Category Archives: Career Path

Are You Hiring Raw Talent?

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Last week I got invited down to Rock Ventures (Dan Gilbert – the owner of the Cleveland Cavaliers and Quicken Loans – yeah that Rock Ventures) to do the closing keynote for their HR and Talent Summit across the family of companies in Downtown Detroit! Fun, fast-moving culture. Seemingly every CEO of the 130 Rock Venture companies looked to be 30-ish!

As you can imagine, fast-growing organization, that can grow or hire enough talent fast enough to keep up.

One of the sessions was led by Victor You, CEO of Rock Connections, which is a call center that was built for Quicken Loans, but they found out other companies needed a high-quality call center, so they started selling their services. Most of the Rock Venture companies have a similar story. Idea by an employee, run with it, if you can make it happen, you become the CEO!

Rock Ventures is a Detroit company. When I say “Detroit” I mean “Detroit”. The entire campus is downtown Detroit. They hire Detroit city citizens. They are almost singlehandedly turning Detroit into one of the hottest growing cities in the U.S. Therein lies Victor’s problem as a CEO of a fast-growing startup.

Rock doesn’t want to have to relocate everyone they hire to Detroit. They want to hire those people already in Detroit. As you can imagine there’s a skills gap. The normal Detroit citizen is like most urban center citizens. Lower educated, lower income, less likely to have a college education.

Victor graduated from the University of Michigan. Engineering grad who didn’t like engineering. So, he went and sold mortgages. Did pretty well. Good enough that Dan Gilbert made him CEO of a company! What I love about Victor is he gets talent. He gets talent at a very different level than 99% of CEOs on the planet.

Victor explained it the group as “Raw” talent versus experiential talent. Almost all of us hire experiential talent. We have a job opening. That job needs a certain level of experience. So, that’s what we recruit and hire.

Victor doesn’t look for experience. Victor looks for raw talent attributes. What are those?

  • Hard working
  • Pride in the work they do
  • Wants to be apart of something bigger than them
  • Never satisfied

He saw that many Detroiters had these attributes, but no one was willing to give them a shot because they didn’t have the ‘experience’. He was like, “we can teach them the job”, it’s harder to teach them the raw talent attributes. In fact, you can’t teach those raw talent attributes.

The results have been off the charts! Great retention. High performance. High diversity. High concentration of Detroiters.

In a tight talent economy, you need to start changing the way you do things. We need to open up these modern day ‘apprenticeships’. We need more CEO leadership like Victor You.

Where do you find the best recruiters?

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Logical Argument (that I had with someone recently):

Best Recruiters = Best Companies to Work For

Rationale: The best recruiters bring in the best talent, the best talent makes the best companies.

Illogical Argument (but frequently factual):

Worst Companies to Work For = Best Recruiters

Rationale: If your company is the worst company to work for, meaning you have a bad environment, and a bunch of other negative stuff, it’s going to be very hard to recruit top talent to your organization.

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I was having this conversation with an HR executive that I highly respect but he can be a major idiot (i.e., he use to be my boss which in itself doesn’t make him an idiot, that he does on his own).   Here’s my point.  Working at a bad company makes it extremely hard to recruit.  This type of environment breeds recruiters who either fail (and usually very quickly) or through tremendous odds succeed in finding talent to little by little make their organizations better.

His point is easy: Great company, everybody wants to work for you, recruiter cherry picks the best talent and then calls them to tell them they’ve won the Job Lottery (my explanation, not his!).

I’m not sure this is the chicken and egg scenario. Does the company make the recruiter great, or does the recruiter make the company great?  I really believe great recruiting can turn around a company that isn’t so great. But, average or even sub-average recruiters many times won’t pull down a great company.  At the same token, I do believe the Best Companies to Work For have more average recruiters than great recruiters (oh boy, I said it), why?

Because working in recruiting for a Best Company, makes you lazy. You know longer are the hunter, you become the farmer.

Before you blow a gasket I’ve worked in both environments, crappy going out of the business company where nobody wanted the job you were offering, to industry leading the best company to work for everyone wanted your job, even the crappy jobs.  It was easier working for the latter.

Did the best company still have challenges, you bet, but it was still easier.  We had high-class problems at the best companies (oh no! how do we properly select from all these great candidates) compared to the bad company (oh no! how do we keep the doors open next week if we can’t hire enough people).

So, what’s my point?  

