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Welcome to the bringing the 
human Back To Human Resources, 

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podcast, the podcast, all about 
the delicate balance between 

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people and business. 
And quite literally reconnecting

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the to my name is Tracy Ruben 
and I've spent nearly my entire 

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professional career in a jar, 
join me as I share stories, 

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opinions and words of advice 
with you each week. 

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Welcome back to the podcast. 
Everyone thanks for being here. 

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Don't forget to rate review, And
subscribe, and share this with a

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friend. 
If you're listening on YouTube, 

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give this video a thumbs up and 
don't forget to subscribe as 

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well. 
Before I jump into this week's 

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topic, I just want to thank 
everyone for your Outreach and 

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feedback on last week's episode 
and last week's episode was 

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called cancel cancel culture. 
And I got so much great feedback

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between messages on LinkedIn. 
Emails DM's comments on the 

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actual post on Instagram. 
Thank you so much. 

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I really received a lot of great
feedback and actually the 

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feedback I think was great 
because there were so many 

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people who were like, you know 
what this is exactly what I've 

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been trying to put into words. 
Or this is exactly how I feel 

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and I'm just I'm glad that it 
was able to resonate in some way

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with you and thanks for being 
here to listen to some more 

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topics about bringing the human 
back. 

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Human resources in some capacity
for another week. 

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If you haven't yet, listen to 
cancel, cancel culture, last 

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week's episode, you definitely 
should. 

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I think it's really relevant. 
Considering the hashtag times 

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where in, so give it a listen. 
Let me know what you think and 

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if anything I know some people 
have also said to me recently 

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that they are, you know, they're
they're struggling to keep up. 

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There are a lot of episodes, 
they've got to catch up to some 

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of the previous episodes 
definitely do. 

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So although the episodes are not
consecutive. 

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Sometimes it's helpful 
especially if I'm referencing 

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back. 
But feel free to listen, feel 

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free to share. 
Thank you again for all of your 

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feedback. 
This week, I want to talk about 

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going into interviews and 
getting the most out of them and

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I was inspired to talk about 
this because recently I 

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completed the internship program
for my company and obviously I 

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didn't go through the internship
program because I'm not an 

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intern but it was the first time
that we actually hosted and held

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an internship program for our 
interns and our interns work on 

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a six-month basis. 
It was a six-month program It 

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was collaborative project so it 
wasn't just me. 

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I worked with a couple of 
colleagues on the execution of 

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the program but we got some 
really great feedback from our 

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interns and one of the most 
recent program meetings that we 

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hosted for our interns was 
basically like a LinkedIn resume

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interview tips type of program 
which I led. 

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And in that program toward the 
end, I talked about, like 

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interview tips, interview 
considerations, And things that 

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you should really think about 
going into an interview and 

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while you're in the interview, 
how you should act things you 

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should say, things you should 
avoid, and things like that. 

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So I thought I'd share those 
tips with you this week, 

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especially if you are in the 
process of making a transition. 

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If you're in the process of 
moving, there are a lot of 

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people who listen who are 
recently graduates of high 

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school or college. 
And so you might be in like a 

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mode of interviewing. 
So I think it's important to get

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them. 
Absolute most out of interviews 

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as possible. 
So the first thing that you want

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to think about when it comes to 
interviewing is that you have to

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get something out of it. 
It's not just about putting 

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yourself out there and you know,
hopefully getting a job offer or

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making more money or whatever it
is. 

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It's, it's about getting 
something out of it. 

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So if you're going into an 
interview, what kinds of 

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questions are you asking? 
Some people will say, ask very 

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specific questions that you pay 
Yourself in a good light. 

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And this is especially coming at
the end of an interview, where 

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it's like the dreaded, what 
questions do you have for me, 

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question from the interviewer, 
or the recruiter, or the hiring 

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manager? 
Whoever it is, and I've found 

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throughout my experience, as an 
HR person as a friend who's 

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helped Mentor. 
People ahead of their 

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interviews, Etc. 
That people always freak out 

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about the question part. 
They're always like which 

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question is the right question. 
Ask there is no right question, 

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but there is a wrong question. 
So when you're going into an 

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interview, if someone asks you, 
what questions do you have for 

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me and you really want to know 
what the culture of the company 

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is like, or the way in which 
they're addressing dni 

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initiatives or the way that they
treat employees in circumstances

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that require health and safety 
protocol. 

