Welcome back to the Bringing the human Back to Human resources
podcast, The Replay series. I'm your host, Tracy Turn off,
and I'm thrilled to have you join us once again as we journey
through the episodes that have top charts around the world.
In this podcast series, we're revisiting some of our most
insightful, thought provoking, and transformative conversations
with industry experts, thought leaders, and practitioners.
These episodes have made waves. Sparking meaningful conversation
and inspiring positive change throughout human resources.
Whether you're a dedicated listener who's been with us from
the start or you're just tuning in for the first time, the
Replay series offers a chance to dive deep into the core
principles that guide our exploration into HR practices.
So, get ready to rediscover the discussions that continue to
shape the future of HR. Without further ado, let's step
back in time and immerse ourselves into the podcast's top
charted episodes. Let the replay begin.
Hi everyone, welcome back to the Bringing the Human Back to Human
Resources podcast. Thank you so much for being here
for another week. Don't forget to rate review,
subscribe wherever you're catching this episode.
And actually, I have to tell you, I've pretty much told you a
few times when I've started recording.
It is just about 6:00 AM my time and I have to tell you that the
only reason why I'm even functioning at this point, even
though I'm definitely a morning person, but not always like I'm
not as much of A morning person as I used to be.
I feel like it takes me more time to get up in the morning.
But also that's just generally probably because I'm not getting
enough sleep. But I wanted to tell you that
what I feel has helped me a lot in just being able to focus in
the morning and being able to focus throughout my day and then
also get some good sleep is Magic Mind.
And I've talked to you about Magic mind over the course of
the last few weeks is something that really contributes to my
mental wealth. And when Magic mind first
reached out, as I shared with you, I had to make sure that I
tested its efficacy first because I'm not, I wasn't like
100% a believer of things like this, but Magic Mind really
changed my mind. And so now is that I've just
taken a sip in front of you. I'll tell you, to me, it kind of
tastes like getting a green juice with grapefruit because it
has a bit of that like citrusy flavour at the end.
And I'll just, you know, again, share that Magic Mind has a 24
hour approach to mental wealth. And I think that's what has
really been the key for me. And if you follow me on
Instagram, I told you about how they're all of these exogenous
compounds, as Magic Mind and their team puts it.
And I, I think there's a, there's just a lot of research
about some of these things really helping to boost not only
are your energy, but really your focus.
Because this is not like a, an energy thing.
This is all about your mental wealth and focus.
And it has 55 milligrams of caffeine, which is not a ton.
So I'm able to drink it right next to my morning coffee.
And so for my listeners, as I've shared, who want to invest in
their mental wealth, Magic Mind is offering a 48% off your first
subscription or 20% off one time purchases.
You can use code human HR 20 at checkout and you'll get all of
that good stuff not only in the bottles, but also in the
discount, which is really nice. So enjoy your Magic Mind and
your contribution to your own mental wealth.
All right, so this week we're going to be talking about career
growth. And I had to, I have to be
candid here. I was inspired to talk about
this really just in the last like 48 hours.
I wasn't quite sure what I was going to talk about.
Oh my gosh. By the way, I think this is my
first like solo non guest episode of 2025 S Happy new
year, everyone. It's already February.
January is literally the longest month of the year.
Like I'm recording this in January and I feel like I've
been in January for three months.
It's like, I don't know if if it's like a January paradox or
like what that is, but I'm seeing that all over my friend's
social media pages too. It's like, is this still
January? Yeah, it's still January.
So here we are in 2025. Thank you so much for continuing
to listen and for being a part of this podcast community, if
you will. I don't even think I said
community correctly there, but that's, you know, hey, happy
2025. That's the way things are going
these days. So I was inspired in the last 48
hours because of things at work. Now, as you know, if you've been
here listening before, I work full time in an HR job and I
have my podcast at which is obviously its own business.
And so in my full time non small business and my full time job in
a tech company, we've been talking a lot about career
growth because it's something and career planning, I should
say, because it's something that's not only important, but
also something that's just generally and organically come
up within our organization. And I was trying to think back,
like, have I talked about career growth?
Have I talked about career planning on the podcast?
And while I don't have like the best memory, which is something
that I've had to like kind of be honest with myself about, I
really think that it's kind of just gotten worse since I've
become a mom. But it is what it is.
I'm like, well, I remember anything in 10 years.
I don't know. I just really can't remember if
I've ever talked about career growth.
