The Drew Barrymore Show Is Facing Backlash After Giving A Fairy Tale Wedding To A Teacher & His Alleged Former Student!
It seemed like a great idea at the time, but it turns out ... Friday the Drew Barrymore Show surprised a young couple with the fairytale wedding of their dreams in an attempt to give them a special day after the coronavirus pandemic forced them to cancel theirs. And on paper, the story looked great, […]

It seemed like a great idea at the time, but it turns out ...

Friday the Drew Barrymore Show surprised a young couple with the fairytale wedding of their dreams in an attempt to give them a special day after the coronavirus pandemic forced them to cancel theirs. And on paper, the story looked great, considering the bride was even a nurse who had moved to New York in April to meet COVID-19 patient care requirements!

Related: Drew Almost Breaks Up While Talking About His Divorce

But social media users jumped in after the footage was released and likely checked out the show. should have done; dozens of users on multiple social platforms have claimed that the "couple" actually got together when the bride was still in high school and her "groom" was in fact her teacher. Wait. WHAT?!

In the first video produced by Drew barrymoredaytime tv show, bride-to-be Selina noted how she and the future groom Dan "Met at school by mutual friends", who sounds pretty innocent. But again, many commentators have come forward claiming the “reunion” took place when she was a 17-year-old high school student and her 29-year-old educator. Fast forward seven years, then, and here we would allegedly end up… BIG YIKES !!!

A person responding to Youtube clip factually alleged that Selina was in Dan's physics class ahead of their meeting, others adding more detail and wondering how due diligence was not done before the segment aired (below ):

Drew Barrymore Show under fire for giving a fairytale wedding to a teacher who allegedly treated his student ...
BIG YIKES. / (c) Drew Barrymore Show / YouTube

There are many more claims like the one flying on other platforms as well.

This is definitely not a great look for The Drew Barrymore Show, who hasn't commented on the videos at all, or deleted them or anything. Obviously, their poor social media manager has just been tasked with ignoring the grooming comments and focusing on the positives. Embarrassing…

Related: Drew Hilariously Reinvents 'Scream' In 2020! Watch!

FWIW Monday morning another user appeared on Instagram claiming that the show had actually started suppression IG's comments on the grooming and the allegedly inappropriate relationship:

"Love the way they remove all comments about child grooming✨"

Oh man !!!

You can still see the two videos - the introductory video leading up to the wedding and the ceremony itself - on YouTube (below):


The whole thing is a nice idea, of course, and a sweet gesture for Drew's show to put together. But the allegations definitely changed the tone of it, right? We feel disgusted just looking.

Reactions, Perezcious readers? Sound OFF on this in the comments (below)!

[Image via The Drew Barrymore Show/YouTube]

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 emploi 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 tâche, 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 impact 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 directeur or leader, your demeanor and attitude in the office has an impact 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 motivation tool and it will help to create a “can-do” attitude in your workforce.

As a business 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 fax 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 efforts 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.


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