HR BESTIES - Conversations On Conflict (and the P word)

Episode Date: November 29, 2023

Let's talk about handling conflict in the workplace. Of course, we have some personal experiences to share (which one of us walked out of a meeting?) and plenty of advice on how to navigate such situations. Maybe just acknowledging each other's strengths and weaknesses, expressing gratitude, and using people's actual names can help resolve conflicts. Conflict is inevitable, it can be managed effectively with empathy, understanding, and open communication. To learn more about the HR Besties, grab merch and reach out for partnerships, visit HRBesties.com Learn more about your ad choices. Visit podcastchoices.com/adchoices

So you know how you'll try to have ideas to like motivate employees in creative ways in HR and you're always trying to be in touch with employees? I try. Especially during the pandemic, right? For sure. So during COVID, I had this great idea and part of it was we're all remote. We should get a cameo from somebody who can really make an impact and motivate our employees. Somebody that's dug deep, that does whatever it takes. And the person I thought of was Andy King. Do you know who that is? No, I don't.

Do you remember the Fyre Festival documentary? Oh my God, yes. And the guy that got the water, that was like- The water bottle. So I paid Andy King, me and the CFO, we paid Andy King and he did a motivational video for our employees. And he was like, whatever it takes. And you know who pointed out that that was probably not appropriate from the head of HR and general counsel?

The CEO. He was like, we're not sending this out to employees. This is a bad idea. That's questionable at best. But it was very motivational. I saw it and I'm like, if he can do it, he can get the water. If he can get the water, I have it. Send me the video because I need some of that motivation.

I have it still. And, of course, you send it to a couple people. And then I think it probably made its way around the whole company eventually. But sometimes in legal NHL, you have to say do as I say, not as I do. Absolutely. Because you don't always make the best choices. So if I'm thinking of him correctly, he's the man that said he would suck dick to provide water. Or he did suck dick.

He said that in the documentary. He did not include that in our cameo. And that's why I thought it was appropriate because he didn't say. He didn't. He just said, he said. Yeah, what did he say? I think coming from someone who's done whatever it takes. Coming from somebody.

Coming from that. You know, sometimes you got to do do we got to do whatever it takes. And so that was probably. Yeah, you do whatever. That was not an executive function idea that I had, but it was very funny. So when he was talking about doing whatever it takes, he did not use that example. He didn't use it. So that's why he didn't talk about it.

Put enough gas on. Yeah. But I would have had a chuckle and been pretty motivated. And everyone that saw it that then side texted and was like, that's really funny. Can we put it on the internet? And I had to say, no, we can't. So you couldn't Slack channel that? I can't Slack channel that.

See, I'm the person that would like not thought twice about it and just blasted it. Oh, literally. And then got the email back. Be like, this is so highly inappropriate. You're fired. I'm like, oh, shit. I thought it was reasonable. His brain was reasonable.

You asked forgiveness too. Yeah, I know. That's my problem. That was my problem. You're so compliant I'm like, oh, shit. I thought it was reasonable. So you asked forgiveness, too. Yeah, I know. That was my problem. You're so compliant. I'm a permission, 100%. I'm a legal expert. But his rate was reasonable. Well, I mean, I would hope so. 100, maybe? I mean, I had my limits. Again, we were looking

within a scope. It was during the pandemic. Money was not my thing. Exactly. Motivational dick sucker. Oh, that was my nickname in college. Oh, my God. Oh, it takes me back. You're taking me back. You know what I mean?

I went to an SEC school. I know. Exactly. I'm SEC, you know. Oh, damn. It is what it is. Oh, gosh, you know. what it is. Oh, gosh. So for the sake of time, let's go ahead and jump to the agenda.

Ashley, will you kick us off with the agenda for today's meeting? Sure. First on my agenda, I have our cringy corporate speak, Lee. If you want to tackle that one. I'm going to take that. Then let's get to the meat of our meeting for our hot topic, which is going to be conflict with coworkers in the office. Jamie, if you're going to want to lead us off there. At the end, why don't we reserve some time for comments or a question? Absolutely. Lee, you got any cringe?

I do. I do have a cringe corporate speak. Oh, my God. Big girl panties. Oh, my God. Oh, my God. Especially when a CEO, male CEO says it. No, no. Big boy panties, right? They try and be inclusive. Hashtag D.I.B. Yeah, it is so gross. No, please. So what if I don't wear panties? It's so gross. No, no. Please. What if I don't wear panties? Oh, okay. I mean, I'm not.