And I was like, am I going to go back through 200 episodes?
No, I'm just going to talk about it now because the reality is
that even if I've talked about in every single episode, it's a
new year. It's a new day and things
change. And I know for sure that I've
never talked about some elements of career growth that I have
learned just by being an employee and by listening to
really good leaders around me and by being coached by really
good leaders around me. So I want to share the wealth
because we don't gatekeep here. If we learn something and we
grow from something, we're sharing it.
So I just want to take a moment to be candid with all of you.
I have struggled a little bit to find some motivation in my
podcasting, which is a first for me because I am really
passionate about this platform. I'm really passionate about my
podcast. I'm really passionate about
giving all of you insights and tips and things to consider and
maybe new skills or a new way of thinking about something.
I don't know. But I just, I think you know
what I said in in the last few weeks, even like with talking
through magic behind, it's real. Like I have a lot on my plate
and I've been thinking like, how do I keep my motivation high?
And I've realized that with my podcasts, I, I think in like the
last, I would say maybe a year and a half, I just kind of
started to like pull back a little bit because of things
going on personally in the world.
I'm, you know, as, as you know, I'm Jewish.
There's just been like a lot that has weighed heavily on me
as a, as a Jewish woman. And so I've realized I had.
To just be. Honest and I had to be authentic
because I've always been that way on my podcast.
And so that's me opening up vulnerability.
Love that. And actually today is probably
the first day in maybe six months or so where I was like,
yes, I'm waking up at 5:30. I'm getting like a little bit of
makeup on. You're like, you can't tell and
I'm going for it. And I feel really good about
that. And I think honestly, I think
that what did that for me was knowing that I was going to come
here and share a little bit more about how I've been feeling and
just some of the things that I've been dealing with
personally as a Jewish woman. Like it's been, it's been really
rough. It's been really, it's just been
really rough. And so with that, I wanted to,
you know, I'm glad I shared. Maybe I'll share more in the
future. I don't know.
A big part of why I didn't share was because I was pregnant like
on October 7th and I was just trying to protect my peace
because that was an extremely just like traumatic start to
things. And I was like just protecting
myself. And now here like 450 plus days
later, I'm still trying to protect my peace.
And I'm also trying not to open myself up too much vulnerably.
So maybe I'll share more in the future.
But I do appreciate you listening to my little
vulnerable rant. And if you're watching this on
YouTube, you are seeing all my facial expressions that go along
with that. It's not easy to be vulnerable.
But I think, you know, this is my podcast and I can do whatever
the hell I want to do. Now I have to put an explicit
marker there because I said hell, now I've said it twice.
Hell, hell, hell 4 * 5 times, whatever.
No counting before 6:00 AM. All right, let's get into career
growth. So as I said, you know, in the
last 48 hours, I was like, you know what, this is what we have
to talk about. So I want to share a few things
that are really important when it comes to career growth.
And I want to start by saying first of all, you know, look at
how dead my plant is behind me. It's bad.
I have to bring it back to my in laws.
It gets no sun here and I have a green thumb.
This is not good, not not good vibes for 2025.
All right, career growth. So I wanted to first share that
in my opinion, career growth, and maybe it's not even that our
development, our development is on the majority, something that
we own as individuals. This is not something that I've
created for myself. I had a leader when I worked at
Target who sat me down and was not in HR.
And I don't even know that I was in HR yet.
I wasn't, He sat me down because I was like, I want to do more.
Like I, I what, how do I do more, you know, as a very
ambitious person. And he was like, listen, our
development is our own. We own every stage of our
development. Shout out to Kevin Bryant.
I don't even know that he remembers me, but he was like a
district manager for this particular Target district that
I was in the store that I was in.
And he was, he was a fabulous leader, like fabulous.
And I'm sure he still is. And he works for, he has worked
for some really big names since leaving Target.
But I vividly remember we sat down in like the Starbucks Cafe
area and he told me that. And I was like, I don't know,
2322 or 23, had just finished college.
I was like, yeah, he's right. I own every part of my own
development. If I want to do more, I can do
more. If I want to go beyond the scope
of my role, I can go beyond the scope of my role.
If I want to be collaborative and I want to help people
achieve their own goals, I can do that.
I don't have to wait for my manager to say, hey, here's like
this little project so you can do more.
Like I don't. I, I didn't have to do that.
And actually it was great feedback and great advice
because I don't like waiting for people.
