Delta Airlines Charging Unvaccinated Employees $200/mnth! Why?

At this point, if you’re in HR, you have seen news of Delta Airlines charging unvaccinated employees an additional $200 per month in health insurance premiums. Needless to say, there has been a strong reaction from the HR community to this announcement.

It’s interesting for sure as you have most HR pros believing everyone should get the vaccine, but also that corporations should not be charging employees if they do not get the vaccine. Some other reactions have been why should an employee be charged a premium, now that we know the vaccine won’t stop you from getting Covid. And an unlimited amount of other opinions as well!

Isn’t this just the smoking premium?

About a decade ago employers started charging employees who smoke higher health care premiums. Walmart charges employees who smoke an additional $2000 per year in increased health insurance premiums. When this was first done by a small employer in Lansing, MI a decade ago, lawsuits were filed, the HR community became unglued, and we had these huge ethical arguments over whether this was right or not to do to an employer.

What right is it of an employer to charge me more if I want to smoke or not! You’re not charging Tim over there eating a Big Mac and drinking a gallon of soda!?

Delta’s Covid decision is causing similar outrage about the vaccine.

Here’s the thing…

From the data we currently have, and the recent FDA approval of the Pfizer vaccine, we know statistically those with the vaccine are much less likely to be hospitalized or die from Covid. The “average” cost of a Delta employee who gets the virus and is hospitalized is $50,000!

$50,000 is not a small cost! Multiply that by hundreds of employees and it’s becoming a major issue. The issue being, on individual employee’s personal decision to not get the vaccine, is actually costing every single Delta employee, with upcoming increased insurance costs!

“Yeah, Tim, but someone made the personal decision to light up a cigarette. No one is making the personal decision to get the Covid!” Ugh…

You know you can’t send your kid to public school in the U.S. unless they have their approved vaccines. Millions of kids each year, go get their vaccines and go to school. We’ve pretty much eradicated all kinds of terrible diseases. An extremely tiny amount of parents have an issue with this. Ultimately, science has proven to be effective in helping our kids stay alive. Yay! Science!

More employers will go down this path.

Already we are seeing more and more employers mandate vaccines for employment. SHRM, the largest HR association in the world, has mandated vaccines for its employees. This isn’t a political statement. It’s actually not a statement of empathy, either, although most PR teams will try and turn it into one. It’s a financial statement of fact. We can’t afford for you to be stupid and play Russian Roulette with the virus.

All of this does lead us down a slippery path. It started out with something we all now know is harmful to our health, smoking. If you smoke, you will pay more for health insurance. Now it’s Covid. If you don’t protect yourself, by getting a vaccine, we will charge you more for health insurance. What’s next?

If you’re fat…don’t think it’s not coming…

Are Microsoft’s MyAnalytics Emails Improving Your Productivity?

On episode 71 of The HR Famous Podcast, longtime HR leaders (and friends) Tim SackettKris Dunn, and Jessica Lee come together to discuss when they are most productive, their work habits via Microsoft MyAnalytics Reports, and what those reports say about their wellness levels and work/life balance.

Listen (click this link if you don’t see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)!

Show Highlights

2:30 – KD kicks off the episode by asking the crew if they’re more productive in the morning or night. JLee is not a morning person, whereas Tim is the opposite.

6:00 – KD likes to wake up in the morning and read a few chapters. Can you read in the morning, or would you fall asleep?

9:00 – KD tries to unplug once a week and he checks his Microsoft MyAnalytics report to see how good he is at this. The analytics report didn’t seem too impressed with KD’s attempt at “crushing it” since he only had two work-free days in the entire month.

12:00 – These Microsoft reports seem to be telling employees that they have some work to do from a wellbeing perspective due to set “on” and “off” hours.

14:30 – Another statistic KD’s report gave him was that he compromised his “nightly recharge” by working after midnight.

17:30 – JLee thinks that what might work with these reports is managers having conversations with their teams about how to best look at this data and use the insightful parts.

