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Do please say when this will work as this could make my workflows a lot easier to visualize and work with.

Wow amazing work! How does the inputs work, are they created for you or does it support custom as well?

Funny, probably have no communication between these departments either, the people hiring them think they are excellent and then the ones firing them don't.

But the problem never gets solved because the hiring people just go "I don't know at all why this person got laid off, looks great on paper! Let's re-hire them."

And me for SQL. I'm really dumb at SQL.

It's not a lot of money they get, it's probably just to survive. Without kids and a career women have a much better life. Women with kids really have to work hard, women knows this by now.

What happens when renters go and shame landlords for getting kicked out for not paying rent and such? Most people leave reviews when they are angry, not when they are satisfied.

Landlords aren't usually liked, accepted perhaps but not liked. Sometimes they have to make tough decisions and this can unfortunately make people angry.

I get it for a hotel, but a landlord isn't getting paid to work with customer service, they simply rent it the place. So, if they can't have the ability to respond about the person slamming them won't that cause issues? It has to be a two-way street, otherwise it will push prices up so they can deal with the additional admin and work around making everyone happy.

They do deserve their privacy as well, most landlords are not a company so publicly slamming their name seems like something that they shouldn't have to deal with. They deserve anonymity. If this happens to a landlord once, they may not rent again.

Now, I'm not against it for situations that are absolutely horrendous but like another commenter pointed out, if they are really that bad you will notice it when you meet them the first time and they show you the property.

But rating people, i.e. landlords, is not the same as rating a company.

There is a difference between having all the facts and intelligence. Most LLMs will repeat what others have already said in a different way.

It's hardly that black and white. If people are burnt out there is a reason for it, blaming them won't make the problem go away.

I've seen this in a few where there is certainly an environmental issue but it's easier to blame the individual. Removing them never helped and it just tears in a lot of places, especially the ones that was held up by the employee itself. Usually the employee is quite clear about these areas as well.

You have to remember that in these cases, the person feeling burnt out is taking on too much to keep the organization going. The issue isn't the person but the expectation and workload. I've seen employees try to make it work so they can have some semblance of work life balance.

With regards to your first comment there, some organizations don't realize the work that they are putting on to one person. I've heard comments like "why don't they just stop caring about the work?" for their own organization. You think founders and managers want people to stop caring about the work? No. They say it to put blame elsewhere and then know that the work will keep going like always. If it stops, they'll get pissed off and argue that the employee isn't doing their job.

It's great that you are looking out for yourself, but people being put in these situations shouldn't get blamed. They literally just care about the work, and usually they do amazingly. Without these people then I don't think most organizations would have gotten as far as they have.

I do agree with you though, that best is to make sure you don't put yourself in this kind of situation.

However, the most talented and driven people do care a lot about the work they do, they put a lot of pride in it. In this case it's important to put guardrails in place and I think many are doing this right now.

If it is a constant issue where dedicated employees feel burnt out, then of course it is his business. I don't think the solution is to find less engaged people to work. It's not just about the employees, it is also about the general work and the value the team will bring. Maybe hiring low effort people will solve the problem, but then again so will no employees at all as well I suppose.

As a manager, you should work towards keeping people engaged, doing good work, while making sure they don't burn out.

If people are on the brink of burn out, it's not a "it's their own fault for caring about their work." It's because they're trying to do their actual jobs and care enough about the results.

I find this trend where we're just blaming people that burn out for caring about the work they do interesting, what's the end result? Just a bunch of people playing politics and laying around waiting for the day to end?

I rather work with someone that cares and does a good job but just needs a break, give them support so they can do their jobs, rather than force them to quit 'because they're a pain in the ass' for giving a shit.

Thanks! The Gemini one doesn't work though. Claude refused my request. Will have to try Mistral as well.

However, you are forgetting one thing most people who are productive may not be loud enough to show that they are productive. It's not until they leave that you understand the work they have done.

This becomes even harder if it is top level down that makes the decisions, maybe cutting the manager at the same time. Here, it's impossible to know which has potential, who is running the show and who is doing very little.

We saw this with Twitter, when Elon Musk cut across the entire company and then had to beg people to come back because they realized this after the fact.

In most cases you'd be too stubborn to ask people to come back as it would look bad on you as a leader.