Tiger Team Ep12
Summary
In this episode of the Tiger Team show, hosts Ben and Jordan are joined by a special guest, Chris Sano. They discuss various topics related to warehouses and distribution centers, including surveys, reviews, stand-up meetings, all-hands, and personality tests. They share their thoughts and experiences with these tools, as well as their humorous take on them. They also touch on the idea of anonymous surveys and the pressure to complete them. Overall, it is a lighthearted and - Receiving feedback anonymously - Surveys should be anonymous, but they aren't always - There are sometimes town hall events where executives address questions from employees - "Cringe or cool" segment, which features images or notes from social media about warehouse experiences - Cringe or cool examples include Best Buy distribution center managers dressing up as safety cones, a warehouse using green lights to indicate if goals have been met, and a warehouse with a Price is Right game for employees. In this episode of the Warehouse Roundtable, our hosts Chris and Jordan discuss various warehouse images and memes. They rate each one as cool, cringe, or push and share their thoughts and opinions on the content. Topics include a cool forklift/Segway hybrid, a cringe-worthy 3PL video, and a warehouse vest collection. They also touch on safety labels, lightbulb memes, and a unique staffing approach called "dynamic staffing." episode #11 In episode #11 of the Tiger Team show, host Jordan and guest host Chris discuss real-life warehouse employee horror stories, give shoutouts to hard-working warehouse employees, and review the popular choose-your-own-adventure book, "Survive the Night Shift." They also talk about peak season, future episode ideas, and invite listeners to send in their own funny warehouse stories. The episode ends with an announcement that the next episode will be in October and they will "get spooky
Transcription
Ben
[00.00.04]
All right. Hey, everyone. Thank you for tuning in to episode number 12 of the Tiger Team show at the Warehouse underground. The only show. And I have looked at this. The only show on the internet that is like this. If you're listening to this and you hear another show that is like Tiger Team, that's got wit, humor and sarcasm about the life and the culture inside warehouses and distribution centers, please message me because there is not another one out there. So I'm Ben, I'm one of the hosts of the show. We got a special show today. So first like always joining me is my co-host Jordan. Now she has been AWOL from the Tiger Team show for a little bit because we found out that she had to cover some shifts for her boss. So if you're a listener of the Tiger Team show and you're disappointed that we haven't released an episode for two months, that's where Jordan has been. So Jordan, can you please reveal the name of your boss so that the listeners the show can email them to complain? Is that is that fair game for the show today?
Jordan
[00.01.08]
I don't think the email is fair game, but what I will say is, number one, I did not get fired. And number two, you might want to fire me after the show because of my source.
Ben
[00.01.24]
Yeah. That's good, that's good. So I I've, I've refused to fire you. If I was going to fire you, I would have already done it in the past. So I think you have I think you have a blanket future at the Tiger team show that cannot be cannot be changed. So also today. Yes. You should be very happy about that. So some of this stuff. So we have a special guest host show on the departing show today. His name's Chris Sarno. You may remember his name if you listen to the show. And that is because when we do our segment of cringe or Cool, which we also have another segment of cool today, Chris Santo was one of the folks that we featured on Cringe or Cool. He got all cool. So we reached out to him. We're like, Hey Chris, you know, really cool stuff. Would you like to come on and be a guest host of the Tiger Team show? Surprisingly, he said yes. So here he is today, Chris Saito, welcome to the Tiger Team show, my friend. How are you? I
Chris
[00.02.23]
appreciate you both having me on. We're doing pretty good out here in New York, and I know any chance to talk about supply chain and warehouse stuff? Uh, off the clock is just what, you know, fuels my spirit. I might not be as salty as Jordan, but, uh, I'll do
Ben
[00.02.37]
my best. Not in New York. Not many are. When we first started the show, Jordan was very, very good person. Now she's. She's very bad. She's very. Not kidding. I'm kidding. She's still. Still. Still, still a great person. So, Chris, I gotta I gotta ask you first. I mean, how has your life changed since you let people know that you were going to be appearing on the Tiger team show? Then I can't walk anywhere. I'm just getting mobbed and beg by fans non-stop autographs. Uh,
Chris
[00.03.06]
it's pretty tough to to maintain a normal life.