If you are looking to hire a great, top performing recruiter don’t believe the hype that they need to come from a “Top” company.  Where they need to come from is a company that has faced major recruiting challenges, and they’ve found ways to be successful in-spite of those challenges. If you find a recruiter who has always live in fairy’s world their entire career you throwing them into your nightmare might cause their halo to fall off.

Dream Jobs Are A Lie!

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I hate that we are meant to feel that we should have our dream job.  It’s drilled into our society at nausea from mass media, our celebrities, our teachers and spiritual leaders. It’s all basically complete bullshit, but we eat it up like it came directly from G*d.

It didn’t.  Whichever G*d you believe in, she/he never said ‘Thou shalt have your dream job’, never.

Celebrities stand on award stages and tell our children to never give up their dreams, you can do whatever you want.  No.  No, they can’t.  Let’s face it, Mr. Celebrity, you were given a gift, most people don’t have that same gift, so stop telling my kid they can be you.

I know this upsets some people.  They love to live in a fantasy world that someday they stop working their 9 to 5 and start being a fairy princess.  I hate to tell you this, but you won’t.  Sorry, Billy, you’re an overweight short kid with bad eye sight and irrational fear of clouds.  You won’t be the next NFL Hall of Fame quarterback.  But you might be a really awesome Accountant, and that’s not a bad gig.

I don’t have my dream job.

I have a job I like a lot.

My dream job would be to make a ton of money managing and/or coaching a professional sports team. I would take basketball or baseball.  I really think I would be happy with either.

I know that won’t ever work out for me, so I don’t spend much time really thinking about it.  It would be stupid for me to do so.  But that’s my ‘dream’.

If it’s my dream, shouldn’t I give up everything I have and chase it?  Give up my well-paying, really good job.  Give up my house.  My kid’s college education.  My retirement account.  I mean this is MY dream!

Mr. Celebrity said I can reach my dreams.  We all can.  We just have to want it more.  We just have to not give up striving for it.

I met a person last week who said he had his ‘dream job’.  It was a good job, but he also told me he missed his kids because his dream job made him travel a lot.  He also said his dream job had him working harder than he ever had prior.  The longer he talked, the longer it didn’t sound like a dream job, and the more it sounded just like every other job.

The concept of dream jobs is bullshit.  That’s okay.  The sun will still come up tomorrow, even if you tell yourself I’ll never have my dream job.  You’ll be alright.  You can still have a really good, awesome life.

Be wary of someone telling you to chase your dream job.

The New Definition of “Meaningful Work”

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I’m going to stop fighting. For years I’ve been fighting morons who claim that Millennials would rather do ‘meaningful work’ than making money. That is actually one big lie, I believe perpetuated by employers who don’t want to pay market wages! (Conspiracy Theory Alert!!!) Actually, it showed up on a bunch of studies that were poorly worded and confusing.

The reality is money matters until it doesn’t.

Millennials and almost any other human on the planet would love to do work that is ‘meaningful’ and something they enjoy doing. That isn’t rocket science. But, if you’re not at least making a fair market wage, money is the most important thing for the majority of people. The studies that said Millennials would prefer meaningful work over money, didn’t make it clear about the money.

It was put to them as if it was a decision about ‘more’ money or ‘meaningful’ work, what would they choose. The perception being that you are already making ‘good’ money, so now what do you want? More money, or meaningful work, or something else. In that case, the majority of people choose other things because we don’t want to come across as greedy.

All of this brings up a great concept, though, about what the heck do we really mean when we say, “Meaningful Work”? That was also a problem in early studies. Most people assumed that ‘meaningful work’ was ‘charitable’ work. It was about working for a company like Tom’s that made shoes and gave a pair of shoes to the needy when you bought a pair. Or working at a hospital that helped people, etc.

You couldn’t work at Amazon and have it be meaningful work. Serving hot fries and cold beer at Applebee’s isn’t meaningful work. All of this ‘meaningful work’ stuff became very limiting for young people searching for jobs!

The reality is, meaningful work has basically two components:

1. Is the work something you’re good at? 

2. Is the work important to you?

This new definition of meaningful work makes it much easier to understand and reach a position that is more personal to what you are good at, and what ultimately is important to where you are at in your life and career.

This definition of meaningful work allows people to have many forms of what would be considered meaningful work for themselves, not others. You might find grooming dogs meaningful work, but I might not. That’s okay, it’s your job, not mine! I find bakers have meaningful work. I love what they make, but the person who is working as a baker might not find it to be meaningful work, it might just be a job.