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For example, you have to ask 
those questions, right? 

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It's not about asking well, what
kind of Of candidate. 

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Are you looking for, at the end 
of the day, you're sitting in 

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front of them, they're 
interviewing you for a reason. 

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You're clearly the type of 
candidate that they're looking 

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for. 
So if you have an opportunity to

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ask questions, which everyone 
does at the end of an interview,

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ask the questions that you 
actually need the answer to 

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also, when you are interviewing 
or you're getting ready to 

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interview, think about this as 
an opportunity to Market 

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yourself, right? 
So you're going into an 

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interview. 
You're meeting someone New? 

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Are you putting yourself your 
best self forward your best foot

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forward. 
How are you taking advantage of 

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the time with that person? 
Now I will say for sure I have 

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had interviews where I was going
in, not in the right mindset, 

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had a difficult day. 
Maybe wasn't excited about the 

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interview because I'm sure that 
I'm not alone in having had an 

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interview that I wasn't excited 
about. 

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Like maybe it was just an 
interview to interview to get 

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the experience like I've Vividly
can remember an interview that I

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took back in the day, just to 
take it and get the experience 

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and I wasn't excited about it. 
But actually, when I think back 

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on that experience, there was a 
missed opportunity to network 

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and connect with someone who you
never know, could have offered 

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me a job in the future. 
So when you approach interviews,

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Not only would I encourage you 
to kind of have fun with it, 

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don't see it as something that's
like super stressful, like try 

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to just kind of relax and go in 
and be yourself. 

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But also see it as an 
opportunity to really get your 

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name and your personal brand out
there. 

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So something that I've been 
thinking about a lot recently is

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that this podcast is part of my 
personal brand, right? 

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So like how do I talk about or 
how do I implement the podcast 

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as part of my introduction to 
someone new? 

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And this is not even necessarily
just an interview skill. 

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This is like a meet and greet 
networking skill that allows 

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itself to kind of shine in the 
middle of an interview. 

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And so what I always Recommend 
people do. 

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And this is something that I 
learned at Target is to have 

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like a 30 to 60 second elevator 
pitch. 

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So, if you're standing next to 
someone, if you're at a Gala, 

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you're at an event where you're 
meeting someone new, when you 

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have the opportunity to 
introduce yourself, what does 

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that sound like? 
And so I have a very specific 

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format that I follow and that I 
suggest others follow when it 

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comes to actually doing those 
things and and introducing 

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yourself so that it's clear its 
Sighs and and it's easy to 

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understand what this person is 
bringing to the table. 

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And here's here's another hot 
take when someone asks you to 

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tell them a little bit about 
yourself, that's not an 

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opportunity or not the time to 
go over your entire resume. 

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I can tell you, for sure. 
If I asked candidate, tell me a 

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little bit about yourself and 
they go through their entire 

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resume and it takes 20 minutes, 
that's almost always going to be

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a failed interview because I'm 
not giving the opportunity. 

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Unity to actually ask questions.
I'm not given the opportunity to

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understand what's going on. 
Now, certainly interviewers may 

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interrupt, right? 
But it's difficult when someone 

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says tell me a little bit about 
yourself and you've gone through

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10 years of experience, or five 
years of experience. 

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Instead of saying, hey, this is,
you know what I do? 

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And I'm a passionate about. 
This is why I'm interested in 

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the job, Etc. 
So, if someone asks you to 

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introduce yourself, introduce 
yourself don't explain your 

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entire, you know, life 
experience and Your career 

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because that will come out in 
the interview and I think 

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sometimes candidates go through 
their entire resume and that 

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question because of nerves and 
wanting to get through all of 

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the wonderful pieces of 
experience that they have as 

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quickly as possible. 
But what it does is, actually it

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becomes kind of frustrating for 
the interviewer, it derails, the

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conversation so it's not as 
personable, it's not really 

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conversational. 
It's kind of like a dictation 

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almost and it, It prevents the 
interviewer from really 

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connecting with you because 
you're just talking about 

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business and instead you can 
take the opportunity or use the 

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opportunity to introduce 
yourself to have fun with it to 

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relax to really connect and be 
personable with the person 

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quote-unquote across the desk 
from, you interviews can be 

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really intimidating. 
They can be really stressful 

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especially if it's a job that 
you really really want. 