Ben
[00.03.09]
Uh, outside of
Chris
[00.03.10]
that, you know, just trying to keep keep going with the day by day. And I think the biggest question I've gotten is like, are you gonna talk trash about any of the bosses or the director or anything like that? I don't know, man. We'll see
Ben
[00.03.20]
what happens. Yeah. See, Jordan, that's how you get promoted on the show. You talk about. You talk about it that way. So Chris Christie moving up to the top. Nah, I'm all good. So I want to see. Yeah. So, you know I want to bring up a topic today and I get a lot of feedback from listeners about this very topic. And this is the thing I think that annoys them the most. And they wanted to hear this on the Tiger team show. And that is our thoughts on. Surveys, reviews, stand up meetings, all hands and personality tests. So if you've been in the industry for long enough, there's a better than average chance that you have experienced one or all of those things. How about you too?
Chris
[00.04.10]
I think the fun part of the personality test is not so much seeing where I am because like, I think about my Gallup strengths and, you know, surprising like individuality, positivity, empathy or my top scores. But I think it's really cool seeing what everybody else scores. And
Ben
[00.04.25]
then if you need to see
Chris
[00.04.27]
their bottom five then it's like, oh, I get it now that makes sense. So it gives me a good insight into what everybody else is thinking and kind of how their brain ticks.
Ben
[00.04.36]
Yeah. Well, the thing the thing I'd feel on the personality tests is and I've taken them before. Yeah. I mean, people naturally answer the questions based off the tone that's set at their operation. So if your operation is we're very data driven. We're very data driven. We pride ourselves in that. We're analytical. Then they read the results of the survey and they go, oh, surprisingly, only 1% of our manager force falls in the creative bucket. That is that that is strange. How could they not be there? But but here's here's here's the thing though. Here's what you do on the personality tests. And you didn't hear this from me. When you take the personality test. First of all, they're non punitive, right? Nothing can happen to you from how you answer. Like they can't fire you or promote you or not give you a raise based off personality test is just nothing. It's just a chance for your supervisor or the owner of the company to, you know, have something on you basically. So what you do is you just go in there and you answer every question in the exact opposite manner of how you would normally do it. And so then when it comes time to have feedback, when, you know, like when you come in with the feedback with your boss or with the executive, like 1 or 2 things happens. One, they either have to chaff it off and write it off because it doesn't. It doesn't align with your preconceived bias of you. They're going through it this camp. But this is not this is not seen right. This is not you. Well, I don't know. It's you know, it's personality dress. You trust them. So that's that or two. You do that and then whatever your quote unquote weaknesses are, that's then that's the area that you have to go work on. But that's secretly your strength and the things that you like to do. So like it's a win win all around. So that's the that's the trick on personality test. My my mind.
Jordan
[00.06.31]
So are you saying you like personality tests because you can hack them?
Ben
[00.06.37]
Yeah. And, I mean, there's a couple of different ones out there. If you haven't experienced this yet in your career, that you will. I think one of them is called like Briggs Stratton or something. And then there's another one that's supposed to tell you how you are when things aren't going good, when you're under stress or the dark side of you or whatever. So I'm like, you just yeah, you just hack it. You just just just get the system to do if you want to develop on your own, I think in your own life, then just go do that. It doesn't need to happen through the through the Big Brother program inside the company. I don't know, maybe maybe I'm maybe I'm too old and grizzled on that. But that's just that's how I see that's I see the personality that's out there. I think everybody
Chris
[00.07.17]
hasn't figured out that I'm already a little bit insane and off my rocker and didn't reveal anything new. So I think if if I try to hack it and I go very in the opposite direction, they're like, yeah, no way. This this
Ben
[00.07.28]
isn't him. Yeah, no, I don't, I don't know, but the but the real the real winner though. Jordan out there in uh, in distribution centers and fulfillment centers is the anonymous surveys, the quote unquote anonymous surveys. You know what I'm talking about.