19:00 – Tim turns off his phone at night and wakes up to a manual alarm clock. JLee and KD leave their phones on at night. Do you leave your phone on at night?

22:30 – KD notes that there is no real designation on the platform as “offline,” so it’s giving everyone “online” time during their working hours, even if they’re not being 100% productive.

24:30 – KD’s report said that he gets easily distracted by email and reads 75% of his email within 30 minutes of reading it. The advice it gave him was to think about reading emails only once an hour.

28:00 – Tim and KD read over 1,000 emails a week. JLee says she doesn’t read a lot of emails, and KD notes that that’s only really OK if you’re a leader.

32:00 – KD gives props to Microsoft for giving a shot at giving these kinds of analytics. He doesn’t know if he loves all of this info going to all employees without more context.

The Dance We Call Work.

I read a statistic the other day that said on average a person works about 6 hours per day, Monday through Friday. The number of hours worked per day has actually decreased during the pandemic. It’s interesting because when you ask people how many hours per day they work almost all would say at least 8, or more.

But, do we really “work” eight hours per day?

Prior to the Pandemic when most people went into an office, you definitely “worked” at least eight hours most days. Or at least you were present in your office environment for eight hours. How much work you actually did during that time varies widely!

The Pandemic hits and people work remotely and we begin to hear a different narrative around work. The conversation switches from “hours” to what actually got done. Let me be clear, this should have always been the conversation, but culturally we still have so much “asses in seats” management going on it was tough to break through.

When people started “working” remotely they began to have the flexibility to integrate all of their life at one time. No longer did you have to shut down one part of your life to go to work. You could now seamlessly start a load of laundry on the way to fill up your cup of coffee and still make it back in time for the beginning of your sales Zoom meeting. It all just kind of made sense, for those who could do it.

All of this now makes “The Dance” we do in the office seem a bit silly!

I’ve always been a giant fan of set solid productivity goals and if someone hits those goals, I could care less if it takes them 10 hours a week or 60 hours a week. You make life decisions on how you work at the office, at home, etc. If you are super productive and kick out your job in 32 hours a week, but still get paid a full salary, you’re winning the game! If it takes you 50 or 60 hours a week to complete your job, you need some development to help you, or to find a new job/career!

You show up at the office at 8 am, dink around a bit, catch up with co-worker-friends on what happened in the 12-16 hours since you saw them last, do some stuff until lunch, do some more stuff, wait until 5 pm, then run off to do life stuff. Rinse, lather, repeat. The Dance is never-ending.

But something cool happened during the Pandemic and now everyone wants to dance a different dance! It’s not that everyone wants remote. If you say that out loud, just know I’m judging your intelligence! Everyone doesn’t want to work full remote. A lot of people love working with others and seeing them face-to-face, many on a daily basis! You might not like your co-workers, company, job, etc., but actually, most people do.

The New Work Dance is really about finding ways to add in some flexibility.

A little bit goes a long way! “Yeah, but Tim, our jobs don’t allow flexibility! We open the doors at 7 am and customers start coming and we need our workers there!” Yep, I get that. You can’t have someone make coffee at home for customers who come to your location to buy coffee! But that doesn’t mean you can treat your employees like adults and allow for some flexibility.

Let me share an example. I have a friend who manages a retail chain. She’s a really good manager. A single mom who works her tail off to make ends meet. Her child is starting to play sports and on Saturday mornings for an hour, she wanted to go watch him. She was told she couldn’t have every Saturday off, so she would have to miss some games. She said I don’t want to take off every Saturday. I’ll come in, open up, run over to the game, run back, and the other workers said they’ll cover for me. Adults working out a solution.

What happened? You know! Nope, you can’t do that, because if we allow you, then everyone will want to start doing stuff like that!

Yes!!! They will, and if it works out, fine, that’s okay! Adults being adults, making adult decisions and solutions. Let them Dance! Find ways to give them a bit of flexibility in a mostly inflexible world. They’ll be happier, perform better, feel good about working for you, etc.