She said it. Hey, my DMs are not open. I'm not declaring, but I'm just saying. I don't have anything to pull up. You're a big girl in Vizzies. Can we just pull up our big girl panties? Oh, my God. But use it in a sentence.

Let's hear. Let's hear. For those that thankfully have not heard that in the workplace, how do you tend to hear that, Lee, in corporate speak in a sentence? Just like that, right? Like you're in a meeting and it's like someone's over the topic, you know what I mean? And they're just like, they just want the work to get done, right? And then the leader's like, let's just pull up our big girl panties here and, you know, get through it. You know, oh my God, gross. I mean, it's awful awful how did the p word get into the workplace like okay

and you don't hear like okay like big i mean it is like big boy big boy undies like oh my god and i have heard that one like let's put our big boy underwear on here our big girl underwear on like they're trying to be pc now by not saying panties. Like put on your boxer briefs. Oh, exactly. Does it have Batman on them? Right. Oh, my God. Put your pull up on. It is because everyone in that meeting is then all of a sudden visualizing probably that leader's putting on women's underwear.

It's awful. It's awful. If I got a complaint that said I would address that. That needs to be criminal, criminal corporate speech. That should be straight to jail. Yeah, that's a felony. Easily a misdemeanor. Yeah, that is on that. My face is going to be permanently puckered. Ladies, I think we need to pull up our big girl pants.

Exactly. I think diving into our topic. I think let's get into this. I already feel very conflicted. And so Jamie, let's talk about conflict among coworkers in the workplace. Conflict in the workplace. So I think all of us in this room right now have definitely had our own conflict in the workplace. If you're a worker. Yeah. If you're a worker, right? Yeah. So I know in my 20 years, I will say that I've been pretty lucky that I've been, it's been pretty limited for me because I always say I could literally get along with a stick. been periods in my career where there's been people that have felt like everything I did, I was like annoying them or upsetting them. Yeah. You weren't their cup of tea, right? Yeah. You could feel it. So how do y'all handle that?

Ashley. I'm all sometimes poorly. Yeah. I mean, I'm all sometimes poorly yeah I mean how should we how would we handle that I take it personally I go run I cry

and of course like me as a recovering people pleaser like there was a part of me probably early in my career where I wanted to make sure the people liked me

and I was liked I don't necessarily care about that as much but it was almost like early in my career I wanted to prove to them that I was a good person don't necessarily care about that as much, but it was almost like early in my career, I wanted to prove to them that I was a good person and they could trust me. And now I'm just like, we need to do work. This is our goal. This is our common goal. We both need to work. We're going to be different, but we can also leverage our strengths and work together to hopefully meet at the common goal.

Yeah. Yeah. Like it's no longer so personal for you now or you're not sacrificing yourself now that you've matured in your career. And you're like, ah, it's not worth it. Let's just get this job done so we can go home. And I think that took me a good 10 years. Oh, yeah. I mean, that's quick.

I know. I want to hear what's your conflict. What conflicts have you had? Oh, I'm so glad I'm not a people pleaser. I don't I want to hear what's your conflict. What conflicts have you had? Oh, I'm so glad I'm not a people pleaser. I don't care that you like me or not. That has helped. All right. So pro tip.

Jot that down. I know. Write that down. Become a recovering people pleaser because you will never feel success in the workplace. Full stop if you are a people pleaser, like the end. But I'll tell you, I can count, like Jamie, I can count on one hand. I can think of three, like really quickly where I've had conflict in the workplace. And I'll tell you, you know, you asked Jamie, you know, any tips, you know,

to get through a conflict with a coworker. And there's two, I'm already laughing. This is like my real laugh here. I'm just thinking about how ridiculous I was. Go back and listen to the prior episodes for Lee's fake laugh. I know, but I almost snorted. I'm trying not to snort into the microphone because I'm laughing at myself. Right. But I remember this one time I had a plant manager and, you know, we were kind of getting into it. Right. And what happened was, and again, this isn't underprivileged or pick whatever legal term I can share this without names, but, you know, I'll tell you that he went off and he terminated somebody without involving me or the, or my HR team. Why? Oh my gosh. Like HR kiss of death. Do not ever do that. If you're a leader. My panties just got in the water.