Meaningful work is important to the individual doing it. I run a staffing firm. We find people jobs that I hope will increase their career value, and help them reach their life goals. I find that meaningful. Others hate my profession and call me a headhunter. That’s okay, it’s not their work, it’s mine.

 

The Special Secret of Chronic Low Performers

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Do you guys want to know a little secret?  You know how I like hanging out with smokers because they have all the cool inside information before anyone else?  Your chronic low performers have a similar skill.  It’s kind of like information.  Chronic low performers are really good at being low performers!  They’ve figured it out!  They’ve figured out how to do the bare minimum, without getting fired, and you still pay them for showing up and continuing to give you low performance.

If that isn’t a skill then I don’t know what skills are! Let that marinate a little on your mind.

The only reason you have a chronic low performer, is they’ve figured out how to master low performance.

All of us have chronic low performers.  We’ve shot them a million times behind closed doors but never pulled the trigger when the door was open.  I can distinctly remember having conversations about a certain manager when I was at Applebees at 6 straight calibration meetings over 3 years and heard stories about him before I’d come into the organization.  He just was good/bad enough to keep hanging on.  One meeting we’d be short, so he’d make it one more session. Then, the next meeting we’d have some idiot do something really bad and Mr. Chronic Low Performer lives on to suck another day!  The next meeting it would be some other lame reason.  Each time just squeaking by.

Then, the next meeting we’d have some idiot do something really bad and Mr. Chronic Low Performer lives on to suck another day!  The next meeting it would be some other lame reason.  Each time just squeaking by.

Think about all of the people you’ve ever let go. They usually fall into 3 – 4 groups:

1. Bad Performer/bad fit from the start (you shot them early)

2. Good Performer did something really stupid (didn’t want to fire, but had to)

3. Layoffs (decision above your pay grade)

4. Chronic Low Performers (hardly ever happens, they do anything really stupid, personally you don’t hate them)

We have Chronic Low Performers because they make it easy for us to keep them.  They say the right things when we tell them they need to pick it up or else. They’re ‘company’ people, all except for actually adding value part.  They give you no major reason to let them go, all except for not really doing that good of a job.  They always seem to have a semi-legitimate reason for not performing well.

I always wonder how much money chronic low performers have cost organizations vs. the good/great performers we had to let go because they pushed the envelope a little too far and we had to fire them.  My guess is the low performers win hands-down.  You could have a great sales person who is constantly fudging his expense reports or a chronic low performer in the same role. Who would you take?

You don’t have to answer, you do every day.  You take the low performer.  “Well, what do you want us to keep the thief!”  No. But I’m wondering if great performance can be rehabbed?  I know Chronic Low Performance can’t.  My guess is good/great probably can.  Just a thought.

So, why do you have chronic low performers?  It’s not that you allow it. It’s because you just found out what they are really good at!

Email Heroes – Are you one?

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For most of their careers, my parents could never check their work email at home.  It did mean that they probably stopped working when they got home, unlike most professional employees today.  My parents also rarely made it home at 5 pm and worked in the office many Saturdays and Sundays when the work needed to get done. The world changed, we can now get work done almost anywhere.

When did we start defining work as sitting in the bathroom at home and replying to emails in five minutes as work?

Let’s face it, most people aren’t really working when they are home if they don’t normally work at home.  They like to believe that what they’re doing is real work, but if can also wait to be done the next morning when you arrive at the office, you’re not doing real work, you’re just narcissistic.  Oh, I better immediately get back to John and tell him I can definitely do that interview at 8 am, next week Friday…

We act like checking work email at home is the same as donating a kidney or something.

Studies show that 59% of males and 42% of females respond to emails when out of the office.  Those numbers actually sound low to me. The survey also shows that younger workers are more likely to think about work when going to bed and when waking. Just wait! Pretty soon thinking about work will be the same as work!

Are we losing our f’ing minds!?

Seriously! I want to know.  Having the ability to check and respond to emails outside of the office increase your work-life flexibility, but we talk about it like it’s an anchor.  That iPhone is only an anchor if you make it an anchor!  I have a son who plays baseball and I watch as many of his games as I can.  In between innings I always check my email and respond to work if necessary. I do not consider that work. I consider that watching my son play baseball!