Jordan
[00.07.51]
Chris did a really great job of coming on here and not being salty, because that is what I was gonna bring up initially was the surveys. Like, I get that we need some sort of feedback mechanism, so that way we know. Okay, hey, this is the pulse of the site. This is x, y, and z. But the way that it's used is crazy. You have to, if you already know the vibe of your site, if you already know the vibe of the associates you engage, uh, and you, you were really, like, one of those leaders that are, that are on the floor working alongside them. But then you have these survey questions for things you can't change, like pay, what are you supposed to do? These poor managers out here, just creating action plans to improve on something they can't
Ben
[00.08.45]
control. Yeah. It's just mythical.
Jordan
[00.08.48]
It doesn't go for everybody. But the surveys are crazy. And it's they just find new ways for to survey us into action plans and metrics and just more admin work. And I don't want more admin work.
Ben
[00.09.05]
Yeah, it's a lot. Well, first of all, the thing that gets me, I don't know how it is for you to, but they're always quote voluntary. Okay. But then you get the note from the GM or your site leader that says, hey, you're you're only at 43% completion for your team. And you think so? Hey, uh,
Jordan
[00.09.25]
16% of your population hasn't answered these questions. Yeah, well, they have a choice.
Ben
[00.09.31]
Yeah, there's this old. There's this secret pressure that puts that gets put on you to have everyone complete this voluntary survey. And then once it happens, then they tout the the completion percentage is showing high levels of engagement at the, at the site. And you think what you know. But that's the funny thing. So I, I had a boss one time. And so the surveys are anonymous and they're, they're getting filled out by the hourly employees out there on the floor. Great. Right. We want that. We want to hear their honest feedback and everything. But sometimes they're able to write comments. And so the comments are anonymous. Except then when I'm sitting down to review it with my boss to go over this thing. Because who do you think wrote that? Well, I don't know. And it just like becomes this, this, this, uh, detective case to try to figure out who wrote it, like. Well, you know, sir, these are supposed to be anonymous. He's like, well, I don't. I don't think it sounds a little bit like Derek, but I don't think that because Derek's not quite articulate like that. And the person that wrote that is was very articulate. So I don't think that. But I mean, can you just see if you can figure out who wrote it. Just go talk with them, you know, see how they feel. But then but also make sure that they feel like the surveys are still anonymous so that we don't get a low score on the next survey for for trust. So like, you know, hey,
Jordan
[00.11.01]
engage everybody on these questions. But then at the same time it's like, hey, it's anonymous. And then people look at you because you're talking about the responses like, are you sure it's anonymous? I promise I'll show you the dashboard.
Ben
[00.11.18]
I
Chris
[00.11.19]
the the place I worked at before Best Buy was the the boss was very much like that. He wanted to dig into every comment. He's like, yeah, I think this person said this, and what are we going to do about it? And like
Jordan
[00.11.28]
nothing, nothing, we shouldn't do anything about that one. Like just take it for what it is. What can we get better? Didn't really want to fill it out anyway, but they think, okay, well, since you're beat me up about it, I guess I'll trash you. Right? So. But but then. But sometimes they get they get followed up with. And this is one of my favorite. Where. It's a it's a survey. But sometimes they'll get followed up with a, like a town hall event where you get every now and then the president of the company will come in and talk, or the owner or the executive or something, and they go through the whole spiel and which is cool and everything. It's good. Sometimes they'll happen online, but then it makes me laugh sometimes because there will have a question and answer session where these are questions that are submitted from the warehouse folks on the floor as if they're not curated and filtered before they get asked to the the executive, you know, like, oh, these are just these are just random questions, sir, that are that are being asked from the we haven't looked at these at. All right. Totally spontaneous. Yeah.