Oh, my God. Pick it. Pick it. Oh, my God. But you know, that like literally like destroyed me. I'm over here like what a salaried employee, no less. And I'm just like, oh, oh, oh, my God, I got so upset. He could see it. And he was like doing the whole merry-go-round of I know I shouldn't have, but I needed to. And it was the right thing to do. And I'm just there like jaw dropped. I am not kidding. I said something like I am so disappointed in you. And I had to stand up. I did. Oh, I know. Because I'll tell you, I don't yell. I don't yell. Like this is like my legit real voice. I apologize. But I don't I don't yell like what I think has always been scarier. And it's just how I've always been, like literally since I was a little girl with my

big girl panties was that, you know, what I'd love to do is low and slow. Like, you know what I mean? That's what scares people more. Just FYI, extreme control of yourself by just talking slow and a piercing HR gaze. Right? So it's like, I am so disappointed in you. And I almost said I was disgusted. Right. But I didn't want to make it like that. Like crazy. You had to pick your D word. Oh, yeah. I had to pick the D. Right. And so literally what I did, I wanted to so bad he was oh my god like major dick oh and then what I did y'all I'm not even kidding I stood up this was like you're tall least tall and I'm 511 so it's even more standy than most people right it's Ashley and I would be a little but no shit I stood up and I walked out walked out because I needed to stay employed that day.

Okay. I was like, I cannot risk it all for this person. So a wonderful pro tip, right? If you're experiencing conflict in the workplace, try not to personalize it as much as possible. You will lose every time, right? If you get out of control, you will. You'll look like the crazy, right? Another time I'd love to highlight with you quickly was, again, another plant manager. Is there a theme with ops folks? I wonder. But I was in a meeting with him, with the big guy, the GM, and the ops leader throws me under the bus. Literally, flat out lies.

I hate bus thrower-underers. They're the worst. I never do that to people. It's so lame. It is so gross to me. It's sad. It is pathetic is what it is. All right. You know, it is absolutely pathetic. Oh man, you can tell I'm getting heightened here. I'm starting to sweat. Oh my God. Low and slow. But he threw me under the bus in the meeting. The GM walks out because it's the end of the meeting. Still a whole table of people are there. And I look at him and I was so pissed off. Again, I stand up, I walk out. But when I walked out, I grunted. I went, like very guttural. I growled like an animal i was like so angry i was like

i had to stay employed now mind you you can say anything once at least once in the workplace pro tip just facts uh but i didn't i didn't you could say it at least once but then you ain't gonna have that job again you know what i'm saying you can say anything one time in the workplace but it's like let me not let me not stoop down to this bus thrower under his level, but no shit. I ground like a wild animal walking out. So if you ever need, I mean, just let it out, but like, don't say anything so you can remain employed.

So that's my little cheeky thing. They can't put it in a disciplinary form because no one knows how to spell the grunt. What do you mean? No one will. You can't quote that. Yeah, you can't quote that. What do you say? Guttural, like, noise emitted from HR leader? Like, what do you mean? What do you mean? No one will. You can't quote that. Yeah, you can't quote that. What do you say? Guttural like noise emitted from HR leader. Like what do you put there like in a deposition? You know, it's it's it's it's kind of funny to hear how like HR. I mean, HR definitely has has conflict in each of us.

I think I've been in situations where like I I in my career, I mean, I started out. I worked I worked at Subway I worked at Kmart electronics department, and I worked in kind of all of those levels of the corporate ladder. And so I've been in that position where you're junior and sometimes it can be really hard when you have to make these choices, but what, what, exactly what am I going to do or who's going to believe me? And I think some of that conflict sometimes can be the, like, like to James, but like the person, like for whatever reason, things just, it's just waiting for you to, to fuck up or just is like, or just is like diminishes, diminishes you and views you with suspicion.

And so I remember when I was a junior attorney and, you know, I was asked to do something and like a, you know, non-billable fill in to play the role of like opposing counsel for this mock argument. Well, you know, me who like dreamed of being a playwright, all this, oh my God, sign me up. So excited until this guy called me and said, who was playing the other person said, you know, this is a real thing I'm preparing for. So don't half-ass it. And I, so motivating, but I was trying to think, I was trying to, I was so mad. And so I hung up and then I thought of my retort real quick.

And I called back and I said, everything I do, I full ass. And then hung up. I hung up. Which I'm glad about because often I don't think about it until too long. And then if you call back, it's too long. It was short enough time. But I remember I was so pissed off because I'm like, first of all, again, every freaking thing I do, I overprepare. I'm anxious.