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But I think that when we break 
it down, one of Things that I 

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always try to keep in mind and 
also tell others as I Mentor or 

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coach them is that every single 
person that you were going to 

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meet has interviewed for the job
that they're in, they have 

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interviewed for a job that 
they've held in the past and so 

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there is no judgment necessarily
on who you are or how you are 

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rather, what you're going to 
bring to the table. 

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So if you're bringing to the 
table confidence, humility and 

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mutual respect, for example, 
Right off the bat, then you're 

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not giving them an opportunity 
to think mmmm. 

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What this person doesn't have 
the skill set in most cases. 

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The interview is really trying 
to understand your Readiness for

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the roll, your ability to be 
capable in the role and to 

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succeed, right? 
So it's not about who you are 

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necessarily. 
It's about what you're bringing 

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to the table where the, who you 
are comes into play, is in the 

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personality, because people will
hire People just like people 

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work for people. 
People hire people. 

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So if I have an open position 
that I'm interviewing for to 

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hire for, let's say, and the 
person is not personable. 

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How do I see them fitting on the
team? 

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I probably don't. 
But if I see someone who maybe 

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they don't even have, all the 
experience that we need, but 

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their personable. 
They're energized, their humble,

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they're excited, they're hungry.
They're they've done their 

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research. 
That's someone who probably is 

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going. 
To pass the interview and move 

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on to the next stage and 
certainly the hardest part of 

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interviewing is actually getting
the interview that is typically 

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the part that takes the longest 
or you, where you run the risk 

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of not being seen. 
Because, you know, you have to 

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be noticed in order to get an 
interview. 

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But once you have that 
interview, don't lose sight of 

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the goal like take advantage of 
that time with that person. 

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Don't let that 30 minutes to an 
hour. 

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Go to waste or even if it's a 
15-minute screening call. 

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Make it your best 15 minutes of 
the day. 

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I talked about this a little bit
just before and that's on the 

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topic of research. 
When you go into your interview 

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with someone, make sure you've 
done your research. 

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If you're applying for a job 
just to apply and you don't know

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what the company stands for what
their stock prices or what they.

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You know, what they have 
recently rolled out products 

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that they sell Mission their 
mission that they stand for, 

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whatever the industry or the 
company is If you have not done 

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that research, you might as well
cancel the interview because 

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it's they interviewers 
recruiters hiring managers. 

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They will be able to notice if 
you have done your research and 

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you actually understand the 
brand, or the company or the 

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organization, so make sure that 
when you accept an interview and

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you've you know, again that's 
tends to be the hardest part is 

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actually getting the interview, 
take advantage of the time in 

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preparation. 
Make sure you're going into that

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interview. 
Ready to go with all of Research

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and all of the knowledge that 
will fuel your explanation of 

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why you are capable competent 
and the right fit recently. 

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I had someone ask me how they 
can make sure that they get 

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their points across without 
being too nervous and with like 

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remembering what it is that they
want to say and kind of explain 

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to a hiring manager or 
recruiter. 

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And what I said is that, you 
know these stories about our 

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experiences Has the explanation 
of what we do and what we've 

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gone through in our careers, 
those are our stories so we 

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can't get them wrong. 
We can't forget our own 

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experiences necessarily when it 
comes to recalling specific 

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examples of things and so when 
you go into an interview, my 

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best advice is to actually take 
it easy, like, relax, you're 

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talking about yourself, you're 
talking about your own 

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experience. 
So, if you're Nervous. 

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Think about why are you nervous?
What is stressing you out? 

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Is it that you're afraid of 
them, not liking you is it that 

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you're afraid of them thinking, 
you know, asking hard questions 

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or thinking that you're 
incapable? 

