The Art Of Dealing with Someone who is Trying to Sabotage you at Work

1. Name the Pattern 

Instead of accusing them, frame the pattern as something you’re noticing. This removes their ability to deny while keeping you calm and observant.

Script:

“Hey, I’ve noticed a couple moments where information about my project changed between our conversations and the team meeting. I might be missing something—can we walk through how you’d prefer updates handled so we stay on the same page?”

Why it works

You surface the behavior without attacking.

If they’re sabotaging, they now know you’re paying attention.

If others are listening, you appear collaborative, not defensive.

2. Shift the Battlefield to Visibility

Sabotage thrives in shadows. Instead of confronting them privately, move key interactions into public.

Script:

“Just so we don’t lose track, I’m going to summarize what we agreed on and share it with the team.”

or in meetings:

“Let me restate the plan we discussed yesterday so we’re all working from the same version.”

Why it works

You’re not accusing them.

You quietly remove their ability to distort things later.

It signals professionalism and control.

3. Offer Them a Role in the Solution

This is the unexpected move. Invite them into accountability publicly but politely.

Script:

“You’ve worked with this process longer than I have—if you see a risk in what I’m proposing, I’d actually appreciate you flagging it early so we can fix it together.”

Why it works

Saboteurs prefer side comments and surprises.

You invite critique early and openly, disarming back-channel tactics.

If they still try something later, others will remember you already invited input.

✅ The hidden strategy:

You’re not fighting them directly. You’re creating an environment where sabotage becomes obvious and ineffective.

Calm observation → shared visibility → public collaboration.

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The interviewer Final Question to Break Ties

You are in the final round. The interviewer closes her laptop and asks, “Do you have any questions for me?”

You thought it was formality. Two other people are just as qualified as you. This is the part that breaks the tie.

Some people say:
❌ “No, I think you covered everything.”
❌ “What does the company do?”
❌ “So when do I start?”
Don’t say any of these. It’s like wasting your last shot.
Here is what works. These are the questions that instantly makes you the #1 choice:
✅ 1. “If I get this role, what’s the first thing you’d want me to fix, and what would you want me to leave alone?”
This one stops her. It shows you know a new hire can break as much as they build. That’s judgment, and judgment gets hired.
✅ 2. “When you picture the person who thrives in this role, what are they doing that an average hire wouldn’t?”
You just got her to describe her ideal hire, out loud, to your face, and handed yourself the exact bar to clear.
✅3. “What’s the biggest challenge the team is facing right now, and how could this role help solve it?”
You’ve stopped asking about the job and started asking about her problem. Now she’s picturing you solving it.
✅4. “What’s something this team believes that the rest of the company hasn’t caught up to yet?”
Almost nobody asks this. You’ll learn more about the real culture from her answer than from any “what’s the culture like.”
Two people can match you on paper. This is where one of you pulls ahead. Don’t ask about the role. Ask where they’re trying to go, and make her see you taking them there.
*************************
I built a free Interview Playbook that walks you through the full system that lands the offer.
Comment “Guide” below and I’ll send it to you👇🏽
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Simi AAdekol

People who got promoted were just better at the work. They were not.

I used to think the people who got promoted were just better at the work.

They were not.

They were the ones who understood office politics and played it without ever looking like they were playing.

Here is what they actually do that nobody talks about:

1️⃣ They never let people see them stressed.

Staying calm when something goes wrong is rare, and people read it as control. The one who keeps their composure looks more senior than the one with the better point.

2️⃣ They make their boss look good, on purpose.

Your manager decides who gets the credit. Make sure they are never caught off guard and always look prepared in front of their own boss. Help the person above you win and they pull you up with them.

3️⃣ They build relationships with the people whose opinions matter.

The org chart tells you who has the title. It does not tell you whose opinion actually moves decisions. Build those relationships before you ever need anything.

4️⃣ They are friendly, but keep their personal life private.

Being approachable is not the same as being available for every vent session and every bit of drama. The smartest people guard that line.

5️⃣ They stay out of the gossip.

