Lessons - What’s a Lazy Girl Job? | Gabrielle Judge - Founder & CEO of Tula and The Anti-Work Girl Boss

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personal boundaries and work can lead to long-term success so your your perception of work was this is like the one thing that pre-concussion was this was the one thing that I can control in my life yes this is the one thing that the input equals the output and if I put more in I'll get more out of it and this is like the career path so concussion happens post concussion um the creator journey is wild and and like it's manic at times and it's almost like because we're both on it and it feels like there's like zero control so yeah very much like seriously though so when you need and crave that control it's not like 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 almost half over whatever so how do you find control and comfort in creative process and thought when your life was so regimented I like that I think something that was really frustrating for me when I was at that job was that I felt like the job couldn't keep up with the ideas or the things that I wanted to do and so I found a lot of freedom and confidence in content creation because the cool well it's cool and it's not so cool sometimes that we wear so many hats right it's like we're like the brand person the CEO like the content like there's just so much behind content creation especially in the beginning when you don't have resources to really find those teams for yourself that that was really comforting for me because it was like okay well if I do this full-time by myself I can at least control the output again in a different way um and I wasn't getting as many notes I hated getting notes in corporate America where it was like yeah you can do this eventually or like no you're not gonna get this right now eventually like I just didn't like that feeling it made me feel like a lot of financial scarcity a lot of um I felt very limited and so I just I don't know I felt more empowered in this like delusional content creation space it's so wild to me that you felt you felt safer in a content creation space than like the salaried w2 9 to 5 you actually have a paycheck job yeah that's like a 180 from what most people would consider to be with the rational safe choice well it took me a while to like make the full transition so it was like the concussion happened and then I got my lazy girl job that was like where my mindset and my ethos really started to happen was like two years ago but it didn't have this is around like quiet quitting phenomena yeah it was like the summer of 2021 so it was like a big great resignation time yeah so it was super easy like if you had a heartbeat and resume it could just jump shift to like a great tech company which was awesome um I'm really grateful of that experience but it was like I wanted to prioritize like still having the stability of having a w2 w9 and having you know like a paycheck and things like that but I wanted to really try out this content creation stuff and so it probably took me I don't know like a year and a half to make the full transition to full-time content creation but it was definitely in the goal since the concussion so it's okay so I want to I want to like super clearly articulate what lazy girl job is because I was sort of set the frame for everything else we're talking about so a couple thoughts um I haven't worked in a position like that in a while where I've worked under it because I've worked in startup so it's yeah it's especially in like an executive role it's very hard to take like a lazy mentality when like 25 things daily depend on you like it's very much noticed but in the larger corporation I could totally see how that works but the concept is not quiet quitting concept the quiet quitting is very different in my opinion where it's like you already checked out if your job and you're looking and you're applying for the next one whereas lazy girl job is that the best way to describe it is just you're doing the job that's like written on your resume but you're doing is it bare minimum or is it is it just what's expected because I also feel like this came from again I'm removed from that type of role but I feel like this came from the fact that there was like scope creep in job descriptions yeah like to it like a significant degree and I don't I don't know if that was really present when I was working so I feel like when I'm working in nine to five and I'm doing the job especially in like a sales role for example I hit my numbers and that's what I'm responsible for there's there's no scope creep it's not like I'm doing engineering on the side or I'm not doing other things I'm just doing my job so you feel like there's a significant scope creep in work and then it's like lazy girl is actually not lazy it's actually bringing it back to baseline as to like this is what you're actually getting paid to do is that the fair that's a great way to put it I always want to say the bare minimum but I feel like that creates the story of like not doing your job but I really just mean what you're saying the opposite of scope creep so it's like focusing on the job responsibilities and eliminating the unnecessary work that tends to usually happen in corporate America and just a quick thought experiment why would this happen post-COVID why did this scope creep happen that give a give a very tangible example if I'm sure people reach out to do all the time now with like bullshit their company asks them to do that is told they're not yeah things they should be doing um either this seems to be a phenomenon affecting everybody I don't know if has to do with working from home people don't have the same emotional attachments so they're seen as like just just quote air quotes just employees as opposed to like real people like you miss that in person you know I can I can see you in the office I just want to treat you with respect and like all of a sudden just treating you