Category Archives: The Recruiting Rules

What Your Office Holiday Party Drink Selection Says About You

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My friend, and newly named Chair of the HR Technology Conference, Steve Boese, made a comment on the back channel recently about how he was ‘looking forward’ to all the HR bloggers writing their annual posts on how employees can keep themselves out of trouble at the annual holiday office party.  Let’s face it Steve – HR folks aren’t the most creative – plus, we usually stick with what got us here! (namely safe, lame posts, preaching crap everyone already knows)

But, Steve got me thinking – I wanted to do the annual office holiday party post one better and add a little spice – so I asked a few of my friends to give me their annual Office Holiday Party drink selections – and then I would analyze what this said about them and their possible career!  What could go wrong!?

First up – let’s start with the idea generator himself – Steve Boese:

Drink Selection: Light Beer

What ordering Light Beer says about your career:  I’m going ‘light’ because I want to give the impression I still care about my appearance, and I’m also a guy of the people.  I like to fit in and nothing says ‘fittin in’ like a Light Beer.  Plus, I don’t want to get to drunk, I’ve got the midnight SportsCenter DVR’d to watch when I get home.

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Laurie Ruettimann:

Drink Selection: Prohibition Punch

What ordering Prohibition Punch says about your career: Please get me drunk as fast as possible because I can’t stand being around any of these people, but 3 PP’s into the night and I’ll be selecting who’s going to be taking me home tonight. Classic HR lady cocktail choice and move!

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Matt (aka Bruno) Stollak:

Drink Selection: Rusty Nail

What ordering a Rusty Nail says about your career: No one here is going to want to talk to me, so I better order something odd, so I have a small topic of conversation ready to go at a moments notice.  The Rusty Nail also let’s everyone know you’re dangerous, like an accountant willing to go home with the drunk HR lady drinking that weird punch.

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William Tincup:

Drink Selection: Sidecar (times 20 apparently also goes with William’s order)

What ordering a Sidecar says about your career: Basically, after 20 Sidecars, you’re saying I give a shit about my career, but the owner’s wife is really hot – I mean hot enough, that I think I’m in love – I mean so f’ing hot that I’m going to propose to her tonight, right now – YOLO! By the way, which one of those people over there is the owner’s wife?

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Me:

Drink Selection: Bombay Sapphire and Tonic, with a lime

What ordering this drink says about my career: I’m paying the bill and I have a personal pilates session in the morning with my life coach, Surge – and I don’t want a headache.

Drink Selection #2: Red Bull and Grey Goose

What ordering this drink says about my career: I work with young people and they were ordering it, so I wanted to look hip or cool or whatever they call it now days.  Plus, I have no idea what I’m doing by ruining perfectly good Grey Goose with a mixture of Red Bull.

True Story Alert – Two Office Holiday Parties ago, at a small tucked away bar in Lansing, MI – I had 4 Red Bulls and Grey Goose.  I never had, had one and some of the ‘kids’ in the office were ordering them.  I played along.  At 40 I turn into a pumpkin after the 11 o’clock news, so what the hell – what trouble can you get into before 11:30pm?  Apparently, the ‘kids’ didn’t tell me you shouldn’t keep drinking Red Bull and Grey Goose – that’s just a starter drink, to get you going.  At 3:30am I was finally able to fall asleep.

Drink Selection #3: Kamikaze shots

What ordering this drink says about my career: My office holiday party doesn’t really get started until one of the ‘kids’ begins to order Kamikaze shots.  I like to get the party started, because I turned into a pumpkin around 11:30pm.  Kamikaze’s seem to do the trick.

 

So, what drink will you be ordering at your office party this year?

P.S. – thanks to my friends for playing along!