They know exactly what is going on, but they are never the source of it. The people trusted with real information are the ones who can keep their mouth shut.

The hardest worker rarely wins. The one who understands how the room actually works does.

The sooner you learn that, the faster you move!

Notbadjuju

Jot Your Letter Handwriting Style

Beautiful handwriting style resignation letter.

The "Passive" Penalty and The Psychology of the Flip During an Interview

The "Passive" Penalty

In 2026, saying you have "no questions" is interpreted as a lack of curiosity or business acumen. The interview isn't over until you walk out the door. This is your chance to flip the script and interview them.

The Psychology of the Flip

The best candidates don't act like supplicants; they act like consultants. You aren't just looking for a paycheck; you’re looking for a partnership. High-value questions prove you’re vetting them just as hard.

Step 1: The "Success Metric" Question

"If we are sitting here a year from now celebrating my first 12 months, what specific results will I have delivered to make you feel this was a 'home run' hire?" Why it works: It forces them to visualize you winning.

Step 2: The "Burnout" Detector

"How does the team handle high-pressure periods or missed deadlines?" Why it works: It moves past the "company culture" fluff and gets to the raw reality of how they treat humans under stress.

Step 3: The "Resourcing" Reality

"What is the biggest bottleneck currently preventing the team from hitting its quarterly goals?" Why it works: It shows you’re already thinking about clearing roadblocks.

Step 4: The "Pre-Mortem" Question

"What happened to the last person who held this role? Did they move up, or was there a specific challenge they couldn't overcome?" Why it works: It uncovers "ghosts" in the position before you sign.

Step 5: The "Shadow" Question

"What is the one thing about working here that isn't in the job description but is vital to success?" Why it works: Every company has a "shadow" culture (unwritten rules). This surfaces them.

Step 6: The "Direct Manager" Insight

(To your potential boss): "What is your biggest frustration with your department right now, and how can I fix it in my first 30 days?" Why it works: It signals immediate relief for the hiring manager.

Step 7: The "Competitor" Awareness

"I saw [Competitor X] recently launched [Feature Y]. How is this team pivoting its strategy to stay ahead?" Why it works: It proves you’ve done your homework and understand the market.

Step 8: The "Feedback" Loop

"How do you prefer to give and receive feedback? Is it real-time or saved for formal reviews?" Why it works: It shows high EQ and a desire for continuous improvement.

Step 9: Avoid the "Me" Questions (For Now)

Do not ask about snacks, gym memberships, or remote work stipends in the final interview. Save those for the HR call after the offer. Keep this conversation focused on Performance.

Step 10: The "Skeptical" Save

"Based on our conversation today, is there anything about my background that gives you pause or makes you think I wouldn't be a perfect fit?" Why it works: It’s bold. It allows you to address their hidden doubts on the spot.

Step 11: The "Vibe" Check

"What do the top 1% of performers at this company do differently than everyone else?" Why it works: It identifies the "secret sauce" of the company’s winners.

Step 12: The "Next Steps" Professionalism

"What is your timeline for the decision, and who is the best person for me to follow up with if I don't hear back by then?" Why it works: It shows you respect their time and yours.

The "Golden Close" Template

"I don't have any more questions about the role, but I'd love to leave you with this: Based on our talk about [X Problem], I'm already thinking about [Y Solution]. I’d love to bring that energy to the team."

The goal of asking questions isn't to get information you can find that on Google. The goal is to demonstrate how you think. Smart questions beat smart answers every time.

15 Strong Answer for Interview

Dia Resign Selepas 9 tahun Bertahan.

Dia resign selepas 9 tahun bertahan.

HR panggil untuk serah barang milik company dan internal exit interview.

"Apa sebab utama awak nak resign?"

Dia fikir nak cakap jujur atau tidak.

Dia mulai cakap jujur :

"1. Gaji tak naik dalam 3 tahun. 

