HR BESTIES - HR Besties: The Secret Life of the Overemployed

Starting point is 00:00:00 Have you ever heard of somebody having a second job? Yes. Yes. What if that job was using tools and resources from their first job? Well, yeah, I mean, maybe if they're self-employed. Maybe they're employed by somebody else. They're not just using tools and resources, but also a location. Oh.

Starting point is 00:00:28 So I won't hide the bottom. all anymore. But so I was once helping an organization and as part of their work, they had the use of warehouses to store things, like equipment and all of those things. And if you take anything else or nothing else from this episode, know that if you have one of those facilities, maybe make sure that there's two people who aren't in cahoots over that location, because this person was the only one, really, that went in and out of that warehouse. Well, the only one employed by this organization. Because one day, we had found out this person was using this warehouse to store things and also to have people come over. This warehouse became a nighttime club.

Starting point is 00:01:10 And this meant a club of the warehouse, which was a warehouse, was divided up into a club space, into bedrooms, had candles, had mattresses, had all of these things for nighttime activities. And this was a while ago. So this is before like the, I don't know, only fans type days. But this was in the Craigslist days. Wow. We found out. And they're like, have you ever looked? Someone's like, have you not, you not look, how do you all not know about this thing?

Starting point is 00:01:37 So the people, other people that were supporting this company were like, I don't know. How would we know? Yeah. And they're like, if you look up the address on Craigslist, see what you see. And on Craigslist, it was a flyer for like a type of part. I mean, it was like, come one, come all like after hours ragers that were, you know, charging people by the hour for various activities, all in the midst, I guess, around the equipment that was being stored there. Wow. Was it food? Because like that's the first, I'm like, ew, bodily fluids.

Starting point is 00:02:03 No, thankfully. It wasn't. No, no, not food. No, not food, thankfully. But yeah, so this was like a club slash eyes wide shut type situation happening. Eyes wide open, I guess. Happening after hours, like cash admission, all of these things. Wow. On company property. Company property. So they did like their day job and then they would just go to that company warehouse that they overtook and made it their own business and did their second job? I lived there, apparently, as well. Charge other people. Like, also, like, people could they come and crash there for a while.

Starting point is 00:02:37 So it was like that turned it into a hostel? Yes, like a hostel, extended stay. Oh, I was thinking like a brothel. It was a brostle. A brostle. I think there were some illegal activity. And some just like, hey, bud, if the person needs a place to crash, I figured it was not being used by anybody else.

Starting point is 00:02:52 night, just our equipment. So yeah, that was... I mean, he must have been raking in the money. Not only was he getting a salary from his day job, didn't have to pay rent, and then he got this secret club on top of it? I guess it's not so secret. Y'all just didn't know about it. No, we didn't know about it. But it's like all the time we say that, like, in HR, people do think that you know everything that's going on or other roles. And you're like, no, no, we don't know until we find out. And sometimes you find out by people are like, everybody else knows. And you're like, come on, tell me.

Starting point is 00:03:22 The sad thing is, is that was someone who was really well-liked. Always. Of course. Yeah. So, you know, I think they took it easy on them. For how long? Oh, we had been going on for months, if not years, like a long time. No.

Starting point is 00:03:37 No. Holy shit. Oh, my gosh. Yes. Yes, this was an ongoing. This was not like, oh, last weekend this happened. No, this was like a very long term. But my colleague that was helping as well that told me about this, you won't believe

Starting point is 00:03:52 this. And you hear this all the time, but it is those great stories where like, wow, did not expect that one over coffee. So, oh my gosh, audacious. The handbook had to be re-updated very specifically to include, you know, land property as opposed to just not taking. No Brostle policy. So so there you go. Happy day. Wow. Did you know that one in five Americans have learned a new language on their bucket list. Is that you? Well, besties, check it off with Babbel, the language app that makes grammar, fun, and actually worth your time. Their bite-sized lessons fit easily into your daily routine and are also easy to remember. Just 10 minutes a day is enough to start seeing real results. Babel lets you practice real-life conversations step-by-step without the stress.