Everything You Ever Needed To Know About Compensation

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Let me start by saying I don’t really understand Comp Pros.  Seems like a lot of spreadsheets, market analysis, internal analysis, 48-72 hours of waiting, followed by me getting approval to offer the candidate less than what they originally asked for, followed by the hiring manager sending a nasty email to their line executive, followed by me getting approval from said Comp Pro to offer what I wanted to originally, followed by the hiring manager believing I have no idea what I’m doing. But what do I know…

If I ever get the chance to run a Compensation Department (please G*d never let this happen) I would concentrate on only one thing: which positions drive the largest percentage of revenue in my organization.  Now that is much harder than you think.  First, I’m sure you’re organization is like mine in that ‘every’ position is important…wait, I have to stop laughing…and as such, we really need to look at the whole.  No, I wouldn’t do that in my made up Compensation Department – I only want to look at the important people.  It’s not that I’m getting rid of anyone – Comp doesn’t do that – we leave that to the Generalist!  My focus is finding out who is the most important in driving revenue (thus profit) in our organization.  I need to know this because I need to ensure we are leading the market in compensation plans for those specific skills.  Why? Because I want to go out and give my HR/Talent team all the ammunition they need to hunt down the best possible revenue driving team for my organization that has ever been assembled by man, beast or robot.

Bam! – that is all you need to know about Compensation.

“Oh, but Tim you’re so naive! We need to pay all of our people fairly to drive the best productivity. We need to ensure we don’t have internal pay equity issues. We have to have proper bonus plan designs and executive pay structures. We need…” Shut it!  You know what happens when you lead any industry in revenue?  All that crap tends to take care of itself.  You know what happens when you’re chasing revenue in an industry?  All that crap becomes issues.

Ok, so I make one giant assumption – I assume if my organization can drive revenue, that we can also drive profit – that isn’t always the case – but it will be in my organization because I know how to performance manage the morons out who don’t get these two need to be on parallel paths.  My compensation philosophy is simple – over pay the people who drive my revenue, and make sure I always have the best revenue driving talent in the game, at all times.  Pay everyone else at the market rate – I don’t need racehorses in those roles, I need plow-horses.  Most organizations don’t have the guts to do this and it’s why most organizations are always struggling around budget time to determine where to cut.  I don’t want to cut, I want to grow, I want to take over the world – or, well, at least lead my industry.

When is Gutting Payroll the Right Thing?

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HR-Sports Post Alert!

Many of you probably cared less about the recent trade between Major League Baseball’s Miami Marlins and Toronto Blue Jays (check out the details here) – suffice to say the Marlins were able to decrease their annual payroll from $188M to around $35M in one giant trade!  Classic rebuilding type of move, right?  People/fans are saying the Marlins shouldn’t do this to their fans and they gave up on some great talent.  Let’s take a look back at recent Florida/Miami Marlins history:

1997 – Won the World Series (payroll at $47.8M)

By 1999 – they gutted their roster of high priced talent for younger up and coming talent (payroll at $15.2M)

2003 – Won the World Series (Payroll at $76.9M)

By 2006 – they gutted their roster again (payroll at $15M)

The difference the Marlins and large market teams like the Yankees and Red Sox is that the Marlins can’t make giant financial talent mistakes without something major happening in the next year or two.  They took some gambles over the past couple of years trying to assemble a world series capable team (they’ve done this before – twice!) and it didn’t work out.  So, change needed to happen – rebuilding needed to begin.  Any fan of the Marlins could have predicted this.

So – what does this have to do with HR – or my company?

There is some huge wisdom in how the Marlins manage their talent finances that we can all learn from.  Let’s make no mistake about this – this is not Moneyball, in fact he might be the opposite of what Billy Beane had envisioned.  But, many would argue that the Marlins version, had worked out better, certainly from a results standpoint.  My question is – could this type of talent financing work in a corporate setting, or in your company?

Think about it that for a minute.

How could you make this happen?  I tend to think about it in terms of your high priced – A talent – not necessarily your executives.  What if your company was looking to drive and increase in market share in your industry.  Your main competitor currently had 50% of the market, while you only had 25%, with the other 25% spread amongst competitors 3-10.  Your goal was to grow your market share to 35% in 3 years – a large task for most companies in most industries.  Conventional corporate wisdom would work this way – Step 1 – we hire away one of competitor 1’s executives to tell how they did it; Step 2 – The new executive brings over as many people as he can get, usually starting with a solid player from competitor 1’s marketing department; Step 3 – you re-brand and spend a crap ton of money; Step 4 – 3 years later you’re at 28% market share with less margins. Ouch.

If the Marlins management ran your company here is what they would do:

Step 1 – Go hire the top sales person from your main competitors – all of your competitors and pay them double what they are making.

Step 2 – Go directly after every single account the competitors have with the inside knowledge you just gained in your sales staff.

Step 3 – Build their market share to 40% within 24 months

Step 4 – Systematically let go of all of their high priced sales people – losing about 5% of their market share.