I am kind of, sometimes I can be a bulldozer and this is
something I know about myself and I rein in when I need to.
But in moments like that is really important to know exactly
what your strengths are. Like if you know that you can
get after something, then like, what's stopping you?
And so Kevin really kind of changed my life with that
advice. And maybe I should reach out and
tell him that maybe I should send him a little clip of this
podcast once it's done. But I wanted to share that in
the very beginning of this conversation because that is
going to set the stage for everything that we talked about
so often. I'm sure that we all have said
it ourselves, but so often employees, and I'm sure you've
heard this from your employees will say my manager has not
talked to me about my development.
My manager has not talked to me about my career options.
And frankly, I, I don't really think that it's the manager who
comes to the employee and says here are all of the things that
you're going to do more of or less of in order to hit the next
stage of your career. Like it just doesn't really
happen that way. It maybe it does and sometimes
it might and that's great, but it doesn't usually come first.
Usually it's the employee person demonstrating that they are
ready for more, that they've worked on improving
opportunities or developing their skills or gaining more
exposure and things like that, that sets them apart maybe from
other people or shows their readiness for the next thing.
Certainly managers have an influence over like the amount
of exposure that people have in an organization, like how
someone is painted, like what light they're painted into other
leaders or an executive team. Definitely, like managers
obviously have an influence on this, but development is our own
and once we like take ownership of that, people want to control
everything. If I could control everything, I
would love that, but I can't. But the one thing that I can
control is my own development, right?
So this is like to me, the key to unlocking that next chapter
for people and for you as a leader or as an HR leader, maybe
your people manager as well. People are going to come to you
and say, like, I want more, I want to do more.
I want I want to get promoted. And they're just looking for you
to solve their problems. And that's another thing.
There's nothing more than I hate than that.
Like you have to be the person solving the problem in this
case, right? Like if the challenge is that
you haven't been promoted and you want to be, why are you
going to ask your manager to solve that for you?
You have to ask your manager, this is my goal.
What are some things that I knew need to focus on to get there?
Because I'm focusing on this, I'm doing that.
I'm working with this person. How do I do a better job or what
can I do? Or am I doing that already?
Because that's my goal. And maybe you can say, Hey, I
don't actually know what I want next, but I know that my my like
North Star, like the thing that I want most is to be in this
title or in this role or managing this number of people.
Then like your manager can help you and support you in guiding
you in the right direction. But asking someone to solve all
your problems is like, not it. So I hope that maybe that
inspires you a little bit about your own career.
Like take it on you. This is something you can fully
control. Like I said, don't we all like
love to control things? Or is it just me?
But if this is something you can control, then just like just do
that. So first and foremost, now we
understand a little bit more about how we can set the stage
for ourselves and also how we can set the stage and be very
candid with people who come to us with that type of mentality
or with those types of things. Now obviously career growth
matters a lot. It's and it's also more than
just this vertical movement, meaning like promotions, there's
skill building, there's personal fulfillment that's part of this.
And of course, aligning what we do with our purpose or what we
believe our purpose is in that moment.
Because sometimes our purposes change, right?
We think, yeah, I want to do XY and Z.
This is what I'm really fulfilled by.
And then maybe you have a life change or you, you have
something, I don't know, maybe 10 years goes by and you're
like, oh, actually my purpose is totally different now.
So that's great. It's totally a great.
It's you just have to find the work that aligns with that
purpose for you. And of course, as I mentioned,
owning your own development is essential.
It's essential and it's especially critical in a
fast-paced and like ever changing work environment.
We know that things are changing constantly.
And so having that awareness allows us to stop waiting for
someone else to unlock these doors for us.
Like if you're not, if you're doing all of these things and
you're owning your own development and there isn't that
vertical opportunity, that might be just the reality of the
organization in, in present tense, but there's a whole world
out there. If you're, if you're looking for
more, go find it. I, I think leaders who are, you
know, white knuckling their team meaning like just holding on so
much that they're just like more petrified about the idea of
someone leaving than them getting what they need out of
their careers. They they just haven't put
themselves in that person's shoes yet.
It's just a matter of time before leaders have that
understanding that it's OK if someone leaves if their goal is
to is to get something else in that moment.
Like the best thing that we can do as leaders is prepare people,
whether it's for the the organization that they're in or
for another organization. And actually, a colleague of
mine put it quite well that that he had a leader tell him that
the best thing that he could do is that.