Making the decision to take a half a day to watch my son play baseball is easy, because I know I can balance both jobs I have, running a company and being a Dad.  Does my son care that I’m checking email while he’s warming up in between innings?  No. He doesn’t even notice.  It’s not like I’m behind the backstop giving a performance review over the phone while he’s up to bat! I’m just checking and following up on some emails.

If you decide you want to stay connected to your job and organization while you are out of the office, that is a personal decision. Don’t act like you’re a hero going above and beyond by keeping up on your emails. You’re not, everyone does that.

If keeping up with your emails is the real work you’re doing, you’re highly overpaid and easily replaceable. If telling your coworkers you checked emails while out of the office on some personal time to show how dedicated and better you are than them, you need to get a life, email hero.

Every First Internship Should be a Sales Internship!

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So, it’s that time of year. Bring in the interns and show them what they’ll never do or see again in the real world when they get their first job! I’m only half joking. Most internships I hear about today (and I hear about a lot – I’ve got two sons in college!) aren’t coming close to teaching young adults what it’s like to really work a job in your company.

If I was Chief of HR for the country, like I got to make all the HR decisions and make rules and stuff (wouldn’t that be a fun job!) – Chief Justice of HR! I would force every kid who ever did an internship to first do a sales internship with whichever company they decided to do an internship with. Great, you want to be in HR, or an Accountant, or an Engineer, or a Developer, etc., first, you need to go out on the road or sit on the phone with Jerry, he works in sales for our company.

Why sales?

Too often I see entry level grads come into organizations with this strange sense of how the world works based on what it is they do in their chosen profession. Do you want to know how to really impact your chosen profession? Go find out how the sausage is made! The ‘sausage’ in most organizations is sales.

Want to find out how to save the organization money as an Engineer or Accountant, you better understand your customer and what and how they’re buying? Want to be a great designer or developer? Sales will teach you what your priorities should be. Want to find out how to impact employee development and career growth? Go find out how hard it is to sell $1 of your product your company sells every day.

This isn’t some plan to get everyone in the world to think sales is hard and you should pity them. Sales is hard. Great sales pros also make a ton of money. No one usually feels bad for sales. This is truly about getting the new grads coming into your organization to have a better perspective about what’s really important.

If we don’t sell our stuff, you can’t ride the down the slide into the lobby on your way to hot yoga.

So, no matter what you do in the organization. You should know how to sell. Well, Tim, I’m going to be a nurse. Hospitals don’t sell, we save lives. Congratulations on becoming a nurse, it’s such a great profession, you’re a moron. Every organization sells. Hospitals compete against other hospitals for high-margin health care business. Nonprofits compete for donations and grant dollars. Churches compete for your souls.

Every organization is selling something, and you should know what it is you’re selling and how it’s sold.

We do a disservice to kids when we make them think that their profession is only about the skills they’re learning for some title they’ll one day have after graduation. Your profession, every profession, is about ensuring crap gets sold.

How Big Is Your Hotel Room? Measuring your HR Influence! #SHRM17

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Just got off the spring HR conference season, although it seems like the HR/TA conference season is now never ending. It used to be the conference season for HR and TA conferences were spring and fall, with the one outlier being SHRM National at the end of June. Now, you can go to a conference in any month of the year!

As one of the many people in our industry that writes, speaks, etc. Some folks would consider me a person who has some influence in the space. I certainly don’t have the most influence, but I do okay. My wife likes to call me a ‘micro-celebrity’, meaning I have about 23-ish HR pros around the world who know who I am, and might want a hug when they see me!

When you go on the HR/TA conference circuit, as an influencer, you get humbled very quickly, as you run into conferences where your influence is minimal, and come conferences where you’re the rock star. I just came back from a conference where I was humbled, so I wanted to share how you can tell your value at a conference as an influencer!

It’s the size of the hotel room they give you!

Let me break down the ratings of Influence “5” being the highest influence, “1” being the lowest influence in the HR space:

Level 5 HR/TA Influencer:  You’re in the suite life! Gerry Crispin is a level 5 influencer! I was at a conference with him recently and his “room” was actually 4 rooms with a breakfast nook, two fireplaces, and a hot tub! That’s influence! We won’t talk about my room as compared to his! Level 5 Influencers also are picked up at the airport by someone holding a sign with their name on it. Probably have a gift basket in their room that includes something cool like a pair of Beats by Dre or Oakley sunglasses or something. Most level 5 influencers do not attend conferences for free, many of these gigs are paid gigs. (I’m not saying Gerry was paid, just that those at level 5 can get paid if they desire)

Gerry is a level 5 influencer because TA buyers listen to what he has to say. If Gerry says buy “X” software/product, people will buy. If he says “Y” software/product is crap, people won’t buy. Don’t tell me you’re a level 5 influencer without being able to move the market!