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What's the worst that can 
happen? 

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If they think that way there 
would probably say, you know 

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what, it's not the right fit 
right now but they interviewed 

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really well and that's great. 
That's the worst-case scenario, 

246
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right? 
Is that you don't get the job or

247
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you don't move on to the next 
interview. 

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In the best case scenario is 
that they see that you're 

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confident and capable competent 
and they move you on to the next

250
00:14:10,900 --> 00:14:14,300
interview or they offer you the 
role because you walk into the 

251
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interview, not so afraid of the 
things that you can't change, 

252
00:14:17,600 --> 00:14:19,500
right? 
Like you can't change if someone

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thinks that you're not ready for
the role. 

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If you've put yourself out there
and if you've done your due 

255
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diligence and doing your 
research, understanding the job 

256
00:14:27,900 --> 00:14:31,900
description, and the actual role
and you've done all that, you 

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could to portray your Ins for 
the role. 

258
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Sometimes people just don't see 
it from the person that they're 

259
00:14:38,900 --> 00:14:40,600
interviewing. 
That's okay. 

260
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Again, the best case scenario is
that you put yourself out there,

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00:14:43,700 --> 00:14:46,100
you're prepared, you're 
confident, you share your 

262
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experiences in a way that is 
effective and then you 

263
00:14:50,100 --> 00:14:52,600
potentially will move on to the 
next round or you'll get it 

264
00:14:52,600 --> 00:14:56,000
you'll get a job offer. 
So I know it's a little bit 

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easier said than done. 
And for me being an extrovert, 

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it's I know that I am not 
necessarily the case study for 

267
00:15:04,100 --> 00:15:06,700
For what interviewing looks 
like. 

268
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But my best advice to you is to 
not put so much pressure on 

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yourself to be a certain way to 
act a certain way to look a 

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certain way. 
Just go into the interview being

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yourself and you will get your 
strengths across to the hiring 

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manager. 
Even if you're not the right fit

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for the role, if you still go 
into an interview thinking that 

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way, feeling that way prepared, 
that way I promise you, it will 

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be a good interview. 
I'm Confident that it'll be a 

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00:15:35,800 --> 00:15:38,000
good interview. 
And again, coming back to this 

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point that this is an 
opportunity to Network and, and 

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make a connection. 
You never know. 

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If that person that you've 
interviewed with, then considers

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00:15:46,800 --> 00:15:50,400
you for a different role in 
that, same breath or in the 

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future. 
And one of my last points here, 

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on some considerations ahead of 
getting into an interview is 

283
00:15:57,800 --> 00:16:01,500
that you will have bad 
interviews and that's okay, 

284
00:16:02,100 --> 00:16:04,000
Shake It Off. 
Let it be a learning lesson. 

285
00:16:04,100 --> 00:16:09,100
Then let it be something that 
you grow from, and an experience

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00:16:09,100 --> 00:16:12,400
that will shape you for future 
interview as well. 

287
00:16:12,800 --> 00:16:15,700
I mean, I mentioned it before 
that bad interviews happen. 

288
00:16:15,700 --> 00:16:18,700
I've for sure, I've had 
interviews that I didn't like, I

289
00:16:18,708 --> 00:16:22,800
wasn't prepared for that. 
Didn't go well, but I think that

290
00:16:22,800 --> 00:16:28,000
there are so many opportunities 
to grow and continue to learn 

291
00:16:28,400 --> 00:16:34,500
and those bad interviews can 
often shape us and And, you 

292
00:16:34,500 --> 00:16:37,500
know, on this point to something
that it makes me think about is 

293
00:16:37,500 --> 00:16:40,700
that if you don't get a good 
feeling from the person, when 

294
00:16:40,700 --> 00:16:44,400
you're interviewing with them, 
you should, you know, read that 

295
00:16:44,400 --> 00:16:48,500
as as a them showing you their 
true colors and showing you what

296
00:16:48,500 --> 00:16:51,200
the culture of the company is 
like not. 