Will it always work out? No. Real-world, some folks will take advantage of the situation and those are the people you don’t want working for you. But, we have to change the dance. We have to find more dances that work for more people. We will not find one for everyone, but we can find more.

My hope is the Pandemic taught us one thing. This dance we call work is a fraud. 8 hours, 40 hours, whatever it is, it’s not about time, it’s about results, it’s about getting a job done well. I want to hire people who think about how to get the job done well in less time verse hiring people who want to show up and dance for forty hours a week.

How Realistic Is It for Your Entire Company to Take Collective PTO? #SummerShutDown #HRFamous

On episode 70 of The HR Famous Podcast, longtime HR leaders (and friends) Tim SackettKris Dunn, and Jessica Lee come together to discuss the 2021 Summer Olympics, the concept of collective time off and entire companies shutting down, and the lack of women returning to the workforce.

Listen (click this link if you don’t see the player) and be sure to subscribe, rate, and review (Apple Podcasts) and follow (Spotify)

Show Highlights

2:30 – The Olympics are here! Tim’s wife is Olympic-obsessed and watches anything and everything.

4:00 – KD’s favorite Olympic sports are men’s basketball and the decathlon. He loves seeing some bigger dudes struggling with the run at the very end. Tim is a swimming and track-and-field fan.

6:45 – JLee is more of a winter Olympics fan, but she loves watching archery during the summer. She loves watching the Koreans kick butt in archery at the Olympics.

9:00 – To help combat burnout, companies have started to implement the concept of “collective time off,” where the entire company shuts down. Bumble recently decided to give their entire staff a week off at the same time.

11:00 – KD is skeptical of the concept — calling it Privilege — since a lot of companies cannot afford to let all of their employees take off a day like that.

14:00 – JLee mentions that at her company, Marriott, they cannot afford to give every employee time off since they are a 24/7 operation and that opens them up to controversy and criticism.

17:20 – JLee asks Tim if this can be used as a recruiting tactic. When he was working at Applebee’s, he found himself working an HR job on Black Friday even though there was nothing to do. Then they got a new CEO that changed the mindset not to treat everyone the same.

22:45 – There has been some more data released recently about women in the workforce. JLee mentions how it might not be an option for some women to return to the workforce now. Tim recently found a data point that said there are 2 million people that still have not returned to the workforce.

27:45 – KD thinks this isn’t an issue that HR can fix on its own. It can be a lot of work, but it can be very worthwhile since it’s one of the biggest untapped segments out there.

30:00 – JLee remembers seeing two moms that job-shared and thinking how progressive and seamless it was.

32:00 – Tim mentions how his brother-in-law is a teacher and only took home $10-15k a year after paying for childcare.

I Already Failed my Post-Pandemic Promise to Myself!

I know the Pandemic is not over. I’m traveling again, almost like it’s back to normal. 3 cities last week, 6 airports, 4 different hotels. Felt like Fall 2019! Well, almost.

You see, going through the Pandemic, I found myself very fortunate. Personally and professionally, I’ve come out on the backside of the Pandemic feeling extremely fortunate and grateful of where I find myself. So, I promised myself I wouldn’t get frustrated or have travel stress. Prior to the Pandemic when I traveled, you would run into mean people, bad employees, weather issues, poor service, long lines, etc.

All of it caused stress and frustration, and quite frankly made travel kind of pain in the ass.

But, I’ve got a new outlook on life. Traffic jam? No problem, I’ve got so many podcasts I want to catch up on, plus, it gives me extra time to catch up with people on a live call! Delayed flight? Oh, I really needed to get some writing done, this is perfect! Long line at the rental car desk? No big deal, look at the one employee working her butt off, I need to make sure to tell her how grateful I am at her showing up today and making sure I got on my way!

Sounds very life coachy of me, right!?

It all lasted about one flight!