Level 5 HR/TA Influencer upgrade moment – Kyle Lagunas had a giant suite on top of the Bellagio in Vegas this year. I got invited. It was HR nerds acting like rappers, and it was awesome!

Level 4 HR/TA Influencer: You get to stay at the same hotel as a Level 5 influencer but you don’t get the same room! You probably don’t get the private ride to your hotel from the airport, but they’ll send you a note on what shuttle to take, you might even get the gift basket, but you will never get the breakfast nook! Level 4 and 5 influencers also are personally invited to these conferences, they never have to ask to attend. You’ve reached a certain level when you’re no longer begging to come to an event and work for free!

Once you reach level 4 you start getting invited to private dinners with vendors. Really nice meals at restaurants you would never go to unless someone else was paying and ordering drinks you wouldn’t if you were paying the tab.

Level 3 HR/TA Influencer: Welcome to the Hampton Inn, are you a Hilton Honors member? If so, we can get you a free bottle of water and move you to the top floor! Level 3 Influencers have made it to the land of not having to pay their own way to a conference, congratulations, that’s actually a huge step! The expectations though for this honor will be you’ll be writing, tweeting, IG’ing, Facebook live’ing, Snapping your life away for two straight days. It’s a big step to reach level 3, but that step comes with a lot of work conference organizers expect from you. At level 3 you’re probably booking your own hotel, flight and sharing an Uber to the event. But, you can turn those expenses in and get reimbursed.

Most likely at level 3 you probably had to ‘apply’ to attend the conference. Someone took a look at your name and others who applied and determined you carried enough influence to make the ‘list’. No one was contacting you asking you to come, but to be in the game, you must play the game! Level 3 influence comes with VIP access to the big HR parties, which usually means you don’t have to stand in line!

Level 2 HR/TA Influencer: You’re paying your own travel, but enough level 3-5’s didn’t want to come to our event, so we’ll give you a free pass to get in! With this free pass, we’ll make you dance like a monkey and do anything else we ask. Where a t-shirt with your logo? Sure! Many level two’s will bunk up in a two queen room. I once asked Kris Dunn if he wanted to share a room and he wouldn’t talk to me for a month! He was definitely not at level 2!

Level 1 HR/TA Influencer: At level 1 you’re paying your own way for everything. Travel, conference admission, etc. You’re probably sharing an Airbnb with other level 1’s and 2’s to help offset the cost, but you’ve got a dream, the Gerry Crispin 4-room suite dream! Plus, you can probably make at least a meal or two from snacks and candy given out at expo booths, and some giant HR vendor will have a huge party you can attend with the rest of the heard!

Some vendors completely screw themselves when they don’t understand the levels! If you’re a level 5 and a vendor treats you like a level 3, you can best believe you’ll never go back to that event! But, if you treat a level three, like a level 4 or 5, you just created an influencer friend for life! It works both ways!

The key for vendors is to try and get the most value for the level. It’s Moneyball! I want an up and coming level 3, who will probably be a 4 or 5 soon, to be at my event! I can get level 4 or 5 influence, on a level three budget. The hard part for all vendors is understanding who actually has real influence and who’s just pretending. Since I wrote the HR/TA Influence levels, I’m putting myself down as having some influence! 😉

The Sackett Commencement Speech!

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(I’m on vacation today at my nephew’s graduation! So, I thought to re-run this post made sense! Enjoy!) 

It’s that time of year when universities and high schools go through graduation ceremonies and we celebrate educational achievements.  It’s also that time of year when you get bombarded with every great commencement speech ever given.  There is clearly a recipe for giving a great commencement speech.  Here are the ingredients:

1. Make the graduates feel like they are about to accomplish something really great, and not just become part of the machine.

2. Make graduates believe like somehow they will be difference makers.

3. Make graduates think they have endless possibilities and opportunities.

4. Make graduates think the world really wants and need them and can’t wait to work with them.

5. Wear sunscreen.

I think that about sums up every great commencement speech ever given.  Let’s face it, the key to any great speech is not telling people what they need to hear, but telling them what they want to hear!