297
00:16:51,200 --> 00:16:55,000
Everyone is going to be an 
amazing, like ambassador of the 

298
00:16:55,000 --> 00:16:59,500
company when they interview with
you, if you're a candidate, but 

299
00:16:59,900 --> 00:17:04,200
if they are not excited, if 
they're not friendly then, That 

300
00:17:04,200 --> 00:17:09,700
means that is potentially what 
the company stands for and it's 

301
00:17:09,700 --> 00:17:12,700
really one of the reasons why 
every higher is so impactful 

302
00:17:12,700 --> 00:17:17,599
because every higher makes up or
comprises the culture of the 

303
00:17:17,599 --> 00:17:23,000
company because every single 
person invests in and grows and 

304
00:17:23,000 --> 00:17:26,200
develops the culture. 
So, if there's someone who is a 

305
00:17:26,200 --> 00:17:31,100
hiring manager or forward-facing
for candidates or external 

306
00:17:31,100 --> 00:17:33,900
people, you know, that's a that 
sends a message. 

307
00:17:34,300 --> 00:17:38,300
If they're not the right person 
to get someone excited about a 

308
00:17:38,300 --> 00:17:43,700
new opportunity, especially so, 
you know, read read everything 

309
00:17:43,700 --> 00:17:48,200
as an example of what it could 
be like, getting into this role 

310
00:17:48,200 --> 00:17:51,400
or the company. 
Don't, you know, don't ignore 

311
00:17:51,400 --> 00:17:56,700
red flags but also it's okay. 
If things don't go exactly as 

312
00:17:56,700 --> 00:18:01,300
planned because we can't expect 
everything to go exactly as 

313
00:18:01,300 --> 00:18:03,500
planned because that's just not 
how life works. 

314
00:18:04,100 --> 00:18:07,000
So, I guess, I think just to 
kind of wrap up on these 

315
00:18:07,000 --> 00:18:10,800
thoughts, interviewing all it 
is, is a conversation. 

316
00:18:11,200 --> 00:18:14,100
Keep it simple, keep it real 
right? 

317
00:18:14,100 --> 00:18:18,800
Like be yourself, be authentic, 
be transparent and be positive 

318
00:18:18,800 --> 00:18:22,000
to because if you go into an 
interview and you rip your 

319
00:18:22,000 --> 00:18:25,000
previous manager to shreds, 
persons, not going to be so 

320
00:18:25,000 --> 00:18:28,200
excited about offering you a new
opportunity because it's just 

321
00:18:28,200 --> 00:18:30,600
not a good look. 
So if you go into a 

322
00:18:30,600 --> 00:18:35,100
conversation, excited to speak 
with someone excited, To network

323
00:18:35,100 --> 00:18:37,900
excited for the new opportunity.
You've done your research. 

324
00:18:38,000 --> 00:18:41,900
You're confident in your skill 
set, then the interview is by 

325
00:18:41,900 --> 00:18:46,600
and large going to go fine. 
It's where you go from fine to 

326
00:18:46,600 --> 00:18:49,500
great. 
That the energy is important, 

327
00:18:49,500 --> 00:18:53,800
the excitement is important. 
Your skill set is important, 

328
00:18:53,800 --> 00:18:58,200
being able to talk about what 
you do and how you do things is 

329
00:18:58,200 --> 00:19:01,400
super important. 
So if you are fresh out of 

330
00:19:01,400 --> 00:19:03,700
college or fresh out of high 
school, looking for a job, 

331
00:19:03,700 --> 00:19:05,700
whether it's Your first job, 
your third job. 

332
00:19:06,900 --> 00:19:08,500
I hope that these tips helped 
you. 

333
00:19:08,500 --> 00:19:10,800
I think interviewing is also a 
skill set. 

334
00:19:10,800 --> 00:19:15,100
So the more you do it, the 
better you get at it and if you 

335
00:19:15,100 --> 00:19:18,300
have an opportunity to go on 
interviews, Don't Say No. 

336
00:19:18,300 --> 00:19:22,300
Even if it's not a company that 
you want to work for, you should

337
00:19:22,300 --> 00:19:24,700
still take the interview you 
never know. 