2. Kerja dah double pun tak ada increment.

3. Tak ada promotion tapi

4. Orang lain belum kerja lama tapi dah naik senior.

5. HR tak nak recognition MBA yang baru saya capai."

HR reply : 

"Oh. Kita akan ambil tindakan untuk improve. Boleh consider untuk stay?"

Dia senyum kelat.

"Sepatutnya benda ni awak HR dah buat 3 tahun lepas bila semakin ramai resign masa tu. Bukan bila saya dah tender resign nak pergi."

Dia teruskan isi borang dan tambah dalam bahagian sebab berhenti kerja :

Saya tak nak stay sini sebabnya :

1. Saya dapat offer lebih S$1,000 - S$1,500 untuk basic salary. HR sini mungkin offer S$500 sahaja.

2. Tempat kerja baru fokus skop sahaja, tak tambah kerja orang lain yang resign jadi double.

3. Promotion orang lain diam-diam macam politaik. Orang baru masuk, pandai buat kerja terus naik pangkat.

4. Saya kerja lebih lama tapi orang yang kemudian dari saya dah naik senior diam-diam.

5. Company baru terima MBA yang baru saya capai.

6. Kenapa bila company ini ada jawatan kosong offer gaji lebih tinggi dari gaji saya?

7. Company baru itu offer 13th month bonus + AWS bonus + WFH allowances + transport allowances + company trip overseas + team building + family day + medical + dental. Company ini tak ada satu pun hanya kerana nak cut cost.

8. Company ini benefit is nothing, tak ada apa-apa cuma gaji basic + medical itu pun kena bayar $15.

Exit interview bukan untuk pekerja yang resign.

Ia untuk syarikat yang lambat sedar diri, organisasi yang toksik, management yang favouritsm dan business owner yang narsistik.

Kredit to Shahrir Ismail

Tips Sebelum Nak Resign, TOLONG BACA NI DULU!

SEBELUM NAK RESIGN TOLONG BACA NI!

Saya sekarang dah 41tahun, Degree in Aerospace Engineering dari USM. Saya mula kerja masa habis study tahun 2008. Ni yg saya buat setiap kali nak resign. 

Saya tengok ramai nak resign atas sebab tersendiri. Tapi jangan lah resign membabi buta. Tersilap langkah makan tahun nak dapat kerja baru.

So kat sini saya kongsikan macam mana saya mudah dapat kerja baru. Benda ni sangat penting untuk awak ada “extra point” berbanding candidate lain.

Semoga bermanfaat.

The Industrial Court has ordered a Hospitality firm to pay more than RM430,000 to a former senior employee

The Industrial Court has ordered a hospitality firm to pay more than RM430,000 to a former senior employee after ruling his resignation was a "forced dismissal" masked by a bad-faith Performance Improvement Plan (PIP) ⬇️

Here’s a clear bullet-point summary of the article:

🧾 Key Facts:

1) The Industrial Court ordered a hospitality company to pay RM433,180 to a former employee.

2) The payment was due to a finding of unfair dismissal (without just cause or excuse).

⚖️ Court Findings:

1) The employer failed to justify the dismissal with sufficient evidence.

2) The court determined that the termination did not meet the legal threshold of misconduct or valid reason.

3) As per industrial relations principles, the burden of proof lies on the employer—which was not met. 

💰 Compensation Breakdown:

- The awarded sum included:

1) Back wages

2) Compensation in lieu of reinstatement

Industrial Court remedies are designed to restore the employee’s financial position as if dismissal had not occurred.

Soalan Temuduga: “Kenapa berhenti kerja lama?”

Soalan Temuduga: “Kenapa berhenti kerja lama?”

Jawapan ini boleh menentukan sama ada anda diterima atau tidak.

Ramai orang tersilap di bahagian ini.

Kalau jawab terlalu ringkas, penemuduga mungkin salah faham.

Kalau cerita terlalu panjang pula, mudah tersalah cakap dan “tembak kaki sendiri”.

Ada satu prinsip mudah dalam dunia kerja:

Faham sesuatu, tetapi tidak perlu cerita semuanya.

