job openings, anyone?

I started at Pfc in 2010/2011 as a mold operator making 11.99 just as you @marty79 with zero manufacturing or production experience. I never once told anyone I could out work them or told anyone look at me. I worked and learned what I could when I could, trained and worked together with everyone. They moved me to R&D for a few years and then Don said one day "hey you!, Watch these people here and get these mold numbers up" He made me his first shift supervisor and took half of the responsibility of the supervisor who actually hired me and gave me all of production. Icame up in the era of "Don" and that was the most "passionate" / hardest man I've ever known. He was a straight up asshole but it was because he had high expectations. I have since been made production manager and am now in operations, ironically over the supervisor who got me my job 8 years ago, which by the way he has been here 23 years. I never once asked for a raise, or thought I was better than anybody. I'm now obviously making a lot more money but I remember where I came from: an unemployed ex flat rate mechanic that was just glad to find a job in the 2009ish economy.

As mentioned multiple times in this thread, you may want to step back and humble yourself... No matter how good you think you are, what are the odds that all these companies are wrong and one simple mountain man is right... ( And I mean that in no disrespect of a simple man)
 
Loganwayne said:
I’m with nick and a few others on here. 6-8 months at a job employers are still looking at you trying to figure out if your working that hard to try and get a raise then slow down. Most places want to see what your drive is like after you been there a while, as they would say “when you stop trying to prove your place”. And if you’ve been turning over jobs over 6-8 months most places will throw your resume in the trash, your not worth the risk. Most companies expect it to cost somewhere between 5-10,000 when they hire someone or at least around that amount in my field. That’s due to slow downs from training, mess ups and getting you equipped for the job. Your not getting a raise till you make that money back for them and then some. At 6-8 months you might not have even made the money they lost hiring you yet.


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I'll say this about that...that's typically an antiquated look at piss poor talent evaluation. If you have a manager or HR department worth their salt, they'll recognize talent and do what they can to retain the talent pre-emptively. If you can't tell within 30 days who's the top of the podium of the talent pool, somebody else needs to evaluate. That said I'm also a sonuvabitch to work for. But I have restructured the pay programs everywhere I've been. Most employees stretch the work they have in front of them to fit the day. You give them a quota and they can leave after they've fulfilled it, but pay them for a full day, productivity sky rockets. You structure a bonus program to hit target numbers, and anything over that is bonused, productivity skyrockets. You identify top talent and reward them for that early on, most other employees catch on, and it will cull the herd for the folks not getting anything, that you really don't want around anyway.
 
I dont know why Im going to bother, but Im going to try to offer some advice.

I'm an employer and hire people. I just finished (literally at 6AM this morning) meeting with a guy who had the same basic complaints as you. He said "I out work everyone here, I know more than everyone, my work is the best I need to be paid more than everyone." I am paraphrasing a bit here but that was his message.

My response to him, could be very beneficial to you if it will sink in.

First I acknowledge that in a vacuum he is a very good worker. Not employee, but worker. But this is where "soft skill" and "team building" come in.
Again this message was for one of my employees, not you, but I think it has merit here.

I have 25 employees. What we do isn't important. Lets say they make widgets. I need to make 500 Widgets a day in order to break even and pay the bills. Experience tells me that in a perfect world a trained employee can make 30 widgets a day.
25x30=750.
Now experience also says nothing ever goes perfect. In reality it is rare for an employee to make more than 25 widgets a day. Many days, a very good employee may only make 20 widgets because the specific widget is very complex.
Still I am fine 25x25=625.
Now 20 years experience also says that 10% of our widgets we build will need additional work. (For those who know my business Im referring to service calls as widgets not equipment-QC would die at a 10% issue rate). No problem. We are still pumping out 562 widgets a day in an ideal scenario. Between someone being out sick, a part being back ordered, a tool breaking, and general life happens I am typically only truly getting 22 widgets per man per day. That's 550 Widgets - thats how I'm structured.

