reward, we all find value and purpose. It's time to figure it out, people. The end of the world as we know it is near! Image: The future's only proper "employee", also known as robots sitting at computers.
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Call me when you’re tired of working with crappy PR agencies. Webby Award nominee. Sometimes I talk into a microphone. Founder, Strategic Global Media | Co-Host, Second Act Stories Podcast
I was once pilloried for not *asking* for time off “the right way.” And after being shamed, my request was denied. I still made my plans and wound up taking the time off anyway, with or without someone’s anointing me worthy of time off. It was years and years ago, but it stuck with me as a perfect example of a manager who had no idea how to lead. No adult should have to plead for time off, making a case and crossing their fingers that the peon’s request will be approved. As if a manager is doing you a favor by “granting” the request. Sure, the professional thing to do is to make sure your time off doesn’t conflict with anything important. But even then it shouldn’t REALLY matter. PTO is time you’re entitled to as part of your employment agreement. Full stop. If any jerk manager over-flexes his or her power by denying your time off or making you wait more than an hour for their coveted approval, it’s probably time to rethink your current employment situation. No adult should be treated like anything other than a grown-up professional. Also, take every minute of PTO you’re entitled to. Nobody thinks you’re a hero for leaving it on the table.
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It’s so true, it is part of your employment package/benefits. I’ll never forget my first request for time off at a new place of employment (after 24 years at previous job, with a boss who knew me since my early 20’s) my new boss’s reply to my request for 1 day off. She approved it right away and asked me why I was asking, did I have time acrued, was there an internal conflict? She nicely told me to never ask again, I do not need permission to use my days. Simply notify her of said days and ensure there is coverage among the team. We are adults, working for benefits like PTO. PTO is critical for work/life balance, and for physical and mental health! There is no need to ask to use what you have earned, or explain why you need a day or 7 off! Also gotta love the places that promote unlimited or large amounts of PTO, but then make it difficult or intimidate those trying to use said benefits!
Call me when you’re tired of working with crappy PR agencies. Webby Award nominee. Sometimes I talk into a microphone. Founder, Strategic Global Media | Co-Host, Second Act Stories Podcast
I was once pilloried for not *asking* for time off “the right way.” And after being shamed, my request was denied. I still made my plans and wound up taking the time off anyway, with or without someone’s anointing me worthy of time off. It was years and years ago, but it stuck with me as a perfect example of a manager who had no idea how to lead. No adult should have to plead for time off, making a case and crossing their fingers that the peon’s request will be approved. As if a manager is doing you a favor by “granting” the request. Sure, the professional thing to do is to make sure your time off doesn’t conflict with anything important. But even then it shouldn’t REALLY matter. PTO is time you’re entitled to as part of your employment agreement. Full stop. If any jerk manager over-flexes his or her power by denying your time off or making you wait more than an hour for their coveted approval, it’s probably time to rethink your current employment situation. No adult should be treated like anything other than a grown-up professional. Also, take every minute of PTO you’re entitled to. Nobody thinks you’re a hero for leaving it on the table.
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Don't be a job prisoner. You're entitled to take time off without apologizing or feeling guilty about it. If submitting a time-off request induces any level of stress, that's a huge red flag that indicates bigger issues. 🚩 PTO is part of the employment agreement. Everyone needs to disconnect without fear of retribution. And when you do take time off, take time OFF. If the terms of your PTO include any expectation of: 👉 Checking in on messages, 👉 Taking "urgent" calls, 👉 Responding to "important" things, 👉 Just getting "this one quick thing" done You're not taking PTO; you're working from someplace else. You're a job prisoner. Time off is a right, not a luxury. Take it proudly, see the world, and live life to the fullest.
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Being active and pro-active is one part of duty, but being very much responsible while on leaves is quite concerning 😟. Most of the employees leaving job at mid senior level or at senior levels have a common reason & it's getting stronger day-by-day. A smaller amount of time on Leave must be given to enjoy personal life. Most of the employees are seeking the below:- 1. Flexibility in timings 2. Work from Home 3. Urgent leave grants, due to Older parents 4. No regular OT's #toxicculture #overresponsiblity #worklifebalance #healthyworkculture #healthylife
Day 2 of annual leave: “Hey, quick one, did you send that report?” Day 4 of annual leave: “Do you have a second?” Day 7 of annual leave: “Can we jump on Zoom please?” This employee had had enough. Holiday = ruined Trust = lost He returned to work, handed in his notice and they asked him to leave immediately. Then he joined Fame: - Work from anywhere - Flexible working policy - Zero comms during leave Last week, he had a day off and was shocked when no one reached out. Too many managers think they can win in the battle between someone’s life, and their job. You won’t.