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Starting point is 00:05:29 Babel has over 25 million subscriptions sold worldwide, and with 14 languages to choose from, every course comes with a 20-day money-back guarantee. So here's a special limit-time deal for our listeners right now. Get up to 55% off your Babel subscription at Babel. com forward slash hr besties get up to 55 percent off babble dot com forward slash hr besties spelled b a b b b b b b l dot com forward slash hr besties rules and restrictions may apply well that is the perfect start to this meeting which is all about over employment One, two, three, four, seven.

Starting point is 00:06:21 Multiple jobs at once, right? I mean, look at this guy. Brostle, I mean, equipment, everything. Everything. Hobby job. What's a mix between a job and a jobby? If it's a job and hobby, mix in business with pleasure altogether. That sounds dirty.

Starting point is 00:06:37 A joby. It does sound dirty. Oh, man. Plobby. I don't know. He's doing a lot of pleasure job. Pleasure job hobby, a plobby. I don't know.

Starting point is 00:06:49 Boy, do you have plobbies too? LinkedIn, endorse, endorse that skill, multitasking all the way. Are you running brostles? Open to twerk. Oh, gosh, open to twerk after hours. Damn. Oons. We are going to turn that inside out.

Starting point is 00:07:09 Oh, pun intended. But first, Jamie is going to bring us some cringe corporate speak. And then, as always, we'll end the meeting with little Q and C. Boy, that's a strong agenda. Interesting topic. It's hot on the socials, though. I keep seeing videos on it. My gosh, you know. Jamie, what do you got from a cringe speak perspective? Well, this fits the episode so well. Moonlighting. So I don't know if I've, yeah, no, I probably have. I use cosplay and moonlighting probably almost interchangeably. Yeah, they're fun. What? Cosplay, like. Pretending to be softline. Yeah, like I cosplay an adult. Oh, I see. I'm moonlighting to be adult or like, you know, or a true HR professional, but really I'm a silly goofy girl, you know.

Starting point is 00:07:58 Yeah, that's funny. Ashley, tell us the origins of this, though. Well, I did look this up, and I said the original origins were unrelated, maybe related, which was in the 1800s, members of organized crime in Ireland would carry out like nighttime crimes, specifically they'd go and maim cattle at night and do this undercover. It was called those crimes were called moonlighting. They had a term for it. And at some point in the 1950s, the verb to moonlight and now moonlighting meant holding a second job. And so it was a shift, but the idea of having your day but job at a nighttime job, which was, you know, well-exampled by our intro story. But, yeah, so it started with some nefarious roots.

Starting point is 00:08:41 I, yeah, I use it for fun, not like for real, like what you're saying, you know. Yeah. Do you use that, Ashley? do you moonlight? I probably use that term more than you'll do, only because, like, when I started out as a lawyer, I would get requests from clients for moonlighting policies. And so I thought that was like a totally normal word. And now it just sounds, I mean, now it sounds like the 1950s, but so they're like, what's our moonlighting? You know, give us a moonlighting policy. I'd be like, okay, what do you want it to be? Shine a light, hide under the cloak of darkness. What do we

Starting point is 00:09:11 want? But I definitely have participated in employee handbooks that have moonlighting policies in them. really yeah at some point in time i changed i think we called it like additional employment or outside employment policy or something like that which i think vibes a little bit more than people are like moonlighting yeah i'm like what's that moonlighting moonlighting i know yeah it does sound a bit rostily plobby like you know plobby policy plobby bross yeah your plobby policy i thought you said throbby and i was like what I guess, you know, in this Brostle case. It's all the things.