338
00:19:24,700 --> 00:19:27,400
You might end up really liking 
the organization or the people 

339
00:19:27,400 --> 00:19:31,000
that you meet but it's also an 
opportunity to practice on this 

340
00:19:31,000 --> 00:19:33,700
topic of practicing because I 
realize I have one more tip for 

341
00:19:33,700 --> 00:19:37,000
you. 
You should absolutely if you've 

342
00:19:37,000 --> 00:19:40,600
never done this before, stand in
front of a mirror, have your 

343
00:19:40,600 --> 00:19:45,000
interview questions, ready to 
go, potentially a camera, 

344
00:19:45,000 --> 00:19:47,700
recording, you and interview 
yourself. 

345
00:19:47,900 --> 00:19:51,600
So look in the, I swear, I did 
this in college, I had of my 

346
00:19:51,600 --> 00:19:55,500
interviews for Target. 
I stood in front of my mirror, I

347
00:19:55,500 --> 00:20:00,400
set up my camera and I recorded 
myself and I literally said, so,

348
00:20:00,400 --> 00:20:03,100
Tracy, tell me a little bit 
about yourself and I would 

349
00:20:03,100 --> 00:20:05,400
answer the question while 
looking at Myself in the mirror 

350
00:20:05,400 --> 00:20:08,700
making sure I maintained eye 
contact and then I watched it 

351
00:20:08,700 --> 00:20:11,800
back on the recording and what I
learned is that I played with my

352
00:20:11,800 --> 00:20:15,300
hair a lot, I was fidgeting a 
little bit and so being able to 

353
00:20:15,300 --> 00:20:18,700
see that and Coach myself in 
that moment, it was really 

354
00:20:18,700 --> 00:20:22,800
helpful because I was cognizant 
of the things that I wanted to 

355
00:20:22,800 --> 00:20:24,900
make sure I didn't do in the 
interview. 

356
00:20:24,900 --> 00:20:28,200
So I highly highly highly 
recommend that you do that. 

357
00:20:28,400 --> 00:20:30,800
It's really helpful. 
It might seem weird or feel 

358
00:20:30,800 --> 00:20:34,000
weird, but it does become a 
little bit normal. 

359
00:20:34,000 --> 00:20:36,400
Just consider yourself 
Auditioning for like a TV show 

360
00:20:36,400 --> 00:20:38,500
or something and you watch it 
back. 

361
00:20:38,600 --> 00:20:42,000
It's better to watch it, back on
your own verses to wish that you

362
00:20:42,000 --> 00:20:44,700
did something differently in the
interview, because you weren't 

363
00:20:44,700 --> 00:20:48,500
aware that you did it. 
So, this also comes into play 

364
00:20:48,500 --> 00:20:53,100
with people who say, like a lot 
on a lot when you record 

365
00:20:53,100 --> 00:20:56,300
yourself and you are able to 
hear how you speak there, are 

366
00:20:56,300 --> 00:21:00,200
things that you pick up on that.
You might not have recognized 

367
00:21:00,300 --> 00:21:02,800
previously, or if you hadn't 
recorded yourself. 

368
00:21:02,800 --> 00:21:05,800
So highly, highly Commend, I do 
this. 

369
00:21:05,800 --> 00:21:08,500
Also, when I'm getting ready for
presentations, I don't 

370
00:21:08,500 --> 00:21:11,400
necessarily record myself 
anymore, but I do practice in 

371
00:21:11,400 --> 00:21:13,300
the mirror. 
So I want to spend the last few 

372
00:21:13,300 --> 00:21:16,200
minutes here answering a 
question that was posed to me, 

373
00:21:16,200 --> 00:21:21,200
and it was posed recently and it
was a question around whether or

374
00:21:21,200 --> 00:21:23,800
not. 
I recommend managers having 

375
00:21:23,800 --> 00:21:26,900
friendships or personal 
relationships with their 

376
00:21:26,900 --> 00:21:32,400
employees and the way I answered
this was that I will never say, 

377
00:21:32,400 --> 00:21:35,800
don't do this, or don't do that 
because Every company, every 

378
00:21:35,800 --> 00:21:39,100
culture is different, everyone 
is different. 