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Look beyond the base salary. When evaluating job offers, it's important to consider the entire compensation package: • Performance bonuses • Stock options/equity grants • Flexible work arrangements • Health and wellness benefits • Professional development opportunities • Retirement contributions • Paid time off A slightly lower base salary might be offset by substantial bonus and/or equity or exceptional work-life balance benefits. What’s the most valuable benefit you’ve negotiated?
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Call me when you’re tired of working with crappy PR agencies. Webby Award nominee. Sometimes I talk into a microphone. Founder, Strategic Global Media | Co-Host, Second Act Stories Podcast
Don't be a job prisoner. You're entitled to take time off without apologizing or feeling guilty about it. If submitting a time-off request induces any level of stress, that's a huge red flag that indicates bigger issues. 🚩 PTO is part of the employment agreement. Everyone needs to disconnect without fear of retribution. And when you do take time off, take time OFF. If the terms of your PTO include any expectation of: 👉 Checking in on messages, 👉 Taking "urgent" calls, 👉 Responding to "important" things, 👉 Just getting "this one quick thing" done You're not taking PTO; you're working from someplace else. You're a job prisoner. Time off is a right, not a luxury. Take it proudly, see the world, and live life to the fullest.
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1-Month. $60k Commission Check. 🤯 Happy days right? Your execs will be on the spectrum of freak out to celebration when this happens. Comp plans are meant to be pressed and broken. It's part of growth. They should be built to reward effort and impact in a fair and equitable way. Ideally never changing in a calendar year, unless improved. New Year usually means new comp plans.... If I were an AE here's how I would navigate 2024 changes: ➡️ Always ask for your comp plan in writing. ----Make sure closed/won timing, payouts, %, accelerators, ROE's, and dates are all VERY clear. ~Don't forget events such as termination or resignation and maternity or paternity leave ➡️ Ask for an open Q&A session with Rev-Ops + Leadership. Align on expectations and make sure you leave that meeting knowing the path to your OTE. Pressure test the number. ----Try to be as unified as possible as a Sales team in expressing any concerns. With enough data, examples, and common sense, you have a higher chance for revisions. ~If you are not being presented with data to support the changes, ask to see it.
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Accountant and number explainer to Limited companies. We complete the accounts and explain the numbers.
🎉 Are salaried employees working for £0 on February 29th? Happy Leap Day! 🐸 While enjoying our extra February 29th, you might be wondering: Do salaried employees work an extra day for FREE in leap years? 🤔 A date that's both a curiosity and a conundrum. It got me thinking about a friend who's birthday is today. Do they get their birthday off if they join a company that offers birthday leave on the 28th or the 1st March? And what about age-specific entitlements? Your annual salary typically covers the entire year, regardless of 365 or 366 days. Think of it as the calendar's "bonus day, same pay" deal! So you aren't working for free but your pay is spread over 366 days rather than 365 What are your thoughts? Does Leap Year impact your business practices? Share in the comments! 💬 #LeapYearMyth #WorkLifeBalance #TeamAppreciation #SalaryFacts
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“I want to see more lotalty” I get it all the time; “Kris, I want to see more longevity on the CV’s. We need someone who’s shown some loyalty to their employer” By being disloyal to their employer & moving? 🤔 During fairly uncertain times? OK, I presume we can offer them; 💰 A shed-load more money than they’re currently on? - Ah, you’re paying ‘market rate’. 🚗 A bigger car allowance than they get now? - Oh, actually less than they’re getting now? 🛫 Ok, an attractive holiday allowance, maybe? - Less, when you take out their loyalty quota is it? ⌚️ More flexibility to their working day? - 0800/1800 5 days a week & phone on at a weekend? Ooook. 💸 A realistic & achievable bonus which make a big difference to them? - Profit share, you say? 👴 A better pension offering than they get? - The bare minimum you can get away with legally, is it? 🏥 Private healthcare for them & the family? - Just them. After they’ve passed a 4.5 year probation? But you have Medicash, you say? Oh & Perkbox?! 🥳 Give me an hour. I’ll get CV’s for x5 none job-board candidates who’ve been with their current employers 10 years! They’ll be queuing up! 🫠
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