Latest / Success Story with Scott Clary / Lessons - What’s a Lazy Girl Job? | Gabrielle Judge - Founder & CEO of Tula and The Anti-Work Girl Boss

Transcript

Lessons - What’s a Lazy Girl Job? | Gabrielle Judge - Founder & CEO of Tula and The Anti-Work Girl Boss · Success Story with Scott Clary

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  Scott for thousand dollars off in this lessons episode explore the shift from structured corporate
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  work to the unpredictable world of content creation learn how seeking control in a creative
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  career can feel paradoxically freeing my traditional job security isn't always the safest bet
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  and how setting personal boundaries and work can lead to long-term success
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  so your your perception of work was this is like the one thing that pre-concussion was this
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  was the one thing that I can control in my life yes this is the one thing that
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  the input equals the output and if I put more in I'll get more out of it and this is like the
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  career path so concussion happens post concussion um the creator journey is wild and and like it's
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  manic at times and it's almost like because we're both on it and it feels like there's like zero
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  control so yeah very much like seriously though so when you need and crave that control it's not like
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  you had a 30 year career and then you're like wake up one day and you're like oh my god like my life's
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  almost half over whatever so how do you find control and comfort in creative process and thought
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  when your life was so regimented I like that I think something that was really frustrating for
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  me when I was at that job was that I felt like the job couldn't keep up with the ideas or the
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  things that I wanted to do and so I found a lot of freedom and confidence in content creation
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  because the cool well it's cool and it's not so cool sometimes that we wear so many hats right
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  it's like we're like the brand person the CEO like the content like there's just so much behind
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  content creation especially in the beginning when you don't have resources to really find those
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  teams for yourself that that was really comforting for me because it was like okay well if I do this
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  full-time by myself I can at least control the output again in a different way um and I wasn't
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  getting as many notes I hated getting notes in corporate America where it was like yeah you
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  can do this eventually or like no you're not gonna get this right now eventually like I just
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  didn't like that feeling it made me feel like a lot of financial scarcity a lot of um I felt very
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  limited and so I just I don't know I felt more empowered in this like delusional content creation
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  space it's so wild to me that you felt you felt safer in a content creation space than like the
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  salaried w2 9 to 5 you actually have a paycheck job yeah that's like a 180 from what most people
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  would consider to be with the rational safe choice well it took me a while to like make the full
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  transition so it was like the concussion happened and then I got my lazy girl job that was like
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  where my mindset and my ethos really started to happen was like two years ago but it didn't have
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  this is around like quiet quitting phenomena yeah it was like the summer of 2021 so it was like a big
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  great resignation time yeah so it was super easy like if you had a heartbeat and resume it could
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  just jump shift to like a great tech company which was awesome um I'm really grateful of that
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  experience but it was like I wanted to prioritize like still having the stability of having
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  a w2 w9 and having you know like a paycheck and things like that but I wanted to really try out
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  this content creation stuff and so it probably took me I don't know like a year and a half to make
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  the full transition to full-time content creation but it was definitely in the goal since the concussion
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  so it's okay so I want to I want to like super clearly articulate what lazy girl job is because I
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  was sort of set the frame for everything else we're talking about so a couple thoughts um I haven't
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  worked in a position like that in a while where I've worked under it because I've worked in startup
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  so it's yeah it's especially in like an executive role it's very hard to take like a lazy mentality
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  when like 25 things daily depend on you like it's very much noticed but in the larger corporation
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  I could totally see how that works but the concept is not quiet quitting concept the quiet quitting
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  is very different in my opinion where it's like you already checked out if your job and you're looking
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  and you're applying for the next one whereas lazy girl job is that the best way to describe it is
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  just you're doing the job that's like written on your resume but you're doing is it bare minimum or is
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  it is it just what's expected because I also feel like this came from again I'm removed from that
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  type of role but I feel like this came from the fact that there was like scope creep in job
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  descriptions yeah like to it like a significant degree and I don't I don't know if that was really
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  present when I was working so I feel like when I'm working in nine to five and I'm doing the job
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  especially in like a sales role for example I hit my numbers and that's what I'm responsible for
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  there's there's no scope creep it's not like I'm doing engineering on the side or I'm not
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  doing other things I'm just doing my job so you feel like there's a significant scope creep
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  in work and then it's like lazy girl is actually not lazy it's actually bringing it back to
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  baseline as to like this is what you're actually getting paid to do is that the fair that's a great
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  way to put it I always want to say the bare minimum but I feel like that creates the story of like
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  not doing your job but I really just mean what you're saying the opposite of scope creep so it's like
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  focusing on the job responsibilities and eliminating the unnecessary work that tends to usually
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  happen in corporate America and just a quick thought experiment why would this happen post-COVID