Turns out, I can tell myself that none of this will stress me, but then I ran into people! You know just normal people who are trying to also get out on long awaited vacations and meetups with family they haven’t seen in so long. I mean really stupid, dumb people who have forgotten completely how to travel. Like, OMG, look, that’s an aeroplane! Let me stand right in the middle of this walk way with a suitcase that’s two big blocking everyone from moving on to their flight!

My scientific assessment of the situation is Covid-19 made people dumber when traveling. Like we took 12-18 months off of traveling and I completely forgot what to do. Wait, I can’t have a can of gasoline in my carryon luggage!? Why not!? This is America! And my rental car in Jacksonville might not have gasoline!

It’s not just air travel. Have you noticed how people drive right now? I mean pre-pandemic is what bad, but now almost everyone seems to be a complete imbecile when it comes to operating a vehicle. It’s almost like states just gave out driver’s licenses during the pandemic by mail! Like just send us a check and a picture and we’ll send you back a valid driver’s license! I’m sure you know how to drive, we believe you, it’s a Pandemic, why would you lie!

What was my tipping point?

I’m a Delta guy. I’ve almost already hit Diamond status this year and it’s the end of June. The one thing I hate about every airline is how they jam you on the plane knowing it’s not going to take off, but they want their on-time departure. I’ve learned to live with this, again, more time for me to catch up on stuff. But this week, Delta did this to me for an hour and half. Why? Because they knew they couldn’t get someone to fuel the plane, but let’s just all sit here and wait. One fueler for the entire Detroit airport on a Saturday morning. I get it, no staff, we’re doing the best we can. I truly appreciate that dude, but this was the end of a long week of travel and little issues like this one.

I failed myself, but I vow to keep trying. The premise stays the same, I live a blessed life, I’m the one making these choices to travel knowing the world is far from back to normal. I promise I’ll keep trying.

In the mean time, people please stop trying to be stupid! Get your sh*t together. Understand there are other people around you again. You’re not stuck in your house by yourself. Pick up your pace a bit. Did I mention stop being stupid?

Yeah, this won’t last long…

The Rules for Hugging at Work Post-Pandemic

Okay, I’ve been known as the guy who likes to hug, and I’m not sure why I have this designation but it might be because of this post here. Also, I tend to like hugs! And, I might have hugged a bunch of folks to kick off my speaking engagements demonstrating the Official Office Hugging Rules!

My mate (that’s what English male friends call each other) Chris Bailey (who is a world-class hugger in his own right) and I were messaging back and forth the other day on WhatsApp (Editor note: Tim has to tell you he was messaging on WhatsApp so he seems cool and worldly) and he said, “Mate, you need to write the rules for Hugging at Work after Covid”. He’s right, it’s time.

The key to great rules is you get them out before people start making up their own rules. Since organizations are just not figuring out return-to-work strategies, and a bunch of people are getting their Covid Juice (vaccines), the world, or at least Chris Bailey, is clamoring for how can we start hugging again!

The Rules for Hugging at Work, Post-Pandemic

1. Read the Original Rules of Hugging at Work, they still apply, but we needed some additions.

2. If both parties are Vaxed you are free to party! Hug away! Hug me like you missed me! Hug me so hard it might start an HR investigation! But only hugging, Sparky, don’t get too excited!

3. If one party is Vaxed and one party is stupid (err., not vaxed), Hug that moron if you want. Now, if you are vaxed and the non-vaxed person is wearing a mask, well that probably just helps knock down that coffee breath.

4. If you are not vaxed and the other party is not vaxed, please not only hug, but lick each other. The world is built around natural selection and there is nothing more exciting than watching natural selection take place in the wilds of the office!

5. Understand coming back into the office, Post-Pandemic, the world has changed a bit. Everyone is a bit on edge. There’s a good chance you hugging someone at work will get you fired. So, my recommendation is to hug anyway, no one wants to work in a world where “Karen’s” rule the world!

6. Don’t hug someone who is trying to give you an elbow bump. That person is weird.

7. Don’t hug someone who says, “It’s just a little bit of allergies” as they are hacking up a lung. Also, if you’re sick, have enough self-insight to let folks know so they don’t come in for a snuggle!

