This Week in Jobs: AI Is Reshaping Work & Nobody Agrees On What Comes Next

1 00:00:00,000 - > 00:00:01,679 Pete Newsome: Welcome back to the weekend jobs, Peter. 2 00:00:01,760 - > 00:00:02,479 How are you today? 3 00:00:02,720 - > 00:00:03,279 I'm good. 4 00:00:03,359 - > 00:00:04,400 It's good to be back. 5 00:00:04,639 - > 00:00:06,559 It is good to be back as always. 6 00:00:06,719 - > 00:00:10,160 Here we are on a Friday, and this has been an interesting 7 00:00:10,160 - > 00:00:14,720 newsweek, specifically for Orlando, where we're based. 8 00:00:20,800 - > 00:00:22,079 Peter Porebski: It's your alma mater. 9 00:00:22,160 - > 00:00:24,480 Pete Newsome: You were at that graduation ceremony, just like 10 00:00:24,480 - > 00:00:25,199 the one that took place. 11 00:00:37,359 - > 00:00:40,079 This video is being shared on social media constantly. 12 00:00:40,240 - > 00:00:43,439 But if you haven't heard about it yet, one of the commencement 13 00:00:43,439 - > 00:00:46,719 speakers at the University of Central Florida's graduation 14 00:00:46,719 - > 00:00:52,320 ceremonies this weekend dropped a line on the crowd that did not 15 00:00:52,320 - > 00:00:54,320 go over well to say the least. 16 00:00:54,479 - > 00:00:59,280 She said that AI was the next industrial revolution. 17 00:00:59,520 - > 00:01:02,880 I don't think she was expecting the response that she was given. 18 00:01:03,359 - > 00:01:06,079 Peter Porebski: Yeah, based on her uh her reaction, I think 19 00:01:06,079 - > 00:01:09,439 that was a surprise to her how uh how people reacted. 20 00:01:09,680 - > 00:01:14,000 Um just the overall tone of her her speech kind of shifted a 21 00:01:14,000 - > 00:01:14,159 lot. 22 00:01:14,239 - > 00:01:17,840 And after seeing all of those uh the negative reaction, the boos 23 00:01:18,159 - > 00:01:22,400 from the students, um safe to say it did it did not uh end up 24 00:01:22,400 - > 00:01:23,840 the way I think she planned. 25 00:01:24,239 - > 00:01:27,519 Pete Newsome: So it it's such an interesting topic right now, and 26 00:01:27,519 - > 00:01:31,359 it was interesting timing for me because I saw this news story an 27 00:01:31,359 - > 00:01:35,840 hour before I went on stage at a conference in Las Vegas on 28 00:01:35,840 - > 00:01:39,519 Tuesday where I was going to speak about AI's impact on the 29 00:01:39,519 - > 00:01:40,319 job market. 30 00:01:40,560 - > 00:01:46,000 And so for me, it was just so indicative of how there are two 31 00:01:46,000 - > 00:01:47,120 camps right now. 32 00:01:47,280 - > 00:01:50,319 There are the people who are concerned, in this case, these 33 00:01:50,480 - > 00:01:53,599 grads who are being impacted by fewer entry-level jobs. 34 00:01:53,760 - > 00:01:55,280 We know that's happening right now. 35 00:01:55,439 - > 00:01:58,480 And then you have people who want to do nothing but celebrate 36 00:01:58,480 - > 00:02:01,359 it and all the potential associated with AI. 37 00:02:01,599 - > 00:02:03,840 This is a growing problem that we're facing. 38 00:02:04,159 - > 00:02:04,959 Peter Porebski: Yep, yep. 39 00:02:05,120 - > 00:02:09,599 Um, so I know uh uh I believe her name Gloria Caulfield, she's 40 00:02:09,599 - > 00:02:14,800 uh a VP at Tavistock, and she had um their company she she had 41 00:02:14,800 - > 00:02:17,759 claimed is is making you know great strides and that the these 42 00:02:17,759 - > 00:02:20,879 graduates are gonna benefit from it, but we've got all of these 43 00:02:20,879 - > 00:02:23,360 people, which it was the I believe the College of Art and 44 00:02:23,360 - > 00:02:24,800 Humanities specifically. 45 00:02:24,960 - > 00:02:28,000 So the people who are seeing, you know, we're the first the 46 00:02:28,000 - > 00:02:31,120 graphic designers, the artists and whatnot who are first seeing 47 00:02:31,120 - > 00:02:33,919 uh their jobs being outsourced replaced to AI. 48 00:02:34,080 - > 00:02:35,439 So know your audience. 49 00:02:35,599 - > 00:02:40,800 Um, but yeah, I I agree there's a uh there's a growing rift, I 50 00:02:40,800 - > 00:02:45,439 think we're seeing between the people who are touting all of 51 00:02:45,439 - > 00:02:47,439 the potential benefits of AI. 52 00:02:47,520 - > 00:02:50,879 And don't get me wrong, I think that there are lots of benefits, 53 00:02:51,199 - > 00:02:54,960 but we're going about it maybe wrong in that there's these 54 00:02:55,360 - > 00:02:58,240 there are CEOs saying it's going to be you know getting rid of 55 00:02:58,240 - > 00:03:01,199 all of your jobs, the job market is gonna be changing, there's 56 00:03:01,280 - > 00:03:03,759 you know, this is gonna be changing, it's gonna be so 57 00:03:03,759 - > 00:03:05,120 dramatically different. 58 00:03:05,280 - > 00:03:07,280 And you've got these young people who are, like you said, 59 00:03:07,360 - > 00:03:09,680 coming into the market, seeing their entry-level jobs going 60 00:03:09,680 - > 00:03:10,080 away. 61 00:03:10,240 - > 00:03:14,080 So there is a growing rift of uh uh anti-AI pushback. 62 00:03:14,240 - > 00:03:16,159 You know, you're and I know you've you've seen it. 63 00:03:16,479 - > 00:03:18,000 Pete Newsome: Yeah, yeah, we see it constantly. 64 00:03:18,080 - > 00:03:19,520 It's in the news almost every day. 65 00:03:19,599 - > 00:03:23,360 And I know we talk about as as we're getting ready for the show 66 00:03:23,360 - > 00:03:26,319 each week, are we going to talk about AI again? 67 00:03:26,560 - > 00:03:30,800 And the answer is always yes, because this is the biggest 68 00:03:30,800 - > 00:03:32,319 thing impacting the job market. 69 00:03:32,479 - > 00:03:36,800 Yes, there's geopolitical issues and there's economic issues in 70 00:03:37,039 - > 00:03:38,159 in our country. 71 00:03:38,479 - > 00:03:42,960 But this, to me, is not only the biggest story right now, this is 72 00:03:42,960 - > 00:03:44,800 going to be the biggest story of our lifetimes. 73 00:03:45,039 - > 00:03:49,439 And I don't believe that anyone really knows where it's going to 74 00:03:49,439 - > 00:03:49,680 end. 75 00:03:49,759 - > 00:03:54,879 But to your point, we see CEOs predicting impending doom, 76 00:03:55,039 - > 00:03:55,199 right? 77 00:03:55,360 - > 00:03:58,080 They're they're they're on record saying this. 78 00:03:58,560 - > 00:04:03,439 The Verizon CEO just two weeks ago said that he expects up to 79 00:04:03,439 - > 00:04:07,280 30 percent unemployment within the next two to five years. 80 00:04:07,439 - > 00:04:11,840 And if he's even directionally correct, this is devastating to 81 00:04:11,840 - > 00:04:15,520 a degree that makes the Great Recession look like nothing 82 00:04:15,919 - > 00:04:18,560 almost, right, with our current situation. 83 00:04:18,720 - > 00:04:19,759 And it's not just him. 84 00:04:19,920 - > 00:04:23,839 Ford's CEO has predicted massive white-collar unemployment 85 00:04:24,000 - > 00:04:24,800 specifically. 86 00:04:25,040 - > 00:04:29,600 And that list is very long of call them doomers, if you will, 87 00:04:29,680 - > 00:04:29,920 right? 88 00:04:30,079 - > 00:04:34,000 I might call them pragmatists, but then you see the other side 89 00:04:34,000 - > 00:04:34,959 of that rift. 90 00:04:35,040 - > 00:04:38,319 I think that's a good way to put it, where they're AI's biggest 91 00:04:38,319 - > 00:04:38,959 cheerleaders. 92 00:04:39,040 - > 00:04:41,839 They want to talk about how much job creation there's going to be 93 00:04:41,839 - > 00:04:43,519 and how wonderful it is. 94 00:04:43,759 - > 00:04:47,759 And I think that's a really dangerous methods, uh message. 95 00:04:47,839 - > 00:04:51,279 It's starting to sound disingenuous to me because 96 00:04:51,279 - > 00:04:54,560 everyone who's saying that has something to gain from it. 97 00:04:54,959 - > 00:04:55,920 Peter Porebski: That's what I think. 98 00:04:56,160 - > 00:05:00,639 It's it's it's tone-deaf at the best, where these people who 99 00:05:00,639 - > 00:05:03,439 are, you know, a lot of the times, frankly, they're they're 100 00:05:03,439 - > 00:05:07,279 rich, high-level executives, CEOs, whatever, who aren't 101 00:05:07,279 - > 00:05:09,680 really, you know, if even if everything went really bad for 102 00:05:09,680 - > 00:05:11,600 them, they're probably going to be okay. 103 00:05:11,839 - > 00:05:15,360 And they're telling the general public, everything is going to 104 00:05:15,360 - > 00:05:18,480 be great, you know, these things are going to be awesome, while 105 00:05:18,480 - > 00:05:21,439 we can clearly see company after company laying off. 106 00:05:21,519 - > 00:05:24,480 You know, you got Cisco laying off people, just you know, Meta, 107 00:05:24,720 - > 00:05:28,480 all of these huge tech companies lay off, layoff, layoff related 108 00:05:28,480 - > 00:05:29,279 to AI. 109 00:05:29,519 - > 00:05:33,920 How does the average job seeker, these new graduates who are, you 110 00:05:33,920 - > 00:05:36,720 know, they're online, they're on Reddit, they're on, they see 111 00:05:36,720 - > 00:05:38,480 these news articles. 112 00:05:38,720 - > 00:05:39,920 This is all they're seeing. 113 00:05:40,079 - > 00:05:44,079 So I'm I'm not surprised in the least that this was the reaction 114 00:05:44,079 - > 00:05:47,199 to it, that there's this pushback when you've got 115 00:05:47,199 - > 00:05:50,399 companies that are saying it's great, but the evidence is 116 00:05:50,399 - > 00:05:52,560 showing the opposite for a lot of these people. 117 00:05:52,879 - > 00:05:54,639 Pete Newsome: Yeah, they're not just seeing it, they're living 118 00:05:54,639 - > 00:05:54,800 it. 119 00:05:55,360 - > 00:05:56,879 In that age group in particular. 120 00:05:57,120 - > 00:06:02,800 This was hit home for me because one of my sons was also a UCF 121 00:06:02,800 - > 00:06:06,240 graduate uh in a master's program over the weekend. 122 00:06:06,319 - > 00:06:08,319 Now we weren't in that particular ceremony. 123 00:06:08,399 - > 00:06:12,319 It's a big college, there's six different ceremonies that they 124 00:06:12,319 - > 00:06:13,920 have, so we weren't there for that. 125 00:06:14,000 - > 00:06:15,360 I don't know if that's a good thing or not. 126 00:06:15,439 - > 00:06:17,920 I certainly have been in the news. 127 00:06:18,160 - > 00:06:20,319 That would have been painful to watch live. 128 00:06:20,560 - > 00:06:24,399 But more than one thing can be true in this scenario where this 129 00:06:24,399 - > 00:06:27,839 is the next industrial revolution, but it doesn't mean 130 00:06:27,839 - > 00:06:31,279 that that is something we should celebrate right now, especially 131 00:06:31,279 - > 00:06:33,199 to those who are going to be impacted. 