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  why did this scope creep happen that give a give a very tangible example if I'm sure people reach
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  out to do all the time now with like bullshit their company asks them to do that is told
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  they're not yeah things they should be doing um either this seems to be a phenomenon
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  affecting everybody I don't know if has to do with working from home people don't have the same
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  emotional attachments so they're seen as like just just quote air quotes just employees as opposed
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  to like real people like you miss that in person you know I can I can see you in the office I
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  just want to treat you with respect and like all of a sudden just treating you like a like a peon
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  whatever it is I have no idea what happened but it seems to be super prevalent employers I don't
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  think ever changed in this whole pandemic era I think employees woke up to a different way of
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  working because typically we weren't able to remote work um that was usually more reserved for
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  I don't want to say like it's a bureaucratic system but higher level positions could remote work
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  but that was more of a case by case basis but it became normalized so I what I saw what I saw
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  actually happened was employees woke up to the freedom and having autonomy around their work
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  schedule so when the workplace tried to transition back into you know the the normal before the
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  pandemic they're trying to use all these levers that don't work anymore so there's there's that a lot
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  um also it's very easy now to play the game of oh well we don't have raises available right now
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  but when we do we want to put in a good word for you so do this work now like that's a huge huge
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  argument the dangling carrot yeah yeah but then it's like they could dangle that carrot forever
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  because there's an argument to be made totally the counterargument is okay if I was like a hiring
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  manager or you know leader in an organization like I would I would promote the person that goes
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  favor check them out so I think this whole concept you have to start sort of like figuring out what
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  your personal north star is to yes yes so I really love what you just said right there because I
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  feel the exact same way so the way or the reason that I'm so jarring with my messaging is because
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  I'm combating like another extreme side I'm trying to get people in the equilibrium so I when I
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  sit there and say like don't do unnecessary work I'm trying to bring back the people that are like
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  getting the current dangled for way too long I'm trying to get them back in the in the median the
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  median is what you're saying so I still am okay with overachieving I still encourage that in people
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  it's just it has to come from within and you make your bed with it so it cannot be this whole
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  all my boss wants me to do this my co-workers will accept me more if I do this project and then you do
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  it and you resent everyone and everything because you didn't want to do it to begin with so it's
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  either like you opt into the the game and play it really well and you know make your bed with that
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  or if you're not a careerist or not necessarily into this stuff then like here's an option too
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  but I I totally agree with you that with that too I think also as an employer today like because
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  I actually do have stuff members if I'm actually going to him if I'm going to employ someone that
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  I want to push their performance it's always going to be a commission based role and I know that
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  that's not always achievable in these bigger corporate structures by these late stage tech companies
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  they can't make like every single position a commission based job and I understand that
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  do performance based so right I know I know executives again Canadian so at a Canadian
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  Telco big one it's Rogers and they're like a Verizon 18T whatever kind of company and every
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  executive has performance tied to company performance and stock performance and tied to organized
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  like organizational unit performance too like that's part of your year on bonus so yeah it's not
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  like commission per se but it's tied to what your group does what your own KPIs and if you like
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  sort of achieve and yeah you know whatnot but then there's also there's always some sort of
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  incentive bonus that incentivizes people to like go the extra mile is that how would you do that
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  with like a project manager you know what I mean like there's certain roles where I'm like they're
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  just as important but it's hard to monetize their output it is because there's only so much you
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  can get at a like person and it could actually be a negative effect if you incentivize
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  that to the degree where they're they have to move faster because either they're it's going to be
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  like a sweatshop style environment or they're going to try and mask city work to meet with you okay
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  so I see what you're saying yeah okay body okay so in a situation like that then what do you do I
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  don't know that's why I make so much content they figured out right yeah I don't know that's
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  the cool and exciting thing is like these are the the mind games are like it's almost like a
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  I don't know like a brainstorming session that I like to do almost with myself because I really
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  try to reality check myself when I do make content and it's like I don't know like that it's
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  the craziest part when I do speak to a lot of other friends that you know manage smaller teams of
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  people 10 to 30 people it's like they're so focused on that too right now like how to creating how
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  to create bonus structures with a job like a project manager where like risk assessment super
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  important and like they shouldn't be pushed all the time so it's just yeah it's it's a super
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  interesting concept thanks for tuning in if you found this valuable don't forget to hit that
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