379
00:21:39,100 --> 00:21:42,700
But what I said was proceed with
caution, and I think that I 

380
00:21:42,700 --> 00:21:45,500
talked about this on a previous 
episode to maybe it was the one 

381
00:21:45,500 --> 00:21:48,200
around Valentine's Day around 
like love in the workplace. 

382
00:21:48,900 --> 00:21:52,900
But I really, I think it comes 
down to practicing some 

383
00:21:52,900 --> 00:21:55,800
discretion thinking about, okay,
well, what is the culture of the

384
00:21:55,808 --> 00:21:57,600
company? 
Are we laid back or are? 

385
00:21:57,600 --> 00:22:01,300
We buttoned up for buttoned up 
having personal relationships or

386
00:22:01,300 --> 00:22:03,100
friendships with your employees 
is going to be a? 

387
00:22:03,108 --> 00:22:04,600
No no it's going to be 
something. 

388
00:22:04,700 --> 00:22:06,300
Thing that potentially gets you 
in trouble. 

389
00:22:06,400 --> 00:22:08,200
It's going to make things really
complicated. 

390
00:22:08,200 --> 00:22:12,800
And I would just discourage it. 
If you're in a culture where 

391
00:22:12,800 --> 00:22:17,000
things are more laid back, it's 
more casual things are, you 

392
00:22:17,000 --> 00:22:20,100
know, like lines are blurred 
because everyone is, you know, 

393
00:22:20,100 --> 00:22:22,600
maybe there's not a lot of 
hierarchy, maybe everyone is, 

394
00:22:22,900 --> 00:22:24,700
maybe it's like a start-up 
environment and everyone just 

395
00:22:24,700 --> 00:22:27,200
kind of works with each other. 
And it's, it's a small 

396
00:22:27,200 --> 00:22:31,600
tight-knit community that I can 
see also as being a little bit 

397
00:22:31,600 --> 00:22:34,300
complicated potentially. 
But there's probably more of an 

398
00:22:34,300 --> 00:22:35,600
opportunity. 
You to have those personal 

399
00:22:35,600 --> 00:22:40,000
relationships and friendships 
without things being a violation

400
00:22:40,000 --> 00:22:43,700
or weird or, you know, against 
the culture. 

401
00:22:43,700 --> 00:22:47,200
But what I also said, which I 
think is consistent regardless 

402
00:22:47,200 --> 00:22:51,800
of whether you're in a casual or
formal buttoned-up, environment 

403
00:22:51,800 --> 00:22:56,900
is that there will always be a 
blurred line if that line is 

404
00:22:56,900 --> 00:22:59,000
blurred. 
And so, it's important for the 

405
00:22:59,000 --> 00:23:02,000
manager to set boundaries, right
out? 

406
00:23:02,000 --> 00:23:05,100
Right out of the gate. 
So if someone is Galloping a 

407
00:23:05,108 --> 00:23:08,800
friendship and the manager has 
an opportunity to say, hey, just

408
00:23:08,800 --> 00:23:11,300
want to let you know. 
Like, I need to keep work 

409
00:23:11,400 --> 00:23:14,400
work-based and our friendship 
can be friendship outside of 

410
00:23:14,400 --> 00:23:16,800
work, but when it comes down to 
work, I'm going to have to 

411
00:23:16,800 --> 00:23:20,500
always do my job and I hope that
that doesn't ever negatively 

412
00:23:20,500 --> 00:23:22,300
impact, I do. 
But if I have to hold you 

413
00:23:22,300 --> 00:23:24,900
accountable, I will. 
And that is a direct 

414
00:23:24,900 --> 00:23:27,700
conversation but one that 
definitely needs to happen. 

415
00:23:27,900 --> 00:23:31,500
If a manager, if it is going to 
have a personal relationship 

416
00:23:31,500 --> 00:23:34,200
with someone, meaning a 
friendship, not a romantic one, 

417
00:23:34,800 --> 00:23:36,800
Friendship with someone on their
team. 