Starting point is 00:09:52 It's all under the same kind of umbrella, you know. Oh, gosh. But overemployment, like I was saying, I keep seeing these videos on the Instagram, you know, people saying, oh, here's how much money I make at my jobs. And they like break down their day, right? Like, oh, I start working at 6 a.m. on my first job. And then I'm done with that at three. And then I go to my second job at this time or people talking about,

Starting point is 00:10:17 their side hustles. Y'all are seeing that too. Just this huge trend of overemployment. And it's like, it seems to be like part maybe financial survival, part hedging bets, you know, for some career security. If there's layoffs and maybe, you know, some people, they talk about retiring early, right? So they want that financial security and they want the financial kind of windfall ASAP. You know, they're saving up, you know. So that's kind of what I'm seeing, kind of the mix of, mix of that. But people are definitely talking about it and our DMs about it, right? I actually posted a funny meme a couple weeks ago. And it says, these days you got to have a job for the bills and another job just for yourself. And it's true. I mean, go, every time I go to

Starting point is 00:11:07 the grocery store, I'm like, good Lord, I bought the same groceries and it's $500. It's like, what? So, yeah, I mean, I think all three of us were doing it even at some point. We were moonlighting when we were working our real corporate jobs and then doing the content creation as well. Inadvertently. Yeah. I was ahead of my time. I asked for permission, not forgiveness. No surprise. If one of us is going to do that, it's probably me. But when I wanted to start my business manager method, I bought the domain two years. or more before then, I guess. But part of the reason was, like, I was working at large global consulting firm McKinsey that was definitely not going to allow outside employment like that. And so the reason I left was I really wanted to start my business.

Starting point is 00:11:57 And so I actually returned to a prior company as their head of people illegal. And it was totally upfront with the CEO. And I had said, I'm like, I really want to start this business. So that we wrote it into the contract. And he at the time was like, you know, I'll take first right of refusal. If someone's going to buy your business, I'll take first right of refusal. I mean, that was when I was working there. That actually I felt like was a good approach really had nothing to do with the business that they had.

Starting point is 00:12:18 And so that's probably why they were more fine with it. But it felt so freeing to be able to have that conversation. And then when I launched it and announced it, I got so much support internally. And then people were like, how did you make that happen? I'm like, well, it also really has, you know, it's not related to our business. So that helps. But talking about that openly. And so I do think there's a difference because if you have, whether you have overemployment,

Starting point is 00:12:41 you're taking on additional employment because you have to, which a lot of people are in, you look at the, whether it's driving around for Uber, whether it's finding things you can do during the day or after hours, things like that, taking up some ship bartending, but also if you're in a position where you can talk about what you're doing or what you can't, and knowing, like, there is a fine line of talking about that at work and even just talking about your colleagues can end up feeling a lot of pressure if they feel like, oh, I need to like buy something from you. And so having that fine line, but for me, where I was able to be open about it and think about how to dividing the time, it really helped. I mean, I,

Starting point is 00:13:13 then COVID happened. And my people in legal job became much more than a full-time job. So manager would have it sat by the wayside for quite a while. But for me, it really was having that openness. And so I think to the extent you can create that environment, it's really helpful. You know, for me, this is new. Like, in the workforce. Back in the day, people were selling candles at work.

Starting point is 00:13:35 Like, you know, it was like physical goods. Avon. Avon, like things like that. Proactive. I mean, you know, like, yeah. Kind of the MLM kind of things, and, you know, they were more like side hustles that weren't really seen as like full-time because they weren't legit, like actual full-time jobs. But I can't remember anything past pre-COVID where someone had like full-time employment. Like I never had that scenario come up for me, like in my workplaces.

Starting point is 00:14:09 probably because where I work, there's a lot of O.T. opportunities and primarily, you know, an hourly population and whatnot. But I didn't see that, you know, but recently it's like, boom. Like, it's everywhere. And it kind of you alluded to it, Jamie, with just that financial insecurity and just rising costs and, I mean, just, and people are trying to fill some of those gaps, perhaps. And obviously, this gig economy and just, you know, the Internet being like real, you know, because I'm talking back in the day I started working, you know, 20 years ago. It just wasn't, you know, there was no Uber, whether or not. So.

Starting point is 00:14:57 Like I was a hostess at night and on the weekends with my corporate job. Yeah. Exactly. Like it was physical work you'd have to do, not mental work, you know, you know, as a second job. You'd have to leave your house to go to that second job for the most part, you know. But just huge shift, huge shift. And then to see people bragging about it online is amazing. Yeah.