Now superman comes along. Superman can routinely pump out 30 widgets a day. Damn near everyday. His quality is good. Not exceptional, its as good as anyone's not some magic 10x better.

However in the process of pumping out his 30 widgets he manages to piss of 3-4 others everyday. He pisses them off so bad either I or another employee has to calm them down and keep them from quitting. Or otherwise clean up the mess superman makes.

Its a good thing superman makes 30 widgets because he causes those other 3-4 guys to only make 16 widgets. The net is superman makes me 8 widgets more than average but he costs me 18-24 widgets with the loss of productivity of my team. Plus he makes my job more stressful because I have to come in early to discuss his money with him instead of him putting his head down and going to work and me addressing his money on my timeline. Superman has to find another job. Ronco doesnt have a position open for superman.

I would concentrate on doing your job, then finding supplemental ways to add income after work. BTW depending on industry the "dont do a lunch break" thing...while you think it shows dedication and drive. Can actually cause issues with an employer.
 
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UTfball68 said:
I'll say this about that...that's typically an antiquated look at piss poor talent evaluation. If you have a manager or HR department worth their salt, they'll recognize talent and do what they can to retain the talent pre-emptively. If you can't tell within 30 days who's the top of the podium of the talent pool, somebody else needs to evaluate. That said I'm also a sonuvabitch to work for. But I have restructured the pay programs everywhere I've been. Most employees stretch the work they have in front of them to fit the day. You give them a quota and they can leave after they've fulfilled it, but pay them for a full day, productivity sky rockets. You structure a bonus program to hit target numbers, and anything over that is bonused, productivity skyrockets. You identify top talent and reward them for that early on, most other employees catch on, and it will cull the herd for the folks not getting anything, that you really don't want around anyway.
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I wish that worked in the construction industry. When every task takes multiple people physically working together it just doesnt. And there is a separate culture in the construction industry. I dont know why but there is.
IIts a prevelant thought process to "Spend 90 days showing them you know what your doing. Then cadillac. Find another job and spend your last 30 reminding them you know what your doing so you can come back"
 
I'll add this note as well since I have learned it both in the dealership and here in a manufacturing environment:
The new mechanic that unloads the biggest tool box probably has the most miles on them casters... (Meaning he doesn't stay long because he isn't as good as he thinks) and the guy that brags about himself and that the reason he left all his previous jobs was because of management isn't going to stay long because he isn't as good as he thinks.
 
Ron said:
I wish that worked in the construction industry. When every task takes multiple people physically working together it just doesnt. And there is a separate culture in the construction industry. I dont know why but there is.
IIts a prevelant thought process to "Spend 90 days showing them you know what your doing. Then cadillac. Find another job and spend your last 30 reminding them you know what your doing so you can come back"
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I'd venture to bet if you told folks you were increasing their pay for outproducing requirements or they could go home once said requirements are met...it wouldn't matter industry. Who doesn't want to work less for more pay??? I worked a summer job once for a construction company finishing out an apartment complex. The only requirement was I moved in 25 refrigerators in a day...didn't matter how long or short it took, just get it done. Guess what, most days I was done by lunch. Now I understand that's not some big construction job actually putting nails through boards...but I've found regardless of industry, all you have to do is find the RIGHT motivation for employees.

Edit...another reason with my landscape business employees get paid by the job. Doesn't matter if they're cutting a quarter acre, pouring concrete or building a retaining wall. I need 'X' done and I'm paying Y to do it. Take as long or as short as you need, I don't care, I'm paying the same regardless. And 9 times out of 10, the employee realizes they get a better hourly rate the sooner they get it done. Can work for the individual at a $100k/yr business on up to a $1Bil/yr plant with a couple thousand employees. Just like book time vs actual time in the auto world...charge the same regardless of the amount of time it took.
 