I would like to give a commencement speech.  I think it would be fun.  I like to inspire people.  Here are the main topics I would hit if I were to give a commencement speech:

1.  Work sucks, but being poor sucks more. Don’t ever think work should make you happy.  Find happiness in yourself, not what you do.

2.  You owe a lot of people, a lot of stuff.  Shut your mouth and give back to them. Stop looking for the world to keep giving you stuff.

3.  No one cares about you. Well, maybe your Mom, if you had a good Mom.  They care about what you can do for them.  Basically, you can’t do much, you’re a new grad.

4.  Don’t think you’re going to be special. 99.9% of people are just normal people, so will you.  The sooner you come to grips with this, the sooner you’ll be happy.

5.  Don’t listen to your bitter parents.  Almost always, the person who works the hardest has better outcomes in anything in life.  Once in a while, a person who doesn’t work hard, but has supremely better talent or connections than you, will kick your ass.  That’s life. Buy a helmet.

6.  Don’t listen to advice from famous people.  Their view of the world is warped through their grandiose belief somehow they made it through hard work and effort. It’s usually just good timing.

7. Find out who you care about in life, and make them a priority.  In this world, you have very few people you truly care about, and who care about you in return.  Don’t fuck that up.

8.  Make your mistakes when you’re young.  Failure is difficult, it’s profoundly more difficult when you have a mortgage and 2 kids to take care of.

9.  It’s alright that sometimes you have to kiss ass.  It doesn’t make you less of a person.

10.  Wear sunscreen.  Cancer sucks.

So, do you feel inspired now!?  Any high schools or colleges feel free to email me, I’m completely wide open on my commencement speech calendar and willing to give this speech in a moments notice!

People Who Are Always Late Are the Real Terrorists

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I have a confession to make. I’m anally retentive on time. I’m so on time, that if I’m ‘on time’ I think I’m late. For me, being on time means I’m ten minutes early to whatever it is I’m scheduled to do.

If I know I might be late, I get anxiety. My close friends, and my wife, know this about me and usually if they know I’m feeling frisky, they’ll push this button!

Look, I get it, I’m not proud of this. We all carry around our own demons…

My take on this is there could be worse things in the world I could have problems with! I could be a drug addict. I could kick puppies. I could be completely rude and annoying and show up late to stuff and put other people out and show how I don’t care about them by not respecting their time and making them believe I must be more important than them by showing up after the agreed upon time! Yeah, like those things!

So, one of these always late terrorists put together an article recently and basically said that people who are always late are “more successful and live longer, says Science”.

You can bet, I took offense to this! It goes against every fiber of my being not to be late!

So, here’s a bit from the article and the ‘science’ they claim to have to back this up:

In DeLonzor’s book ‘Never be late again’, she says: “Many late people tend to be both optimistic and unrealistic, she said, and this affects their perception of time. They really believe they can go for a run, pick up their clothes at the dry cleaners, buy groceries and drop off the kids at school in an hour…

In a study of salesmen carried out by Metropolitan Life, “consultants who scored in the top 10 percent for optimism sold 88 per cent more than those ranked in the most pessimistic 10 percent”. Their performance is better because their outlook is better…

People who are late, but genuinely don’t mean to be – the ones who want to be considerate, often live in the moment and find it hard to save for the future, says Alfie Kohn on Psychology Today. Some people “can’t summon the self-control to be on time” which would mean that person “probably has trouble getting his or her act together in other ways as well – say, around saving money or saying no to junk food.” Oops.

So, if you read the entire article the ‘science’ is basically this:

1. People who are late are optimistic.

2. Optimistic people in a sales role will sell more.

3. Selling more means you’re more successful.

4. Thus, People who are late are successful.

Apparently, people who are late also are bad at math and regression. Since you can not correlate being late to optimism to success to jump and put all those together!

Let’s face it, people who are late are awful people, and usually unsuccessful because they’re probably constantly trying to catch up from being late, and most likely fired often because they fail to keep commitments they made. Because they’re fired and constantly running behind, they’re most likely, also, stressed out more often than the fine, well-standing folks who show up on time, and that stress is a killer!

I have to assume the person who wrote the article was running late so they just made up some data and science to fit their lateness. I don’t condone it, but I understand. The habitually late need our help. It’s really more of a disease than a conscience decision. We might want to put in some legislation to give them extra protections. I want to be empathetic to their difficult plight of showing up to commitments on time! I’m not a monster.

Seriously, if you’re one of these terrorists, just know that everyone, deep down, hates you with a passion.