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 Posted: Tue Jan 18th, 2022 10:58 pm
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srossi
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Blazer wrote: I was at Walmart yesterday, a place I despise. I know different Walmarts have different levels of cleanliness, safety, etc. This particular one, about ten minutes from our house, is an absolute shithole. I joke that it's the 7th circle of hell. Parking lot is shady as fuck, people sitting in their cars (cars, by the way, always backed into the parking spot...ALWAYS), place stinks like weed, customers cussing at each other, employees cussing at each other. Demographics, it's largely African American with a little bit of hispanic thrown in. I had to look at three or four things (batteries, protein powder (didn't have what I needed), vitamins, kid wanted me to check if they had new Pokemon cards)...

So, I'm walking around the store yesterday, about 3pm on a Monday (I had the day off), place is fucking packed, and I'm watching these people and thinking, how in god's name are they finding money to pay for any of this shit they're buying? These people looked to me to be largely unemployable, unless you're talking about the most menial of menial jobs like scrubbing toilets or digging ditches. I have no idea where these people are getting money from.

Well everyone (but me) was off yesterday for MLK Day so not the best day to assume they were all unemployed, although I’m sure they were. 



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 Posted: Tue Jan 18th, 2022 11:47 pm
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Principal_Raditch



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Jim_Irish wrote: Principal_Raditch wrote: Pretty much. I don't care about award's or free pizza or the latest " gift " a yeti coffee mug. Right now our raises vary depending on scores at work. The difference between being the highest rated at 5, or being average at 3.1-4.9 is 0.5%. So in effect if I'm barely above getting fired at 3.1 I only get 0.5 % less than working my ass off. It works out to less than 1 shifts pay in the end. There's no incentive for me to go full out to get a 4.9 rating and get the same raise as the person who screws around. There's really no incentive for me to try and get a 5 rating with the piddly difference.

As someone who has experience dealing with HR departments on pay deals I know they loved to talk about how pay wasn't *that* important or wasn't the be all and end all, but that they wanted to engage with staff in more productive ways, increase ways for staff to 'develop', and a lot of other bullshit. I think they have severely overestimated how much people miss the office. It was true, for while and for a lot of people. But that was nearly two years ago. And company loyalty and team spririt or whatever you want to call it is down the shitter too.

Another example of this is our "certifications" So I keep on getting bugged by our system educators to get certified in my discipline. The test costs @ $200. If you fail the test, you're on the hook for the cost. You only get reimbursed for passing. Then you need to recertify every 5 years. I asked what's the increase in pay compensation for it....a whole 50 cents an hour. So since I work @ 24-26 hrs a week on average, you're talking maybe $13 extra a week or $650 a year. Here's the kicker. If I pick up a bonus shift, I can make $800 for 12 hrs work. Why the hell would I go and put al the time into studying (which I guarantee will take longer than the 12 hrs) when I can make the same amount as the whole years increase in @ 10 hrs. Of course the response is the usual "it's not just about the $$$" it's the honor, prestige etc...So basically meaningless stuff that some people want to just add to the end of the name on their work badges to make them them think they're better than the next RN. 

It's the same with our corporate ladder. We have RN1-RN4. The higher you go, there's a slight increase in hourly rate. But you have to do annual projects to maintain it. I've never bothered going above an RN 2 because the time spent doing the RN3 or RN4 projects will be longer than the compensation I'd receive for just picking up a few bonus shifts. I've pointed it out, but get the "be a team player" garbage. I guess maybe that works with 25 year olds who think it matters. 

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 Posted: Wed Jan 19th, 2022 01:55 am
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Jim_Irish

 

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Haha, I've had similar experiences with some of the meaningless or valueless certifications. The company is pretty good for covering the cost and the retake cost if you fail. Like you, I weigh up the actual costs (money and time). The one difference since the working from home is that many of these tests are very, very easy to chest on so I've taken them up on a few that I normally wouldn't. Most of these certificates are meaningless and of no practical use to me but they are no harm to have if I'm going for another job or a promotion.
Which leads me on to the promotion side of things... I have probably one more promotion in my job which would make sense for me and if I stick around I'd expect to get it in the next year or so. Anything higher than that and while I'll get more money I'll lose out on a lot  the flexibility of time that I currently have and ability to take extra days off with time worked up. So, again, not worth it to me (and many others feel the same). 

Last edited on Wed Jan 19th, 2022 02:01 am by Jim_Irish

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 Posted: Wed Jan 19th, 2022 04:17 pm
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Big Garea Fan
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Principal_Raditch wrote: Jim_Irish wrote: Principal_Raditch wrote: Pretty much. I don't care about award's or free pizza or the latest " gift " a yeti coffee mug. Right now our raises vary depending on scores at work. The difference between being the highest rated at 5, or being average at 3.1-4.9 is 0.5%. So in effect if I'm barely above getting fired at 3.1 I only get 0.5 % less than working my ass off. It works out to less than 1 shifts pay in the end. There's no incentive for me to go full out to get a 4.9 rating and get the same raise as the person who screws around. There's really no incentive for me to try and get a 5 rating with the piddly difference.