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Maybe I missed it somewhere, but do you currently have a job? If so, you should try something; stick it out for 2 years. Seriously, what’s the worst that could come of that? If you are what you say you are, you will be rewarded. And if you still are unhappy at the 2 year mark, then look elsewhere. But with 2 years at the same place instead of 6 months, you’ll have a better chance of getting what you are looking for.

In my previous position (same company though), I hired a number of contract engineers. When I received resumes, if all their jobs were just a few months each, they never even got a phone interview. I understand that 1 or 2 jobs may be short term, but if it’s a pattern, then I am not going to take a chance on them bailing on me before they’ve even been there long enough to get qualified to the position.
 
UTfball68 said:
I'd venture to bet if you told folks you were increasing their pay for outproducing requirements or they could go home once said requirements are met...it wouldn't matter industry. Who doesn't want to work less for more pay??? I worked a summer job once for a construction company finishing out an apartment complex. The only requirement was I moved in 25 refrigerators in a day...didn't matter how long or short it took, just get it done. Guess what, most days I was done by lunch. Now I understand that's not some big construction job actually putting nails through boards...but I've found regardless of industry, all you have to do is find the RIGHT motivation for employees.

Edit...another reason with my landscape business employees get paid by the job. Doesn't matter if they're cutting a quarter acre, pouring concrete or building a retaining wall. I need 'X' done and I'm paying Y to do it. Take as long or as short as you need, I don't care, I'm paying the same regardless. And 9 times out of 10, the employee realizes they get a better hourly rate the sooner they get it done. Can work for the individual at a $100k/yr business on up to a $1Bil/yr plant with a couple thousand employees. Just like book time vs actual time in the auto world...charge the same regardless of the amount of time it took.
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The problem is...when you are laying conduit that takes 3 guys to run, you are only as fast as our slowest guy. Plus I dont want it done fast I want it done safely and right. And nothing will speed up the dozer or the man lift.

BTW take this advice or ignore it - your choice. Be very, very, very careful with you by job pay in NC. I once sat in court and saw my company found guilty for illegal wage practices for failing to pay minimum wage to a guy who made $95,000 that year. He had carefully proven that for a specific 2 hour period he made less than $4.25/hour for those 2 hours only. (That dates the story a bit) Despite the fact that I think he made $1,500 hat week and only worked like 30 hours we were found to be in violation of wage laws and paid a fine of over $50k. For it. Yes we had an attorney and a darn good one.
 
Ron said:
The problem is...when you are laying conduit that takes 3 guys to run, you are only as fast as our slowest guy. Plus I dont want it done fast I want it done safely and right. And nothing will speed up the dozer or the man lift.

BTW take this advice or ignore it - your choice. Be very, very, very careful with you by job pay in NC. I once sat in court and saw my company found guilty for illegal wage practices for failing to pay minimum wage to a guy who made $95,000 that year. He had carefully proven that for a specific 2 hour period he made less than $4.25/hour for those 2 hours only. (That dates the story a bit) Despite the fact that I think he made $1,500 hat week and only worked like 30 hours we were found to be in violation of wage laws and paid a fine of over $50k. For it. Yes we had an attorney and a darn good one.
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How the heck do they figure that?
 
Ron said:
The problem is...when you are laying conduit that takes 3 guys to run, you are only as fast as our slowest guy. Plus I dont want it done fast I want it done safely and right. And nothing will speed up the dozer or the man lift.
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There are obviously limitations, there are bottlenecks everywhere, fix them or understand it's necessary. But considering even the best employees are 80% efficient, with the right motivation, you can do big things by increasing bottom end and mid-grade employees 10/15/20%.

Ron said:
BTW take this advice or ignore it - your choice. Be very, very, very careful with you by job pay in NC. I once sat in court and saw my company found guilty for illegal wage practices for failing to pay minimum wage to a guy who made $95,000 that year. He had carefully proven that for a specific 2 hour period he made less than $4.25/hour for those 2 hours only. (That dates the story a bit) Despite the fact that I think he made $1,500 hat week and only worked like 30 hours we were found to be in violation of wage laws and paid a fine of over $50k. For it. Yes we had an attorney and a darn good one.
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You're 100% correct. There's still a base pay, and hour cut off and production bonuses to be withheld.