I'm really paraphrasing here. I already told you how my memory
works, that the best thing that that he could do for for my
colleague, again, this is not in a, a current work situation, but
this was from the past. The best thing that he could do
for him was to prepare him to develop his skills or to support
him in developing his skills to give him the help and support
that he need needed and the guidance so that he could be
ready for the next thing, even if it's outside of that
organization. Now that's a that's the type of
leader that someone strives to work for, right?
Because actually, and my colleague said it erfectly what
happens that it, it also builds a lot of loyalty to that leader
because you're like, Oh yeah, I I can do more than what is in
front of me or what's in this organization now.
But maybe I maybe I don't want to, maybe I want to continue to
work for this leader because they care about me and they care
about my development. So that is also a really
important part of this is like if you're a leader or you're
working with people leaders reminding them it's OK, it's and
actually my colleagues said it perfectly.
It's like, if you love them, let them go.
It's OK. It's OK if they leave.
Do we want retention? 100%.
But if they're not happy and they don't feel fulfilled and
their work is not aligning with their purpose, they're not going
to be a ton of fun to work around, frankly.
And they're not going to be very motivated.
Like let people find whatever it is that they need.
And you know what? Sometimes they come back because
they're like, oh, the grass is not much greener over there,
which is true. I mean, a lot of people, I
experienced that when I left one retail job for the next, I was
like, yeah, I don't like this, right?
Like when I only work for three months.
You can go back. I think that episode is from
2022. You can go back if you want to
hear about that. Some juicy stuff there.
Anyway, so we know why career growth matters.
And I've talked a lot already about taking ownership of your
growth. This is really a mind shift, a
mindset shift. Your career is your
responsibility. So don't wait for anyone else to
guide your career. Take full ownership, take
control, take the reins. No one's going to stop you.
In fact, your leader is probably going to be much more impressed
and, and in a way probably a little bit relieved because once
you become a manager, you're doing your own job and you're
managing people and it's really hard and.
Managers are best equipped for supporting their employees to
achieve their you know their goals by working collaboratively
on their career development. Managers are not.
Just because someone's a manager doesn't mean that they're an
expert in identifying skill gaps or identifying areas of
opportunity for someone. Sometimes it takes a really self
aware employee to say, hey, leader, I am way too controlling
and I need to let other people do things as the project owners
rather than me taking on that. You could tell that this is
something that I have learned about myself.
Rather than taking on everything, I need to let people
you know, I need to delegate. I need to let other people take
control so that I can give them the opportunity to really prove
themselves and do a great job. And then sometimes it's the
leader who's like, yeah, great idea.
Let's let's focus on that. And look, just because again,
just because someone's a leader does not mean that they have the
answers to everything. So self-awareness, taking a, a
moment to shift your mindset is really important.
And that self-awareness, like many people are not self aware.
The as much as you can be, it's really important.
And if you think you're self aware, but people are telling
you that you're not, I have news for you.
You are not self aware. Like people will tell you if
you're self aware. And so if you're working on or
if you want to work on yourself awareness, a great first step is
to take feedback partners who are going to be really honest
and candid with you. If you have siblings, those are
your first feedback partners in life because they'll tell you
everything about yourself without really caring about how
it feels. And probably our parents too.
But find someone who's going to tell you genuinely and candidly
where your gaps are and what you're doing really well.
And then, of course, think about your career vision.
Where do you want to be in the next year?
Three years, five years, 10 years, maybe more than that.
And how does that align with your life goals?
I can tell you before I became a mom, I was like, I want to run
everything. And then I became a mom and I
was like, maybe I'll want to run everything later on in life
because I have my own, like I have two kids now.
I have to like focus on them and I want to focus on them and I
want to be, you know, present and available.
And like, that's just my not my career goal today.
My career goal now is to just like continue to expand
horizontally on my skills. So we talked about like this
vertical career development, which is like promotions and new
roles and more team and things like that.
But horizontal career growth is like taking on more skills,
taking on more opportunities that expand our skills, expand
our knowledge. And that I think is actually way
more integral to our being able to achieve vertical growth than
anything else. Like you have to, you have to
grow horizontally before you can grow vertically, if you ask me.
And so when you think about that, of course, there's there's
this element of needing to seek feedback regularly up skilling,
which is really, you know, levelling up your skills,
whether it's through courses or certifications.
