We keep costs low by doing an evening paid training “try before you buy” model - so we can see how people work and they can see how the job is with relatively low commitment. Our work culture isn’t for everyone, so we want them to try it out without disrupting too much. We bring on people who are trained, like the job and ready to generate revenue. All staff are paired with a mentor and manager so they learn how to produce client-ready work.

We only promote managers that can do both technical work and people manage. In companies past, this will scale to about 300 people in our line of work. It helps that we only promote from within.

I do work lots, but I am an owner, so that seems fair. I work from home and with family, so I’m able to double up some of my work life balance. But we have also automated pretty much all business operations, so realistically it is 1-2 hours per week. Training at night is a pain in the ass, but again I’m m an owner and this seems fair to me.

I’m the owner of a small business, so I am deeply familiar with this equation. The way we solve it is to “look for talent where no one else is looking” (actually strategy), then train the shit out of and mentor them (informal strategy). My managers are expected to be better than and train the staff to do their work - from technical skills to knowing what good looks like. Then as staff move into management they are expected to pay it forward. Is it a lot of work? Yes - but it’s also how you don’t end up with a knowledge gap at the top.

Edit: I hold myself to this same standard, which makes it easier to expect it if others.

Managers should be engaged and skilled enough to do any direct team member’s work in their absence or train any person in the role. Their team should be used to scale the capacity and capabilities. If this isn’t being done, the business model is broken and eventually will cause issues - perhaps that’s what you are experiencing.

I can tell you why the “kids coming out of college and younger people, minorities, are having a hard time finding jobs.”

Climbs onto soapbox

Leadership at most businesses have decided it is easier to hire experienced workers rather than grow and develop the next generation workforce. I hear things from leaders like “I don’t have time to train anyone new.” It’s lazy, fucked up, and wrong. AND ensures that we as a society will have a generational skill gap problem.

Utilities have one of the most glaring examples - the impending loss of irreplaceable institutional knowledge and critical skills as large numbers of workers retire, which could have been prevented with programs to bring in and develop early-in-career team members.

AI exasperates that problem because you need both an expert in how to setup and manage the Agents/supporting tools, and an expert who can review/adjust what is s coming out of the AI machine. They need to be the same person because you have to know the job well to effectively design the AI Agents for it. People entering the workforce are at an extreme disadvantage without a training, mentorship and ongoing support. Also in 2 decades the economy will be at risk without a workforce that has been properly skilled. If you think we are living Idiocracy now… just wait.

My general opinion of business leadership is not high, but this situation really exposes the depth of their laziness and lack of forethought. If you own or lead a business, now is the time to figure out how to hire and rapidly up skill incoming team members. Young people are generally hard working, loyal, and bring a valuable fresh perspective - if you put a n the elbow grease to help them develop.

What doesn’t he just get a “WE’VE LEARNED NOTHING” tattoo on his forehead?

I find it difficult to believe that anyone would want to sleep with Miller.

To be fair, Harris was a reasonably unlikable candidate. Maybe AOC has similar baggage. I hope not. I’d love to see her at the top of a ticket.

I’m not too plugged into his platform or track record. What makes him particularly bad?

Nap.

I don’t unpack my day very often with my husband - unless it was really stressful. The minutia of my work is completely unrelatable for him. I do want to unpack my work life with people who understand - and I have a great network for that. In contrast, I share almost all of the memes I think are funny with him because I want him to experience the same joy.

I’m sure she does. Who wouldn’t in her position?

Technically yes. It will influence the administrations approval of a merger. And in a way, that is so much worse than being afraid. They are willing to sell out the country for their own profit.

I don’t like muscles from the Puget Sound because they taste like it smells and I cannot get past that.

1992 - and it has all of the luxuries that 1992 had to offer in a house (oak everything! almost no right corners! shiny brass fixtures!)

Where the hell is big pharma on this one. I can’t imagine this is good for stock price

I am a bit surprised. I guess I thought their customers would move towards Rivian, Lucid, or Polestar.

Like 4th of July?

I pee with the door open so I can hear them at all times. Our life is wild

Pay attention to them even if you aren’t engaging with them - they can create all sorts of mayhem very quickly. My friend’s kid managed to lock himself in an operating washing machine. One of my kids managed to shave the center of his hair (to be like dad). And my other kid can find the most expensive item in a room and break it immediately (a true talent).

Because he even sucks at being shitty.