I am my own worst enemy. I'm like, oh, I'm going to jack this up. And so I was so irritated at that. And that's the way you approach things. And so I remember, ooh, did I prepare for that? I mean, it was like going to argue at the Supreme Court at this little fake preparation thing. Right. It's a mock.

100%. Mock. Little mock. Not for Ashley. No, no, no. I won, I won. She blasted. I won, I won.

100%. I was so pissed. But like from that aspect, from sometimes as employees, and again, you have to decide, sometimes you have to make these choices. And there's times that you're like, God, I can't say this because if I do that,

even though I'm in the right, they're going to come for me and this person's going to portray it. And so know that amongst this podcast in particular, you have friends who know what it's like to have to bite your tongue and have those thoughts. And and so we got you. But but also sometimes you have to make these decisions. But meeting people where they are. So if someone is you can you cannot allow someone to bully you in the workplace. And I think the terms bully and toxic oftentimes are used and they're not specific behaviors. But when someone

is assuming the worst in you and coming at you, you show them like, I got my shit, I have it covered. And whatever that is to knock them back a few paces. But so some of it is if you are individually trying to go through this conflict is like, how can I address this that I can sleep at night? And sometimes that's addressing it with that person. Sometimes it's having your friends, then you and you're like, listen to what this asshole did, and getting that out some ways. But sometimes as HR, the conflict that people, people will say, like HR, people, when I do videos, people are like, no one ever talks that way. And I'm like, I'm happy to introduce people I've had these conversations with frequently. Yeah. But one thing that took me a long time to learn, I say a lot of times, like, as you say, it took me 10 years.

It took me a long time to figure out how to have my voice. And so it can be really challenging to, as you talk about, just like anything, meeting people where they are. If you're individually of conflict, thinking about where that person is, how you can brush them back a little bit. about where that person is, how you can brush them back a little bit. But if you're trying to make an influence to people above you or for leadership, it's, it is sometimes thinking about it. And so what they're interested in interest is, and I like when it comes to things like policies or like, this is the right thing, wrong thing. Sometimes it's, it is meeting with people where they are as a lawyer. I do have the benefit of times being bad cop and saying, this is how things can play out again. I don't like that approach. There's a reason I like

HR a lot more, but the invisible conversations, and I'm sure we'll talk about, we could spend episodes and episodes about this, but when you feel like there's conflict, sometimes this is how you plant that flag and how you have that conversation. So for leadership, if you feel like something's going to be conflict, which it can be really hard to speak up and have that voice, but sometimes it's saying things like, you know, I wouldn't be doing my job if I didn't bring this up. And, or I'm saying this because this is the company that's interested. And sometimes it's, I'm going to tell you what advice and you can, obviously it's your choice. It's sometimes it's your company. You can choose what to do, but I want to give you a perspective of things to think

about and getting that. So sometimes avoiding that conflict is by planting that flag and showing, hey, this makes sense. And, you know, please don't be an asshole. But so, I don't know. I just think meeting people where they are can be a lot easier said than done. But it's important. Well, you said something really interesting there. And, you know, I think.

Oh, yeah, yeah, yeah. No. But I think that, you know, I think, oh, yeah, yeah, yeah. But I think that, you know, we can all choose to reframe something. And what I mean by that is perspective. So, you know, when somebody puts me down, which could happen on social or whatever, I see an ugly comment or whatever, my face is too big or whatever. You know, what's so interesting is I've gotten to a point, and this does happen in the workplace as well. I get to a point to where I don't internalize that, that bullying or that negativity or that conflict per se.

You know, what I do is I actually feel embarrassment for them. Like I feel sorry for their brand and that they're putting something out there like that. Like I totally have reframed that to where, God, they must feel so threatened by me. And that's a dumb problem. That's not a me problem. You know, so there are there are some air quotes conflicts in the workplace where I won't even address because that's their personal issue with their therapist. Like, literally, you know what I mean? You don't have to get into everything right to your point on, you know, some people are out to get you. Hell yeah, they are. Some people want

your job, your position, they wish they had your reputation, your brand, your expertise, you name it, right? Because the workplace is just like the real life, right? I mean, you know, it's people, you know, they're bringing their whole selves here, their insecurities, their strengths. Right. But reframing that sometimes and then giving grace to that, like, God, like how we're man, they must have had a rough childhood, man. They must have had a rough previous employment experience. Right. Empathetic to that. I literally do that. And I try to not internalize their insecurity and their issue. And I think a lot of times we blame ourselves if someone doesn't like us. No, fuck that. It's not a you issue. It's a them issue a lot of times. Now, we all mess up, right? And hey, fall on the sword and apologize if you did something, right? A real apology. Yeah, a real authentic one. But other times, reframe that and, God, how can I help that person go through whatever they're going