Ben
[00.12.38]
It's totally, totally spontaneous. So it's like, you know, you get in a town hall and then, uh, the HR would be like, okay, uh, and now, now, sir, now we have a question from, uh, Steven. Uh, Steven is one of our order pickers in Ohio. Cool. Yes, Steven. Steven wants to know. Okay. And this is a two part question. Steven's question is, how are we maneuvering to gain a competitive advantage in today's ever changing and dynamic market? Also, what industry shifts do you see as a possible threat to our future free cash flow?
Chris
[00.13.21]
I'm not sure what you're talking about, but I hear that on the floor every day from older pickups.
Jordan
[00.13.25]
That's that's just. Yeah. And so the, the the executives like, oh wow. That's a great question. It just goes into the thing that he probably just talked about in the latest shareholder call that that, that he had. And the managers are just sitting there thinking there's no way on God's green earth that that any order, at least not none of the ones that I do wrote that question. He ah, wrote that big or wrote that question. Just complete, complete baloney. But. My absolute favorite, though, is have you? Have you ever taken the show? So you do those surveys and then they will when they go to review them, they will put up that like word a burst on the thing. Would it be like all the other scum, like the common sentences or the most common words that were used, and the ones that were the most often were like big and bold in the middle? And then the sentences that everybody kind of said a little bit is on the side. Yeah, those are my favorite because I used to try to hack those with a couple of other managers. Like we'd go in there and we would just say the same thing over and over in uniform, so that we could get like or so that we could get the, the HR to read it. And we would try to like get one under the wire, like, and the thing that it didn't know. So she'd be like, she'd get up there and show the word burst on the screen. And we would always look for the smaller one on the side, be like, uh, you know, I, uh, Shelly, this Shelly, I love my team, you know, about Outbound Pack. And everybody starts clapping everything. And then the training and development I get here is amazing. That's from David. You know, there's so much room for career growth. And then when I went in there, we were, we wrote, uh, we do gemba walks from the windows to the wall. See? From the windows to the wall till safety. Reduce trips and falls. Re that. Oh, okay. And that was from skeet. We have an employee.
Ben
[00.15.39]
Yeah. That's a skeet. Skeet wrote that. Amazing. Yeah, but I don't know though. I mean, I think at the end of the day, I think they're all good things. And there's a lot of good things that come out of reviews, and I'm not dogging and we're just trashing them on the Tiger Team show a little bit. But, you know, in general, I think that they're pretty good. But there's there's some there's some fun. There's some things about them that I that I don't really love. All right. Well, so Chris, we have a portion of the show that you're very well familiar with that we will roll into now. And that is called cringe your cool. Yeah. And I will explain cringe or cool to the audience of people that have not seen it before but cringe. Your cool. I am on LinkedIn a lot. I'm on social media a lot, growing the warehouse underground and the website and the podcast and the whole thing. And so I come across all kinds of stuff, posts and pictures and things like that. And so I compile them, I categorize them, and I put them together to show to Jordan on crinkled. So she's never. She has not seen anything that I'm about the show. And now that you are a guest today, you have not seen anything that I'm about to show. But I'm going to show an image up on the screen or a note, and you have to explain in five seconds or less if you think it's cringe or cool. And then we'll debate, how's that sound? Let's go. All right, so this is cringe. You're cool. So the first one you may Chris, you may actually be familiar with these guys. So these are uh so if you can see it on the screen, you don't need me to describe. This is, uh, ops managers at a Best Buy distribution center, I think. And they are really big on safety. So much so that they dressed up as actual safety cones. Now, I did not know that you could get safety cones as a costume, but they have it. They are wearing safety cone costumes. Cringe. You're cool on. The safety code got some there to in enhance good vibes about safety. I love it, I think it's cool. That was so cool for me. I do too. So
Jordan
[00.18.01]
as someone who got a custom recycling bin costume and then wore it around the site to promote sustainability, I definitely think this is cool. And I also think I need to order a traffic cone costume.