Starting point is 00:15:23 God, I don't remember where I saw it. But it was somewhere on the internets, there was a man who had like six or seven laptops set up in front of them. And he literally had six jobs. And people were like, how the hell can you even do that? and he, you know, he tries to go to meetings and keeps his calendar, like, very sync. But ultimately, jobs find out and he gets terminated. It was a big story. I wish I could remember the guy's name because other companies were coming forward.

Starting point is 00:15:53 Like, he worked for us for a month. Oh, my gosh. Like, the same thing. And apparently, he's insanely brilliant and he's talented and he gets his work done at all of these jobs. But he's literally collecting, like, six-figure salaries at six different jobs. places. A million a year having six jobs simultaneously. Wait, I found it. I found it. It was very viral, like a good month or two ago. Soham Perak, who was like an engineering and like 10 different tech companies were like, we all employed this same guy as well. And so yes, totally. I remember this. Wow. And a lot of people,

Starting point is 00:16:30 like some of these companies found out rather quickly and they were like, okay, after a month, but some didn't until that story came out. And I mean, honestly, if he was able to do it, more power to him. Like, I get it. I get the conflict of interest. I've, you know, I've been in health care the last 12 years of my career, and we always had to have conflict of interest with a lot of our physicians, nurse practitioners, our pharmacists, even like our social workers, like our licensed clinical social workers, because a lot of them, the pharmacists would work at a different pharmacy on the weekend. Same thing with the nurse practitioners of the doctors. The social workers, a lot of times, would have a practice

Starting point is 00:17:08 outside their home, like in their home, and they would see patients. So that was never uncommon, but having like full-time jobs with like five to six different think pads or whatever is wild. I mean, now fractional work has become a really big thing. What's fractional work, Ashley? Great point. So fractional work is generally where you're upfront about it, is a huge differentiator between this and the story. But generally, you have your own business. And so let's say were in HR, fractional people, and you really see it a cross-function, CMO, CFO, all of those. But generally, you're working with companies, organizations that don't have budget or enough work maybe for a full-time dedicated person. And so instead, they bring you in fractional.

Starting point is 00:17:53 And for you, for example, you may not want to work full-time for an organization. You may want to have the financial opportunity to have more, or you may want to work in different environments, or you may want to, like, streamline your work in a way that you can't as much if you're a full-time employee. And so it really could be great to take your experience. And so if you are bringing in someone fractionally, often that's someone, sometimes not. Sometimes it's someone that's newer

Starting point is 00:18:16 that really doesn't have an experience and then you've got to be careful. But often you're having someone that has a wealth of experience and you're benefiting from that in ways that you couldn't because you can't afford to bring them on full-time. The caution that I have more for those individuals is doing fractional

Starting point is 00:18:32 because I've now seen a number of people that try to do that and get, clients and things like that. But the biggest disconnect I see is, is organizations like, I'd say employers, but they tend to not pay you as employee. They're paying you as a consultant, which financially benefits them. Sometimes the person, often not, but that they really want and expect someone to be available full-time, but they're paying you for a lot less than that. And so what I really encourage in the fractional space, and I've done this, I mean, I was doing fractional work for a couple of years as I was starting manager method as well. And again, I was always

Starting point is 00:19:05 upfront about it. And sometimes it was a conversation of, okay, for you, I'll be available every day between 8 and 10 a.m. Eastern. And I can do that because what can happen, if you don't have, whatever that looks like for you, if you don't have those conversations or those expectations, not just written into your agreement, but like talked about people know, okay, this is a thing, is you are at all times getting calls from every different organization. You can't keep your head on straight. And they're expecting you to be available on a dime. And so it's those alignment of expectations that I found, having done it in the fractional space, I've done with people and legal fractionally. And again, I no longer do those and I'm happy to just run my business now.