Example: I give Ron an 8hr job. Ron doesn't get it done in 8hrs. Ben sends Ron home at the 8hr mark. Ron gets paid for 8hrs. Ron comes back the next day, still not done by lunch. Ben fires Ron, Ron gets paid the 4hrs.

or

Ben gives Ron an 8hr job, Ron gets it done in 6hrs. Ron then decides to go home and get paid for 8hrs OR Ron decides to stay and continue working and start working his way to a 25% bonus for the day/week/month/year. Oh and since Ron decided to work OT, that's time and half (double time once 20hrs OT is reached, triple time on holidays), with a potential bonus multiplier.

Edit...in the production environment...using that exact method, I've seen upwards of a couple hundred thousand dollars to a couple million in increased annual payroll convert to several million in gross revenues and several month/years backlogs reduced. And you didn't change a damn thing besides their motivation. Same hours are being worked, so no increased overhead expenses. Chances are good you had all the COGS on hand, just couldn't chew through them, but now you have. And now that you have, tax expenses are down.
 
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Since this thread seems to be a big part of my day, amongst others, I will ask you this too @marty79 :
Is it that there is a problem or reason for leaving jobs every 6 months for some reason or because it didn't turn out to be what you thought it would, or is it because of your short attention span or however you worded it? I'm not saying that's a bad thing that you get bored and move on to the next job but if that's the case, own up to it and say "hey, I'm bored with this job, nothing wrong with any person or company, I'm just ready to try something new" instead of trying to put the blame on everyone else.
I'm no psychology major but I see the same trend with your builds... You build a Jeep and it's 110%(your percentages) of your life, then you part it out... Then you build another one and its the biggest thing happening, then you try to trade it for a pontoon boat...

(glad you said no to the math job opportunity in an earlier post with using percentages like that lol)
 
Here is my advice. Become a team player and stop trying to prove how fast or how good you are to management. If you are really that good they will notice and pay you for it over time. As said before at the rate you have been changing employers they haven’t even broken even after hiring you so in turn you aren’t getting a raise. Find something that will hold your interest and stick with it for years and years. IMHO it sounds like you would be a good fit doing piece work where you get paid for what you produce.

I work for AT&T on a union job and when I hired in over 5 years ago the cost of a new employee before they ever pulled and completed their first job was around $85k. Just think how long that takes for the employer to see on paper you are worth giving a raise to.
 
This pattern of moving from job to job because the pay doesn't match expectations for what you think you're worth is going to be a perpetual problem. At the moment you're saying "I need a job. I'll do any job you'll give me, and I'll do it better than the existing guys, and here's my required pay", and that's a recipe for skipping from job to job until you find something that can hold your attention. If you want something to hold your (obviously short) attention, you need to find out what it is that you want to do, and stop looking for just anything that comes along.

At some point, you may decide that job stability is important, and if that is the case then you will need to learn to deal with the minor speedbumps and compromises that exist at every job. Maybe those speedbumps are personnel/coworker related, or management related, or the raise schedule doesn't match up with your personal expectations as the companies best employee, but whatever the case you should stop looking for job perfection in such a short amount of time. If you're leaving a company after that short amount of time for some/all of those reasons, I think you need to re-evaluate some things.
 
UTfball68 said:
I'd venture to bet if you told folks you were increasing their pay for outproducing requirements or they could go home once said requirements are met...it wouldn't matter industry. Who doesn't want to work less for more pay??? I worked a summer job once for a construction company finishing out an apartment complex. The only requirement was I moved in 25 refrigerators in a day...didn't matter how long or short it took, just get it done. Guess what, most days I was done by lunch. Now I understand that's not some big construction job actually putting nails through boards...but I've found regardless of industry, all you have to do is find the RIGHT motivation for employees.

