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Additional Posts in #OverheardAtWork
“Chatroulette, but for apartment peepholes."
"She's like 30, but doesn't look super old"
“Fuck it I’m going to PDF this bitch"
“We had complimenting genitalia.”
“I just want to see her cry” — People! Wtf!
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Keep raising issues, but repackage them as, “Here’s what’s working, here’s the risk I see, and here’s a concrete suggestion to fix it,” and choose your moments. Over time, repeating that pattern, starting with something positive and pairing every concern with a proposed solution, should start changing things.
I like this. Continuously complaining is just that. There is a difference between constructive criticism while providing solutions and someone simply saying this sucks.
Contribute positive suggestions to fix the problem, not just problems
Negative Nancy here: it’s about the pitch. If you’re like me and spot problems everywhere, it’s also about picking the battles. Pick a problem the person in charge has. Then propose a solution. You get one leader on your side and it’ll get a lot easier. They’ll advocate for you later.
“Could we consider x over y? I believe it will work better because of a, b, and c.”
I also find data points helpful…a well framed ‘I told you so’ moment. This does need to be tactful…but if they see listening to you could’ve prevented something nasty…they’ll accept it.
Eventually, they will come to trust you and even seek out your feedback early. Not going to lie…it took a few years to get to this point…but it was worth it!
I keep a file of observations and remedies. If no one nibbles when I raise the observation, I just write down all the impacts I foresee and then... wait.
Wait for the sluggish thinkers to catch up. Then months/years later when they're ready, I say "I'm so glad you noticed that, too. Here, I've done some thinking on it, let's chat about it "
Ok
What I have found is no matter what you do, even if you provide valid solutions, if you're a person that provides professional, respectful, & direct feedback, process improvements, etc. in a company with insecure and ego driven leadership you'll always be the rebel. In that situation you either drink their Kool aid and lay low or you continue to speak up and you will be branded the rebel. You have to decide what is best for you at that time. If you're fortunate enough to be in a workplace where leadership is secure, open to feedback, and actually does want to improve then yes, as others say here, provide feedback and a solution, and you may have to help implement it too. But in the former situation with insecure leaders, you'll never win. You'll be the problem because insecure leaders care only about self preservation. I've gone down that road to make a point and maybe made it better for people after me, but during the process I was alone, not supported, and was the rebel. Insecure leaders just want you to conform, they don't want your ideas.
When you raise an issue, also raise a positive solution.. that way you’re not just the one who always “complains”
As a former union representative of some time, I found the first problem was getting them to see a thing as a problem. Often, the only way to get some traction was to connect the thing to contractual language, company policy, violation of the law or gross moral contraction. You could also show waste, fraud or abuse. I personally tried to get administration to see the friction that the thing was causing in the workplace, absent all of the above, first. Oftentimes that would allow me to get traction going, before a piece of paper was filed. But I never left things to a handshake or a wink and a nod, where any of the above was, in fact, a tangible occurrence, and especially if an individual or group was affected.
Since you are likely not covered by a collective bargaining agreement, go for company policy or infraction of the law, past practice or, at a last resort, straight up embarrassment. Brand loyalty is still an awesome factor in getting a thing to stop happening, when the Board or the Public find out what's going on. Dimes still clink when they are dropped☮️💙☎️
Paste copies of your statements into a note, and go back later on and review them, consider How Would I React If Someone Said This to Me?
If your hackles would be raised, consider that, and whether counseling or an SSRI / SNRI might help you (it sure does help me) Also consider if you do have a communication issue, look into well-reviewed books for constructive feedback. That is a two-lane road, though, so if the team / management are Dunning-Kruger assholes, even killing them with kindness doesn't work, and all you can do is move on.
If all you do is point out the negatives without providing better alternatives, then yes, yes you are.
Everything can’t be a problem. Learn to see the good things and celebrate those of you want to look balanced. Learn the art of positive disruption. Being labeled negative will be hard to change if you don’t.
Drink earl grey instead of getting ideas.
It sounds counter intuitive but sometimes people who complain the most are the most empathetic and optimistic because they want change and they want to better the situation. The ability for most people to handle it is minimal.
I feel like this is a trick question
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