132 00:06:33,279 - > 00:06:35,920 And you mentioned the people who will be okay. 133 00:06:36,079 - > 00:06:39,360 I I'll go farther than that to say they're more than okay. 134 00:06:39,600 - > 00:06:44,079 They are becoming wealthy to a degree that's never existed 135 00:06:44,079 - > 00:06:45,839 before because of all of this. 136 00:06:46,000 - > 00:06:49,920 So one of the messages that I've really developed through or 137 00:06:49,920 - > 00:06:53,680 beliefs that I've developed over the past year and a half now 138 00:06:53,759 - > 00:06:57,040 with this is consider the source very closely. 139 00:06:57,120 - > 00:07:00,480 Of anyone who's telling you that AI is going to be great for 140 00:07:00,480 - > 00:07:02,879 jobs, now consider it on the other side too. 141 00:07:03,199 - > 00:07:06,240 But this is a dangerous time that we're in right now. 142 00:07:06,560 - > 00:07:10,079 Peter Porebski: Yeah, uh it's it's always a good idea to know 143 00:07:10,079 - > 00:07:13,199 what the person's motivations are who's giving you this 144 00:07:13,199 - > 00:07:13,680 information. 145 00:07:13,839 - > 00:07:15,199 What do they get out of it? 146 00:07:15,279 - > 00:07:17,680 And that's that's something that's not gonna steer these, 147 00:07:17,759 - > 00:07:18,720 you know, steer you wrong. 148 00:07:18,800 - > 00:07:21,759 If if you understand that, it makes things a lot more clear as 149 00:07:21,759 - > 00:07:25,120 to why the message is slanted one way or the other. 150 00:07:25,360 - > 00:07:30,399 Um it's like you said, these people, you know, or the the 151 00:07:30,399 - > 00:07:34,079 young people particularly are if their perception of the market 152 00:07:34,079 - > 00:07:37,279 is that it's bleak and there's nothing to there's nothing to be 153 00:07:37,279 - > 00:07:39,920 gained, there's no, there's nowhere going forward, and that 154 00:07:39,920 - > 00:07:42,959 it's only gonna get worse, then and you've got these people 155 00:07:42,959 - > 00:07:44,399 coming in here who they can see. 156 00:07:44,480 - > 00:07:47,279 I mean, we're we're we live in the digital age, it's very clear 157 00:07:47,279 - > 00:07:50,720 to see you know, records, you know, companies making profits 158 00:07:50,720 - > 00:07:54,079 on the stock market while laying off people, that disconnect is 159 00:07:54,079 - > 00:07:56,720 only, I don't, it's gonna not gonna go to a good place. 160 00:07:56,800 - > 00:07:59,279 Uh, you know, if we've if we've got these these two different 161 00:07:59,279 - > 00:08:01,279 groups, there's going to be pushback. 162 00:08:01,439 - > 00:08:05,759 And AI being a great tool, I think it has a lot of potential 163 00:08:05,759 - > 00:08:07,040 to do a lot of great things. 164 00:08:07,199 - > 00:08:10,639 But if it doesn't work for the general work, you know, if it's 165 00:08:10,720 - > 00:08:15,600 if it's at the expense of a huge chunk of the population having a 166 00:08:15,600 - > 00:08:18,959 worse you know standard of living or you know, losing their 167 00:08:18,959 - > 00:08:20,639 livelihoods, that ain't gonna work. 168 00:08:20,800 - > 00:08:23,199 Sorry, that's it's there's gonna be problems. 169 00:08:23,600 - > 00:08:26,160 Pete Newsome: So the question becomes, then what? 170 00:08:26,480 - > 00:08:29,920 That that and that's what where I always end up with this, 171 00:08:30,240 - > 00:08:33,200 because the train has clearly left the station at this point. 172 00:08:33,360 - > 00:08:34,480 It's picking up speed. 173 00:08:34,559 - > 00:08:36,320 I don't think anyone would deny that. 174 00:08:36,559 - > 00:08:39,919 You still see a lot of people saying this, well, but it 175 00:08:39,919 - > 00:08:40,799 doesn't really work well. 176 00:08:40,960 - > 00:08:43,840 Chat GPT hallucinates, those kind of things. 177 00:08:44,080 - > 00:08:48,720 That anyone who's still saying that is very far behind right 178 00:08:48,720 - > 00:08:48,799 now. 179 00:08:49,039 - > 00:08:50,000 We we know that. 180 00:08:50,320 - > 00:08:54,000 It seems to be that the federal government has caught wind of 181 00:08:54,159 - > 00:08:55,759 how severe this problem could be. 182 00:08:55,840 - > 00:09:00,480 But even the folks who are in charge of AI for the current 183 00:09:00,480 - > 00:09:03,279 administration, they've been among AI's biggest cheerleaders 184 00:09:03,360 - > 00:09:06,000 saying that it is going to create lots of jobs. 185 00:09:06,159 - > 00:09:10,320 And so I want to just touch on that real quick, because once 186 00:09:10,320 - > 00:09:13,120 again, more than one thing can be true in this scenario. 187 00:09:13,440 - > 00:09:20,080 AI, AI's existence, I'll say, and the need for AI to continue 188 00:09:20,080 - > 00:09:24,320 growing has in fact created a lot of jobs in the construction 189 00:09:24,320 - > 00:09:24,799 industry. 190 00:09:25,039 - > 00:09:28,240 That has been one of the two industries carrying the economy 191 00:09:28,240 - > 00:09:28,799 lately, right? 192 00:09:29,039 - > 00:09:31,679 Healthcare being the biggest, we're seeing an aging 193 00:09:31,679 - > 00:09:33,600 population, that all makes sense. 194 00:09:33,919 - > 00:09:38,879 And now we have data centers that are being built in a, quite 195 00:09:38,879 - > 00:09:42,960 frankly, a build-out that's never existed in that size in 196 00:09:42,960 - > 00:09:44,639 all of human history before. 197 00:09:44,879 - > 00:09:48,159 And they're celebrating it as a great thing. 198 00:09:48,320 - > 00:09:52,080 Here's the problem: the skilled trades workers that are being 199 00:09:52,080 - > 00:09:56,399 hired for those jobs, we already have a shortage in that space. 200 00:09:56,639 - > 00:10:00,720 We have over half a million more jobs than there are people who 201 00:10:00,720 - > 00:10:02,639 can do those jobs already. 202 00:10:02,879 - > 00:10:06,720 And so we're creating jobs, A, where there's no people to fill 203 00:10:06,720 - > 00:10:08,799 them, which is its own problem, by the way. 204 00:10:08,960 - > 00:10:11,919 That's a problem we're heading towards anyway, because more 205 00:10:11,919 - > 00:10:14,720 people are retiring with those skills than there are filling 206 00:10:14,720 - > 00:10:14,960 them. 207 00:10:15,120 - > 00:10:19,440 So if you're uh a parent of someone young, if you are young, 208 00:10:19,759 - > 00:10:25,840 consider encouraging or consider going in that space because that 209 00:10:25,840 - > 00:10:30,399 shortage is going to exist for decades to come. 210 00:10:30,480 - > 00:10:31,200 That's a problem. 211 00:10:31,360 - > 00:10:35,279 But the AI build out is only making that problem worse. 212 00:10:35,519 - > 00:10:38,879 So, yes, you can point to a lot of a big boom in construction, 213 00:10:40,000 - > 00:10:44,320 but that's not really going to help us long term in terms of 214 00:10:44,320 - > 00:10:45,279 how AI is impacting. 215 00:10:46,320 - > 00:10:48,320 Peter Porebski: Once a data center is built, it takes a 216 00:10:48,320 - > 00:10:50,320 fraction of the people to actually run it. 217 00:10:50,480 - > 00:10:53,759 And not to mention that I you see you know general public 218 00:10:53,759 - > 00:10:56,080 opinion kind of shifting against it's in the news. 219 00:10:56,159 - > 00:10:59,279 People don't want data centers any anywhere near them because 220 00:10:59,279 - > 00:11:02,159 they're noisy, they're bad for the environment, they apparently 221 00:11:02,240 - > 00:11:04,480 they suck up you know all the energy, all the water. 222 00:11:04,799 - > 00:11:09,039 So I'm you over the last year, I've just seen more and more 223 00:11:09,039 - > 00:11:11,919 people encouraging call your congressman, don't let them 224 00:11:11,919 - > 00:11:14,960 build it in our you know, in our neighborhood, in our area. 225 00:11:15,120 - > 00:11:19,120 Um and I can only imagine that as they become more prevalent, 226 00:11:19,200 - > 00:11:20,080 that's going to grow. 227 00:11:20,240 - > 00:11:24,320 Nobody, everybody seems to want to be able to use it, but nobody 228 00:11:24,320 - > 00:11:26,080 wants it uh in in their neighborhood. 229 00:11:26,240 - > 00:11:29,440 Pete Newsome: So just this week, I think it was Utah, there was a 230 00:11:29,440 - > 00:11:34,399 uh a group of residents who were given some sort of communication 231 00:11:34,559 - > 00:11:37,440 where they were told that at some point in the next year, 232 00:11:37,679 - > 00:11:42,559 their current provider of power is going to send all of that to 233 00:11:42,559 - > 00:11:45,120 a data center and they're going to lose their provider. 234 00:11:45,279 - > 00:11:47,120 Now, I I don't know how that's legal. 235 00:11:47,200 - > 00:11:50,159 I don't know any details about how that's possible. 236 00:11:50,480 - > 00:11:53,440 But this is what's going on because these AI companies, they 237 00:11:53,440 - > 00:11:55,600 have uh you know checkbooks with no limit. 238 00:11:55,759 - > 00:11:57,600 They can pay whatever they need to. 239 00:11:57,679 - > 00:12:01,039 And once again, that's great for the current uh skilled trades 240 00:12:01,039 - > 00:12:01,360 workers. 241 00:12:01,440 - > 00:12:02,320 Good for them, right? 242 00:12:02,399 - > 00:12:04,879 They deserve to be uh paid as much as they can get. 243 00:12:05,039 - > 00:12:06,000 I'm all for it. 244 00:12:06,320 - > 00:12:11,840 But the problem is these AI companies, they can pay as much 245 00:12:11,840 - > 00:12:12,399 as they want. 246 00:12:12,559 - > 00:12:18,080 So now it appears even the you know the providers are shifting 247 00:12:18,080 - > 00:12:19,039 away from residents. 248 00:12:19,120 - > 00:12:20,720 I mean, is that how is that possible? 249 00:12:20,960 - > 00:12:23,360 Peter Porebski: And that that just goes into like that's more 250 00:12:23,360 - > 00:12:27,919 fodder for the anti-you know, AI camp of people, like where they 251 00:12:27,919 - > 00:12:31,360 can just one more thing they can point to of how it's shifting, 252 00:12:31,440 - > 00:12:31,759 you know. 253 00:12:31,919 - > 00:12:34,559 It's one thing to say you're losing your job, it's another to 254 00:12:34,559 - > 00:12:37,600 say your house doesn't even have power anymore, or your water 255 00:12:37,600 - > 00:12:40,639 quality is you know not gonna be up to up to par. 256 00:12:40,879 - > 00:12:44,639 So that's yeah, it's and it's all um even with the with the 257 00:12:44,639 - > 00:12:49,200 building of of everything, it's a short to mid-term solution. 