8. If it looks like someone needs a hug, ask them, and if they don’t say “No”, most likely they need a hug! The world has been an especially hard place the past year or so. A lot of folks need a hug!

9. Some of your folks are remote and they need a hug. Great leaders, in a new world of remote, hybrid, and on-premise, will travel and deliver hugs. It might be the single most important thing you do as a leader all year. Hug delivery.

10. Hug with DEI in mind! Have you hugged a person of color today? What about one of your Transgender co-workers or peers? What about someone of the same sex? If you only hug the opposite sex of the same color you are, you might want to ask yourself why is that? I’m an equal opportunity hugger! Come get some!

11. No group hugs. Let’s stay civilized, people! It’s a special kind of crazy the person who initiates a group hug. In HR we use “group hug” as profiling the truly psycho employees we have working for us! “Come on guys! Let’s all do a big group hug!” – Um, No!, Trevor!

Cancel Culture Can’t Cancel Hugs!

I did a survey recently and it turns out 89% of people want a hug, and the 11% who don’t like hugs, also hate puppies (this is my own survey, don’t @ me!). Here’s the thing, as we get back to work and see folks we haven’t seen in a while there will be emotion! We missed a lot of these assholes! Enough that we will want to give them a hug!

Also, if you have folks working hybrid that you don’t get to see as much, when you do see them you will want to do more than a cold handshake or fist bump. The world needs one big giant hug, and we certainly have some co-workers who need more than a few hugs!

Hugs don’t need to be canceled. Hugs are great! What needs to be canceled are creepy dudes who hug inappropriately and make the people they hug feel uncomfortable. Fix that problem! Leave hugs alone!

Covid made us fat, lazy, and depressed! How do we turn that around?

My go-to answer for most things is, Cocaine. I’m sure if I did Cocaine I would be less fat, less lazy, which would lead to me being less depressed. Most likely, this is flawed thinking, but I never have tested it to know for sure.

A brand new study on the effects of Covid on our mental well being was just released and to no one’s surprise, it’s not a rosy picture:

What does this tell us? 

  1. We are moving way less than we did pre-Covid.
  2. We are sleeping more.
  3. We are getting up later.

Also, in the study, depression has increased by over 90% in the past year! That is massive, and while we love the flexibility of remote work, we are also craving the need for personal contact and normalcy. Humans are pack animals by genetics. We don’t thrive in cages (like being locked in our homes).

By the way (from the picture at the top), who are these people who don’t wake up until 10 am!? And even more puzzling, pre-covid, who are these monsters who didn’t get up until 8:30 am!? Surely, I gest. But, only for free of being canceled by some new pro-sleeping, don’t judge us movement.

How can we turn this around? 

I was raised by Baby Boomers who weren’t all too keen on schedules and the importance of a consistent schedule on mental and physical wellbeing. They just grew up during a different time in our world where you just kind of went with the flow. Yes, hippies, kind of.

My wife, bless her soul, rescued me and trained me to understand how having consistency in your life leads to a less stressful life. Less stress leads to less depression. Turns out, we as humans, actually do really well when we know the parameters of our world. We actually like being put in a box. It’s warm and cozy. We perform better. Covid took us out of our boxes, out of our schedules, out of our routines.

And like a flower without water and sunlight, many of us wilted. We stopped moving. we started putting on weight, we started sleeping more, and we became depressed.

We love the newfound flexibility, but we want some semblance of our lives back. Getting up, going to work, hitting the gym, etc. We need to turn these negative trends in our health, physically and mentally, back in the right direction. Even if you stay remote or hybrid, really work to build a more permanent, more healthy schedule into your day.

Part of building that new schedule is an understanding that we aren’t living a temporary life. We all have this belief that once Covid is over, we’ll be back to normal and then I’ll start getting healthy again, but our reality is we aren’t getting back to the old normal. For most of us, we’ll have a new normal, and we need to adjust to that new normal now.

It starts with moving more. Spring is a great time to start!