Ben
[00.18.15]
Yeah, I love the traffic cone costume and I love things like this because yeah, it's a little bit hokey, but one, it shows that they don't take themselves too seriously. Right. They're not afraid to put it out there and do it. And the employees really appreciate it. Right. They really appreciate the enthusiasm and, and, uh, and yeah, I mean, I think they take the message home at heart. And I really like when folks do this. I like these costumes a lot. I wish I had one so cool, cool from the show.
Chris
[00.18.43]
I, I have insight on who one of the guys was and to know to know that he's dressing up in the safety cone makes it even more amazing.
Ben
[00.18.51]
Yeah, what's the standpoint? It's like they're willing to go there, you know, like they're willing to do they're they're they're that serious about it. And, uh, I love it. You know, I love stuff like that. So cool. Good. Good on you guys. All right. So, Jordan, you're, uh, have some time in logistics. Part of it, too. So this is a site. So we we we do daily management boards a lot. We've had them on the Tiger team show before. Jordan. This one actually literally installed green lights like green light yellow light green light or green light yellow light red light above their metrics safety quality and delivery. So it's actual looks like an actual stoplight up there like lit up. So Jordan, cool on the actual stoplight. Green light yellow light to show if if they are hitting their metric or not.
Jordan
[00.19.44]
I think it's. I think it's cool.
Ben
[00.19.48]
Okay. Uh, you know, there's, uh, it's not like, you know, it's always controversial, especially when you have the safety one where it's like number of days. Since then, you're not sure if people are actually going to report things or not, but I think
Jordan
[00.20.01]
I like that. It's
Ben
[00.20.03]
nice. Yeah, I kind of like that one too. It's it's cool. They it's, uh, it's modernizing it, you know, it takes it to another level and everybody can see it no matter where they are in the, in, in the warehouse. So I like that one. I think that one's cool too. I'm digging on that I like it very cool. Yeah. Yeah, I'm digging on that one too. So. All right, so here we go. This is, uh, more Best Buy. It's Chris. I don't know why we have so much Best Buy on the show today, but this is the Best Buy DC. This is amazing. They set up full blown prices, right? And their site, I mean, they have the they made the wheel. They have Plinko that they made with cups. They have all kinds of cool stuff that they are doing for their employees there. This one, like as someone who watched a lot of prices, right, as a kid when I was sick from school, uh, this one is very cool. I really like the prices. Right. What what do you guys think on Best Buy here? What the. What? The price is right.
Chris
[00.21.06]
I'm very cool on this one. That's super awesome. Uh, the price is right. And it makes me think of, again, same thing being home sick from school and and after. Right. Subscribe. We'd watch chips patrol.
Ben
[00.21.17]
Oh, yeah, that was me. I was about to get with you.
Jordan
[00.21.20]
I, I think that was really cool. But also, I just wonder where they get the time. I would love to do that, but goodness gracious, how am I gonna spend enough
Ben
[00.21.30]
time that this is. They did not do a this is not a little bit I mean that we'll like look at that. We'll, uh, that that's that intricate. Yeah. It looks like the price is right. We'll I mean, it's big and spins and and, uh, amazing. You know, they went the extra mile, uh, for them on that. So I have to say definitely super cool from Best Buy for The Price is Right giving employees something cool to do. All right, so this, uh, this one on the right. What do you guys think about this? So it's, uh, it's a it's a pallet jack, but someone has invented a a motorized motorized pallet jack that they ride like it's a Segway. So that's the best way I can describe. It's like a Segway hybrid with a pallet jack. I mean, Chris, I think that's cool. You think that's a little bit of overkill on that? And then the one on the left is. So I got invited to Toyota Material Handling manufacturing facility in Indiana. I covered that for the Warehouse Underground podcast. And that lift right there is has air conditioning on the inside of it. Wow. If you can believe that. So Grainger cool on the Segway slash forklift and then the air conditioning powered bruiser over there from Toyota material handling. So on on the Segway. I want to say from a personal standpoint, cool. From a safety perspective, I gotta go cringe because I don't know if you can turn around and face the direction of travel. Nope.