258 00:12:49,279 - > 00:12:51,679 Like, yeah, we have like you said, we have current jobs now. 259 00:12:51,840 - > 00:12:53,679 How does that look in five years? 260 00:12:53,840 - > 00:12:55,200 How does that look in 10 years? 261 00:12:55,440 - > 00:12:56,639 And that's what we mean. 262 00:12:56,720 - > 00:12:59,600 It's if we want to have a system that's gonna work for the 263 00:12:59,600 - > 00:13:03,039 current graduates, they're gonna be working for a while. 264 00:13:03,200 - > 00:13:06,240 So they they need something that's gonna be sustain, you 265 00:13:06,240 - > 00:13:09,200 know, it's gonna sustain them into the next couple decades. 266 00:13:09,759 - > 00:13:14,399 Pete Newsome: How how do you think that someone you can go to 267 00:13:14,399 - > 00:13:15,279 a graduation, right? 268 00:13:15,360 - > 00:13:18,240 You have to know you're speaking to young people, obviously. 269 00:13:19,919 - > 00:13:22,000 Is it you mentioned tone deaf earlier? 270 00:13:22,080 - > 00:13:25,679 I've seen that phrase used to describe what happened, and I 271 00:13:25,679 - > 00:13:26,879 don't disagree. 272 00:13:27,440 - > 00:13:30,399 But do you think that that's really where we are, where 273 00:13:30,399 - > 00:13:32,720 there's a certain class of people uh age? 274 00:13:32,879 - > 00:13:34,799 I mean, that that's my age group, right? 275 00:13:34,879 - > 00:13:37,840 I'm certainly sensitive to what's happening. 276 00:13:37,919 - > 00:13:41,360 I'm very concerned about not only what's happening now, but 277 00:13:41,360 - > 00:13:44,879 what can happen to a more significant degree in the very 278 00:13:44,879 - > 00:13:46,080 near future. 279 00:13:46,399 - > 00:13:47,840 How are people oblivious? 280 00:13:47,919 - > 00:13:49,120 That that's what I wonder. 281 00:13:49,279 - > 00:13:52,559 Like, uh is it are they are they getting their news sources from 282 00:13:52,879 - > 00:13:54,159 the wrong places? 283 00:13:54,320 - > 00:13:55,679 I how is this happening? 284 00:13:56,159 - > 00:13:59,759 Peter Porebski: Yeah, I mean it's it's hard to understand 285 00:13:59,759 - > 00:14:03,440 because with the internet it's so easy to, I mean, you can get 286 00:14:03,440 - > 00:14:05,360 your news sources from any number of places. 287 00:14:05,440 - > 00:14:08,960 You can see what the general consensus is, but at the same 288 00:14:08,960 - > 00:14:12,639 time, I mean, every one of us, anyone watching this knows like 289 00:14:12,879 - > 00:14:16,720 how easy it is to get siloed and right now, algorithms they'll 290 00:14:16,720 - > 00:14:17,679 reward what you want. 291 00:14:17,840 - > 00:14:21,039 So, I mean, I can't I can imagine a world where if you 292 00:14:21,039 - > 00:14:23,679 like a certain type of content, you're rewarded with that type 293 00:14:23,679 - > 00:14:26,960 of content, you're rewarded with people who you know agree with 294 00:14:26,960 - > 00:14:27,120 you. 295 00:14:27,279 - > 00:14:30,159 That's how I mean you look in the news, any sort of a lot of 296 00:14:30,159 - > 00:14:32,720 these extremists, a lot of these, you know, different 297 00:14:32,720 - > 00:14:35,519 political groups, that's why the country is is so divided because 298 00:14:35,519 - > 00:14:39,200 you're just getting fed people who agree with you or are like 299 00:14:39,200 - > 00:14:41,919 so wildly against it, you can only think that they're you know 300 00:14:42,000 - > 00:14:43,039 they're crazy. 301 00:14:43,360 - > 00:14:48,399 And I think that it's really easy to maybe get uh get divided 302 00:14:48,399 - > 00:14:48,720 like that. 303 00:14:48,879 - > 00:14:51,200 So that's all I can that's the only way I can think of because 304 00:14:51,200 - > 00:14:54,320 any person who's spent any amount of time generally online 305 00:14:54,480 - > 00:14:57,759 looking at different sources can see that the general consensus 306 00:14:57,759 - > 00:15:01,120 is not all sunshine and rainbows, and that you shouldn't 307 00:15:01,120 - > 00:15:02,879 just uh you know go into blind. 308 00:15:03,120 - > 00:15:04,879 Pete Newsome: It's such a that's a great point. 309 00:15:05,039 - > 00:15:09,600 If you're getting your news from an online source, so we know 310 00:15:09,600 - > 00:15:13,120 that if you watch one network versus one of the others, you're 311 00:15:13,120 - > 00:15:16,159 going to get a very different slant on the same story. 312 00:15:16,320 - > 00:15:18,639 We know that that's been happening for many years now, 313 00:15:18,720 - > 00:15:19,919 and that's a problem. 314 00:15:20,240 - > 00:15:23,600 But now when you get your news from social media, as many of us 315 00:15:23,600 - > 00:15:27,200 do, I'm a Twitter user, if you're on TikTok, as a lot of 316 00:15:27,200 - > 00:15:30,399 young people get their news from, it is going to perpetuate 317 00:15:30,399 - > 00:15:33,039 the same message to uh based on the algorithm. 318 00:15:33,519 - > 00:15:37,120 Last night uh the, or yesterday, the NFL released their schedule, 319 00:15:37,200 - > 00:15:40,799 and what's become trendy is the teams each put out a video. 320 00:15:40,879 - > 00:15:43,120 And they they put a lot of uh effort into those. 321 00:15:43,279 - > 00:15:45,120 They're all catchy, they're fun to watch. 322 00:15:45,279 - > 00:15:48,639 So that was my entire news feed last night because I'm a 323 00:15:48,639 - > 00:15:49,679 football fan. 324 00:15:49,919 - > 00:15:52,879 I would barely know hockey even existed as a sport. 325 00:15:53,039 - > 00:15:54,399 I don't follow hockey. 326 00:15:54,559 - > 00:15:57,600 I don't dislike it, but it's just not something that I pay 327 00:15:57,600 - > 00:15:58,720 close attention to. 328 00:15:58,879 - > 00:16:01,200 And so that's a really valid point. 329 00:16:01,279 - > 00:16:05,200 It is just reaffirming whatever you're already inclined to 330 00:16:05,200 - > 00:16:05,519 believe. 331 00:16:05,600 - > 00:16:09,120 And I wonder about this speaker, if that's kind of what happened. 332 00:16:09,200 - > 00:16:13,200 I mean, could she really be unaware of how severe of a 333 00:16:13,200 - > 00:16:17,039 problem this is for entry-level and young professional workers? 334 00:16:17,519 - > 00:16:20,000 Peter Porebski: It's it's funny because I think it kind of plays 335 00:16:20,000 - > 00:16:23,840 into while even while any person can fall into that trap, it 336 00:16:23,840 - > 00:16:27,200 plays into the out-of-touch, you know, if you're you're an 337 00:16:27,200 - > 00:16:29,200 executive somewhere and yeah, it's great for you because 338 00:16:29,200 - > 00:16:32,480 you're going to make money, but what about like us general, you 339 00:16:32,480 - > 00:16:35,679 know, the the populate, you know, population of the general 340 00:16:35,679 - > 00:16:36,320 workforce? 341 00:16:36,559 - > 00:16:39,679 And I think that that it's so you get you get the two-hit of 342 00:16:39,679 - > 00:16:41,919 there of yeah, this could happen to anybody. 343 00:16:42,080 - > 00:16:44,559 Anybody, she, you know, she could be at home, just that's 344 00:16:44,559 - > 00:16:47,440 her what her social media feed is, is how great X, Y, and Z is. 345 00:16:47,600 - > 00:16:50,320 I'm seeing articles, I'm seeing I'm seeing these articles about 346 00:16:50,320 - > 00:16:53,919 how companies are posting record profits because of AI, because 347 00:16:53,919 - > 00:16:57,200 of all these, you know, ways that it's great for the market. 348 00:16:57,600 - > 00:17:00,639 But if you're not in contact with entry-level people 349 00:17:00,639 - > 00:17:04,319 constantly, young people, people who are maybe not all 350 00:17:04,319 - > 00:17:07,839 executives, you know, around you, it's I can see where it's 351 00:17:07,839 - > 00:17:11,839 easy to lose that perspective, even though that that is a huge 352 00:17:11,839 - > 00:17:12,880 chunk of the work. 353 00:17:13,200 - > 00:17:15,599 That's the that's the largest chunk of the workforce. 354 00:17:15,759 - > 00:17:18,000 Pete Newsome: So I mentioned that I was at a conference 355 00:17:18,000 - > 00:17:20,559 speaking about AI's impact on the job market, and the 356 00:17:20,559 - > 00:17:24,559 conference was uh the American Resort and Development 357 00:17:24,559 - > 00:17:25,039 Association. 358 00:17:25,119 - > 00:17:27,759 It's it was all the big timeshare companies were there. 359 00:17:27,920 - > 00:17:32,720 And I had an opportunity to see various CIOs speak about what 360 00:17:32,720 - > 00:17:36,160 they're doing in technology, how they're approaching AI, and it 361 00:17:36,160 - > 00:17:36,960 was all over the place. 362 00:17:37,039 - > 00:17:40,880 It was a range from very sophisticated, out in front for 363 00:17:40,880 - > 00:17:45,039 sure, to taking it much more slowly. 364 00:17:45,200 - > 00:17:47,599 And it occurred to me while I was listening that if you're an 365 00:17:47,599 - > 00:17:51,680 employee at one company versus another, your exposure is going 366 00:17:51,680 - > 00:17:54,559 to be significant or maybe not much at all. 367 00:17:54,720 - > 00:17:58,960 And even at the companies who are moving fast, if you're not 368 00:17:58,960 - > 00:18:02,960 in a department or a role where you're part of that, it just may 369 00:18:02,960 - > 00:18:06,160 not be something that's on your radar screen as much as it is 370 00:18:06,160 - > 00:18:06,720 for others. 371 00:18:06,880 - > 00:18:09,920 And one of the messages that I think is very important for 372 00:18:09,920 - > 00:18:13,759 everyone in the workforce is don't rely on your employer, 373 00:18:13,920 - > 00:18:16,480 your current employer, because it may not be your future 374 00:18:16,480 - > 00:18:17,039 employer. 375 00:18:17,279 - > 00:18:18,079 Probably won't be. 376 00:18:18,160 - > 00:18:20,640 When you look at how many times people change jobs throughout 377 00:18:20,640 - > 00:18:23,599 their career, statistically, you won't work for that organization 378 00:18:23,599 - > 00:18:24,079 very long. 379 00:18:24,160 - > 00:18:25,119 That's a fact. 380 00:18:25,279 - > 00:18:28,880 Um, hopefully you will, but odds are you won't. 381 00:18:29,119 - > 00:18:34,720 Don't rely on your employer to be your source of AI news and 382 00:18:34,720 - > 00:18:38,720 progress and what's happening, because we've also seen through 383 00:18:38,720 - > 00:18:44,240 the data that depending on how much your manager uses it, 384 00:18:44,400 - > 00:18:48,000 encourages you to use it, that will be the biggest factor in 385 00:18:48,000 - > 00:18:50,319 most workers how quickly they adopt it. 386 00:18:50,480 - > 00:18:52,480 So that's a very limiting thing to do. 387 00:18:52,559 - > 00:18:56,160 And I would go so far as to say it's a dangerous approach to be 388 00:18:56,319 - > 00:19:01,200 to allow yourself to um to not be in the game, so to speak. 