like a like a peon whatever it is I have no idea what happened but it seems to be super prevalent employers I don't think ever changed in this whole pandemic era I think employees woke up to a different way of working because typically we weren't able to remote work um that was usually more reserved for I don't want to say like it's a bureaucratic system but higher level positions could remote work but that was more of a case by case basis but it became normalized so I what I saw what I saw actually happened was employees woke up to the freedom and having autonomy around their work schedule so when the workplace tried to transition back into you know the the normal before the pandemic they're trying to use all these levers that don't work anymore so there's there's that a lot um also it's very easy now to play the game of oh well we don't have raises available right now 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 argument the dangling carrot yeah yeah but then it's like they could dangle that carrot forever because there's an argument to be made totally the counterargument is okay if I was like a hiring manager or you know leader in an organization like I would I would promote the person that goes the extra mile yeah a huge shout out to federated computer for supporting today's episode let me explain why I love federated computer why they are friends of success story they are changing the way businesses buy software because we all need software to run our businesses I don't care what kind of business you're building but the best business software doesn't have to cost thousands of dollars each month so federated computer replaces a lot of the software that you're using right now let me explain the average typical federated computer customers save 75% or more on their software built and gets great software top notch customer service and support and a software solution that is uniquely installed for your business without any sort of surveillance or breaches of privacy for 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these folks are going to do you a big favor check them out so I think this whole concept you have to start sort of like figuring out what your personal north star is to yes yes so I really love what you just said right there because I feel the exact same way so the way or the reason that I'm so jarring with my messaging is because I'm combating like another extreme side I'm trying to get people in the equilibrium so I when I sit there and say like don't do unnecessary work I'm trying to bring back the people that are like getting the current dangled for way too long I'm trying to get them back in the in the median the median is what you're saying so I still am okay with overachieving I still encourage that in people it's just it has to come from within and you make your bed with it so it cannot be this whole all my boss wants me to do this my co-workers will accept me more if I do this project and then you do it and you resent everyone and everything because you didn't want to do it to begin with so it's either like you opt into the the game and play it really well and you know make your bed with that or if you're not a careerist or not necessarily into this stuff then like here's an option too but I I totally agree with you that with that too I think also as an employer today like because I actually do have stuff members if I'm actually going to him if I'm going to employ someone that I want to push their performance it's always going to be a commission based role and I know that that's not always achievable in these bigger corporate structures by these late stage tech companies they can't make like every single position a commission based job and I understand that do performance based so right I know I know executives again Canadian so at a Canadian Telco big one it's Rogers and they're like a Verizon 18T whatever kind of company and every executive has performance tied to company performance and stock performance and tied to organized like organizational unit performance too like that's part of your year on bonus so yeah it's not like commission per se but it's tied to what your group does what your own KPIs and if you like sort of achieve and yeah you know whatnot but then there's also there's always some sort of incentive bonus that incentivizes people to like go the extra mile is that how would you do that with like a project manager you know what I mean like there's certain roles where I'm like they're just as important but it's hard to monetize their output it is because there's only so much you can get at a like person and it could actually be a negative effect if you incentivize that to the degree where they're they have to move faster because either they're it's going to be like a sweatshop style environment or they're going to try and mask city work to meet with you okay so I see what you're saying yeah okay body okay so in a situation like that then what do you do I don't know that's why I make so much content they figured out right yeah I don't know that's the cool and exciting thing is like these are the the mind games are like it's almost like a I don't know like a brainstorming session that I like to do almost with myself because I really try to reality check myself when I do make content and it's like I don't know like that it's the craziest part when I do speak to a lot of other friends that you know manage smaller teams of people 10 to 30 people it's like they're so focused on that too right now like how to creating how to create bonus structures with a job like a project manager where like risk assessment super important and like they shouldn't be pushed all the time so it's just yeah it's it's a super interesting concept thanks for tuning in if you found this valuable don't forget to hit that subscribe button so you never miss an episode and if you want to dive deeper into this conversation check out the links in the description to watch the full episode see you in the next one