Starting point is 00:19:43 But it was certainly helpful from a financial perspective and also keeping me in the game and knowing what's going on. But my bigger caution in that experience is for the people doing the fractional work. I think burnout is what you're saying is like the top risk, right? I mean, piling this on. Like, yes, maybe financial rewards, the flexibility, great, you know. But I think that that is, you know, a big risk there. And in that example you gave the fractional work, I mean, very open that, yes, multiple jobs and all of this. But what if you're not a fractional worker and you're just taking multiple jobs? I mean, there's kind of that ethical gray zone there that, okay, are you disclosing that or not? And is there a COI or a conflict of interest

Starting point is 00:20:28 policy or is there a moonlighting policy or additional? And you're not sharing that or disclosing that. And I mean, you know, you are certainly at risk. And I think we see, you know, HR responding to that. I mean, I've seen the surveillance, people installing surveillance software and all these things and taking attendance and whatever. I mean, all, you know, to respond changing policies, right, calling people like Ashley back in the day for moonlighting policies, you know, because they're getting more of that, you know? Managing your finances takes time, canceling old subscriptions, tracking expenses, and sticking to a budget. Luckily, Rocket Money does the heavy lifting for you, automatically finding you ways to save

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Starting point is 00:21:57 features. So cancel your unwanted subscriptions and reach your financial goals faster with Rocket Money. Go to RocketMoney.com slash HR Besties today. That's RocketMoney.com slash HR Besties. RocketMoney.com slash HR Besties. Are you all hearing the same things? Yeah. I mean, I think that's when it poses a problem is when there's a true conflict of interest. Like I mentioned about a social worker. One time in particular, the social worker was working for us full time, but they were also a professor at a local university, and they taught at night. So there was no conflict of interest for us. However, it was discovered that he was like blocking his calendar for no appointments during like a good two-hour period almost every day. And when I approached him, was like, hey, can you please explain to me why you

Starting point is 00:22:50 have two hours blocked every day? He was like grading papers. His office hours. And yeah, he was grading papers and preparing his lecture. And we didn't fire him because he was up front and he was honest. He was like, oh, I just didn't think, you know, one hour for lunch, another hour to finish it up or whatever. I'm like, well, okay. But, you know, I think if it doesn't pose a direct, you know, it's not like he was taking his clients from the practice and pulling them out to his personal practice. Like I've had that happen too where for their own personal gain. Oh, yeah. If it's truly a conflict of interest. But they have to be upfront. about that, right? I mean, that was, we relied on them and the honesty policy to tell us.

Starting point is 00:23:33 But I've also had things like, and I've told this story before, but I've had a manager approached me and say that they found out one of their employees was on only fans. Okay. I don't care. Good for her. I hope she's making a lot of money. Yeah, I have had that. But is it a conflict of interest? Is she wearing her name tag or drinking out of a mug with our logo. Do you know what I mean? Like, she said the company uniform. I have seen that.

Starting point is 00:24:02 I've had that one of the logo. You have that one? But there was a police officer recently. There was a police officer recently that got let go because he did an only fan's video. In his... It was on company time to be discovered in his uniform. With his badge on? Yeah, like his cop car and everything.

Starting point is 00:24:20 And he got let go. And he had both weapons. I knew Jamie would like that one. But, I mean, that truly is a conflict of interest, right? Hardcore. Do tell, Ashley, do tell. This wasn't on the only fans. This was on, like, another social media platform.

Starting point is 00:24:39 I can remember which one it was. But there was basically a teaser for it, but wearing the uniform with the logo and some very explicit language over the top. But part of the conversation was also, don't do that. And so bad. Don't do that. but really realistically talking about these things and often people's fears like what if someone finds

Starting point is 00:24:58 out like okay like what is their job if it's just people find out and gossiping like people are going to gossip about stuff all the time and so I but that is one that I do think is coming into so many workplaces about exactly that but the one that that I actually have changed my mind to a bit is thinking about like this aspect of conflict of interest and what does that mean I do think if you're doing if you're working for one company and you're working for competitors like your Coke and Pepsi back and forth. Like that's, I mean, it's just, it's problematic generally. And I'm trying to think of really exceptions to that. But I think if you're working for two companies that are, that are because, especially if you're doing it from like your own device,

Starting point is 00:25:31 which then, I guess shame on my company for having you do things, but like all of your personal advice. But for true competitors working for those, I do think that that's a challenge. The one area I've opened up more is individuals that are working as an employee that then are building their own business or want to build their own business. Because I've seen this a lot more with HR professionals that are working in HR, but they're also developing their business. I mean, I've gotten reachouts from people constantly that are like, I want to build a business. Like, how do you do it? Pick your brain. And I generally what I have is I've put them all in like one 10 minute YouTube video on Icky guy, I-K-I-G-A-I. So if you ever want tips, just look there.