Edit...another reason with my landscape business employees get paid by the job. Doesn't matter if they're cutting a quarter acre, pouring concrete or building a retaining wall. I need 'X' done and I'm paying Y to do it. Take as long or as short as you need, I don't care, I'm paying the same regardless. And 9 times out of 10, the employee realizes they get a better hourly rate the sooner they get it done. Can work for the individual at a $100k/yr business on up to a $1Bil/yr plant with a couple thousand employees. Just like book time vs actual time in the auto world...charge the same regardless of the amount of time it took.
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That only works in non-Union camps. In my industrial job we have Unions and paying one more than other is unthinkable.
 
UTfball68 said:
or

Ben gives Ron an 8hr job, Ron gets it done in 6hrs. Ron then decides to go home and get paid for 8hrs OR Ron decides to stay and continue working and start working his way to a 25% bonus for the day/week/month/year. Oh and since Ron decided to work OT, that's time and half (double time once 20hrs OT is reached, triple time on holidays), with a potential bonus multiplier..
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Wait - how the hell is Ron getting overtime? He only worked 6 hours. You don't get O/T just b/c "the job is finished".
McCracken said:
That only works in non-Union camps. In my industrial job we have Unions and paying one more than other is unthinkable.
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And that is why unions are a problem. Yeah, it keeps people from getting screwed in certain situations, but it also makes personal incentivization impossible.
 
This is a perfect John fuller thread. He still wont get any of this. However, from what I have been told he is a hard worker/laborer. And he did not pm me for contact info or what to apply for.
 
Dang y'all hold up lol. I'm not ignoring but can't respond till later..good stuff though, good points on several different sides
 
McCracken said:
That only works in non-Union camps. In my industrial job we have Unions and paying one more than other is unthinkable.
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Valid...but in my aerospace gig...Teamsters actually dissolved because they liked the idea of getting paid more. Took about 18 months of proposals, but it was ratified. And guess what, wages did go up, so did production and so did revenue. And most of the 30 year vets that were at the top of the pay scale making $40/hr for stuffing boxes, didn't last very long after that. And the ones that did were shifted to supervision/management and made even more.

RatLabGuy said:
Wait - how the hell is Ron getting overtime? He only worked 6 hours. You don't get O/T just b/c "the job is finished".
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There's an 'OR' in there. Read another dozen words past where you bolded. He filled his quota OR he decided to continue to work. There's a scenario within a scenario within a scenario. The assumption is Ron worked a full day and elected for OT. If he stops at 8 at the same rate of production he had the first 6 hours, he's getting that full 25% bonus. I cap bonuses at 25%. But if he works 3hrs of OT that day, and he's already in the bonus, that's time and half plus the bonus rate. Typically, if they're not at the bonus rate, that means they're behind schedule and I'll just send them home at 8hrs and they get their standard rate. If Ron maintains his rate of production throughout the week, and hits 20hrs of OT, that's double time plus the bonus rate. If he works a holiday and is in to bonus production, that triple time plus the bonus rate. If he doesn't cap his bonus earnings, his multiplier is at whatever rate his productivity equates to, whether that's 1% or 25%. Or Ron just works 30hrs/wk and gets paid for 40.

RatLabGuy said:
And that is why unions are a problem. Yeah, it keeps people from getting screwed in certain situations, but it also makes personal incentivization impossible.
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Agreed...Unions stopped serving their purpose somewhere around the 50's.​
 
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Ok so I do have a job guys. The job is ok, pay is descent but the owner(only one I work under) is total deuchbag to work for. I am not in such a hurry to leave this job I'm going to try to stick it out until something that I'm going to feel really really good about because yes I admit ever since I left my shop in Boone I'm tired of switching jobs but it's just been that hard to find a decent job where it's a decent work environment and that pays descent.