418
00:23:37,600 --> 00:23:41,900
Now what I would also suggest is
that if this is you or someone, 

419
00:23:41,900 --> 00:23:45,400
you know that it's really clear 
whether or not the company's 

420
00:23:45,400 --> 00:23:49,100
policies prevent or prohibit 
this type of behavior. 

421
00:23:49,400 --> 00:23:53,200
Some companies actually have 
policies that say you can't 

422
00:23:53,200 --> 00:23:57,400
fraternize with your team's so 
or people be quote unquote below

423
00:23:57,400 --> 00:24:00,100
you. 
So this is super important to be

424
00:24:00,200 --> 00:24:03,200
aware of if that is a policy 
overall. 

425
00:24:03,200 --> 00:24:07,500
Again, I would say A probably 
discourage you from being 

426
00:24:07,500 --> 00:24:11,600
friends with your employees but 
if you do decide to be friends 

427
00:24:11,600 --> 00:24:13,700
with your employees, make sure 
that it's not a violation of 

428
00:24:13,700 --> 00:24:15,400
policy. 
Make sure that you set 

429
00:24:15,400 --> 00:24:19,000
boundaries, make sure that you 
are clear on your expectations 

430
00:24:19,000 --> 00:24:21,200
of like what's professional. 
It's not professional. 

431
00:24:21,200 --> 00:24:24,100
Especially at work. 
Those things should never be 

432
00:24:24,300 --> 00:24:27,300
clearly like present at work. 
I think keeping things 

433
00:24:27,300 --> 00:24:29,900
professional at work is is 
really important. 

434
00:24:29,900 --> 00:24:33,100
Especially if you have those 
personal relationships or 

435
00:24:33,100 --> 00:24:37,300
friendships and then Every 
manager in every, like person 

436
00:24:37,300 --> 00:24:39,700
who becomes a friend of a 
manager should be clear that 

437
00:24:39,700 --> 00:24:44,500
there they are, consciously 
aware of or negating. 

438
00:24:44,700 --> 00:24:47,900
The black-and-white opportunity 
of being professional, and that 

439
00:24:47,900 --> 00:24:51,500
there will be a gray area that 
there will be a blurred line. 

440
00:24:51,800 --> 00:24:53,900
And if there aren't clear 
boundaries, it can become 

441
00:24:53,900 --> 00:24:58,200
extremely complicated. 
So if you go in recognizing that

442
00:24:58,300 --> 00:25:00,500
and you know that that's going 
to happen and you still want to 

443
00:25:00,500 --> 00:25:04,000
be friends with someone on your 
team, just be prepared for 

444
00:25:04,000 --> 00:25:05,600
things to be a little bit. 
It complicated. 

445
00:25:05,600 --> 00:25:08,000
You'll need to be able to 
continue to assert yourself as a

446
00:25:08,000 --> 00:25:10,800
leader, and you just have to 
make sure that those boundaries 

447
00:25:10,800 --> 00:25:12,500
are set. 
Again, it comes down to the 

448
00:25:12,500 --> 00:25:15,300
culture. 
It comes down to the people, I 

449
00:25:15,308 --> 00:25:19,400
think, as well. 
But I kind of I discourage that 

450
00:25:19,400 --> 00:25:23,400
because I think you can avoid 
like, it's good to avoid making 

451
00:25:23,400 --> 00:25:26,800
things complicated, but I do 
encourage you to know the 

452
00:25:26,800 --> 00:25:30,500
policies. 
Think about the risks involved 

453
00:25:30,500 --> 00:25:33,200
and think about the policies you
have to make sure that you're 

454
00:25:33,200 --> 00:25:35,800
not violating. 
Policy for sure. 

455
00:25:37,500 --> 00:25:40,400
Thank you so much for being here
again for another week. 

456
00:25:40,400 --> 00:25:42,300
Don't forget to rate review And 
subscribe. 

457
00:25:42,300 --> 00:25:44,000
And follow me on Instagram at 
HR. 

458
00:25:44,000 --> 00:25:48,100
Tracy, that's HRT raci. 
And I will see you next week. 

459
00:25:48,100 --> 00:25:48,600
Bye.