The Finance Bible
The Finance Bible podcast is your ultimate resource for financial freedom, personal growth, and business success. Hosted by Zeke Guenthroth and Oscar Don, this podcast is designed to help you achieve your goals through actionable insights, expert advice, and practical strategies.
Each week, we bring you fresh episodes packed with valuable tips on a wide range of topics, including investing, property investment, saving, budgeting, shares, cryptocurrency, inflation, interest rates, wealth building, and debt management. But that’s not all—we also dive deep into personal growth strategies and business success tips, helping you develop the mindset and skills needed to thrive in every area of your life.
Whether you’re just starting your financial journey, working to grow your business, or striving to improve personally, The Finance Bible equips you with the tools to create lasting success. It’s more than a podcast—it’s your guide to building a better future.
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The information provided in this podcast is general in nature and does not constitute personal financial advice. It does not take into account your individual objectives, financial situation, or needs. Always consider whether the information is appropriate to your circumstances and seek advice from a qualified professional if needed.
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The Finance Bible
#87 Workplace Red Flags - Part 2
Ever wondered if your workplace is subtly toxic? On this episode of The Finance Bible , Zeke and Oscar pull back the curtain on the warning signs that might be right under your nose. We promise you'll walk away with a sharper radar for spotting when management's loyalty demands are masking deeper issues. Our personal stories and candid insights not only highlight these red flags but also equip you with the knowledge to protect your professional well-being.
Listen as we recount our past experiences with employers who manipulated and coerced, using poor communication and interdepartmental conflicts to their advantage. Discover the importance of transparency and respect in a healthy work environment. If you’ve ever felt trapped in a job where loyalty is prized over merit, this episode is your guide to recognising and navigating unhealthy workplace dynamics. Don't miss out on these valuable lessons and the practical advice you need to safeguard your career.
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The advice shared on The Finance Bible is general in nature and does not consider your individual circumstances. The Finance Bible exists purely for educational / entertainment purposes and should not be relied upon to make an investment or financial decision. If you do choose to buy a financial product, read the PDS, TMD and obtain appropriate financial advice tailored towards your needs.
Welcome back to another episode of the Finance Fireball podcast. Zeke here and your co-host, oscar. But before we get into it, please note that nothing in this podcast should ever be considered as personal financial advice. Of course, if that is what you are seeking, reach out. We'll get you in touch with the correct professionals. Get the job done properly, sit back, relax and enjoy the show. Let's get into it.
Speaker 1:When employees consistently highlight the importance of being loyal, you've got to be loyal here. That's a red flag. You don't have to be loyal. That's a big red flag, because when people say that, it's because management's pretty poor, everything's a bit poor. So you've got to stay there and be loyal Through the hard times. You've got to be loyal.
Speaker 1:That sounds more like a. It's more of a small business one. I believe it is a small business one. But back to your point earlier of like a controlling relationship. Like I think that's sort of controlling in a way where they're very controlled. They're trying to mentally win you over and coerce you into staying there and feeling like you can't be doing certain things and basically just manipulate you into being a soldier like an ant, just a little employee that runs around in circles looking right on the wheel.
Speaker 1:Yeah, yes, yeah, just doing what you're what you've got to do. Normally. You know we're a bit smarter than that. We can figure out things on our own people. That is not me, not oscar. Well, we can, but everyone else can. Yeah, everyone can do it, like if they're coming up to you with you've got to be loyal. You need to stay here. We're going to go through a rough patch, but you've got to, like, stay loyal, or you know this has come out in the media or there's been this story. Don't worry that the media is incorrect and this, this never happened. Yeah, be loyal. Don't comment on it like, um, you know, even even if you're against it, you're not commenting on it. Just be loyal. Yeah, get out of here. Red flag, jump ship. Yep, I'll be commenting every day of the week. If someone comes up to me and says what do you think about this, I'll be telling them.