389 00:19:01,519 - > 00:19:02,960 Peter Porebski: Yeah, you need to be self-serving. 390 00:19:03,039 - > 00:19:06,079 I mean, in in today's, I don't love the idea of it. 391 00:19:06,160 - > 00:19:09,440 I wish we were back in the day where it was great that you know 392 00:19:09,519 - > 00:19:11,759 you could work at a company and stay there, and that was a 393 00:19:11,759 - > 00:19:15,279 perfectly viable option, and you didn't have to constantly be um 394 00:19:15,279 - > 00:19:16,400 upskilling yourself. 395 00:19:16,480 - > 00:19:18,480 But the fact of the matter is you'd need to. 396 00:19:18,640 - > 00:19:22,640 And in today's society, companies are, you know, large 397 00:19:22,640 - > 00:19:23,759 companies can lay you off. 398 00:19:23,839 - > 00:19:26,480 You there are many, many companies where you are 399 00:19:26,559 - > 00:19:27,839 unfortunately just a number. 400 00:19:27,920 - > 00:19:30,400 And so you have to look out for yourself, you have to look out 401 00:19:30,400 - > 00:19:33,680 for your family and and and your career prospects. 402 00:19:33,839 - > 00:19:37,119 So doing that research on your own, if you feel like you're 403 00:19:37,119 - > 00:19:39,680 not, it's not being, you know, your company's not doing enough, 404 00:19:39,920 - > 00:19:42,240 that is the the recommended way of. 405 00:19:42,559 - > 00:19:45,359 And there, I I know you've talked to managers who are 406 00:19:45,359 - > 00:19:48,079 approaching it poorly, to say the least. 407 00:19:48,160 - > 00:19:50,079 And then you've talked to people who are doing, you know, I 408 00:19:50,079 - > 00:19:51,759 you've told me stories about people who are doing great jobs 409 00:19:51,839 - > 00:19:54,720 where they're using it as a tool to enhance their current 410 00:19:54,720 - > 00:19:58,160 workforce, and it's something that they view as being like a 411 00:19:58,160 - > 00:20:01,920 tool that is going to make the allow their current team to do 412 00:20:01,920 - > 00:20:04,559 better and you know greater and better things and not replace 413 00:20:04,559 - > 00:20:07,519 their entire team, but make them so much better with the you know 414 00:20:07,599 - > 00:20:08,480 the resources they've got. 415 00:20:08,559 - > 00:20:11,519 And then you've got companies that are wanting to replace 416 00:20:11,519 - > 00:20:14,400 their entire team with just you know just AI. 417 00:20:14,640 - > 00:20:16,000 You've got um, what was it? 418 00:20:16,319 - > 00:20:19,759 Uh who was the payment company that uh they announced layoffs 419 00:20:19,759 - > 00:20:21,119 and they had to bring a bunch of people back? 420 00:20:21,359 - > 00:20:21,920 Klarna. 421 00:20:22,160 - > 00:20:22,960 Klarna, yeah. 422 00:20:23,039 - > 00:20:25,759 That's so you've got examples like that where they had to, you 423 00:20:25,759 - > 00:20:28,559 know, sorry, we've got to bring a bunch of you know uh all of 424 00:20:28,559 - > 00:20:30,799 our team back because we couldn't, we tried to do too 425 00:20:30,799 - > 00:20:30,960 much. 426 00:20:31,039 - > 00:20:33,920 And that's not the right way to do it because now in the news, 427 00:20:34,079 - > 00:20:37,200 people are souring on them and it they've shown their hand as 428 00:20:37,200 - > 00:20:40,640 not caring about you know their their team and and all sorts of 429 00:20:40,640 - > 00:20:41,119 negative things. 430 00:20:41,440 - > 00:20:43,359 Pete Newsome: Yeah, that that's such an interesting story 431 00:20:43,519 - > 00:20:45,440 because it's it's one that's unfolding. 432 00:20:45,920 - > 00:20:49,599 Klarna made a lot of news two years ago when they first said 433 00:20:49,839 - > 00:20:53,039 we're going to replace 700 workers with AI. 434 00:20:53,279 - > 00:20:55,519 And they're they're one of the first big companies to come out 435 00:20:55,519 - > 00:20:59,039 and say it, and they said it very directly, and then they 436 00:20:59,039 - > 00:20:59,839 walked it back. 437 00:21:00,000 - > 00:21:01,039 It wasn't working. 438 00:21:01,119 - > 00:21:04,079 But if you look at their latest earnings report, it tells you 439 00:21:04,079 - > 00:21:05,519 that it is in fact working. 440 00:21:05,680 - > 00:21:08,960 They are their headcount is down, their revenue is up. 441 00:21:09,200 - > 00:21:12,799 They just put out their latest new uh news report or uh 442 00:21:12,799 - > 00:21:15,680 earnings release, I think yesterday, which I have not 443 00:21:15,680 - > 00:21:16,880 actually looked at yet. 444 00:21:17,119 - > 00:21:20,720 So we'll I'm actually gonna pull it up while we're talking here 445 00:21:20,720 - > 00:21:23,759 to see what it says because this is a story, and this is, I 446 00:21:23,759 - > 00:21:27,839 think, similar to many AI stories right now, where what's 447 00:21:28,000 - > 00:21:30,880 what you did two years ago is isn't necessarily relevant to 448 00:21:30,880 - > 00:21:31,039 today. 449 00:21:31,119 - > 00:21:33,680 And what you're doing today isn't necessarily going to be 450 00:21:33,680 - > 00:21:36,640 relevant what with what you do six months from now because it's 451 00:21:36,640 - > 00:21:38,160 moving and evolving that quickly. 452 00:21:38,559 - > 00:21:41,680 Peter Porebski: Well, it's funny that it's it that that that one 453 00:21:41,680 - > 00:21:45,680 action of having to offer jobs back to a lot of the team that 454 00:21:45,680 - > 00:21:49,039 were specifically laid off because they needed somebody to 455 00:21:49,039 - > 00:21:53,200 run and manage the AI in areas where it wasn't self sufficient. 456 00:21:53,359 - > 00:21:56,960 Uh that's not the kind of I've you know I've seen lots of news 457 00:21:56,960 - > 00:21:59,759 articles about specifically this situation, and that's not. 458 00:22:00,160 - > 00:22:03,599 The kind of press obviously you want to get, especially in a 459 00:22:03,599 - > 00:22:04,799 tech company like this. 460 00:22:04,960 - > 00:22:08,720 But like you said, is that going to negatively affect their 461 00:22:08,720 - > 00:22:09,440 bottom line? 462 00:22:09,599 - > 00:22:12,799 And then does that just feed into what we've talked about 463 00:22:12,799 - > 00:22:15,680 earlier, where these companies are, well, we can do whatever we 464 00:22:15,680 - > 00:22:15,839 want. 465 00:22:15,920 - > 00:22:19,440 And, you know, the workers who lost their livelihood and were 466 00:22:19,440 - > 00:22:22,960 thrown into a scramble, oh well, you know, we're going to bring 467 00:22:22,960 - > 00:22:23,279 them back. 468 00:22:23,359 - > 00:22:24,720 Maybe, maybe we won't. 469 00:22:24,799 - > 00:22:27,680 Uh, but the company is going to do well, and the CEO's doing 470 00:22:27,680 - > 00:22:29,440 well, and the executives are doing well. 471 00:22:29,599 - > 00:22:32,480 So where does that lead when that's more that's not just one 472 00:22:32,480 - > 00:22:33,440 company we're talking about? 473 00:22:33,519 - > 00:22:36,000 It's dozens of companies doing the same thing. 474 00:22:36,319 - > 00:22:38,960 Pete Newsome: So I'm lucky now, announced yesterday Klarna's 475 00:22:38,960 - > 00:22:41,839 revenue went up by 44% in Q1. 476 00:22:42,319 - > 00:22:46,400 So this is a company that is wasn't afraid to break some 477 00:22:46,400 - > 00:22:47,119 glass with this. 478 00:22:47,599 - > 00:22:50,799 They got some good press, they got some bad press, they kept 479 00:22:50,799 - > 00:22:52,079 pushing, clearly. 480 00:22:52,319 - > 00:22:57,920 They've recently said they now have AI doing the work of 853 481 00:22:57,920 - > 00:22:59,599 people at customer service. 482 00:22:59,759 - > 00:23:03,759 So the the headlines at times are a problem with all of this 483 00:23:03,759 - > 00:23:05,759 because they don't really tell the full story. 484 00:23:05,839 - > 00:23:09,039 And depending on, just like the leaders who are speaking, we 485 00:23:09,039 - > 00:23:11,519 already said be consider your source, consider their 486 00:23:11,519 - > 00:23:11,920 motivation. 487 00:23:12,079 - > 00:23:13,599 I think the same thing goes to headlines. 488 00:23:13,680 - > 00:23:15,839 I mean, we know that journalists are biased. 489 00:23:15,920 - > 00:23:20,000 Uh they want to tell a story that makes AI look like um, you 490 00:23:20,000 - > 00:23:21,119 know, it's a great thing. 491 00:23:21,279 - > 00:23:24,000 They want it to look like it's uh, but if they have a different 492 00:23:24,000 - > 00:23:27,359 perspective, they may want it to look like it's it's anything 493 00:23:27,519 - > 00:23:27,759 but. 494 00:23:27,920 - > 00:23:33,599 So it's hard to know what to believe at all no matter what 495 00:23:33,599 - > 00:23:34,559 your source is these days. 496 00:23:34,799 - > 00:23:37,440 Peter Porebski: Well, media literacy, I mean, this is 497 00:23:37,440 - > 00:23:40,559 unrelated, but media literacy is the number one thing I think 498 00:23:40,640 - > 00:23:43,519 that young people can develop critical thinking and knowing 499 00:23:43,519 - > 00:23:48,000 your source, being skeptical, because as speaking of AI, as 500 00:23:48,000 - > 00:23:51,039 videos can be, you know, there's deep fakes, there's also how do 501 00:23:51,039 - > 00:23:51,759 you know what's real? 502 00:23:51,839 - > 00:23:54,160 How do you everything sounds sensational now? 503 00:23:54,240 - > 00:23:56,240 Every title sounds sensational. 504 00:23:56,480 - > 00:24:00,640 If if if I mean my this is my personal opinion of it, if a 505 00:24:00,640 - > 00:24:04,319 news source is trying to evoke a certain emotion from you, then 506 00:24:04,319 - > 00:24:07,359 you can kind of uh automatically assume that it's going to be 507 00:24:07,359 - > 00:24:08,319 biased in a certain way. 508 00:24:08,400 - > 00:24:11,839 It's not gonna be a neutral, uh, a true neutral source. 509 00:24:12,000 - > 00:24:15,839 But yeah, it's it's crazy because you you see it's this 510 00:24:15,839 - > 00:24:16,720 way, it's that way. 511 00:24:16,880 - > 00:24:21,200 There's you know, there's clearly an agenda behind 90% of 512 00:24:21,200 - > 00:24:22,720 the things that you're gonna see online. 