Starting point is 00:26:05 That's how I did. It's what I say to every conversation. That's what I generally just have to do time realistically. But they're building a business in that. Again, and they're put it on their LinkedIn. So it's open about it. And I think there's other roles like that, especially in technology and others. And so I think there's a natural inclination if someone works from you and they're really good is you want to keep them a secret. You don't want them to go anywhere else. You don't want to do any of those things. But just knowing you as an organization, especially as managers, who I'm talking to a lot in population, you're shaping their future. And so if you can be realistic, those people may be leaving you one day one way or another. But if you can help

Starting point is 00:26:39 them on their way and make the most of things at the time and have good relationships, because eventually as people start a new business, like I have personally done fractional work for for companies that I used to work for full-time and charged a pittance of a rate compared to what I would normally charge because I appreciated what they let me do and continue that relationship. So I do think as you have people that are really looking to start their own thing one day, just finding that balance of like competition, confidentiality, time-wise, but I do think there's more ways that you can support them that are helpful in the long run. I love that.

Starting point is 00:27:09 Like don't just shut it all down. Let people find their purpose and support them in that, you know. They're showing up. They're performing. They're doing your job. You don't have to control everyone else's time outside of your workplace. I'm all for that. There's no COI. Love it. Shall we shift to questions and comments? I do have a comment, which is really just we were talking. I thought of a situation I did have a couple of years ago with an employee. Again, wasn't an over-employment situation yet. It could have turned into one, but I had a professional employee start. And by day three, she had ghosted the job, basically.

Starting point is 00:27:57 Like, no one heard from her on day three. No one heard from her on day four. You know, it's like, okay, well, like, where is she? What's going on? Well, it turns out she had jobs stacked. That's what I called it. I don't know if that's really a thing. but she started two new jobs on the same day, that same week.

Starting point is 00:28:19 She started our job. Let's say she was in finance. I can't remember what her role was, to be honest with you. She started our job. She started with another big organization and chose by the end of the week which one she enjoyed more and just ghosted ours. Get it, girl, I guess. So she like did our onboarding and then went and did their onboarding.

Starting point is 00:28:42 boarding. And then I was like, literally more power to you. I would be offended. I wasn't chosen. Right. You'd be like... Could you imagine starting two new jobs the same week? And then just I remember her just sharing it like it wasn't a big deal. I started two new jobs on the same day. And you know what? I like the other one better. So I just, I'm good. I don't, I'm not coming back. Oh, shit. Okay. That's crazy. That's amazing. You realize the more, like stories you hear and they get working, those that are in HR or even not. Like the more people you meet at work and life, people are so amazing and everyone's built so differently. They're amazing. I couldn't possibly, I couldn't possibly do that. Nope. Wouldn't even cross

Starting point is 00:29:25 my mind. I would tell everyone, first day. Actually, I wouldn't do it. It wouldn't even cross my mind to do that. No, me neither. But yet I'm like, okay, well, that's clever. Yeah, I'm like, hold on, that's smart. But who's getting two jobs at the same time? Good for you, you know? Not in this job market. Well, that's a good point. And the same day, but you know there's someone in HR listening now that's like, Wait a minute. What are some tells? Let me see if they hold off on registering for benefits. Let me see. Let me see. Let's see if this really works out. I just have a quick comment. And that is, I am open to fractional HR work. You should. You have an exceptional skill set. Yes. I would love that. I would love that. Actually, and a lot of people have mentioned doing consulting. Truthfully, I don't have any interest in consulting, but fractional work actually. would be more up my alley. Will you define the difference between the two? Yeah, so fractional would be

Starting point is 00:30:16 where you're truly an employee in the company, where you are hopefully able to make an impact and guide, in an HR lens, I'm thinking, guide statuses or the handbook or etc. Whereas a consultant is going to tell you what is best, and the company can choose to do it or not. That one's kind of nice because you literally can just be like, okay, I gave you my two cents. I'm out. But I'm a fixer. I want to fix. So I know consulting would not be good for me because I want to fix it. I want to make sure it's running well. I don't think I'd be a good consultant. I'd love to come in and tell you everything that's wrong and overcharge you for it. And you would love it. Oh, I'd roll that shit and sugar and you just eat that shit up and you just love it. We'd laugh and we'd have long lunches and it'd be great.