For us in HR, there are obviously a number of
certifications we could pursue. Maybe you go for an additional
degree or a degree if you don't have one on the job learning for
future proofing. All of these things are actually
also ways that you can ask your leader for support.
Maybe you can ask for reimbursement from, for work
from work for these courses or these additional learning
opportunities for professional development.
And again, this horizontal aspect, the lateral moves are
super important. Sometimes it's not upward.
So explore those cross functional opportunities to
diversify your skills and expand your knowledge.
And you know, I always like to talk about stretch assignments
to like this is something where like maybe you just say, hey, I
want to help with this really challenging project and it's
outside of my comfort zone and it's really going to stretch me.
And again, this is where, you know, think about the elasticity
in your career, in your professional development.
Super important. Also, I'll say that you know,
kind of similarly to owning your own development and owning your
own career growth is also advocating for yourself.
I'm sure that you've heard this a million times.
I know I've talked about this before in the podcast, but
you're kind of your own cheerleader and you have to be
you have to. This is the whole thing about
owning your own development is like knowing your potential and
going after it and advocating for yourself.
It's the same reason why when people, you know, are offered a
salary and they don't negotiate that salary, they miss out.
They miss out on potential, you know, potentially more dollars.
You have to advocate for yourself.
When people negotiate, they are advocating for themselves when
they, you know, aren't saying yes to everything.
And maybe they're taking a more critical approach to things, not
every time maybe, but just in general, they're advocating for
themselves. You have to know your own value.
I mean, understanding your worth, also understanding your
worth relative to the market. This is where, again,
negotiating salaries. Women more often than not, are
not negotiating their salaries. And this is potentially one of
the factors related to some gaps in pay.
Sometimes I will tell you I have seen women not negotiate like
I'm, you know, maybe I'm offering a rate.
This is especially in the past. It's not happening as much now I
think with Gen. Z really being advocates for
themselves. But just, you know, seeing
someone something more often than not again, women who just
say thank you. But maybe there's more in there
for you, right? And actually, you know, where
you work for a great organization when, when your
leader is like, you know what, I think we need to, I think we
need to bump them up. They didn't, they didn't
negotiate. And I think we could do a little
bit better. That's when you know, you're at
the right organization. And that has, I have, I have
seen that in, in recent years. So anyway, be that type of
leader, right? Be the person that's like, OK,
this, this person didn't advocate for themselves.
So I'm going to advocate for them, but advocate for yourself.
It's so important. Like no one else is going to do
it, frankly, not because they don't care, but because they're
not thinking about you. They're everyone's just thinking
about themselves, which is OK. It's just the human behavior.
And then also set some boundaries.
Just as much as like, you know, if you're, if you're anything
like me, you're going to think, OK, abundance mindset.
Like I want to, I want to grow. I'm going to do as much as
humanly possible, but that's not always the answer.
Learn from some of them. I won't call them mistakes, but
learn some from from some of my experiences.
I used to be, you know, all about taking on as much as
possible. I can't do that anymore.
And that doesn't actually mean that I am not contributing as
much value as before it it my contribution to value and, and
value has not shifted because I'm unable to do as much or that
I'm not able to, you know, offer as much support as I used to.
Because I, you know, I set boundaries now and that this is
where I'm getting at. Setting those boundaries does
it, it is a huge part of it because owning your own
development does not mean that you have to say yes to
everything. And this is a very vital lesson
that I have learned probably in the last year, because I really
thought that all of my value was placed in doing as much as my
body could take basically and saying yes to everything and
never saying no and all this. And my leader was like, no, like
you add value whether you're involved in something or not,
because you, you contribute in other ways.
And that was a really important thing, important lesson for me
to learn because otherwise I would feel like I'm failing
every day because I'm not saying yes to everything, right?
But you physically cannot say yes to everything.
And yeah, when I was in my early 20s, I was saying yes to
everything, but I was working crazy hours and I was like,
totally burnt out. So don't do that.
It's OK to have boundaries. And I feel like the Gen.
Z listeners are like, yeah, duh, Tracy, I'm going to have
boundaries. I'm not going to, I'm not going
to work 100 hours a week when I don't have to.
So yeah, be like Gen. Z.
Also, I would say mentorship is really important too.
If you can find someone to mentor you similarly to your
feedback partners. But a mentor is really going to
help guide you. And maybe they've gone through
it before. Maybe they're in a job that you
really one day want to be in, or maybe it's a job that you want
to learn more about. Mentors are really, really
helpful in this type of situation.