The Weekly Dose: @OurTilt – Leave that doesn’t suck!

This week on the Weekly Dose I take a look at the startup employee leave technology Tilt. Tilt is reimagining Leave Management to help companies improve retention, streamline processes and reinforce corporate culture.

Let’s face it, most organizations use an Excel Spreadsheet to track company employee leave. No judgment! The vast majority of organizations have tracked leave this way since the invention of Excel! Before that, it was written files. But, now, thanks to Tilt there is a more elegant way to administer employee leave that helps all the stakeholders.

You might be thinking, “do we really have a problem tracking leave?” Maybe not, but leave is more than just HR tracking it. You also have the employee who is on leave, and the manager of the employee who is on leave, who often feel in the dark the entire process.

What I like about Tilt:

– One easy platform to streamline all of your employees leaves into one place where all parties can log in the get the information they need. Super easy to add an employee to leave, and each employee has their own access to track and get answers they need while on leave.

– Fully compliant, in every state, so a perfect solution for those organizations that are multiple states and find it hard to keep up on changing legislation. Tilt helps ensure you stay in compliance and don’t’ find yourself in legal hot water.

– Tilt guides help employees and managers through the process, lowering the amount of time and questions leave administrators have to deal with on an ongoing basis. Also, integrates auto-nudges to ensure both employees and managers do what they need to do, when they need to do!

– Direct communication from employees, managers, and leave administrators that are logged within the platform to ensure all communication is tracked and documented. Plus, great, ongoing manager education around the do’s and don’ts in having an employee on leave.

– Tilt works with every client to review and update leave policies and plans, to ensure your leave plans are built on what’s best for your organization and your culture.

I really like what Tilt is doing. Organizations big and small struggle to administer leave in a really easy way and most of the time all the company leave knowledge is usually stuck in one person’s brain. Also, administering leave is a complicated job, the more employees who have on leave, and the more states you must administer it in.

Pre-leave, leave, and post-leave, you, your employees, and your managers will have the information they need when they need it. All the while the tech helps you stay compliant, saving you time and money. Well worth a demo, especially for those companies managing leave in multiple states.

How Many of Your Employees Are Going to Get the Covid Vaccine?

I’m sure you’ve been seeing the headlines, across America we continue to hear about front-line workers, healthcare workers who are refusing to get the Covid vaccine. In Ohio, it’s estimated that 60% of nursing home workers declined to get the vaccine!

I want to believe that those choosing not to get the vaccine when they could get that vaccine are just ignorant and natural selection will take its course. But, not even 100% of hospital workers, nurses, and doctors on Covid units are getting the vaccine they are eligible to get!

So, we know that when it comes time that we can help our own employees get the vaccine, not all will want it. This will cause a bunch of issues in organizations that we haven’t even come close to really knowing, yet.

Can you fire an employee who refuses to get a Covid Vaccine? 

Short answer? Yes. The longer answer depends on a number of factors. Do they have a legitimate religious exemption, not one they’ve conveniently made up in the past day or so? Do they have a document medical issue? Etc.

The reality is employers have a lot of ground to stand on when forcing employees to get a vaccine or lose their job. Getting the vaccine becomes a workplace safety issue and the government and the courts have shown a willingness to back these protections.

The more important question is, do you as an employer want to force employees to get the vaccine, or is there a better way to get the same result? This is really a company by company decision.

What are some ways to get employees to want to take the vaccine? 

Let’s face it, the vast majority of most employees, at most employers, will actually want to get the vaccine and get back to life as “normal” before the pandemic. So, anything you roll out to entice your employees to get the vaccine will be a bonus most probably didn’t need. That being said, here’s what I’ve been hearing some employers are doing:

  • Cash bonus to get the vaccine. $100 if you get the vaccine in a certain time period once it’s available.
  • Extra time off.
  • Extra flexibility around their schedule.
  • Making it super convenient, like offering vaccines onsite at the workplace.