513 00:24:23,279 - > 00:24:25,359 Pete Newsome: So the the earnings report, I agree with 514 00:24:25,359 - > 00:24:25,920 you 100%. 515 00:24:26,240 - > 00:24:30,319 The earnings report also uh said that their um their revenue per 516 00:24:30,319 - > 00:24:34,000 employee has tripled since 2022 because of their use of AI 517 00:24:34,000 - > 00:24:34,400 agents. 518 00:24:34,480 - > 00:24:36,400 So do you think they're gonna slow down? 519 00:24:36,880 - > 00:24:37,119 Peter Porebski: Yeah. 520 00:24:38,000 - > 00:24:40,799 Why would a company you know that's being rewarded for this, 521 00:24:40,880 - > 00:24:43,200 they got to deal with some bad press, they've got to deal with 522 00:24:43,279 - > 00:24:46,640 you know some workers hating them, but at the end of the day, 523 00:24:46,720 - > 00:24:50,559 they're making money and people and most people are gonna just 524 00:24:50,559 - > 00:24:54,240 put up with it and and keep using the product until actual 525 00:24:54,240 - > 00:24:57,839 consumers decide that they don't want to use it or that they're 526 00:24:57,839 - > 00:25:01,039 gonna you know put their principles or whatever, you 527 00:25:01,039 - > 00:25:03,440 know, first, it's not gonna stop them. 528 00:25:03,599 - > 00:25:06,319 And so that's we're just gonna see more companies doing that. 529 00:25:06,559 - > 00:25:08,160 Pete Newsome: So, where where does that fall morally? 530 00:25:08,480 - > 00:25:09,359 You're a millennial. 531 00:25:09,440 - > 00:25:10,400 I'm Gen X. 532 00:25:10,559 - > 00:25:13,920 Your your generation, as we've often talked about, is much more 533 00:25:13,920 - > 00:25:15,519 sensitive to these things than mine. 534 00:25:15,839 - > 00:25:18,079 Peter Porebski: I would say in Gen Z is even more so. 535 00:25:18,160 - > 00:25:20,240 It's so it that's we're what we're talking about. 536 00:25:20,400 - > 00:25:23,759 Millennials, Gen Z, and even you know, we'll see how Gen Alpha 537 00:25:23,759 - > 00:25:27,519 kind of kind of turns out, but it seems that trend is becoming 538 00:25:27,519 - > 00:25:31,039 more uh sensitive to these types of things, I think. 539 00:25:31,119 - > 00:25:34,640 Pete Newsome: So So who's so who's the CEO that's gonna step 540 00:25:34,640 - > 00:25:38,880 up and say, we don't care about profit, we care about the 541 00:25:39,200 - > 00:25:41,599 protecting the workers first and foremost. 542 00:25:41,920 - > 00:25:44,880 Can they can they say that and retain their job? 543 00:25:45,440 - > 00:25:47,759 Peter Porebski: It's interesting because I think they can if it's 544 00:25:47,759 - > 00:25:49,039 a private company, obviously. 545 00:25:49,359 - > 00:25:49,680 Of course. 546 00:25:50,240 - > 00:25:54,720 Publicly traded companies, it's a catch 22 because they want to 547 00:25:54,720 - > 00:25:57,200 get the put good press, but at the end of the day, they are 548 00:25:57,200 - > 00:25:58,640 beholden to their stakeholders. 549 00:25:58,720 - > 00:25:59,839 They have to make money. 550 00:26:00,000 - > 00:26:03,839 So no, I I think there's not really an incentive unless 551 00:26:03,839 - > 00:26:07,200 there's maybe large-scale, like I said, boycotts or some some 552 00:26:07,200 - > 00:26:10,079 sort of thing that's actually going to affect the company. 553 00:26:10,559 - > 00:26:13,839 And whether it's the right thing or wrong thing, you could you 554 00:26:13,839 - > 00:26:18,079 could argue that the company's job is to make money. 555 00:26:18,400 - > 00:26:22,559 But if you've got if you it's at the expense of say, like, like 556 00:26:22,720 - > 00:26:26,079 Verizon, 30% of the population not being able to find a job, 557 00:26:26,400 - > 00:26:29,119 that system isn't gonna isn't gonna stand very long. 558 00:26:29,200 - > 00:26:31,839 If nobody can buy your products, how are you gonna sell more 559 00:26:31,839 - > 00:26:32,319 products? 560 00:26:32,640 - > 00:26:35,519 Pete Newsome: Oh, you you you you mentioned boycotts, and we 561 00:26:35,519 - > 00:26:36,720 see that a lot, right? 562 00:26:36,799 - > 00:26:38,640 Uh in the in the press. 563 00:26:38,960 - > 00:26:41,680 I don't know that that really has much impact. 564 00:26:41,759 - > 00:26:43,279 Those things seem to fade away. 565 00:26:43,359 - > 00:26:45,839 If a company makes it people have too short of attention 566 00:26:45,839 - > 00:26:46,160 spans. 567 00:26:46,240 - > 00:26:47,920 Peter Porebski: They uh everybody wants to talk about 568 00:26:47,920 - > 00:26:48,079 it. 569 00:26:48,160 - > 00:26:51,359 Yeah, we should do, and then uh that all kind of goes the next 570 00:26:51,359 - > 00:26:51,920 news story. 571 00:26:52,000 - > 00:26:55,440 We live in the age of ADD, and everything is the is the 572 00:26:55,440 - > 00:26:58,240 10-minute news cycle and it's just switching around. 573 00:26:58,480 - > 00:27:02,480 So I've seen many times online, I've seen many articles of calls 574 00:27:02,480 - > 00:27:03,839 for boycotts of this. 575 00:27:03,920 - > 00:27:06,960 This company's doing the wrong thing, and you get lots of 576 00:27:06,960 - > 00:27:07,200 people. 577 00:27:07,279 - > 00:27:10,319 It seems like the the majority of people are generally will are 578 00:27:10,319 - > 00:27:12,640 either neutral or agree that yeah, they should this company 579 00:27:12,640 - > 00:27:13,200 shouldn't do it. 580 00:27:13,440 - > 00:27:15,920 Doesn't affect their behavior, so the company doesn't change. 581 00:27:16,240 - > 00:27:17,920 Pete Newsome: Yeah, I mean there were there were calls there's 582 00:27:17,920 - > 00:27:20,799 been multiple occasions where there were calls to boycott 583 00:27:20,799 - > 00:27:21,599 Chick-fil-A. 584 00:27:21,839 - > 00:27:24,880 And if you've been by Chick-fil-A, I can promise you 585 00:27:25,119 - > 00:27:27,920 nobody's that's not affecting their business at all. 586 00:27:28,000 - > 00:27:31,279 The line, you know, wraps around the building ever the entire 587 00:27:31,279 - > 00:27:32,400 time they're open. 588 00:27:32,640 - > 00:27:37,839 But I am concerned that this could become more extreme, 589 00:27:38,000 - > 00:27:38,160 right? 590 00:27:38,319 - > 00:27:43,039 Go from boycotts to you know more more serious things that 591 00:27:43,279 - > 00:27:45,839 happen because when when people are desperate enough. 592 00:27:46,240 - > 00:27:47,359 Peter Porebski: Actual unrest, yeah. 593 00:27:47,599 - > 00:27:50,880 Pete Newsome: Yeah, and yeah, we've seen the the CEO of 594 00:27:51,119 - > 00:27:55,279 OpenAI, Sam Alman's house, has been attacked a couple of times, 595 00:27:55,440 - > 00:27:55,759 right? 596 00:27:55,920 - > 00:28:00,880 I mean, is this the the populists rising against all of 597 00:28:00,880 - > 00:28:01,680 this at some point? 598 00:28:01,839 - > 00:28:05,920 I I don't clearly don't want that to happen, but I could see 599 00:28:05,920 - > 00:28:06,880 how it could happen. 600 00:28:07,279 - > 00:28:10,720 Peter Porebski: Well, like you said, it's it's if the level of 601 00:28:10,720 - > 00:28:14,079 uh desperation and and if when you've got a large popular 602 00:28:14,079 - > 00:28:19,279 population that views their future as bleak, not having you 603 00:28:19,279 - > 00:28:22,400 know whether it's true or not, they the general consensus is 604 00:28:22,400 - > 00:28:25,680 that there are there is not as much opportunity as their 605 00:28:25,680 - > 00:28:30,240 parents had, and that the world is in a worse place than it was 606 00:28:30,240 - > 00:28:32,720 when they were born, or the generations before you see me 607 00:28:33,119 - > 00:28:36,960 right now we see large-scale nostalgia for the 2000s and the 608 00:28:36,960 - > 00:28:38,720 90s, and so and why is that? 609 00:28:38,880 - > 00:28:41,759 Because that's a time before the internet, it's a time or not 610 00:28:41,759 - > 00:28:43,759 even before the internet, but before the current internet, 611 00:28:44,240 - > 00:28:48,000 when people view it as being a better time, and you've got 612 00:28:48,000 - > 00:28:51,279 people rooting for an AI bust the same way there was a dot-com 613 00:28:51,519 - > 00:28:52,079 bust. 614 00:28:52,480 - > 00:28:57,680 So I I don't know where it's gonna go, but yeah, I can see um 615 00:28:58,000 - > 00:29:01,119 when you've if people lose their livelihoods and it and a lot of 616 00:29:01,119 - > 00:29:03,839 these predictions, if they end up coming true for the job 617 00:29:03,839 - > 00:29:07,359 market, when people are fat and happy, it's it's one thing to 618 00:29:07,359 - > 00:29:10,000 say, I'm gonna boycott this, but it's it doesn't affect me that 619 00:29:10,000 - > 00:29:10,160 much. 620 00:29:10,319 - > 00:29:13,519 Where is that line that they get pushed to where it actually 621 00:29:14,079 - > 00:29:15,599 becomes action? 622 00:29:17,839 - > 00:29:22,240 Pete Newsome: I I hope I'm wrong about the trajectory we're on. 623 00:29:22,319 - > 00:29:23,759 Um, but we're going to see. 624 00:29:23,920 - > 00:29:25,279 That's the one thing we know for sure. 625 00:29:25,359 - > 00:29:27,440 What we we will find out as we go. 626 00:29:27,680 - > 00:29:32,240 And if anyone who tell tells you that they know, quote unquote, 627 00:29:32,400 - > 00:29:36,400 what's going to happen, despite all the very confident, bold 628 00:29:36,400 - > 00:29:38,319 statements that we see, no one knows. 629 00:29:38,400 - > 00:29:39,440 We've never experienced anything like that. 630 00:29:39,759 - > 00:29:41,599 Peter Porebski: Well, that's why I think it's it's in it's in a 631 00:29:41,599 - > 00:29:43,279 lot of these companies' interests. 632 00:29:43,440 - > 00:29:46,240 Knowing that millennials are a certain way and the Gen Z are a 633 00:29:46,240 - > 00:29:49,599 certain way, it's in their interest to make it as A, 634 00:29:49,839 - > 00:29:54,240 palatable as they can, and B, work for actual workers. 635 00:29:54,319 - > 00:29:57,200 Like it's saying that you're gonna lay off a huge chunk of 636 00:29:57,200 - > 00:29:59,599 your workforce and they have to just figure it out, if 637 00:29:59,599 - > 00:30:02,000 everyone's doing that, that's not that's not gonna work. 638 00:30:02,079 - > 00:30:04,319 That you need to make it something that's gonna 639 00:30:04,319 - > 00:30:06,880 incorporate it, that's gonna keep the population in a job, 640 00:30:06,960 - > 00:30:09,920 that's gonna keep them, you know, maybe help them reskill. 