And then finally, you know, when you again, think about how you
align your own purpose, your personal purpose or your
professional purpose with the work that you're doing, find the
meaning in your work. And really just like ensure that
your career and your life goals are aligned because you don't
want to have to be in a situation where you're like
picking between 1:00 or the other.
You really should feel like you're kind of moving along,
whether it's horizontally or vertically or both in a way
where it's a symbiotic situation.
And of course, as we know, work life harmony is really important
to avoiding burnout. And you know, finding career
growth and developing is not going to happen overnight.
You have to, you know, it's kind of like Rome.
It wasn't built in a date. You have to really nourish your
development, nourish your career growth.
And, you know, it's a lot to own something for ourselves, but
there's a lot of, there's a lot of inspiration, I think, and
motivation that can be found and saying, yeah, I control my own
destiny. I'm going to advocate for
myself. I control my career.
And you know what, whether that's something in my present
organization or something in a future organization, that's OK.
I'm just going to continue to focus on upskilling and learning
as much as possible and finding mentors and, you know,
contributing where I can. Like, that's the magic sauce,
right? So certainly I would encourage
you to just think about your career growth as a marathon
rather than a Sprint. It's a long, a longer process
and something that you'll always be thinking about.
You could be super happy in your role and you might still think,
OK, well, what's next? Or maybe it's not even what's
next. Maybe it's what's more like,
what more can I do to upscale? What more can I do to contribute
positively to my team, to my my organization?
What more can I do personally to have a better impact at work?
Like I talked to my coworkers all the time about the
importance of doing things for ourselves outside of work in
order to be at 100% inside of work.
Because this is a very much kind of like an, an allegory for
filling up a car with gas or recharging your electric
vehicle, right? Like the lower the fuel tank, or
I should say fuel gauge, the lower the charge on a car, the
harder it is going to be on the system, right?
Like you're the car is not running at 100% and or if you're
an electric vehicle, don't charge your battery to 100% of
it. Still, I digress, you get what
I'm saying when you do things that help to fill your tank.
Like for me, my podcast has always filled my tank and being
with my kids fills my tank. Being with my husband fills my
tank. So when you do things that fill
your tank that that put gas back into the car, you will then take
that full tank, go to work, be more productive, be a little bit
happier, feel more motivated and engaged.
That all matters. And especially coming off of the
recent episode where we talked about 20% of employees feeling
lonely at work, we really have a huge opportunity here to look
inward. How do we do more for ourselves
so that we're not part of that 20%, So we're not part of a
group of people who are waiting for someone else to promote us
or to grow us or develop us? Like this is on us.
And certainly organizations obviously have to create those
opportunities too, but our development is our own.
So if it's not at the organization that you're at,
it's going to be somewhere else. And you know what some
organizations are really candid about like, hey, we don't have
this upward movement for you yet, but let's get you ready for
when that moment happens. And that's a really wonderful
organization to be at because the transparency is really
important. And they're still investing in
you. And so with that, you know, our
career paths, it's really a career journey.
It's going to take time. It's not a straight path, it's
not a straight upward path. And there's just so much
opportunity out there for you. So don't forget, the best
investment to make is to invest in yourself.
And if we take that and we run with it, it's totally applicable
in probably every life situation, like how you invest
your in yourself monetarily, like, you know, paying yourself
first, as they say. And in this case, investing in
your own skills and your own development and really focusing
on what your value is and advocating for yourself.
So with that, I hope that you walk away feeling a little bit
more in control of your destiny and in control of your life
because you certainly have a lot of control.
It's all it's all within your own reach.
So thank you so much for listening to this episode.
Tons of amazing episodes for you this year.
And if you have any ideas for future episodes, please let me
know. And I have already gotten a ton
of comments and D Ms. like asking if I'm going to talk
about DENI and the recent rollbacks and things like that
and revocations. And the answer is yes, I am
going to bring on a past guest to help me do that.
But we are going to talk about it.
It's probably going to be a February episode.
So just stay tuned for that and, you know, see where, see where
the wind blows, as they say. But yeah, if you think of any,
if you think of any topics that you'd really like to hear me
touch on, please just DM me on Instagram, HR Tracy, or you can
e-mail me contact@hrtracy.com. And I look forward to very
bright rest of 2025, hopefully. All right, have a great rest of
your week. Bye.
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Thank you so much. For tuning in and I'll see you
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