Speaker 1:There was a few of them that happened in one of my old jobs, which I actually can't discuss, oh, but yeah, that was a major indicator of why I left there as well. You've had a couple. Uh, I've had a lot of funny things happen with your, your past workplaces. Yeah, it's good, though. I love it. It's good. It's good lessons, and it's good, um, it's good to know what not to do for right now when we run our own. Oh yeah, it propels you like. It's so much, yeah, grateful for the experience, especially one place we were at which kind of taught us not what to do.
Speaker 1:Another red flag Communication not being clear. That kind of links up to the others. Yeah, communication not being clear is a good one. Or communication between management or between management stuff. It starts up high and comes down. Yeah, I love it when it's just bizarre how managers and when managers don't get along.
Speaker 1:Oh, like when two head of departments who need to work together hate each other. Yeah, and you have to go from one to the other to try and get a point across and they're just salty about personal shit. It's like, get over it and actually do your job. Yeah, just do your job. Like you have eight hours a day after work. I don't want to hear about it. Just do it with your job. Yeah, oh, wow. And then you don't know what's going on. Do they assume that you were told and then they crack it at you for not knowing. But it's like, mate, I haven't actually been told.
Speaker 1:Yeah, there was a lot of communication, things like in the past. I've seen where you and then the other man would be like what are you doing? Yeah, why'd you do this? Such and such told me to come and do this. No, no, no, no, no, mate, that's not what's happening. I don't want you to do this. It's like well, mate, I'm just telling you what I'm doing, yeah, but you're not doing that. We'll go talk to that. Oh, no, do what you're doing.
Speaker 1:Much of that in every single workplace. Yeah, it's outrageous. I think remote working helps with that. Today's day and age is so good for all conflict and communication because you've got like I think it's slack, and then mondaycom or whatever to everyone just communicates on that. So if you do have beef, who cares? Just type it. Yeah, just type the message. It's a lot easier.
Speaker 1:Yeah, if you're in a big team, even just when you you're getting told to do something, I just literally would email and CC everyone and be like this is what's going on, and then if anyone's got a question about it, they can talk to the managers about it or whatever. Save the drama. Then you don't have to be involved. They can sort it out. But yeah, if your management are doing that big, they can sort it out. But if your management are doing that big red flag, whoever their manager is should be coming in and being like look, you two need to grow up, get the work done.
Speaker 1:As I said before, if they want to fight, put them in the parking lot, turn a blind eye and then continue the next day. Yeah, throw them in, yep, outside of work. I don't want to know, especially like if you're, if you're running the company, like the director doesn't want to know that stuff. No, not at all. Like it's no one has time for that shit. Yeah, unless it's like actually important. Yeah, which is not with, never is. Yeah, yeah, that's right.
Speaker 1:I I defy a couple of people in a previous role where they brought what happened outside of work into work and I was like guys, just sort it out out there. Like what, if we actually sit down and do this meeting and you report what's going on, you're both probably going to go like just go, sort it out. I don't want to know, and they could, they couldn't do it, but I sorted out. It didn't have to be a fight. I'm not saying go just punch everyone in the face and have a coffee. Yeah, like I mean, go fight it out with words. We're talking fighting in 2024. It's like watching the NRL. There's no punches thrown anymore, it's a little cuddle and then they still get simpied. But the NRL has gotten soft, hasn't it? This is terrible. It's so sad.
Speaker 1:These two girls that were at my work it was a Sunday so I was doing the managing and all of that stuff. There's no one else above me there, um, because it's sunday, then I couldn't be on a sunday, only little. So, yeah, I'm just working and one of them comes in. There's a bit of drama and she's saying oh, this idiot was at my ass, honking me like, nearly crashing into me, tailgating me, yelling at me and all of this stuff and blah, blah. And then I pull up and it's freaking such and such, go work it, yeah. And I'm like, oh, that's so good.
Speaker 1:I started laughing. I was like that's funny, yes, but neither of them thought it was funny. So they wanted to like Did they know? Did the girl behind know the person from, not not during, so both of them had no idea. Yeah, they both pulled up next to each other at work. Oh right, that's funny, guys and I was like guys, you're clocking on in three minutes like, go talk about it, apologize, do what you got to do, but even don't apologize. I don't care what happened there, we're not talking about it. Once you get in here like once you're on the clock you're on the clock, sit down, shut up, do your job. I don't want to know.