641 00:30:10,559 - > 00:30:15,839 I think that if you if you act in a completely self-serving 642 00:30:15,839 - > 00:30:19,680 manner with and assume that there are gonna be consequences 643 00:30:19,680 - > 00:30:23,039 down the line, and you need to kind of factor that in. 644 00:30:23,119 - > 00:30:24,319 Companies need to sell products. 645 00:30:24,400 - > 00:30:28,319 They it's in their interest to keep the job, the job market as 646 00:30:28,319 - > 00:30:29,119 stable as possible. 647 00:30:29,680 - > 00:30:30,960 Pete Newsome: Yeah, you need buyers, right? 648 00:30:31,119 - > 00:30:33,599 Yeah, and you need you need future leaders of your company. 649 00:30:33,759 - > 00:30:38,559 So I I was initially hypocritical of a quote uh or a 650 00:30:38,559 - > 00:30:42,240 tweet that I saw from Mark Benioff, the Salesforce CEO, 651 00:30:42,720 - > 00:30:45,839 either last week or the week before, and it was in response 652 00:30:45,839 - > 00:30:49,920 to an article someone shared about how entry uh AI may 653 00:30:49,920 - > 00:30:52,000 actually be a good thing for entry-level work. 654 00:30:52,160 - > 00:30:53,200 I'll put that aside. 655 00:30:53,279 - > 00:30:54,720 We've already debated that enough. 656 00:30:54,960 - > 00:30:58,880 But he replied to that tweet by saying we're hiring a thousand 657 00:30:58,880 - > 00:31:01,119 new grads and interns right now. 658 00:31:01,279 - > 00:31:04,880 And that comes on the heels of Salesforce having significant 659 00:31:04,880 - > 00:31:08,240 cuts in the well, more than 10,000 over the past couple of 660 00:31:08,240 - > 00:31:08,559 years. 661 00:31:08,720 - > 00:31:10,880 So while I initially thought, well, that's rather 662 00:31:10,880 - > 00:31:11,599 hypocritical. 663 00:31:11,759 - > 00:31:14,559 This guy's been on record saying we're no longer going to need to 664 00:31:14,559 - > 00:31:16,480 hire developers because of AI. 665 00:31:16,720 - > 00:31:20,000 But what I want to believe and want to give him the benefit of 666 00:31:20,000 - > 00:31:23,359 the doubt of is that he's aware of that this is a problem. 667 00:31:23,440 - > 00:31:26,559 And now this is a way of stepping up and doing something 668 00:31:26,559 - > 00:31:26,880 about it. 669 00:31:27,039 - > 00:31:31,519 So I of course don't know this guy, but I I thought, wow, okay, 670 00:31:31,599 - > 00:31:32,720 good for you, right? 671 00:31:32,880 - > 00:31:35,839 Good for you if you're identifying this is a societal 672 00:31:35,839 - > 00:31:36,160 problem. 673 00:31:36,880 - > 00:31:40,720 We I I should feel obligated to do something about it. 674 00:31:41,039 - > 00:31:43,200 Peter Porebski: So let me play devil's advocate for that and 675 00:31:43,440 - > 00:31:47,519 say, what if he they use that as they lay off a bunch of people 676 00:31:47,519 - > 00:31:49,759 that they think are paid too highly because they've got 677 00:31:49,759 - > 00:31:53,279 skill, and they just hire a bunch of low-level people at uh 678 00:31:53,279 - > 00:31:56,240 to and save money there and then use AI to supplement the 679 00:31:56,240 - > 00:31:57,839 mid-level skills for that. 680 00:31:57,920 - > 00:32:00,720 So you're taking people who are in the middle of their career, 681 00:32:00,880 - > 00:32:03,599 they you can't pay, they they make too much money, you get rid 682 00:32:03,599 - > 00:32:03,920 of them. 683 00:32:04,079 - > 00:32:06,960 Now you can hire a bunch of low-level, like low-paid people 684 00:32:06,960 - > 00:32:07,200 in there. 685 00:32:07,599 - > 00:32:08,960 Pete Newsome: I mean, look, who knows, right? 686 00:32:09,039 - > 00:32:12,079 And unless we're in the the boardrooms for these decisions, 687 00:32:12,160 - > 00:32:15,440 where which we clearly are not, it's impossible to know. 688 00:32:15,759 - > 00:32:20,240 But I I do think if that approach is short-sighted, just 689 00:32:20,240 - > 00:32:23,039 like you were talking about, if you if there's no if no one has 690 00:32:23,039 - > 00:32:24,880 income, there's no one to buy your product. 691 00:32:25,200 - > 00:32:31,119 So that is self-sabotage in the not too distant future. 692 00:32:31,279 - > 00:32:34,640 But if you want to take a longer-term view, which is hard 693 00:32:34,640 - > 00:32:36,720 to do if you're a public company where you're getting busy. 694 00:32:37,279 - > 00:32:38,480 Peter Porebski: I was gonna say a lot of these companies, I 695 00:32:38,480 - > 00:32:41,359 mean, it's it we can talk about it, but like, is it real? 696 00:32:41,599 - > 00:32:44,880 We see in our current, I mean, the the government and a lot of 697 00:32:44,880 - > 00:32:47,440 these companies, they don't seem to be taking a very long-term 698 00:32:47,440 - > 00:32:48,160 view of things. 699 00:32:48,240 - > 00:32:52,240 How so it's that seems to be the kind of general theme is who 700 00:32:52,240 - > 00:32:54,079 cares what's gonna happen in 10 years? 701 00:32:54,240 - > 00:32:57,359 Pete Newsome: Like Peter, it was a better time 30 years ago. 702 00:32:57,680 - > 00:32:58,880 It was, it was. 703 00:32:59,039 - > 00:33:00,240 We weren't dealing with all this. 704 00:33:00,400 - > 00:33:04,880 Okay, so I think we we've we've talked about this enough for 705 00:33:04,880 - > 00:33:05,279 today. 706 00:33:05,440 - > 00:33:07,839 You mentioned some cuts, let's just cover those quickly. 707 00:33:08,000 - > 00:33:11,440 Yeah, once again, big profits, big cuts. 708 00:33:11,599 - > 00:33:13,359 This is not the way it's historically worked. 709 00:33:13,519 - > 00:33:18,240 So this week we saw Cisco, we saw LinkedIn, LinkedIn, that was 710 00:33:18,240 - > 00:33:18,880 LinkedIn cutting. 711 00:33:19,200 - > 00:33:23,680 LinkedIn is is uh maybe LinkedIn should just be cut altogether. 712 00:33:23,759 - > 00:33:24,559 I'm kidding. 713 00:33:24,720 - > 00:33:29,279 But um big cuts at those companies, GM announced cuts, 714 00:33:29,759 - > 00:33:30,240 here we go. 715 00:33:30,400 - > 00:33:31,359 I mean, it's like every week. 716 00:33:31,440 - > 00:33:34,400 I don't I don't remember the last week we didn't have stories 717 00:33:34,400 - > 00:33:37,599 like this from household names, major employers. 718 00:33:37,759 - > 00:33:38,960 The hits just keep coming. 719 00:33:39,440 - > 00:33:40,720 Peter Porebski: Seems like it's all AI too. 720 00:33:40,799 - > 00:33:43,519 I mean, if it seems like that at home area, like these are all AI 721 00:33:43,519 - > 00:33:46,319 companies or these are all AI departments, you're not wrong. 722 00:33:46,400 - > 00:33:48,880 This is where the most of these are uh coming in. 723 00:33:48,960 - > 00:33:52,480 That's where the AI uh the AI growth is, I guess, the 724 00:33:52,559 - > 00:33:54,319 strongest for these companies. 725 00:33:54,720 - > 00:33:56,799 Pete Newsome: Yeah, so there's there's really not much for us 726 00:33:56,799 - > 00:33:58,319 to say there beyond that, right? 727 00:33:58,559 - > 00:34:01,680 Because some people will see that and say it's just AI 728 00:34:01,680 - > 00:34:05,599 washing, they're just right sizing after overhiring 729 00:34:05,759 - > 00:34:06,559 post-COVID. 730 00:34:06,799 - > 00:34:10,559 Others will say it's AI taking jobs. 731 00:34:10,800 - > 00:34:13,599 Once again, we we don't really know, but we do know the cuts 732 00:34:13,599 - > 00:34:16,079 are happening, and they're happening with a lot of 733 00:34:16,079 - > 00:34:16,960 frequency. 734 00:34:17,280 - > 00:34:20,400 And no matter the reason, that's a bad thing. 735 00:34:20,559 - > 00:34:23,039 So we'll keep monitoring those and every week. 736 00:34:23,360 - > 00:34:24,400 Hopefully, maybe we'll get lucky. 737 00:34:24,719 - > 00:34:26,320 Peter Porebski: Hopefully it goes away and we aren't we 738 00:34:26,320 - > 00:34:28,960 aren't you know announcing multiple every week, but yeah. 739 00:34:29,360 - > 00:34:31,440 Pete Newsome: Yeah, I mean look, this is we're in the staffing 740 00:34:31,440 - > 00:34:31,760 business. 741 00:34:31,920 - > 00:34:35,599 This is a bad thing, regardless of the the motivation behind the 742 00:34:35,599 - > 00:34:35,920 cuts. 743 00:34:36,000 - > 00:34:39,440 It's not uh something we want to see, to say the least. 744 00:34:39,760 - > 00:34:45,280 But let's close with uh what seemed to be a cycle of stories 745 00:34:45,280 - > 00:34:48,960 this week about worker mindset and mentality. 746 00:34:49,119 - > 00:34:53,679 And and I think uh this almost makes what is a bad situation 747 00:34:53,679 - > 00:34:53,920 worse. 748 00:34:54,079 - > 00:34:55,920 So just I'll read a couple headlines to you. 749 00:34:56,639 - > 00:35:01,440 Glassdoor reported that worker burnout has hit two and a half 750 00:35:01,440 - > 00:35:03,119 times what it was pre-COVID. 751 00:35:05,679 - > 00:35:08,800 Gallup said that employee engagement has dropped to 752 00:35:08,800 - > 00:35:09,679 ten-year lows. 753 00:35:10,960 - > 00:35:14,800 Monster reported that three and four workers say employer, their 754 00:35:14,800 - > 00:35:17,280 employer doesn't adequately support mental health. 755 00:35:17,440 - > 00:35:20,559 And then Glassdoor's report, they put out, I believe it's 756 00:35:20,559 - > 00:35:23,360 monthly, for employer confidence, has dropped to 757 00:35:23,519 - > 00:35:24,800 record a record low. 758 00:35:25,119 - > 00:35:31,199 So four major sources of of data have all said employers, 759 00:35:31,440 - > 00:35:34,480 employees are not engaged, they're not feeling good. 760 00:35:34,639 - > 00:35:38,079 They're and employees who are engaged are not productive 761 00:35:38,079 - > 00:35:40,000 employees, they're not efficient employees. 762 00:35:40,159 - > 00:35:42,800 If you're not happy, you're not gonna do a good job, or not as 763 00:35:42,800 - > 00:35:44,320 good of a job as you otherwise would. 764 00:35:44,400 - > 00:35:45,280 We know that. 765 00:35:45,679 - > 00:35:49,199 So to me, this is just making a bad situation worse. 766 00:35:49,519 - > 00:35:50,480 Peter Porebski: I I agree. 767 00:35:50,639 - > 00:35:53,280 Um, it it is gonna make a bad situation worse. 768 00:35:53,440 - > 00:35:55,679 I mean, a lot of I guess you can't control whether you're 769 00:35:55,679 - > 00:35:57,360 burnt out or not on the on your job. 770 00:35:57,440 - > 00:36:01,920 So that's what I would say is these these people, a lot of so 771 00:36:02,000 - > 00:36:05,119 these, these, these surveys, they obviously they must have 772 00:36:05,119 - > 00:36:05,920 asked workers. 773 00:36:06,159 - > 00:36:08,960 Our own survey did a similar thing where we ask about your 774 00:36:08,960 - > 00:36:10,559 anxiety in the job market. 