As someone who has experience dealing with HR departments on pay deals I know they loved to talk about how pay wasn't *that* important or wasn't the be all and end all, but that they wanted to engage with staff in more productive ways, increase ways for staff to 'develop', and a lot of other bullshit. I think they have severely overestimated how much people miss the office. It was true, for while and for a lot of people. But that was nearly two years ago. And company loyalty and team spririt or whatever you want to call it is down the shitter too.

Another example of this is our "certifications" So I keep on getting bugged by our system educators to get certified in my discipline. The test costs @ $200. If you fail the test, you're on the hook for the cost. You only get reimbursed for passing. Then you need to recertify every 5 years. I asked what's the increase in pay compensation for it....a whole 50 cents an hour. So since I work @ 24-26 hrs a week on average, you're talking maybe $13 extra a week or $650 a year. Here's the kicker. If I pick up a bonus shift, I can make $800 for 12 hrs work. Why the hell would I go and put al the time into studying (which I guarantee will take longer than the 12 hrs) when I can make the same amount as the whole years increase in @ 10 hrs. Of course the response is the usual "it's not just about the $$$" it's the honor, prestige etc...So basically meaningless stuff that some people want to just add to the end of the name on their work badges to make them them think they're better than the next RN. 

It's the same with our corporate ladder. We have RN1-RN4. The higher you go, there's a slight increase in hourly rate. But you have to do annual projects to maintain it. I've never bothered going above an RN 2 because the time spent doing the RN3 or RN4 projects will be longer than the compensation I'd receive for just picking up a few bonus shifts. I've pointed it out, but get the "be a team player" garbage. I guess maybe that works with 25 year olds who think it matters. 
Hospital leaderships also like to play the "you got into the medical field to help people, right?" card in an attempt to make you feel guilty about wanting higher pay, better working conditions, etc. They play this card often such as when you are short staffed, low annual COLAs, and needing volunteers to do grunt work that nobody else will do. All the while, the hospital leadership pulls in big money and golden parachutes.

I also hate that some "elite" hospitals / medical systems intentionally pay low salaries and make it seem like a privilege to work for them. The few that I have interviewed for offered salaries that were approximately 20% lower than other hospitals in the area. 

Last edited on Wed Jan 19th, 2022 04:18 pm by Big Garea Fan

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 Posted: Wed Jan 19th, 2022 06:30 pm
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Principal_Raditch



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They do that here with Children's Mercy Hospital. They make it seem like it's a privilege to deal with sick children more than adults and expect you to take @ 10% lower wage than what other hospitals here will pay for comparable experience. I once had a manager do the "it's not all about the $$$" in a staff meeting, to which my response was "Yes it is, since Pizza Parties for no falls in a month don't pay my mortgage or the health care premiums I need to pay so I don't end up owing this hospital a huge amount of $$$ as a self pay if I"m ever a patient"

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 Posted: Sun Jan 23rd, 2022 12:40 am
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stingmark

 

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Principal_Raditch wrote: They do that here with Children's Mercy Hospital. They make it seem like it's a privilege to deal with sick children more than adults and expect you to take @ 10% lower wage than what other hospitals here will pay for comparable experience. I once had a manager do the "it's not all about the $$$" in a staff meeting, to which my response was "Yes it is, since Pizza Parties for no falls in a month don't pay my mortgage or the health care premiums I need to pay so I don't end up owing this hospital a huge amount of $$$ as a self pay if I"m ever a patient"Lol! That's when you then ask him/her" If it's not about that, then when will YOU be taking that pay cut yourself"? Watch how fast they stumble.amd deflect from it.



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 Posted: Sun Jan 23rd, 2022 06:09 pm
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Principal_Raditch wrote: Pretty much. I don't care about award's or free pizza or the latest " gift " a yeti coffee mug. Right now our raises vary depending on scores at work. The difference between being the highest rated at 5, or being average at 3.1-4.9 is 0.5%. So in effect if I'm barely above getting fired at 3.1 I only get 0.5 % less than working my ass off. It works out to less than 1 shifts pay in the end. There's no incentive for me to go full out to get a 4.9 rating and get the same raise as the person who screws around. There's really no incentive for me to try and get a 5 rating with the piddly difference.


Trying to sell the idea of the value of a "gift" over pay has always been in my top 3 most hated things about being in management. It's so lame and outside of the one person that would prefer to have a $15.00 plaque to hang on their wall instead of a pay raise it's always seen as a slight by even the most company of company employees I've ever had the misfortune of selling it to.    



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 Posted: Mon Jan 24th, 2022 07:42 am
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gwlee7
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School districts are notorious for both patronizing and rah, rah bullshit. In my exit interview in December, I told the HR person that handing out slogans and breakfast biscuit coupons was no way to retain staff. The way to retain staff was to refrain from treating the poorly. 



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I just think it's amazing that Trump is really on Twitter all day, personally writing this shit. He's about 3 beers away from joining S&W and getting into a flame war with Ports.----srossi
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