Perkara paling penting ketika menjawab soalan ini ialah:

Jangan sekali-kali mengutuk syarikat lama.

Walaupun realitinya mungkin benar —

syarikat rugi, kerja banyak gaji rendah, bos susah, rakan sekerja bermasalah atau pengurusan kelam-kabut.

Kenapa?

Kerana masalah yang sama mungkin juga wujud di syarikat baru.

Jika anda terlalu banyak mengadu, penemuduga mungkin menganggap anda seorang yang suka menyalahkan orang lain dan sukar bekerjasama.

Jadi bagaimana cara menjawab dengan bijak?

Berikut beberapa situasi biasa dan contoh jawapan yang lebih profesional.

---

1️⃣ Jika diberhentikan kerana pengurangan pekerja

❌ Jawapan yang tidak sesuai

“Company buang pekerja, jadi saya kena berhenti.”

Jawapan seperti ini membuatkan orang fikir anda kurang prestasi.

✅ Jawapan yang lebih baik

“Saya telah bekerja di syarikat sebelumnya selama beberapa tahun dan banyak belajar di sana.

Namun kebelakangan ini industri tersebut mengalami penurunan dan syarikat terpaksa mengecilkan operasi.

Saya melihat ini sebagai peluang untuk mencari cabaran baharu dan berkembang bersama organisasi yang lebih stabil.”

---

2️⃣ Tekanan kerja tinggi dan selalu kerja lebih masa

❌ Jawapan yang tidak sesuai

“Setiap hari kena OT sampai malam tapi tak ada elaun.”

Ini kedengaran seperti sekadar mengeluh.

✅ Jawapan yang lebih baik

“Saya faham dalam mana-mana pekerjaan, kerja lebih masa kadang-kadang memang perlu untuk capai sasaran.

Namun saya lebih menghargai budaya kerja yang menitikberatkan kecekapan dan hasil.

Sebab itu saya berharap dapat menyertai organisasi yang fokus kepada produktiviti dan pencapaian.”

---

3️⃣ Tiada peluang kenaikan pangkat

❌ Jawapan yang tidak sesuai

“Tak ada masa depan di sana.”

Jawapan ini terlalu umum.

✅ Jawapan yang lebih baik

“Saya bersyukur dengan pengalaman yang saya peroleh di syarikat lama.

Tetapi saya juga percaya bahawa untuk terus berkembang dalam kerjaya, kita perlu mencari peluang baharu dan cabaran yang lebih besar.”

---

4️⃣ Ingin meningkatkan pendapatan

❌ Jawapan yang tidak sesuai

“Gaji terlalu rendah.”

Ini boleh memberi tanggapan negatif.

✅ Jawapan yang lebih baik

“Dalam tempoh bekerja sebelum ini, saya terlibat dalam beberapa projek dan berjaya mencapai beberapa hasil yang baik.

Kini saya berharap dapat menyumbang kemahiran tersebut di organisasi yang lebih besar serta berkembang dari segi tanggungjawab dan ganjaran.”

---

5️⃣ Tidak serasi dengan bos atau rakan sekerja

❌ Jawapan yang tidak sesuai

“Bos tak tahu urus syarikat.”

Ini sangat berisiko untuk disebut.

✅ Jawapan yang lebih baik

“Saya lebih selesa bekerja dalam organisasi yang mempunyai sistem pengurusan yang jelas serta komunikasi yang baik antara pasukan.

Persekitaran seperti ini membantu setiap orang memberi prestasi terbaik.”

---

Kesimpulannya:

Dalam temuduga kerja,

cara kita bercakap kadang-kadang lebih penting daripada apa yang kita ceritakan.

Elakkan mengadu.

Gunakan bahasa yang positif.

Tunjukkan bahawa anda mahu belajar, berkembang dan memberi nilai kepada syarikat.

Apabila majikan melihat sikap seperti ini,

peluang anda untuk diterima tentu lebih tinggi.

💬 Pada pendapat anda, soalan temuduga yang paling susah dijawab ialah yang mana satu?