Chris
[00.22.59]
But on the other side, the Toyota with the air conditioning, I think it's very cool. And it reminds me of Luigi from cars.
Ben
[00.23.06]
Yeah,
Chris
[00.23.08]
that's what it makes me think of. I like
Ben
[00.23.09]
that, yeah. I don't think you can go in reverse in that, on that lift there. Unless you, like, throw your shoulders out of socket and hold it behind you and power it that way. So yeah, I'm gonna go I'm gonna go cringe on that one, too. It's
Jordan
[00.23.23]
a very creative idea, but my head is rampant with. Oh, God. What trouble could associates get into with this? And I personally don't want to find out.
Ben
[00.23.37]
Yeah, yeah, I'm with you on that, I think I think it's I think it's a little bit of, uh, a little bit of overkill, so. All right, so this guy right here, he. I'm not going to name his name. He's he's actually getting some pretty good notoriety. He he started a 3PL he owns a 3PL he he creates some video, like TikTok and Instagram videos for three people he's trying to break. So he's, he's got, he's getting like thousands and thousands of views, maybe hundreds and thousands of views. But this one, I suppose he did. This is what a 3PL does. He's talking to the camera and he just I don't know Jordan cringe r cool on on this setup for giving a little video about what you do at your 3PL. Yeah. Just because you can. Doesn't mean you should. So I'm going to go with cringe on this one. Your
Chris
[00.24.28]
your hair warehouse floor. So that's cringe for
Jordan
[00.24.31]
me. Yes.
Ben
[00.24.34]
Yeah that's pretty cringe. What about the straight like cut your cup shot in the and the first one there. I'm gonna I'm gonna have to go major cranes on that one. Brother. Use
Chris
[00.24.43]
your shorts or something.
Ben
[00.24.45]
Yeah, I don't know what
Chris
[00.24.47]
what out of five stars would not recommend.
Jordan
[00.24.51]
Uh, I don't know that that was that was a little bit rough, so. All right, so we'll talk about some five ish. So five. This is one of my favorite topics. So what do you guys think about this this uh five. That's right here. So I saw the one on the bottom right in a hotel. So you can see five s in hotel now, except it's survey service shine stage and self inspect. But what about what about the, uh, five s collage here? Pringle. Mm. Yeah, I don't know. Not our best fives. If I have, if I'm going to be honest,
Ben
[00.25.27]
I.
Chris
[00.25.28]
I'm. Yeah. I'm somewhere in the middle. This this might have to
Ben
[00.25.30]
be a push. All right, I would go push on that I'm not I'm not sure what the strategy is with that little yellow rectangle up there, you know. Yeah. On that I don't I don't know what they're trying to. The five s, they're the five. That's like
Jordan
[00.25.43]
your walk here so that you don't trip and fall into the trailer. I don't even know that.
Ben
[00.25.49]
Yeah. It's just like sometimes that will happen with five s where people just 5SA little thing and you go, okay, well, what what is this? I don't even know. It's like a random rectangle in their warehouse that they that they find us. So. All right, so, Jordan, you used to work in the inbound side. So what do you think about this label of this box, these boxes that say income. So there's a warning label on the side. They say incorrect way up. And then it says placing the product this way up will result in damage. Is that is that how about you at all. Just don't ship product where there's a certain way up. It's a cardboard box. It's just horrible.