through? Like I actually legit feel sorry for people that, you know, send me ugly comments or say ugly things about me because it's like, oh, I couldn't imagine putting that type of negativity out in the world like that. You know? Yeah. It's like, what's going on with you? Yeah. You good, boo? I remember once when talking to someone who was really upset because they had gotten into a chat that colleagues were in, and this was the manager, and saw the ways they were talking about them. Oh, that's so ugly. It was so ugly. And it was really ugly. Hurtful.

Totally hurtful. And they were newer to the workplace, but that's certainly not an excuse. But I remember talking to that leader and saying, okay, but that's, how do you want to address this? Because like fire, fire them all. And insubordination, which is not my favorite word. But sometimes, sometimes I said, okay, but these are the things they're saying about you.

What if you flip that? And so I ended up working with them and had a conversation with, with them individually and with the group and said, literally reframing it and saying, in many workplaces, you would literally be fired. And as, and I encourage you to go back and read these things as I read them and think about seeing someone, people talk about you that way. But what that also says to me is you have all these thoughts and you've never brought them to me. So what I want to do is reset this relationship and hope you use this as a learning opportunity. And let's talk about, because, and I say, and I literally have talking points for this situation and say, it's very easy to go around shit talking your boss. And in some

ways it's kind of like the camaraderie of the workplace and like the boss and this, you know, but it becomes really unhealthy when it's, when it is everybody bitching and nobody doing anything about it. And there's reasons why people might not, but in that situation, having leaders that did that and reset it. And these, I mean, it was like the cold sweat, I think, of these people that were caught and realized very truly 97%, statistically speaking, of managers would fire them in that situation. But that leader ended up using that and had really productive relationships with people. And I said, because they're calling you an asshole. But so what if you show them, I actually have this grace and I, in my career, probably did shit,

stupid shit as well, and reframe it in that aspect. And so sometimes it's having that, again, that's a lot easier said than done. But sometimes managing as a, Jamie, I'm curious, when you're talking to managers that have that conflict, you know, frequently people say everyone doesn't have to be best friends. But okay, that's okay. That's a talking point. But you also can't have ongoing conflict in the workplace. No, you can't. And so I think a starting point to when you have like conflict between two employees, and this is where it's interesting, right? So I might can only count on one hand how many times I've had conflict with someone, but HR, we've dealt with conflict amongst coworkers, managers, supervisors, our entire time. So we've always had conflict that coworkers, managers, supervisors our entire time. So we've always had conflict that we're having to deal with, right?

And we're putting out those fires. But I think the important thing is to leverage what the common goal is. Because so many times, like if you speak to them separately and they're like, well, this is my goal. Well, this is my goal. I'm like, y'all have the same fucking goal and you're literally working against each other for what? Like we are adults. And I think, you know, in HR, a lot of times we joke that it's like babysitting adults or, you know, and high school. Yeah. Like high school. It can be. We're all adults and we're here for a common goal. So let's put our big girl panties on and get our job

done. But it's also like actually having that conversation and I'm going to use Gallup Strengths. I know I kind of joked about it last episode, but what I like about it, and this is the cheesy HR in me, is like literally looking at someone's top fives and then seeing how different they are and how they communicate different. And one might think more logically than the other. And the other one is very empathetic and how they can leverage their strengths, like where their weaknesses are. Fill in the gaps. Exactly. And I'm telling you, every time I've done that, it's worked.

I'm bought into that. And they've bought in. And like I said, it's very cheesy HR, but I think that that is one way to really bridge that gap for that conflict. I like that because it's taken also the personal aspect out of it in talking about personal characteristic, but like, oh, this is how I'm wired. And like people will often laugh about it because they're like, oh my God, now I see it's like scientific data. We can't get along. And you're like, no, no, no, you can't. Like, I do think, I do think that that can restart in

introducing something new, but to your point, having the conversation. I mean, there are times you will talk to people and they'll say, well, these people only communicate by email. Yeah. I'm sorry, what? Well, that's how it's been because we agreed six months ago, that would be most productive. I'm like, like most productive let's look at that adjective right let's reconsider so often now we're just like chatting someone on teams or slack or emailing and we're not just picking up the fucking phone and having that conversation like real life connection and understanding right so much can get misconstrued. A thousand percent, yeah. And so actually semi-recently, there was a conflict between two leaders

and I was like, have you guys? And they forwarded me all the emails. And I said- Of course, they're forwarding. I'll forward you some emails. I have hundreds of emails. I've got the evidences. No, but I literally said, no, thank you.