775 00:36:10,960 - > 00:36:16,000 So I guess it's not necessarily explicitly saying it's affecting 776 00:36:16,000 - > 00:36:16,639 their behavior. 777 00:36:16,800 - > 00:36:19,599 We know that if somebody is disengaged, they're not going to 778 00:36:19,599 - > 00:36:20,960 be up to their top potential. 779 00:36:21,119 - > 00:36:23,920 Whether the person, the worker is going to admit that or not, 780 00:36:24,079 - > 00:36:24,960 that's another thing. 781 00:36:25,119 - > 00:36:30,639 But yeah, I can I can see where uh where it's you're you know, 782 00:36:30,719 - > 00:36:33,280 you've got this this workforce that's burnt out that doesn't 783 00:36:33,280 - > 00:36:35,840 care, but then you've got companies that are apparently in 784 00:36:35,840 - > 00:36:39,039 the mode of getting rid of non-producing workers. 785 00:36:39,280 - > 00:36:42,000 So that's a it's a dangerous place to be. 786 00:36:42,239 - > 00:36:45,679 But on the flip side, I can see where when you're seeing article 787 00:36:45,679 - > 00:36:48,239 after article, like we just talked about, companies laying 788 00:36:48,239 - > 00:36:53,039 off, AI looming, it's hard for it for someone to not feel 789 00:36:53,039 - > 00:36:57,840 anxiety about the market, burnout at their job, uh force 790 00:36:58,000 - > 00:37:02,400 you're forced to produce because there is no other option for 791 00:37:02,400 - > 00:37:02,559 you. 792 00:37:02,719 - > 00:37:05,599 Um I and I don't know a good solution to it. 793 00:37:05,679 - > 00:37:08,000 It's it seems like that's kind of the mode we're in right now 794 00:37:08,079 - > 00:37:10,000 with the general workforce mentality. 795 00:37:10,320 - > 00:37:13,119 Pete Newsome: So the we've seen a change over the years where 796 00:37:13,360 - > 00:37:18,320 when I was getting started in my career, no one was concerned 797 00:37:18,320 - > 00:37:19,840 about employee mental health. 798 00:37:20,000 - > 00:37:23,519 No one was, there were no surveys about engagement the way 799 00:37:23,519 - > 00:37:24,239 that there is now. 800 00:37:24,480 - > 00:37:27,599 You were expected to do your job and no one was asking about your 801 00:37:27,599 - > 00:37:29,440 emotions that were attached to it, right? 802 00:37:29,599 - > 00:37:31,360 I mean, very old school. 803 00:37:31,760 - > 00:37:33,360 That's become prevalent. 804 00:37:33,519 - > 00:37:36,960 But to me, the concern is, and now whether that's something 805 00:37:36,960 - > 00:37:40,159 that should be part of the workplace or not, uh everyone 806 00:37:40,159 - > 00:37:41,440 can have an opinion on. 807 00:37:41,679 - > 00:37:45,920 But I worry about that happening right now at a time where it's 808 00:37:45,920 - > 00:37:48,960 easy, like you were just saying, it you you hear it often when 809 00:37:48,960 - > 00:37:49,760 when AI comes up. 810 00:37:49,840 - > 00:37:52,719 Well, AI doesn't call the the the robot, so to speak, right? 811 00:37:52,880 - > 00:37:56,320 Doesn't call in sick, doesn't complain, doesn't take time off. 812 00:37:56,559 - > 00:37:58,239 The robot works 24-7. 813 00:37:58,559 - > 00:37:59,519 We know that. 814 00:37:59,760 - > 00:38:05,599 And now we have employers having to look at their own team in 815 00:38:05,599 - > 00:38:06,159 many cases. 816 00:38:06,239 - > 00:38:09,280 I mean, based on this data, this is significant, it's a problem, 817 00:38:09,599 - > 00:38:12,880 uh, but it's a problem that could potentially be solved not 818 00:38:12,880 - > 00:38:14,320 to the worker's benefit. 819 00:38:14,480 - > 00:38:17,840 Where if you're deciding, do I want to solve this with my the 820 00:38:17,840 - > 00:38:22,079 emotional challenges of my team, or do I want to just make a 821 00:38:22,079 - > 00:38:24,800 decision that'll allow that to go away altogether? 822 00:38:25,119 - > 00:38:28,000 I just it's I don't I don't have a good answer either. 823 00:38:28,079 - > 00:38:30,800 I there's no solution to this, but seeing it to me was 824 00:38:30,800 - > 00:38:33,280 concerning this week because I thought, boy, well, now we're 825 00:38:33,280 - > 00:38:36,159 just giving employers another reason to look at. 826 00:38:36,480 - > 00:38:38,079 Peter Porebski: Well, you've got to catch 22 here because you've 827 00:38:38,079 - > 00:38:38,400 got that. 828 00:38:38,559 - > 00:38:41,360 So then how so then how does the worker feel when they're like, 829 00:38:41,440 - > 00:38:44,800 if I'm not at my 100% every single day, I'm just gonna get 830 00:38:44,800 - > 00:38:46,239 laid off and replaced with a robot? 831 00:38:46,320 - > 00:38:50,159 And then how does that not make you feel burnt out at your job? 832 00:38:50,239 - > 00:38:53,840 If you're like every I you know, we've got meta talk talking 833 00:38:53,840 - > 00:38:56,239 about how they're key, they're key tracking their employees, 834 00:38:56,400 - > 00:38:58,320 and so you can't have an off day. 835 00:38:58,400 - > 00:39:02,079 You can't have in say, you know, when you were starting out, that 836 00:39:02,079 - > 00:39:05,519 wasn't a conversation, as you said, but you also weren't as 837 00:39:05,840 - > 00:39:08,719 like closely monitored every second of your day. 838 00:39:08,960 - > 00:39:11,599 Maybe you could you could actually get away from you know 839 00:39:11,760 - > 00:39:14,559 your boss for a second and you can work, you're not having 840 00:39:14,559 - > 00:39:15,519 someone constantly looking at. 841 00:39:15,679 - > 00:39:18,960 I mean, I know that that existed always always, but the internet 842 00:39:19,119 - > 00:39:22,719 wasn't at the at such a level where there could be such you 843 00:39:22,719 - > 00:39:27,039 know, I guess AI enforced micromanaging of your of your 844 00:39:27,039 - > 00:39:28,480 every single move. 845 00:39:28,639 - > 00:39:31,440 And it does, and I can see where you know the worker is getting 846 00:39:31,440 - > 00:39:31,840 burnt out. 847 00:39:31,920 - > 00:39:34,719 They have to fight against it because, like you said, it's 848 00:39:34,960 - > 00:39:38,320 it's not a good situation to be in, but I can understand how it 849 00:39:38,480 - > 00:39:39,760 how it's happening. 850 00:39:40,159 - > 00:39:43,360 Pete Newsome: I struggle with this, as you know, uh, because 851 00:39:43,360 - > 00:39:45,039 this isn't how I grew up. 852 00:39:45,280 - > 00:39:49,519 And yeah, one of one of my my sons who's home from college, 853 00:39:49,599 - > 00:39:53,280 uh, he's working outside, he's doing a physical job this 854 00:39:53,280 - > 00:39:57,519 summer, he's working long hours, and he's like, oh, this this 855 00:39:57,519 - > 00:39:59,039 kind of sucks at times. 856 00:39:59,119 - > 00:40:01,840 And I'm like, yeah, that's why they're paying you to show up 857 00:40:01,840 - > 00:40:02,480 and do it. 858 00:40:02,639 - > 00:40:02,800 Yeah. 859 00:40:03,440 - > 00:40:07,199 If this was going to be fun and and something you would do for 860 00:40:07,199 - > 00:40:09,119 free, you wouldn't be getting paid for it. 861 00:40:09,280 - > 00:40:10,960 And I say that somewhat in jest. 862 00:40:11,199 - > 00:40:13,519 He actually likes the job he's doing a lot and is having fun 863 00:40:13,519 - > 00:40:14,320 with it too. 864 00:40:14,559 - > 00:40:17,280 But to me, that's sort of a a balance. 865 00:40:17,440 - > 00:40:21,280 If you work does kind of suck in many cases, right? 866 00:40:21,440 - > 00:40:22,719 That's why it's called work. 867 00:40:22,800 - > 00:40:24,079 It's not called fun. 868 00:40:24,559 - > 00:40:28,239 But you want to be in an environment where hopefully you 869 00:40:28,239 - > 00:40:31,039 care about what you're doing, you enjoy the people you get to 870 00:40:31,039 - > 00:40:33,280 do it with, who you report to. 871 00:40:33,679 - > 00:40:38,239 So, as I think I've said two times already today, more than 872 00:40:38,239 - > 00:40:39,360 one thing can be true. 873 00:40:39,519 - > 00:40:42,559 Work can be hard, it can be stressful and pressure. 874 00:40:42,719 - > 00:40:44,400 I assume that it's going to be. 875 00:40:44,719 - > 00:40:48,320 Again, that's just how I was brought up and how I started in 876 00:40:48,320 - > 00:40:49,280 the workforce. 877 00:40:49,599 - > 00:40:54,159 But you also don't want to be miserable, right? 878 00:40:54,320 - > 00:40:59,840 You don't want to be fearful and and not it enjoy who you get to 879 00:40:59,840 - > 00:41:01,039 interact with all day. 880 00:41:01,280 - > 00:41:02,639 So make a change. 881 00:41:02,800 - > 00:41:06,480 That that's you know, it don't let don't let that change be 882 00:41:06,480 - > 00:41:11,199 made for you because if if you're miserable, it's gonna 883 00:41:11,199 - > 00:41:15,039 show up in what you do, and and then you'll be forced out. 884 00:41:15,280 - > 00:41:18,559 So find a way to get into a situation where it's not that 885 00:41:18,559 - > 00:41:18,800 bad. 886 00:41:18,960 - > 00:41:22,320 But again, that that's that's not even a great, you know, 887 00:41:22,400 - > 00:41:24,320 that's no silver bullet to this, that's for sure. 888 00:41:24,559 - > 00:41:26,320 Peter Porebski: Yeah, it's it's funny that you bring that up 889 00:41:26,400 - > 00:41:29,519 because I I wonder if the the general anxiety that's growing 890 00:41:29,519 - > 00:41:31,679 in the job market contributes to that. 891 00:41:31,920 - > 00:41:35,360 Because if you're stuck in a job and you feel like I gotta stay 892 00:41:35,360 - > 00:41:39,360 here because I can't, you know, stay in the in the 90s or in the 893 00:41:39,360 - > 00:41:42,079 2000s, I can quit, you know, I can always find another job. 894 00:41:42,159 - > 00:41:42,719 That's the thing. 895 00:41:42,800 - > 00:41:44,159 Like you don't like this job, find another. 896 00:41:44,480 - > 00:41:46,000 Do people feel like that today? 897 00:41:46,239 - > 00:41:47,840 Can they always just find another job? 898 00:41:47,920 - > 00:41:51,039 And when you see companies laying off, not hiring, everyone 899 00:41:51,039 - > 00:41:54,719 knows that you know these positions we we know better than 900 00:41:54,719 - > 00:41:55,039 anyone. 