Chris
[00.26.33]
It makes my head hurt. So I'm cloned with whoever, whatever evil person did this. That's just. That's just me. Me? Yeah,
Ben
[00.26.41]
yeah. You get you get some of that weird stuff that comes in like it gets translated from a different language and it, you know, the translation doesn't always work, right. That's probably what this was. They wrote it in their language, in their country. And then they translated to English and it translated as incorrect way up. So I don't I don't want that. What that is. All right. So here's Cole Jordan. So this guy on the right uh, Connor Hunter, he made this post online. Evidently. Jordan. He's the youngest level four area manager in Amazon history. Oh, he says that his start date was his 21st birthday. So if that's true, that's pretty amazing, man. Like good. Good on you for that. Love the layout over there on the left from, uh, Emmanuel Emmanuel Vander PA of his temp vest than his, uh, associate vest, then his process vest and his ops vest as he went up from, uh, the bottom to become ops manager and then the one in the middle, they they're giving an award to an employee. Jordan. And what they did was they they put the, uh, he's like a Michigan Wolverines fan. Okay? And they put the Michigan helmet and Michigan sticker on the front. And then they created all this concert smoke. And then they drove it out through the concert smoke to award him the award and say, hey, we just put your, your favorite team on the front of your on the front of the, uh. Transporter here. So bridge Google on on these guys
Jordan
[00.28.13]
will definitely the middle one is cool. Um the smoke that they allowed it is awesome. Um the left one nostalgic. If you make it all through the ranks. I think that's something to be proud of. Uh, you know, it shows your development. And then the guy on the right. I have to say, he's probably gonna be proven wrong. I don't know, but I like the confidence. I like it.
Ben
[00.28.42]
I absolutely love the Michigan Wolverines coming through the smoke. That's awesome. Yeah, he did that.
Chris
[00.28.47]
Uh, congratulations to a young kid. Um.
Ben
[00.28.49]
Good luck. Yeah. And,
Chris
[00.28.51]
you know, I love the idea
Ben
[00.28.52]
of, uh, of all the high bids vests. I don't
Chris
[00.28.56]
know if I would have kept them that long to do it. Maybe take a picture. Yeah,
Ben
[00.29.00]
yeah, pictures of them. Those are stains I'm wearing. Yeah. Yeah. I'm. I'm with you on that. And the guy with the with the Michigan thing, he gets, uh, he gets an extra couple of seconds given to him every day during his shift. I don't know if there's any. All right, Jordan, so here's a couple callbacks. So ever since we talked about your like getting very dim, I see all kinds of stuff all the time about the lights broken, but I still work. And so it's now in a vending machine. And then one of my favorite callbacks on the right here we have a post saying that the entire his entire faith of the entire country has been changed. Everything is is right now. He feels amazing. Happy 250th birthday America. I saw a woman return her shopping cart to the thing at Walmart. So let's go. Yes, this is like, yeah, I don't know why people draw so many conclusions from that one fact, but he did. He took a video and he made a post about her on LinkedIn. So you rock on that. So amazing. All right. And this so this one. So this one. So there was a post online I admit I got a guy made a post about. And I think it's AI generated. It's a warehouse inside of it. The racks fell, they collapsed. The product is on the ground. You know, everybody's seen those pictures that are like that. And he says, hey, your manager's coming. You have three words only that you can say, right? So I hit it with stills. Got a ship, right, which I thought was pretty good. And then you get other people came up with some stuff like pick face, plant, you get a face plant, beam me down, the beam is down. Uh oh. Fifo blame night shift. Haha. We all know that one is going to be cancelled and pull the end on right? So all these like funny things were flowing of hey what? You have three words that you could say, which is cool, which is cool, right? I, you know, but then my guy up here, retired operational leader is his his title hits, it hits us up with lists of witnesses and initial accident report impact on the ship and deliveries. Who is in charge of the action plan?
Jordan
[00.31.25]
Boring.
Chris
[00.31.27]
I. When I see that picture, I just picture the, uh, the little dog sitting in the flame saying, this is fine. Yep. Yeah. And it's just like, whoever wrote this, it's like you completely did not understand the assignment. Nope. Like, we did it. Like we all leaders in ops. We all know that we have to do the safety report and everything, but, like, catch a clue, man, it's supposed to be funny and, like, hard. I know you're not supposed to joke about safety. Like, I know you're not supposed joke about safety, but come on, it's like, sometimes a little fun.