Step 5 – At 3 year mark be at their 35% market share with roughly the same payroll as they had 3 years prior.

I mean it could happen that way!

We/HR/Management tend to believe we have to keep our people on forever – even after they stop being rock stars, but are still getting paid like rock stars.  The Marlins have said, ‘look this is a dual benefit play – we get our championships and the players gets a giant check, then we both move on’.  It’s not “traditional” so everyone tends to think its wrong.  I don’t know if it’s right, but I’m sure their are some Chicago Cub fans that would take 2 World Series championships in the last 15 years!

Give Your Employees Permission

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It’s pretty widely accepted that referral hires are the best hires that most companies make.  Pretty easy math equation on why :

Good Employee + wanting to stay a good employee + employee’s reputation = usually good people they recommend to HR/Recruiting to go after and hire

I’m like Einstein when it comes to HR math!

But, there is one piece to the equation that most all companies struggle with.  We don’t get enough of these referrals!

So, we look at our referral process. Then we go out and look at our collateral material associated with our referral program. Then we look at using technology to automate our referral program. Then we look at the numbers again – and again – we still don’t have enough of these hires…

There is still one thing we keep forgetting to do – it’s simple – which is probably why we “assume” we don’t need to do it.  We/You need to give your employees permission to do share this with their personal and professional networks – each and every time you want a referral for a certain position.

You know what we do really well in HR?  Roll-outs! We do!  We can roll-out the shit of just about any program you can think of.  We love roll-outs. We live for roll-outs! You know what we do really bad in HR?  Continuing programs after we roll them out!  The truth sucks because it’s true.

How can you get more referrals?

1.  Have a program (don’t laugh, too many still don’t)

2. When you want a referral – ask for it – each and every time.  (We tend to roll out the referral program and assume each time we post a position our employees will just naturally share it with potential referrals – they don’t)

3.  When asking for a referral specifically “Give Permission” to your employees to share this with their Facebook friends, their LinkedIn Professional network and their Tweeps. (Specifically)

BEST PRACTICE ALERT: Create email groups by department, when you get an opening for that department send an email to the group with your standard referral “permission” language – plus one other item – an easy cut and paste hyperlink that they can post or send to their networks with specific instructions on where to paste/send it to.

Giving someone “permission” to do something strikes a trigger in their mind to actually do it – it has something to do with psychology or something, I don’t know I’m an HR pro, but suffice to say it works!  Think about it, like you were a 5 year old.  Your parents tell you, you can’t ride your Green Machine in the street.  Then, one day, Mom is out getting her nails done and your Dad sees you doing circles in the driveway on that Green Machine and he goes “Hey, why don’t you take that into the street?!”  What do you do?  You immediately take that bad boy for a ride in the street! Dad “gave you permission” and you ran with it!

Referrals might be a “little” different but I’ve actually had conversation with employees who’ve said “Oh! It’s OK if I send this to my friends and family?”  Like our posting was sort of corporate secret or something!  We shouldn’t assume.  You’ll be surprised.

Now – go give your employees permission to get you some referrals!

 

 

Management is Judged by its Second Act

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I have a new HR Crush and his name is Ben Brooks – check him out, the dude is a crazy smart HR dude from NYC (VP of Human Capital Performance at Marsh).  I saw him present at HR Tech about his company and the cool stuff they’ve done, are doing, etc., and he used this quote (he might not be the original, but after an extensive Google search I couldn’t find anyone better to attribute it to – Ben says his CEO at Marsh said something similar and he adapted it):

“Management is judged by its second act.”

Simple enough, but very powerful.  Think about that for a moment.  It would seem most leadership/management that I run into seem to want me to judge them based on their first act, right?  It makes sense, any time a new leadership person/team comes into an organization there is always some low hanging fruit that needs to be taken care of.  We always talk about how hard it is coming in as a new leader, but there are also some easy pieces to being a new leader.

New leaders have a small window of time where they get to point out all the obvious crap that’s wrong, like they’re some super genius consultant, and everyone thinks they’re brilliant.  They then go around fixing that stuff (the low hanging fruit) and then they live off of that for as long as possible.  Leadership lore is filled with “turn-around” specialist.  Leaders who come in, turn around a company, then take off to do it again, and again, for other companies.  They sell themselves as specialist, when in reality – they are just coming in and doing what everyone knows what needs to be done, they just don’t have the guts/influence/backing to do it.

