17 thoughts on “May 29, 2023: In Memory”

    1. I was working the section where his family sat for his debut last year, they were great.

  1. Many days I enjoy working with this next generation of 16-20 year olds. They are pretty sharp as a group in my experience. Today was not one of those days. Something was in the air and I just about lost it. Thanks for listening.

    1. I remember my friend's dad worked at Pioneer and had to work with the young detasslers. He loved Beavis and Butt-Head. He thought it really reflected true life.

      1. The biggest issue I have is when we hire 5-6 people from one high school sport. In this case: soccer. They work great until they are paired with other soccer players. Then it is impossible to get them to work versus talk.

        1. You also have the problem that if they bump into each other they flop on the ground like they're hurt.

            1. Yup. I think "soccer players always flop" is overexaggerated but I laughed at that one.

    2. To be fair, I remember one of the DQs I worked at the owner told me you have to hire four or five people to get one good one, so I would say it ain't generational. (But to brag, but I was the one out of five and I have the trophy to prove it )

      1. Yes, when I hear people saying this generation doesn't want to work I laugh. I have been managing 16-20 year old workers for 35 years. They have always been hit or miss. This generation is not any worse than any prior generations. They are a bit different though. As a leader, you really do have to tell them the "why". Past generations many of them just did what they were told without questioning it. This generation needs to understand why we do things a certain way. Then they will buy in.

        1. I think that’s a sign of progress on the whole. I say the following with the caveat that I don’t think the example which follows applies in this caee, given how you run your operation:

          There are plenty of things (middle) management expects workers to do that have no real justification outside it making easier for management to justify its existence & salary. Unquestioning execution of orders or directives rarely is an operational necessity for most workplaces. Management that touts itself as “leadership” should be prepared to justify processes & rules with rational explanations rooted in worker safety, workplace culture, and operational effectiveness. It’s amazing how even people with advanced degrees in hard sciences and other research enterprises start to hand-wave justifications for things that will not withstand scrutiny for logic, equity, or productivity. (Ask me how I know.)

          My hope is that young folks more accustomed to asking “Why?” in the workplace exhibit that behavior in other arenas, particularly when asked to make decisions at the ballot box.

  2. Been working on the Tucson. Went to replace the blower motor since it sounded like a 747 taking off and found it was full of acorn debris, so I cleaned it out and tested it and can safely return the $100 replacement part. Then I got a scare this morning. I put in a new air filter and cleaned out the box and when I left for the store it went into limp mode on me. I nursed it back up the driveway, took the Santa Fe to get a code reader (PO 102) that told me it was a MAF sensor. When I went to take it off to clean, the back end of the assembly that attaches to the throttle body just fell off, the clamp was completely loose. I tightened that up, cleared the fault code and now it all seems fine again. I also replaced the lift arms for the rear glass and the rear wiper blade. I got a headlight restoration kit but that takes about an hour to do so I'm saving it for next weekend.

Comments are closed.