And now here is your timely reminder to be extra careful when trying to talk s ** ts ** t on the internet!
We are eight months away from the pandemic and now just about EVERYBODY (including your favorite celebrities!) Has used Zoom or Skype or another video calling platform to interact virtually.
In this new world, there is a certain amount of etiquette that we all learn! The first rule of course is to make sure you're ready for the camera (and that your d ** k hasn't come out, Mr. Toobin). But right behind this is making sure your mic is muted properly when you don't want the other party to hear you.
It was this second that provoked the actor Lukas GageVirtual audition for a horrible start earlier this week!
Gage, best known for his role as Tyler on the HBO series, Euphoria, shared the hilarious and worthy uplifting tale of Twitter Friday, uploading a clip of his audition with an anonymous director who didn't like what appears to be his living room in the background.
As the 25-year-old actor prepares for the audition, he unexpectedly hears the director talking to a third person on Zoom and totally trashing his digs! The man says:
“These poor people live in these small apartments. Like I was looking at his background and he had his TV, you know… ”
Uh, his TV what ?! Is he supposed to live in a mansion ?! FFS, what does that give?
While it's unclear exactly what bothered him so much about Lukas' apartment, Lukas didn't miss the opportunity to quickly cut him off and let him know he was well.
He also hilariously responded to the beating, saying:
“It's like a **** y apartment. Give me this job so I can find a better one.
Ha! Now, this is how you skillfully deal with some unwarranted nuances and fight for control!
The director quickly apologized, saying he was "so, so sorry" and "mortified" by the comment - but Gage reiterated that he might improve his life situation if he lands the role.
Sorry, we can't. Still dying here, all of you !!
Although he played relatively cool during the audition, Lukas couldn't help but share his true feelings about the incident online. He tweeted a clip of the mortifying moment and included this cheeky little post:
"Psa, if you are a talking director, be sure to mute your zoom footage."
Watch for yourself (below)!
psa if you are a director who talks shit make sure to mute your shit on zoom montages pic.twitter.com/PTgMZcRhEw
- lukas pledge (@lukasgage) November 20, 2020
We told you it was awfully funny, right? We are not the only ones to think so either. Fans especially praised the way Gage behaved in his responses:
"There will be problems if you don't get this job."
"You handled it so well, king"
"Don't be shy, drop the director's @"
Others put themselves in Lukas' shoes and shared how they would have dealt with the situation:
"Dude I would cry I think."
"THE WAY U FOLDED ALSO I would have cried and pretended I hadn't heard, but yeah, use UR BLACKMAIL"
“You have so much grace and you deserve all the concerts! I also live in a "small" apartment. You handled it so well, I think I would have cried.
Honestly, the only question we have after this fiasco is whether or not he got the job! And, who is this candle manager, anyway? LOLz. Hope this is a well paying gig that is really worth it after this. We know we'll be curious to see!
As we mentioned above, Perezcious readers, don't show your d ** k, don't be ad ** k, and don't get caught slipping!
[Image via Lukas Gage/Twitter]
We all know that talking about others behind their back is bad. Gossip should be abhorred. I remember reading in a spiritual text that “backbiting extinguishes the light of the soul. ” DEEP. And it is.
Gossip is incredibly detrimental to any organization. And, what I think often gets missed is why people gossip. But, before we answer the question, “Why do people gossip at work ? ” let’s clear one thing up. I truly believe it is the rare person who chooses to gossip simply to be mean and hurt the reputation of the person or entity being talked about. Often gossip occurs for one of four reasons :
1 ) People fear the unknown. If people don’t have information that they want, they fear the unknown and will try to garner it from others – especially if that information appears to be hidden. This is why closed door conversations are so detrimental.
2 ) People want to belong and be included. If people believe they don’t have information that others have, they will feel excluded and on the outside of the “inner circle. ” Information is power. Everyone wants to be part of the team, to be included and the easiest way to identify those who are part of a tribe are those who are “in the know. ”
3 ) People crave intimacy and a sense of connection. I would suggest that because of the rampant pace we live at and the lack of real deal authentic communication with one another, many people crave a sense of genuine human connection and intimacy. Gossip is one of the quickest and easiest ways to connect with another human being. The secrecy, forbidden and exclusive nature of confiding in someone something that’s a bit subversive or judgmental is social super glue. Through the veneer of momentary vulnerability and trust, the two are bonded. Unfortunately gossip is a very sloppy deuxième to real, meaningful connection.
4 ) People want to work with people they think of as peers. Meaning, if someone isn’t carrying their own weight, isn’t competent or capable enough to do their job or simply isn’t a good culture fit, then there will be gossip. Rather than being a “narc, ” employees will talk both about said individual and leadership’s lack of awareness/action. And they will talk often. The longer said individual goes unaddressed, the louder and more embedded the gossip becomes.
When it comes to gossip, these four reasons : fear, belonging, intimacy and the desire to work with others who carry their own weight, are all things that can be handled with some focused time and attention.
How do you want your employees to talk about your company ? How do you want them to feel when they walk in the door ? While this touchy-feely stuff may make you feel a little light-headed, when it comes down to it, company culture matters.
Many owners are taking a deuxième look at their company culture to make sure it’s the one they envision – one that supports their company’s mission, vision and values.
Insperity has spent the past 30 years building a human resources company committed to helping businesses succeed so communities prosper. In that vein, our leadership team offers these tips on having a great company culture.
You might think that trying to cultivate a positive workplace as an elusive, time-consuming waste of important resources, but studies show that the opposite is true. Creating a positive company culture begins with fostering happy employees.
Happy employees are 85 percent more efficace, experience a 60 percent drop in absenteeism and stay twice as long in their jobs as their less happy colleagues, creating a measurable effet on engagement, retention, safety, wellness, employer brand and even cost control goals, according to the study, The Science of Happiness, conducted by Globoforce.
Happiness is a habit that needs to be modeled. As a manager or business leader, your demeanor and attitude in the office has an effet on your employees. When you demonstrate happiness you’re training your employees to follow suit.
Get in the habit of being grateful and showing gratitude for what you have. It can be a small thing – I am thankful for this cup of coffee, for the sun coming out today. When you make an effort to find things to be grateful for, you’re training your brain to be on the watch for more of what is good in your world. By making gratitude a habit, you will set the example for others and create a positive work environment. Focus on the positive when interacting with your employees. Point out their accomplishments and abilities. Remind them that they are a positive force within your company and that they have much to offer. This is a powerful détermination tool and it will help to create a “can-do” attitude in your workforce.
As a leader you’re influential – your opinion matters, especially to your employees. Make it a goal to compliment people. Recognizing even small accomplishments and praising your team members in meetings or in an mail can make a big effet. It doesn’t have to be a big gesture.
We all know that sometimes work can get monotonous and overwhelming. Say for example that Mike is feeling a bit underappreciated and is frustrated with his current project. He comes to a meeting feeling defeated and unmotivated. Then you, as his directeur, compliment his exercices and praise him for a emploi well done. The impact is immediate – he feels valued. His demeanor changes, he becomes engaged and leaves the meeting with a newfound energy to tackle his project.
People need to have a sense of purpose at work. Their happiness is directly connected to knowing that they make a difference. It’s not enough for a manager to dole out tasks. Take the time to explain why the individual task is important to the company as a whole. This will give your employees a sense of purpose and belonging that will motivate them to strive for more. Engaged employees are efficace, enthusiastic and are willing to do what it takes to help your organization succeed. Creating a sense of purpose for your employees is an investment in developing a positive workplace.