There are definitely a lot of opinions on this topic and personally I don't think anyone is right or wrong because we all have different views of what we want out of life and what we want out of a job so forth and so on. for me personally I cannot agree with companies that have the mentality of you stick with me for a year or two and show me you're worth it then I'll take care of you I just don't see how that works as someone previously stated 60 or 90 days is more than enough time to see the people that are worthy of keeping and paying what they're worth and weed out the ones that are slackers and that are not putting out the effort and performance that they should be. also as someone has already mentioned a lot of companies in today's world also have the mentality of they don't care about the high turn around which is why most places pay 9 to 12ph whether it's the hardest core of production or whatever but yet I've worked at several of those type of jobs and those are also the same people who constantly wish that they could find people who are willing to work and bust their butt but they don't realize that when you find the right ones in front of you but you don't want to take care of them you treat them the same as the next guy who comes in hungover everyday just there to collect a check.
I realize my views on a lot of things in life are not normal to most people and that's okay I'm different than most people and yes it keeps me from probably making a little harder on myself to find that right job but that's just me and how I am and what I look for. I know my work ethic I know my work performance and no it's not to be conceited as many of y'all think yes I take a lot of pride in my work I take a lot of pride in my work ethic I take a lot of pride in my dedication to every job but when I'm not given what I deserve or any better than the next guy and I'm not shown appreciation then yes within months I start looking elsewhere...I'm also not saying it's the best way to handle it but it's just me.

so a little history many many years ago when we lived in Raleigh I worked out of Monro Muffler and Brake as a mechanic for a little over 2 years will finally they sent me on paid vacation so long story short when I got back from vacation...no pay!!! they said it's because this whole time they have me on file in their corporate headquarters as a part-time employee so I was not eligible so another long story short the general district manager came down to "attempt to sort it out" and apologized to my face but would not do anything to compensate me knowing darn well that I had been there for years and all that time and investment that I did in the company not only that I never get a raise but then the one time I go on pay vacation I get back and you left me zero which was about a eight hundred something dollar check that I was taken from...mind you all 5kids living at home. So yes I left and ever since then I admit I have a very hard time trying to commit myself to a company for more than 6 months without them showing me any sort of difference in appreciation for what I give them.
 
marty79 said:
Ok so I do have a job guys. The job is ok, pay is descent but the owner(only one I work under) is total deuchbag to work for. I am not in such a hurry to leave this job I'm going to try to stick it out until something that I'm going to feel really really good about because yes I admit ever since I left my shop in Boone I'm tired of switching jobs but it's just been that hard to find a decent job where it's a decent work environment and that pays descent.

There are definitely a lot of opinions on this topic and personally I don't think anyone is right or wrong because we all have different views of what we want out of life and what we want out of a job so forth and so on. for me personally I cannot agree with companies that have the mentality of you stick with me for a year or two and show me you're worth it then I'll take care of you I just don't see how that works as someone previously stated 60 or 90 days is more than enough time to see the people that are worthy of keeping and paying what they're worth and weed out the ones that are slackers and that are not putting out the effort and performance that they should be. also as someone has already mentioned a lot of companies in today's world also have the mentality of they don't care about the high turn around which is why most places pay 9 to 12ph whether it's the hardest core of production or whatever but yet I've worked at several of those type of jobs and those are also the same people who constantly wish that they could find people who are willing to work and bust their butt but they don't realize that when you find the right ones in front of you but you don't want to take care of them you treat them the same as the next guy who comes in hungover everyday just there to collect a check.
I realize my views on a lot of things in life are not normal to most people and that's okay I'm different than most people and yes it keeps me from probably making a little harder on myself to find that right job but that's just me and how I am and what I look for. I know my work ethic I know my work performance and no it's not to be conceited as many of y'all think yes I take a lot of pride in my work I take a lot of pride in my work ethic I take a lot of pride in my dedication to every job but when I'm not given what I deserve or any better than the next guy and I'm not shown appreciation then yes within months I start looking elsewhere...I'm also not saying it's the best way to handle it but it's just me.