Starting point is 00:31:07 So you can hire me for that shit. What about you? Ashley, close us out. Questions or comments? Well, my closing question is, Jamie's got a little cough, like a little lingering fall cough. And so before we started recording, I was like, oh, you sound like peepa. Like, oh, I'm coming out. And so we started laughing. And so my question is, what are the names that you called for grandparents or that you've, like, heard different grandparent names called?

Starting point is 00:31:35 Because I do feel like that's a little regional. or family-specific. Any interesting names? My grandpa is grandpa, or abolito, but it's Grandpa. See? Okay, there we go. And he's a cramagin, and we all love him. I feel like in the South, they have such creative names, like, Gigi, Mimi, Papa, I love all that. Now, my kids call my mom Nanners. Oh, that's cute. And it started when I had a dog, before I even had kids. And I just jokingly said it. I was like, let's go to Nanner's house. And it stuck.

Starting point is 00:32:12 And they call my dad happy because Jones, my oldest, couldn't say Pappy. And so it's Nanner's and happy. That's cute. But my husbands are grandma and grandpa. So it's like, who knows? Ashley, what about you? And you have to share your future grandparent name. I love.

Starting point is 00:32:35 I will. I have it. I picked it out in college, which. which is weird. Very. So I grew up calling my grandparents, like Grandma and Grandpa, Vinsel, Grandma and Grandpa Walker, like, I don't know, whatever. But we have some different names.

Starting point is 00:32:45 I do actually end up calling my grandmother Gigi because she decided once she became a great grandmother, she wouldn't be Gigi. And so Gigi, her picture sits behind my desk. But we call my mother-in-law Nannels. Oh, Jamie. But the reason is that right after my daughter was born, she'd written an email to me that was like, because she was very selfless and didn't come for a week after my daughter was born. She waited.

Starting point is 00:33:04 But sure, this email, my husband gave him this phone. and I'm reading this Blackberry or whatever. And it's like, blah, blah, blah, you know, welcome. And like love, she meant to write Nana is. And that's what she wrote, because her name's Izzy. But to me, she wrote it all as one word. So it was N-A-N-I-Z, but the I didn't have the things on it. So it looked like it was N-A-N-L-Z.

Starting point is 00:33:24 So I was like, who the F is Nannals? You know, I'm all copped off on my medication. I'm like, who's Nannels? That's cute. This was her first grandchild. So she's been Nannals ever since. Oh, I love that. No Nannas.

Starting point is 00:33:36 from that type for yeah basically me reading it on whatever from that typo basically oh that's so cute that's cute but along the same threads is when i was in college i mean i was like a sophomore that wasn't pregnant but i decided i want my grandmother name to be banana and so i have i have this idea and so i told the ladies i want to be called banana my kids are that ridiculous and they're like we're not calling you banana and so i'm like well no i love banana you're like no you're not your kids kids are. You're not. Yes, your kids will.

Starting point is 00:34:10 That's my relationship with them. Yeah, and I'm not one to buy people's love, but I will. I say, I want to be banana. And so this is my goal. So cute. I love that. B-A-N-A-N-A-S. This bitch is bananas.

Starting point is 00:34:29 I am B-N-A-N-A-S. 4-1-0. No, wait, no, it's 4-0-0-0-1-1. Yeah, 4011. You've got to correct that. The ultimate code for bananas. But me, Lee, and Pee-Paw over here will be wishing you well for the rest of your day. Right. Enjoy your plobbies.

HR BESTIES - HR Besties: The Secret Life of the Overemployed

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