I said, why didn't either one of you go, let's stop and jump on a quick call? Because there was all this misconception in these emails and the use of LOL. And, and what do you mean by that? Like laughing? Literally laughing out loud. And, and the one person was offended, because she didn't understand, you know, of course, literally, someone should have stopped and been like, we're not accomplishing anything going back and forth. Let's have a quick call. And I said, also, moving forward, since you do have to work with each other on a regular basis, why don't you set a weekly one-on-one with each other?

Like, just maybe you don't need it weekly. Maybe it's semi-weekly. Maybe it's monthly. But some sort of touch point. Talk to each other. Because it's so much easier to have a face, even if it's over Teams, you know, like a Zoom call, to just have that connection with someone. And I think that's where, especially where now where we're all like remote or on Teams, I think that I at least have seen it more in the last couple of years. Just because the misconception of, you know, the message on Slack or they didn't

put an emoji or they put a period. Those that are in person, I do think, I mean, you tend to hash stuff out because if you and I are working side by side in the factory floor, we're working in healthcare, we're working in retail. I mean, you can only for so long, we were in high school, you can only freeze each other out so often if your partner connects to each other. Yeah. The visuals mean the most, right? Well, and you also have those managers that want to have the kumbaya session. And I'm like, there's work prior to the kumbaya session. Like, you don't just throw two people in a room and be like, hash it out.

Like, there's work. Fight to the death. Yeah, there's like work prior to that. And I know, you know, I know managers who want to do the kumbaya session. Well, we're just going to get them both in a room. Exactly. And I'm like, you can't, nothing will be solved. Right.

Like there's pre-work to this, unfortunately. But I think the value is absolutely in keeping people connected, getting people connected, having them have actual connection, conversation, focus on communications. Right. I mean, that's a lot of the ways that we can work through conflict in the workplace, right? I like it. Can we agree to that? Yes. I'm aligned. I know, aligned. We have alignment. We've pulled up our big girl panties in this conversation. I absolutely love it. I know. I feel like Zen now. I feel at peace, no conflict whatsoever. All right. So for the sake of time, I do know that we have a hard stop. And so a little Q&C, a little questions and comments. Does anyone have a question or a comment?

I do. Okay. I think a lot of conflict in the workplace could be solved if when people reach out to people, they could use their first name in an email rather than just a call me. That's a novel. A novel. Just starting with someone's actual name and not just hitting right into the content and saying thank you when somebody does something for you rather than leave them. So someone's like, did they get it?

Whatever happened. I think those two basics would do a long way to solving some of the conflict in the workplaces. That's my platform. I love that. I'm actually going to piggyback off that. Come on, you. Get that trench coat. I completely agree. I don't think the words thank you are used enough in corporate. Gratitude in general. Yeah. And I think I'm guilty of it, too. We all are in our meetings eight plus hours a day.

We're moving too fast. But sometimes a simple thank you is literally all I need to hear. And maybe you didn't know I went above and beyond to run that very specific report and I had to do five reports and VLOOKUP and you know, put things together. Maybe you didn't know that, but thank you. And I'm like, all right, I'm good. You know, and I think you're 100% right. It would solve a lot of the conflict with instead of saying, I need this report by, hey, Ashley, how's your day going? All these demands. All these demands.

I know. And sometimes you can just reply to that person and say thank you instead of reply all. Yeah. Like roll that shit and sugar. Mary Poppins that shit. There you go. Gosh. So not a question for me, but a quick comment. People ask me all the time as an HR professional about conflict in the workplace. You all might get those questions too, right? And they're like, why are things so toxic is typically how it's framed in the workplace. And that's because people are fortunately and unfortunately everywhere. So I would just love to leave it at that. And people suck really hard sometimes.

And I'm thankful for that, because that's called job security. Right? Absolutely job security. That is why we're all three employed. Absolutely. Well, God, thank you so much for joining us at our staff meeting today. We absolutely love to see it. Riveting conversation here. business and the us.