so a little history many many years ago when we lived in Raleigh I worked out of Monro Muffler and Brake as a mechanic for a little over 2 years will finally they sent me on paid vacation so long story short when I got back from vacation...no pay!!! they said it's because this whole time they have me on file in their corporate headquarters as a part-time employee so I was not eligible so another long story short the general district manager came down to "attempt to sort it out" and apologized to my face but would not do anything to compensate me knowing darn well that I had been there for years and all that time and investment that I did in the company not only that I never get a raise but then the one time I go on pay vacation I get back and you left me zero which was about a eight hundred something dollar check that I was taken from...mind you all 5kids living at home. So yes I left and ever since then I admit I have a very hard time trying to commit myself to a company for more than 6 months without them showing me any sort of difference in appreciation for what I give them.
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So, if this is true, you got burned and now you use that as reasoning to bounce job to job, instead of sticking it out. Forget it. Let it go. Get over it. What happened happened, you cant change it.

You want a good job? Find what you enjoy. Then find a job doing it and work hard at it. Dont brag. Dont brown nose. Dont beg. Work at that job a few years. Then, if you are as good as you say, you will be happy and will be making a decent living. No company worth its salt is going to pay you full rate right out of the gate. But you will get steady raises, if you do your part.

I left college knowing that I wanted to do 3d modeling. I found a job (really it found me) doing 3d modeling of Misc. steel. I had exactly ZERO knowledge of the steel business, but I knew modeling. I started out pushing a broom in the shop, with the promise that once I worked through every position in the company (to get an understanding, not necessarily be good at it) that I would get to do steel detailing. I spent the next year working through the shop, then bidding jobs, then managing jobs, and finally, detailing them. I got the promised 90 day raise of a quarter/hr, and that was it until I started producing shop drawings. I love what I do and busted my ass to get here. My boss is great, as long as I continue to do better, I get a raise every year. My immediate coworkers are all counted as friends, and I never worry about my job. As long as I keep meeting quota, I have a job. Im not the best, I have the least experience. But Im here and I keep learning. Theres always going to be office/work politics, its just a fact of life. You just have to ignore it, and stay out of it best you can.
 
I'm with others on here. You gotta stick around longer than that. Perhaps you have a skill set that an employer may be able to use to expand a business, but until they get to know you, that's a missed opportunity. I've been in deadend jobs before and I'm also guilty of being too loyal at times. No matter what, I always got raises. The kicker for me was realizing that what I was doing had nothing to do with what I was passionate about. That day you wind up in that perfect career it'll be noticed, but don't take off running down one alleyway hoping for something that's probably not there. Instead of asking those questions on the forum, ask yourself first. What are YOU?
 
I am in my 23rd year on my job. I have moved my family across country and back, more ups and down then I care to remember. I am still here, I'll be here until they tell me to leave or I'll retire.
 
I don’t get it, you gotta stop chasing something your never gonna find. Figure out what you wanna do, then find someone that is willing to pay you for it and do it.

I know I can make more money somewhere else but I’m treated right and no one asks questions when I leave at 11am on a Monday to help a friend dig a grave for his dog. To me that means something. I’ve worked here as an intern almost three years and going on 1.5 years full time. I don’t have the full job experience as some of the guys on here, but I’ve got to a point where I knew I was getting fired and they didn’t fire me. I’ve been so pissed I was gonna quit but at the end of the day I’m pretty happy here and I make good (not great) money.


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1st, you are a number at most places
2nd, go to work, do your job, don't worry about what anyone else is doing, just do what you are supposed to do
3rd, be on time, be honest, screw up, tell them first, don't let them bring it to you
4th, Don't worry about what everyone else is doing, or not doing. Do your Job.
5th stay at said job. Everyday, it ends, until the next day
6th do your job, don't worry about what everyone else does
7th, go to work at a job you think you will enjoy, not one that pays X amount an hour.
8th when you have a chance and caught up on what you are doing(mainly talking about manufacturing jobs) help others
 
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