Speaker 1:About an hour and a half later, I get one of them come to me crying oh, I've just gone out to my car to do such and such, and there's coffee all over it and chocolate, milk and scratches on it. And I was like this is a joke. Like the other person actually put that on their car. Yeah, I was like you're taking the piss out of me. That's bull, you're not serious. That didn't happen over that.
Speaker 1:And then, sure enough, I go out, I have a look, take all the photos of it and everything, because I still have it documented and I was just going. Do you have the photos? Please try and find them. I will try to find them. That's a good question. That would have been on my oh, I want to see it. It was 2018. Oh, no, it would have been 2019. So it would have been on. Anyway, it'll be on. It's four phones ago, so I'll see what I can find.
Speaker 1:But yeah, I've gone out there, had a look, taken photos, documented it all, and I came back in and put the other one in the room or in one room and the one who got a car done in another room and I said, look, if this is actually what's going on and what's happened, because you haven't left it at what we talked about at the start, like I can't just turn a blind eye now. Do you think this is actually her that did it? Yeah, okay, you know what that means? Yeah, all right, so you go to the other chick, talk to her. She just goes, yeah, stuff with the stupid bitch. Oh, really, and I was like what? Anyway, oh, my God, goes on for a little bit Crazy, talking to her, getting her story, writing down all the notes, and then turns out the reason that she did that is because the other chick just after they started work, one of them went to the toilet, the other one followed and started giving her a bit of abuse. So, no cameras in the bathroom. Yeah, so you know, I can't really judge and whatnot. Anyway, both of them, fine, get out of here on the same day. Yeah, yep, I dealt with the repercussions of that. But, um, yeah, they'll both go on. Dealt with the repercussions, you get a bit of a stitch up. Oh, not a, not a stitch up.
Speaker 1:It was just like some management were happy with how I handled it, some weren't, and I was like, well, you know, it is what it is, it's a sunday, no one is here. I'm not having that happening at work, like damaged property and stuff. Yeah, they're both idiots. To be honest, they're both the worst in my team anyway. So I wanted them gone. It just gave me an excuse.
Speaker 1:I feel like, if you're carrying on like that with a road rage, like surely, once you realize it's not a random and you know the person, just get over. It's funny. Yeah, yeah, that's true. Do you reckon like who cares? Yeah, why are you in such a rush anyway? Why are you so abusive on the road? Just chill.
Speaker 1:Yeah, though, for me, I was sitting there. I was looking like for the the month leading up to that, because I'm a numbers man, as you know, looking through the kpis statistics and like this person's trash, this person's trash, that person's trash. If I'm having the best team here, I want, like these outliers gone and then that was a perfect opportunity, no bias involved, but they had to go. Yeah, like literally just sort that out. That's the way it worked. All it would have took was them to pull up and go Fudge. I'm sorry, I didn't realize it was you, I was in a rush, you cut me off and you know I'm stressed or whatever. I'm sorry, that's all it is. And then it would have been oh, that's okay. Just maybe drive a bit less erratic next time and they would have come into work, got through their day, got their Sunday rates which was like double gone home to their family that they need to support. Instead they went home to their family and couldn't support them.
Speaker 1:Yeah, it's just very silly. Yeah, what's another fun one, another good one, autonomy not being welcomed or like new technology. So I feel this is mainly for older business owners who are kind of still. Their mindsets are in the olden days for, like marketing or leads. They're not open to social media marketing or purchasing like an online lead source. All they want to do is just use old paper leads or just market from word of mouth, or make a book and market that way, or just simple things like that. So just people being stuck in their way, not evolving at the times and, yeah, not developing, yeah, not adapting to new technology, the new way of how businesses are making a lot of money. We hope you enjoyed the episode. As always, you know exactly what to do. Hit that follow button, subscribe whatever platform you listen to this podcast on. Also, share it to friends, family, co-workers, whoever you think may benefit from it. But unfortunately, it's the end and we'll see you next week.