It’s basically the carrot or the stick. Most likely, organizations will have to use both to get to the point of ‘herd immunity’. The reality is, based on data, you don’t actually have to have 100% of employees get vaccinated to make your workplace safe.

I think it’s important to remember that factor. You really don’t need 100%. As organizations do we really want to fight that battle with someone who just refuses, yet, they are a good, solid employee? I don’t think it will be worth it in the long run.

The one thing you might try is drafting an agreement for those who refuse which would state, they are refusing to get the vaccine and I would try and add in some language that gives you the right as an employer to be able to let other employees know who are those employees are aren’t vaccinated from a workplace safety issue, so other employees know who they need to continue to social distance from. Is this ideal? Heck no! There are HIPAA issues, among others. But, this is about how do we keep the majority of our employees safe.

Now, before drafting some agreement like that up on your own, get your legal counsel involved. They’ll balk at first, but with some pushing, they can put something together that will protect the organization from any legal blowback.

Again, you have to weigh the outcome of doing something like this. Those employees who refuse the vaccine, sign your agreement, and you make that public among your employees is now wearing a scarlet letter around. That isn’t good either, from a cultural standpoint.

This is why HR is so much fun! We don’t live in black and white, we live in the gray. There isn’t one perfect answer to the question. Of course, the best-case scenario is every single one of your employees wants the vaccine and gets the vaccine. Unfortunately, I don’t see that happening with too many organizations.

Your Superpower is Your Authentic Self!

I had someone ask me what my superpower is? I found that a hard question to answer. I mean do you think being able to write a 500-word blog post in 15 minutes a superpower!? Some bloggers probably do, but no one else!

I was told that my true superpower was me just being me. My authentic self. Then I asked this person how much I owed them for the life coaching session! 😉

We are told constantly to be ourselves, or live our true life, find a way to be yourself, etc. The reality is being your authentic self might be your superpower, but like all superpowers, they can be used for good or evil.

Let me give you the best example ever! Donald Trump is his authentic self. It’s his superpower and he rode that superpower right into the White House. His authentic self was a superpower he used for evil, and ultimately it destroyed him and his legacy.

What I find a leader of people is that employees living their authentic self either works wonderfully or awfully and rarely anywhere in between!

Here’s the thing about being your authentic self, you must first know if your “authentic self” something others want to be around or if your authentic self off-putting to others. I’m not saying you shouldn’t be yourself, but if your authentic self is a complete asshole, you might want to work for yourself and not someone else!

Let be really frank here, any gender can be an off-putting authentic self. It doesn’t mean you don’t love who you truly are, but you must also realize who you truly are isn’t what most people want to be around. Your superpower isn’t going to be asked to join the Justice League, you’re going to be asked to join the villain side.

In real life, you actually don’t become a villain, unless you’re DJT. Most likely you become your own boss, or you live a miserable existence trying to fit into a work world that doesn’t want you and you don’t want it. Some of the best and brightest people I know can’t work for others. Their superpower is something that allows them to be awesome, but not when working closely with others on a daily basis.

Why does this matter? 

It matters because if some idiot is trying to sell you the snake oil of “Just be your Authentic Self” you must first determine, is your authentic self something others will embrace and want to be around. If so, great, you’re going to probably have a great career. If it’s not, and you want to work in the corporate world, you’re probably in for a lot of therapy.

Also, let me be very clear, not living your authentic self while you are at work isn’t the worse thing in the world. You can be one thing at work and another thing in your personal life. Is it ideal? No. But, I’ve seen many people in my career be successful in doing this. It’s a little like Clark Kent and Superman. I can be Clark Kent at work and then go home and be Superman in the rest of my life.

The worse thing that can happen is you try and force your authentic self onto others and believe they should “accept” your authentic self. Nope. That’s not how it works. You can’t make anyone accept your authentic self, you can only make yourself accept that. If I don’t like your superpower, you can’t make me like it, and if I’m in a position to determine the trajectory of your career, you’re in trouble.

Superpowers are awesome, but they can be super for good or super for bad. Love who you are, but don’t expect others will necessarily love it.