Ben
[00.32.01]
Yeah, just sometimes the people in this industry, sometimes Chris and I, you know, we talked about it. It's just so serious about everything. And I get that. I understand it, but it's like, come on, man. Like just, you know, give him, give me, give me three words, not list of witnesses. Like we all know. We all know what to do. But I just thought this one was major cringe. But maybe maybe I'm in the anomaly on that. And that could be. That often happens.
Jordan
[00.32.26]
Definitely not
Ben
[00.32.27]
that. all right. And the last one. So I'm, I'm a, I'm fan of the, the sign vests when people go away I love that it's one of my favorite things in distribution because they always look super cool, especially when they're framed. Uh, so for me, those are cool. And, Chris, tell us what's going on over here on the right with dynamic staffing in this in this cartoon, I think you have some familiarity with this. I do have some familiarity. So the dynamic staffing, I think no matter what anybody's done in any department, in any warehouse, uh, if you assign where somebody works, there's always the perception of favoritism. So, uh, we created it came from Chase
Chris
[00.33.07]
the director, Dynamic staffing. So you choose where you go. It starts with seniority, and everybody is equally trained. Everybody has the same opportunity. And
Ben
[00.33.16]
you cannot say
Chris
[00.33.17]
that I stuck you on the shipping doors every day or I stuck you here. It's the idea is you get
Ben
[00.33.22]
to choose where you go and, uh,
Chris
[00.33.23]
and it helps the training just it's a better work experience. And the team is really loved
Ben
[00.33.27]
it. Awesome.
Chris
[00.33.29]
This is just a fun comic book version of
Ben
[00.33.31]
it. Yeah, I like it, man. I think that's really cool.
Chris
[00.33.37]
It's a cool idea where, you know, choose your own adventure books where we're a big thing. So that's what the throwback to me was.
Ben
[00.33.43]
Cool. Well good deal. So, Jordan. I mean, I know I appreciate you coming on the show. You let us know before that you did this, that you been up since basically 11:00 at night or got up at some crazy hour. I mean, you working really hard out there and I appreciate it. And I just hope, you know, I know peak season is coming up. So I hope that we can do another episode before February of 2027. Well, for
Jordan
[00.34.09]
before year in review.
Ben
[00.34.12]
Yeah. Before my year in review. Skeet skeet skeet. Uh, yeah. Cool. Well, Chris, man, thank you very much for appearing as a guest host on the Tiger Team show. Man, it was really good having you. We we like to get folks out there on the show and highlight people, and you're definitely one of the good ones out there. You don't take yourself too seriously. You're creating a lot of good stuff and doing a lot of good stuff, and we we appreciate that. And, you know, it was really good to get your hair down a little bit and, and get you into the Tiger team show, man. So I appreciate it. Well, I appreciate you guys having me here. And when the ratings tank you'll understand why. Yeah I'm not sure how much lower they can go, but, uh
Jordan
[00.34.58]
oh.
Ben
[00.35.01]
Yeah.
Chris
[00.35.01]
I mean, I saw I saw the bar was kind of hovering off the ground, so I went ahead and lowered it. Uh,
Ben
[00.35.06]
so it's only 100 now? Yeah. Good deal, good deal. I appreciate you to up here and and to everybody who. Listen. If you yourself are interested in appearing as a guest host on the Tiger Team show, let us know if you just go to the warehouse underground comm. My email address is right there. You email me. You'd be surprised how easy it is to end up on the show if you want to also. Hey, email us any funny stories, ideas or things you would like to see on the show. Because like Jordan, I always say we don't necessarily speak for ourselves when we bring up these things or speaking for those out there in the industry, although sometimes it is for ourselves. Uh, but but mostly we're speaking from the industry, so we appreciate that. So I will see you guys next month. What month are we doing, Jordan? Can you can you agree to next month? Are we going to do next month? Yes,
Jordan
[00.36.00]
I can agree. I can agree to October. It's spooky season. Let's get spooky on the Tiger team show. That sounds good. Well, you heard it here first. We'll see you in October. Or episode number 13. Chris. Thanks again, my friend. Thank you everybody for listening. Thank you both. Thank you.
