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Published May 17, 2019

200: How to Deal with Retroactive Jealousy | Feedback Friday

Jordan Harbinger and Jason DeFillippo unravel the complexities of retroactive jealousy in relationships, offering strategies for managing these emotions, while also delving into vital advice on personal safety online and navigating workplace dynamics for career success.
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  • Corporate Culture

    Corporate culture presents unique challenges, especially for millennials who are now a significant part of the workforce. and discuss how issues like long commutes and lack of upward mobility are legitimate concerns, not just trivial complaints 1. Jordan emphasizes the importance of documenting ideas and initiatives, even if they initially lack support, as this can demonstrate initiative and potentially benefit future employees 2.

    Culture in a way might be a bit of a millennial thing, but millennials, we are no longer the 20 something jackoffs in the office that take ourselves too seriously now with the 30 something jackoffs in the office.

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    Documenting processes can also make both employees and their supervisors look good, even if the latter doesn't initially recognize the value.

       

    Salary Negotiation

    Negotiating salary and promotions requires strategic planning and understanding one's worth. advises that if a company doesn't recognize your value, it's crucial to weigh the experience gained against potential earnings elsewhere 3. He suggests exploring other job opportunities to gain leverage in negotiations, and if necessary, consider stock options or equity in startups as compensation 4.

    If they're paying you for part-time work and they want you to work full-time, they have to pay you for full-time work.

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    Ultimately, the goal is to ensure that one's compensation aligns with the responsibilities and contributions made.

       

    Workplace Relationships

    Managing workplace relationships involves building trust and navigating complex dynamics. highlights the importance of making supervisors look good, as this can lead to more leeway and recognition 5. He also advises on the value of creating training programs to improve employee retention, even if immediate supervisors don't see the potential 6.

    Once you can prove that you can make the training and retention better, he could recognize this.

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    By demonstrating initiative and understanding the broader organizational goals, employees can position themselves as valuable assets.

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