The hard part of leadership is to perform your “second act”.  What do you do once all the easy stuff, the obviously broken stuff, is taken care of?  Yeah, that is hard!

Want to help out your C-suite?  Go to them with this concept and start helping them design their second act.  You might first have to help them define their first act! Let’s face it, leadership is a bit like politics, the more you market what you’ve already done, it helps buy you time to go and do some more stuff – but you still have to let people know what you’ve done!   Once you get act two drafted, you begin the marketing process for that as well.  It goes a little like: “Hey, we’ve done all this great work in Act 1, so now we are getting ready for our next stage and Act 2” – but with specifics, don’t really say Act 1 and Act 2 or you’ll sound like an idiot!

Act 2 won’t be easy – remember you’ve taken care of the easy crap.  Act 2 is going to be defining and it’s really where you get to understand, as a leader, am I any good at this leadership thing. At building a vision. At delivering something that moves an organization forward.  Most leaders never get to Act 2 because Act 1 is so gratifying they can’t pull themselves out of the theater, they just keep running the same show over and over, and many companies keep buying seats.

Have you begun your Second Act?

9 Wishes for New HR & Talent Professionals

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My favorite part of the fall conference season is the fact that I get to meet a ton of HR and Talent Pros and connect.  Of those, the ones I have the most fun talking to is the newbies!   They are still in that point in their career where HR is fun and exciting and they get jazzed up talking about the stuff we (older, I mean experienced HR Pros) no longer find as fascinating.   I usually find myself answering questions – you know the type – “how would you handle…?” or “what would you do…?”, etc.  Which gives me an opportunity to tell them here’s how I screwed it up when I first started, and here’s how I handle it now – which are usually very different.  So, as I reflect on this season I’ve come away with a few wishes for my fellow HR and Recruiting Pros who are just joining us on this journey.

I wish new…

 …HR pros would unlock the doors to their departments – wait – change that – actually take off the doors all together.

 …Corporate recruiters would make more outgoing calls then they get incoming calls.

 …HR pros would spend more than 50% of their time out of their office/cube walking around talking to employees and hiring managers.

 …Recruiters would never feel like it’s their responsibility to staff their companies – it’s not – it’s your leaders of your departments – you’re just the tool they use to accomplish it – but they’ve got to own it – ultimately they make the final decision, not you, which means it’s there responsibility.

 …HR pros never learn “soft” HR math.

 …Recruiters learn how to recruit before they learn how to build recruitment processes.

 …HR pros spend their first month (or more) in position actually working in operations, marketing and finance – it will make you a better HR pro!

 …Recruiters would build relationships with their main competition’s recruiters – this will make you better as well – and you won’t be giving away the corporate secrets!

 …HR pros would build more influence in their organizations than more process – one is easier to do – which is why you don’t do the other.

I guess I wish all of this stuff, because it’s stuff that I had to learn over time – and if I could have one wish for our newbie HR and Talent peers it would be they could have all of this knowledge up front as they come in the door.  Because I can’t have that wish – I’ll throw out a challenge to my HR brothers and sisters – take a new HR pro under your wing – it doesn’t have to be in your organization – just find one and do it.  Here’s what you’ll find – they will help you more than you’ll probably help them – helping a newbie will energize yourself, help you slow down on your own decision making and reflect on what you’re doing and its importance – and because of your experience it will allow you to go out and make some adjustments to your own shop that will have great impact to your business!

The Law of Diminishing Title Return

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“I don’t care what you call me – my title is meaningless!”

Have you heard this?  If you’re in HR long enough – you’ll hear this a number of times over your career.  You know who says this?  People making a lot of money, people who’ve been out of work and are just happy to have a job, or people who’ve been around so long they actually really don’t care anymore!

Titles are important to people – although that is not the politically correct thing to say – so hardly ever hear the truth when it comes to titles.  Don’t think titles are important in your organization – try changing some – try going, let’s say, backwards in title!  You’ll see how important it is.  The issue I see in many organizations is the concept of Title Creep.  When for whatever reason, usually the business not doing well so you don’t have money to give out, the organization starts giving out titles over raises (“Hey, Janie, doesn’t look like we have any budget money to give you your 3% raise this year, but gosh golly you sure our important to us, so we want to “promote” you to Manager!).  And you know what? That crap works for a little while! Because people love titles!

