Background: I don't like choosing outfits in the morning for work. Due to whatever combination of mental issues/oddities I have, in the past I've gotten stuck at point for a very long time. After reading about how someone like Steve Jobs or Mark Zuckerberg wears the same thing every day, I decided to try a version of that to reduce the number of decisions I had to make each morning. I didn't actually want to wear the same thing every day, because then I'd become "the guy who wears the same thing every day" at work. So I decided to have a number of predetermined outfits that I rotate through. I have some number of dress shirts of various colors/patterns and a matching number of pants of various colors to go with them. I have a few pairs of shoes in the typical colors that I just match with the pants. I've been doing this for years now, and it's great for simplifying my daily routine, but I occasionally wonder if people notice.

So my question is: How many outfits do you personally think is the right number such that no one would notice? Alternatively, what number do you think would be the best for whatever reason?

To be clear, this is just a fun discussion question. I'm not really looking for help or advice. I won't say how many outfits I have on rotation right now to avoid anchoring.

I live in the EU. I recently applied for a credit card, and the banker asked me (about my job): "Is it a management role?"

I realized that it is a question I have been asked several times in the past by banks. I tried a cursory google & Reddit search, but I haven't found anyone being curious about this.

I'll try here then. Does anyone know why bankers ask this question? How does it matter? Are "individual contributors" seen as worse/riskier customers than managers?

I have my own informal, anecdotal opinion, but I'm hoping to hear some more informed answer.

I work at a Series A startup. I joined on the promise that it would be 16 backend engineers a year from when I joined. It never grew and maxed out at 8 (non-eng headcount experienced the most growth). Fast forward to 18 months and it's looking like between parental leave, illness, responsibility differences, and general departures, in a few weeks I'll be one of 2 backend engineers actually writing code, and one of 3 backend engineers overall.

There's 1-2 resume-building projects I'd like to stay for, but it's likely that one of them will get deprioritized. I've never been happy in this role for a slew of reasons, reasons for which others have left. This could very well leave us at 1-2 backend engineers in Q1-Q2. We are hiring, but I suspect we'll only backfill 1 role as 1-2 engineers are on "temporary leaves" (but one leave is 3 months, the other is basically indefinite).

Any advice on what to do in this strange situation? I'd like to say that I'm considering quitting and want to train another backfill, but it could hurt me more than anything else. I'd be interested in more options (no backend engineer's comp has increased in the 18 months I've been here except 1 underpaid / underleveled person) or a small sabbatical of 5 weeks. I wouldn't mind a senior title but lots of qualified engineers have been rejected for it so I stopped putting weight on the title. But all of those are a little rude to accept if I quit less than 6 months after.

edit: removed some typos, clarified some timelines e.g. months -> weeks

So for the past two years, I've been a residential Cable Technician working for a subcontractor for Cox (Comcast). After many applications, I finally landed a position. I'd been trying to get a foothold into IT for a while now; my A+ is nearly expired at this point. I was pretty stoked to actually get the position. The position is a "Level 1 IT Specialist" at a private school. Utilizing company software to respond to tickets, fix issues for admin staff and teachers/students. The only hitch at first was that I had to shave clean (Silly, I know). Begrudgingly, I relented. That's fine, it's not particularly impressive anyway.

Today, I got a call from the HR rep who did my onboarding saying that I would also unfortunately need to cut my hair to follow their guidelines of hairline above the collar. This is a huge deal for me, as my hairline is currently at the middle of my back. I just wear it up for work. This would truly devastate me. The people interviewing me (3 of them) said it would be fine, then the employee handbook stated otherwise. When asked, the HR rep said she'd contact a supervisor, supe said no, and now she's referring me to another department (Benefits? Dunno how that's relevant) to try to make an exception or something to that effect.

Beyond just wanting to lament the likely loss of 4 years of work, I did want to ask those who are more experienced in the IT field than myself: Is this job (the IT one) one that will absolutely help me progress in my IT career? I know I didn't give the most detailed explanation of it; I hardly know everything myself. It was hard enough to finally have a job get back to me. And I was accepted rather quickly. But the loss of my hair gives me pause, and makes me wonder if I'm better off at my current job and waiting for another opportunity that might never come. Should I just grit my teeth and accept this blow to my identity for the sake of furthering my career? Any advice at all is welcome.

I've been looking into this sort of thing for a while. Looks like a nice way to get a change of scenery (if you don't know WOOFING is basically volunteer farm work for room/board). Anyone have experience doing this in the USA/anywhere else? Would love to hear from you if so!

Hey Tildes,

I work at an international company which, over the course of COVID, probably had a turnover rate of 80% over two-three years. This was less due to the company, and more due to the incredibly restrictive COVID policies that the country we are located in tried to enforce. I was brought on in 2020, and due to the hemorrhaging of long term employees, a large gap in institutional knowledge was created.

We aren't a tech company, and use Google Workspace/Drive for a lot of our storage and documentation. Within my department I recently put in a lot of effort to create a file organization structure and proper documentation so that we would no longer lose resources and knowledge when people left - and a main purpose was to make it as easy for people to use, cut down on work, find information faster, and provide an easy way to leave with a bunch of resources if they wanted to move to a different company (we aren't in a field where we really compete with others or would lose an intellectual property). It was received with a ton of positive feedback from my peers and direct superiors.

This effort was recently noticed by management and I have been tasked with providing a rollout plan to get the entire organization on a similar structure with documentation processes for every department. My issue is, how does one enforce usage and standardization of documentation and following a certain file organizational structure? While I can think of a ton of ways to structure my process, communicate, and demonstrate the benefits to people, I know that there will be resistance (and in some cases, non-compliance) from staff. I am more than willing to work with them, provide training, and do a lot of the leg work myself, but I am wondering if anyone here has gone through something similar and has good strategies on what I can only describe as leading without authority.

My initial plan was to use the results from my department to get the more enthusiastic departments on board first, and then hopefully good word will spread to help reduce friction with other departments that may be more resistance and not as technologically inclined. However, I know that no matter what I do, I will hit resistance at some point.

The only two times I have had a similar task at a previous employer I had absolute full reign over everything, and it was a completely solo endeavour, or was working with such a small tight-knit group that I didn't have to worry about non-compliance. This is my first time working on such a project in a larger organization and could really use tips from others experience.

I'm trying to not dox myself here - but hope I provided enough information to get some overall tips and comments.