I get into the office at 8:30. First thing I do is get the room ready - lights on, windows open in the summer or a/c on, heat adjusted in the winter, computer on. I get a cup of coffee and head upstairs to our other floor for half and half. 2-3 days a week I use 15-20 minutes to catch up with people upstairs in person on the various projects we're working on together. And also just to say hi. Then I head back down, check work email for anything pressing, scan the to do list I left myself the night before, get the papers out that I need for my morning work, and get down to business.
Here's a quick cost comparison between shampoo and conditioner for long hair vs. hair cuts for short hair. Shampoo and conditioner: $9 for 33 oz bottle of Head and Shoulders 0.5 oz per wash gives you 66 washes per bottle. If you wash your hair 4 times a week, you are using 33 oz every 16.5 weeks. That is 3.15 bottles per year. That comes to $28.35 for shampoo for a year. Do the same for a $13 bottle of Pantene conditioner and the total is $40.95 per year. Total for hairwashing for long hair for 1 year = $69.30 Short hair maintenance: 1 cut per month at $50 per cut comes to $600 for a year. [Dial it back to every 6 weeks and you get $433.33 for a year.] Difference: $530.70 [or $363.63]
Heh. I still have unpleasant flashbacks to renting a room in a house. The owner would have her special man friend over on weekend afternoons and they'd immediately go at it at full volume. The first Saturday I wondered why her daughter grabbed her stuff and ran out the door when she saw him arrive. The following Saturday, I was close behind her.
Hey, I thought I recognized elements of my college town in this! You did such a good job of summing the place up, I can't believe it. Thanks for this. It brought back the good old/not so good old days.
I didn't think you sounded like a jerk. Just concise. And also, generally correct. I don't think most people want to be suddenly asked out for mentor coffee.
Every year it gets a little bit harder for superheros.
I think TerraCycle's methods could be dangerous, and could be annoying. I can't imagine having weekly reviews - it sounds like a serious time drain for both the evaluator and the employee. And making everything so transparent just sounds to me like posting test scores on the bulletin board in elementary school. I think a combination of annual reviews and consistent, frequent feedback would be the ideal method. We do annual reviews and it's a good time to ask about raises and discuss work in a more formal setting. We could do better, though, on fostering an atmosphere which values and promotes giving consistent, less formal feedback. If someone is doing well you shouldn't have to resort to weekly reviews to tell them so. Likewise, if someone is doing poorly supervisors should be able to work with them on improving at any time.
@RocketSurgeon I am in a similar boat right now. We just lost an employee and I have absorbed half of her duties. I am working two projects at once, only one of which is "my" project. I, like you, am working in my field, make a good wage, and have decent hours. I also was told by my boss that the higher-ups vetoed raises entirely this year due to budget constraints. Like you, I am unsure of what to do in these situations. Last year, the raise was below cost of living. This year, no raise. I think it is due in part to a changing culture towards spending in the organization, but I am not entirely sure I believe that there are such drastic budget constraints as they are claiming. I read articles that recommend demanding a raise and being firm, but employees are often not in clear cut situations where such an attitude would be appropriate. Even if you have a good job, go above and beyond, and are in a strong position to begin bargaining, it can still be difficult to know how to approach a situation where you feel you deserve more money, but have been told that the higher-ups have kiboshed raises. Do you take their word for it, year after year and look for another job? Or do you say something? At a certain point employers should realize that consistently undervaluing good employees will cause those employees to look elsewhere. I am just not sure if, given current job forecasts, we will see that point anytime soon.
Frilly aprons. Maybe someone can explain those to me. I keep receiving them as gifts. They're very pretty and very frilly and very fancy so I put them in my "for fancy things no one uses" drawer. I open it a few times a year and it's starting to look like I have an anthropologie store in drawer form. Are you supposed to wear them? For cooking? For what?
this is disappointing. i like the billfold because i get to read interesting smart stuff. this is not interesting smart stuff.