Just look at banks – they’re really funny about titles!  Everyone at a bank – and I mean everyone – is either a Vice President or a President!  Banks really have screwed up the title thing worse than any other industry.  You will see banks now that the person’s title will be Vice President – Manager of Recruiting, or Sr. Vice President – Director of Human Resources – and I wonder to myself – “So, what is it – VP or Director!? What are you?”  This is where titles go very wrong and stop having value to the individual.

The main problem with title creep is when it’s used and people feel because they have, or have had, a certain title that means they should get that title in another organization.  I interviewed a sharp person a while back who had graduated from college in HR and over the course of about 6 years went from HR Generalist, to HR Manager, to HR Director, to VP of HR in the same organization. Impressive, right?  But wait, there’s more to the story!  She lost her position do to an organizational change (that’s what we call getting fired today so the GenY’s and millennials still feel it’s not their fault) and was struggling finding another “executive” role in HR.  I asked her a couple of questions:

1. From your beginning as an HR Generalist to your final role as VP of HR, how many direct reports did you pick up?

              A: 1

2. From your HR Gen role to VP role – what responsibilities did you pick up?

             A: Well…I still do everything, but I also am now more strategic.

Oh, boy.  So, I got to share with her some advice. Stop looking for an “executive” role, find a solid HR Gen or HR Manager role – you my friend are no VP of HR!   Title Creep really hurt her.

In HR we have a major role in this concept of Diminishing Returns in regards to Titles, and that role should be to stop handing out titles like it’s candy from the bowl on the receptionist’s desk at the front door.  We should protect titles and not allow them to diluted, because most people do like them, and they can be a valuable tool in your compensation tool box, but only if you don’t use them very often.

BTW – best title ever is from K Swiss Kenny Powers commercials!

HR’s Largest Affliction

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You know what I really like about Sales departments in most organizations?  They try, or do, almost anything, once, to try and increase sales for your organization.  They are willing to take chances, to tinker, to experiment and the organization is fine with it – hell, most organizations expect sales to do stupid stuff every now and again.  Marketing is the same way – if there is a dumb idea out there – someone in Marketing is bound to come up with it – and give it try.  Why not?!  It might actually work.  Operations? Same thing.  When I was at Applebee’s, about once a year some operations person would say “Hey, we should do Breakfast!” You mean America’s beer and burger place, doing eggs and bacon? Sure, why not.  Then after one week of trying a “Sunday Brunch” they’d go – “That’s dumb – let’s not do that”.   But they tried it.

HR, not so much.

Somehow HR became our organizations’ Mom.  I’m not sure how your Mom is but most Mom’s do whatever they can to put their kids out of risk.  I called this “Bubble Boy” when my boys were little and my wife would do everything possible to keep them out of harms way.  I’m sure, if would have been possible, she would have found a way to put a bubble around our boys to keep them safe.  Not a bad – necessarily – right?  Ultimately, we want to keep our kids safe – out of harms way.  That is the role of Mom.

HR is not Mom.

That really is our (HR’s) major affliction.  We are trying to be “Mom”, when no one in our organization, including the C-suite, is asking us to be “Mom”.  Most HR shops run like they are trying to eliminate 100% of the organizations risk.  The problem is – it’s not HR’s role to eliminate risk from the organization.  HR can advise of risk – “Hey, you might not want to do that, could get us into some hot water, but if you do, here’s how I can help” – but it shouldn’t be spending large amounts of time figuring out how to eliminate risk.  That’s why you have legal council – every company I know – even ones with 25 employees – have legal council.  Maybe not onsite – but they can make a call.

Think about it for a minute.  No other part of your organization spends time trying to eliminate risk.  They spend time trying to figure out what risks they should be taking to move the organization forward.  Some of those risks won’t work. Some of those risks will work so well it will transform the organization.  We need them to take risks.  Taking risks, calculated, is what drives innovation, drives increased revenues and drives long term health of our organizations.  Risk avoidance is an ill HR can cure.

HR needs to take risks.  Our organizations require this.

New Recruiting Vendor – Intomi

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One of the most unique Recruiting vendors I saw when I was at HR Tech a few weeks back was a company out France.  The name of the company is Intomi – pronounced – “In-To-Me” and they’ve come up with a product that I dare say might change Corporate Recruiting as we know it, and when I say they’ve come up with something no one else has – believe me – NO One is selling this product!