901 00:41:55,199 - > 00:41:57,920 A position gets hundreds of applications within the first 902 00:41:57,920 - > 00:42:00,159 day, you know, you're that you're fighting against everyone 903 00:42:00,239 - > 00:42:02,400 saying don't you don't want to be in the job market if you 904 00:42:02,400 - > 00:42:03,519 don't have to right now. 905 00:42:03,679 - > 00:42:07,280 So we've got this job hugging trend where people feel that 906 00:42:07,280 - > 00:42:10,639 they've got to stick with what they've got, even if that's not 907 00:42:10,719 - > 00:42:13,920 uh where it if it were in a uh in a great situation right now, 908 00:42:14,079 - > 00:42:15,840 maybe they would leave and they would find a better job. 909 00:42:16,480 - > 00:42:18,719 Pete Newsome: All right, so I'll I'll I'll give you my reaction 910 00:42:18,719 - > 00:42:22,239 to that, which is not necessarily going to be popular, 911 00:42:22,320 - > 00:42:27,519 but it's what I believe is true, is I come back to this often. 912 00:42:27,679 - > 00:42:29,679 The job market is about supply and demand. 913 00:42:30,320 - > 00:42:34,320 So depending on where you fall on that spectrum, if you have a 914 00:42:34,320 - > 00:42:39,280 skill set, experience that is in short supply, you have lots of 915 00:42:39,280 - > 00:42:42,880 options, or at least you have options, and you can make those 916 00:42:42,880 - > 00:42:44,400 changes that we talked about. 917 00:42:44,559 - > 00:42:47,440 You can leave, you can put yourself out there and get into 918 00:42:47,440 - > 00:42:49,519 a better situation if you don't like the one you're in. 919 00:42:49,760 - > 00:42:53,519 If you don't, then that is the situation that you're in, for 920 00:42:53,519 - > 00:42:54,159 better or worse. 921 00:42:54,239 - > 00:42:57,920 And it may be worse, that may not be a good thing, but don't 922 00:42:57,920 - > 00:42:59,920 compound the problem, right? 923 00:43:00,079 - > 00:43:00,880 Identify it. 924 00:43:00,960 - > 00:43:04,239 And if you have to do that, because your family requires it, 925 00:43:04,400 - > 00:43:07,679 your livelihood, your ability to pay your bills, it's 926 00:43:07,679 - > 00:43:08,559 unfortunate. 927 00:43:08,719 - > 00:43:09,199 It is. 928 00:43:09,280 - > 00:43:12,719 And and I've been in tough situations before myself. 929 00:43:12,880 - > 00:43:17,679 I've faced been faced, I speak from experience, fortunately, 930 00:43:17,840 - > 00:43:20,960 many years ago when I was younger and I had less 931 00:43:20,960 - > 00:43:25,199 responsibilities, but I was in a situation where every day was 932 00:43:25,199 - > 00:43:25,920 miserable. 933 00:43:26,159 - > 00:43:28,639 And I couldn't get out tomorrow. 934 00:43:28,880 - > 00:43:30,159 I had to suck it up. 935 00:43:30,239 - > 00:43:34,800 And and it was with a job that I was in for many years or several 936 00:43:34,800 - > 00:43:36,239 years where I did like it. 937 00:43:36,480 - > 00:43:38,159 Situation changed, got a new manager. 938 00:43:38,239 - > 00:43:39,280 You've heard the story before. 939 00:43:39,519 - > 00:43:42,559 It went from a happy place to a miserable place overnight. 940 00:43:42,800 - > 00:43:47,119 Well, I was married, I had a I had a child, had a second one on 941 00:43:47,119 - > 00:43:49,280 the way, I had to suck it up. 942 00:43:49,599 - > 00:43:53,519 And I had to do the best job I could until I could find a way 943 00:43:53,519 - > 00:43:53,679 out. 944 00:43:53,760 - > 00:43:57,679 So it wasn't an immediate solution, but I was committed to 945 00:43:57,679 - > 00:43:58,559 two things at one time. 946 00:43:58,719 - > 00:44:01,440 One, making sure I did the Best I could while they were paying 947 00:44:01,440 - > 00:44:02,079 me to do it. 948 00:44:02,239 - > 00:44:04,079 And then I found a way out. 949 00:44:04,239 - > 00:44:07,599 So I, you know, that again, that may not be the most popular way 950 00:44:07,599 - > 00:44:11,519 to answer that, but but at some point we have to be realistic 951 00:44:11,519 - > 00:44:12,000 about this. 952 00:44:12,159 - > 00:44:15,199 Just because you want it to be good doesn't mean it will be. 953 00:44:15,360 - > 00:44:18,159 And if if that's what where you have to show up every day 954 00:44:18,239 - > 00:44:21,599 because your livelihood depends on it, don't compound the 955 00:44:21,599 - > 00:44:21,840 problem. 956 00:44:22,159 - > 00:44:22,400 Peter Porebski: Yep. 957 00:44:22,480 - > 00:44:23,280 And I I agree. 958 00:44:28,960 - > 00:44:31,840 But as long as you are still trying at your job and you're 959 00:44:31,840 - > 00:44:35,039 doing what you're paid to do, I guess it's a moot point. 960 00:44:35,119 - > 00:44:39,039 You know, you you can uh in the meantime look for what you know 961 00:44:39,119 - > 00:44:40,400 for something to change. 962 00:44:40,639 - > 00:44:43,840 Um it's just interesting to see these, this is kind of the 963 00:44:43,840 - > 00:44:47,760 general worker sentiment uh right now, is that that anxiety 964 00:44:47,760 - > 00:44:52,000 in the workplace and growing, you know, just disengagement or 965 00:44:52,000 - > 00:44:54,719 unhappiness with their uh with their current situation. 966 00:44:54,880 - > 00:44:57,039 Pete Newsome: So the the one thing that also surprised me 967 00:44:57,039 - > 00:45:00,159 about this, and and this isn't a happy topic, right? 968 00:45:00,320 - > 00:45:04,400 Uh, but our own survey data, which we rely on, we don't know 969 00:45:04,400 - > 00:45:06,960 the source of the these data, these surveys. 970 00:45:07,039 - > 00:45:10,159 We assume that they were done legitimately, but we know how 971 00:45:10,159 - > 00:45:10,800 ours is done. 972 00:45:10,960 - > 00:45:15,280 And we actually saw that the workforce was generally in a 973 00:45:15,280 - > 00:45:15,840 good spot. 974 00:45:15,920 - > 00:45:20,960 They're worried about the future, but our uh employee 975 00:45:20,960 - > 00:45:23,440 mindset survey came back pretty positive. 976 00:45:23,519 - > 00:45:25,360 What most people are happy where they are. 977 00:45:25,440 - > 00:45:26,320 So that was good to see. 978 00:45:26,480 - > 00:45:29,119 That's why this was also a surprise to me this week, 979 00:45:29,199 - > 00:45:30,079 because this is really negative. 980 00:45:30,159 - > 00:45:32,639 Peter Porebski: Uh, yeah, ours was, you know, we saw anxiety in 981 00:45:32,639 - > 00:45:35,280 the job market, but what they, you know, the job that they 982 00:45:35,280 - > 00:45:37,599 currently have, most people seem to be happy with. 983 00:45:37,679 - > 00:45:39,760 And that whether that's because they're happy that they have a 984 00:45:39,760 - > 00:45:43,039 job at all, or you know, that they truly would be there even 985 00:45:43,039 - > 00:45:44,559 if they they had other options. 986 00:45:44,800 - > 00:45:46,480 We don't necessarily know that. 987 00:45:46,639 - > 00:45:50,000 But uh yeah, it's that's why I I guess I kind of look at it like 988 00:45:50,159 - > 00:45:54,960 the job market may be anxious, uh, but seeing these studies you 989 00:45:54,960 - > 00:45:58,239 know, saying that people are disengaged, I do wonder if it's 990 00:45:58,239 - > 00:46:00,400 a certain type of you know, employee. 991 00:46:00,559 - > 00:46:02,000 Maybe it's entry level. 992 00:46:02,079 - > 00:46:05,360 We know that there's you know a lot of issues with entry right 993 00:46:05,360 - > 00:46:08,480 now, um, but we'd have to see kind of you know how they 994 00:46:08,480 - > 00:46:10,800 actually did their number, you know, their numbers for each one 995 00:46:10,800 - > 00:46:11,039 of these. 996 00:46:11,360 - > 00:46:14,320 Pete Newsome: Yeah, and we'll and we'll be tracking our own um 997 00:46:14,800 - > 00:46:15,440 survey. 998 00:46:15,679 - > 00:46:19,039 So we do the uh as part of our employee mindset survey, we have 999 00:46:19,039 - > 00:46:22,960 an employee confidence index, a job satisfaction index that goes 1000 00:46:22,960 - > 00:46:23,760 into those numbers. 1001 00:46:23,840 - > 00:46:28,800 And they were down slightly in Q1, or I'm sorry, uh yeah, in Q1 1002 00:46:28,800 - > 00:46:29,760 versus Q4. 1003 00:46:30,239 - > 00:46:33,679 But we'll have to see how these trend over time. 1004 00:46:33,840 - > 00:46:37,039 I'm sorry, they were down slightly in Q2 compared to Q1. 1005 00:46:37,199 - > 00:46:39,360 Boy, are we that at that far into the year already? 1006 00:46:39,599 - > 00:46:40,239 I guess we are. 1007 00:46:40,400 - > 00:46:41,199 That's crazy. 1008 00:46:41,360 - > 00:46:45,599 Um, so they they went down slightly, but I wouldn't be 1009 00:46:45,599 - > 00:46:48,880 surprised based on this if we see that uh those go even 1010 00:46:48,880 - > 00:46:50,159 farther down, hopefully not. 1011 00:46:50,239 - > 00:46:51,199 But um, yeah, it's not. 1012 00:46:51,679 - > 00:46:53,280 Peter Porebski: Some of these burnout studies, you know, 1013 00:46:53,360 - > 00:46:55,760 they're they're over a year or several years. 1014 00:46:55,920 - > 00:46:59,840 So there's gonna be a low, you know, this is a low since 2016, 1015 00:46:59,920 - > 00:47:03,039 you know, a low since so I can see where they're getting 1016 00:47:03,039 - > 00:47:05,440 dramatic numbers, maybe if you're comparing against 10 1017 00:47:05,440 - > 00:47:06,239 years ago. 1018 00:47:06,400 - > 00:47:10,880 Um but in the in the most recent future, it doesn't seem like 1019 00:47:10,880 - > 00:47:13,760 there's been a huge, huge drop as we go on, you know. 1020 00:47:13,840 - > 00:47:16,719 Obviously, we'll see kind of what trends start to develop. 1021 00:47:17,039 - > 00:47:19,199 Pete Newsome: Yes, we will, and we will see what next week 1022 00:47:19,199 - > 00:47:20,480 brings, as always. 1023 00:47:20,639 - > 00:47:21,840 So I think we can end here. 1024 00:47:22,000 - > 00:47:25,440 That's a little but a bit of a negative note to end what. 1025 00:47:26,000 - > 00:47:29,280 But look, we don't make the news, we're just talking about 1026 00:47:29,280 - > 00:47:29,360 it. 1027 00:47:29,599 - > 00:47:30,320 What happens? 1028 00:47:31,039 - > 00:47:34,559 But if you want to uh go go check out the the UCF 1029 00:47:34,559 - > 00:47:37,679 commencement video if you haven't seen it yet, and let us 1030 00:47:37,679 - > 00:47:38,880 know your feedback on that. 1031 00:47:39,280 - > 00:47:39,760 Let us know. 1032 00:47:40,000 - > 00:47:43,280 It was I think everyone would agree that the audience was 1033 00:47:43,280 - > 00:47:46,400 wrong to to deliver that message to, but was the message wrong? 1034 00:47:46,559 - > 00:47:47,920 Do you where do you fall on that? 1035 00:47:48,079 - > 00:47:49,679 I find that fascinating right now. 1036 00:47:49,920 - > 00:47:50,559 Peter Porebski: Yep. 1037 00:47:51,039 - > 00:47:51,519 Pete Newsome: All right. 1038 00:47:51,679 - > 00:47:53,039 Well, that's it for today. 1039 00:47:53,199 - > 00:47:54,880 Have a great weekend, and bye for now. 1040 00:47:55,119 - > 00:47:55,760 All right, bye.