Sep 21, 2026 · 53 min · 12 segments
Y’all know, with kids in the house, I’m usually on the “sharing is caring” train. But parents of school aged kiddos…here’s my exception. Please tell your kids to keep all germ infested hands, pencils…
J BunnyHost
Um, I will say for me at work, we are in eval season, the very front end of eval season, which takes months.
So it's like you're either prepping for your eval, writing your eval, waiting for communication of your eval, or you're in this span of putting your shoulders down until you get closer To the prep moment where your shoulders start to get a little bit more hunched up again 'cause you know it's coming.
Um, so we're in the front end of prep work of eval season, and, um, it's just, I guess, annoying to say really.
I get an evaluation on your performance for the year, but sometimes people just wanna come to work, do what their job entails, get their paycheck, and go home.
I think what tends to happen with the evals is you start looking at it with a microscope and keep trying to find new ways to, I guess, challenge the associates and push the associates to do and want more, and it's like, well, maybe my more has nothing to do with this job.
Maybe the more that I want is more time and freedom with my family, so my job pays the bills.
It's one thing for the company to kind of evolve and change, and maybe your role is taking on something that requires you to learn a new skill set.
But some people aren't meant to grow in the aspect of pushing them to the next thing.
Maybe they wanna be comfortable in their job, do it well enough to keep their job, and then work that until retirement.
Like, why are we pushing people to try to do or handle or take on more? Like, that's not for everybody.
And at the end of the day, um, anybody who is looking to do upward mobility within their position or within their company, there's but so many upward seats, so naturally everybody can't battle and get these seats.
At my old company I used to work for years and years ago, they called them steady stars because they came in, they rocked their position.
Which means, in a sense, the company could be steady because they had people who were willing, come in, perform their job, and go home.
Um, I will say for me at work, we are in eval season, the very front end of eval season, which takes months.
So it's like you're either prepping for your eval, writing your eval, waiting for communication of your eval, or you're in this span of putting your shoulders down until you get closer To the prep moment where your shoulders start to get a little bit more hunched up again 'cause you know it's coming.
Um, so we're in the front end of prep work of eval season, and, um, it's just, I guess, annoying to say really.
I get an evaluation on your performance for the year, but sometimes people just wanna come to work, do what their job entails, get their paycheck, and go home.
I think what tends to happen with the evals is you start looking at it with a microscope and keep trying to find new ways to, I guess, challenge the associates and push the associates to do and want more, and it's like, well, maybe my more has nothing to do with this job.
Maybe the more that I want is more time and freedom with my family, so my job pays the bills.
It's one thing for the company to kind of evolve and change, and maybe your role is taking on something that requires you to learn a new skill set.
But some people aren't meant to grow in the aspect of pushing them to the next thing.
Maybe they wanna be comfortable in their job, do it well enough to keep their job, and then work that until retirement.
Like, why are we pushing people to try to do or handle or take on more? Like, that's not for everybody.
And at the end of the day, um, anybody who is looking to do upward mobility within their position or within their company, there's but so many upward seats, so naturally everybody can't battle and get these seats.
At my old company I used to work for years and years ago, they called them steady stars because they came in, they rocked their position.
Which means, in a sense, the company could be steady because they had people who were willing, come in, perform their job, and go home.
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