Think about what is the one thing that Corporate recruiting is missing – what is it?

No, it’s not sourcing tools – they’ve got plenty of those.

No, it’s not screening tools – that market is flooded.

No, it’s not ATS’s, or CRM’s, or branding – and you’re not going to guess this because their product is unlike anything that has ever been scene in corporate recruiting.

What Intomi does is quite simple, which makes it even that more powerful.  That’s really what every recruiting and HR vendor should be striving for – designing a product so simple that it needs no explanation – just pick it up or turn it on – and go.  Simple is difficult to do – Intomi gets this!  I’m sure it was the simplicity of their design that first drew me into their product, but it was the functionality that kept me looking at it.

In 20 years of being in the talent/HR space I’ve never seen a product that had such an immediate impact to the amount of talent that was brought into our organization, and was so cost effective at the same time.  When job boards first came out 20+ years ago – that was a big deal – and over the past 10 years social tools have really changed the game – but all of these things had one fundamental flaw – Intomi changes all of that – it eliminates the one struggle that corporate recruiting still has.

Intomi does one thing and one thing only – Intomi will immediately separate you from your competition – as you can tell I’m a huge fan!  So, what is this super simple, super powerful solution to all of your recruiting problems?

Intome forces your recruiters to physically pick up the phone and dial the number of a candidate – and won’t allow the recruiter to hang up the phone until they say at least one word. Freaking Brilliant!   This will be HR Tech’s 2013 Award winner for sure!   How does Intome do this?  Glad you asked.  They use something called metrics – which actually tracks the number of calls a recruiter makes, how long they spent on the phone and how many qualified screened candidate profiles they send on to hiring managers.  If those metrics aren’t met, the recruiter is then coached and if they are continually not met, Intome will fire them for you!  I’m just really in love with this product!

I’m not their sales person – but if you want more information on this product, then you have no idea what you’re doing in recruiting.

 

Better Boss or More Money – What do You choose?

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There was a survey done recently by Michelle McQuaid and the results were picked up by a number of news outlets and delivered as big news.  The basis of the study was, if given a choice, would your employee choose a better boss or a pay raise – and guess what they found!?

65% of employees say they would rather have a Better Boss than more Money!

So, my question to you – do you think this is true?  If you went to your employees right now, today, and told them – look we know, based on this survey you guys want a better boss, so we going to fire the idiot we have managing you right now and let you pick your next boss!  And, because we are doing this – you don’t get a raise next year – but don’t worry – you’ll be more engaged and happier because this next gal you pick to tell you what to do is really going to that much better! What do you say – are you in?!

Before you go cutting your increase budget for 2013, and funneling all of that money into leadership development – let’s look at a couple of things:

1. The person who did the survey -Michelle McQuaid – has a consulting business and guess what she’s selling? Engagement!

2. The survey sample was a total of 1000 folks from various demographics – and I’m sure was academically and statistically tested to be completely valid and reliable…

Unfortunately, the media outlets that pick this crap up never give the full story – that’s not their job – their job is to get you to click – and most people believe what they read.  Put into context, this survey is almost laughable – One person, trying to sell her ideas, throws a survey together that just by happenstance validates what she’s saying.  The Business Insider even tied Gallup into the article  making it look even more valid – which causes great confusion!

Here’s my real life study of this same subject – do this for me and let me know how it turns out:

1. Take $2500 cash – stacks of $20 bills – and set them in front of an employee.  Let the employee touch the money – pick it up.

2. Then, ask this one question – “You can have a new boss – a better boss – or you – right now – can have this money. Which one would you like?”

3. Do this to 100 employees – or 1000 (like it matters) – and tell me your results.

Here is my guarantee to you – and if it doesn’t work out this way – I’ll pay for your study.  You will not have 65% of your employees chose a new boss!!!!  I guarantee it.  Look I get what Michelle is trying to do – we’ve all drank the engagement Koolaid – so now we’re supposed to believe that money no longer matters to people. Well it does – it matters a whole lot – don’t try and kid yourself.  Telling yourself that your employees will pick a better boss over a raise is fools gold – and makes you look like an idiot to your executives – because they know reality.  People want a better boss – people need and want more money – more.