Interview Question and Answer

CareerVidz

English master 20

Learning Treasure 

Corporate Truth You Need To Know

Deepali Yas

Salary Negotiation - Level Up

During a job interview, if they ask: “What are your salary expectations?” 

THE GOLDEN RESPONSE:

“Based on my research and the value I’ll bring to this role, I’m looking for something in the range of [X to Y].

But I’m flexible depending on the full compensation package and growth opportunities.

What range did you have in mind?”

1. You Give a Range, Not a Single Number

Single number = anchor point they’ll negotiate DOWN from.

Range = shows you’ve done research, gives room to negotiate UP.

Example:

“I’m looking for $85,000”

“I’m looking for $85,000 to $95,000”

The range keeps you in control.

2. You Mention “Value You’ll Bring”

This reminds them you’re not just asking for money.

You’re trading skills and results for compensation.

It shifts the conversation from cost to investment.

3. You Say “I’m Flexible”

This shows you’re reasonable and open to discussion.

But you’re flexible on the PACKAGE, not desperate.

Benefits, bonuses, equity, remote work, all negotiable.

4. You Flip the Question Back

“What range did you have in mind?”

This forces them to show their cards first.

If their range is higher than yours?

You just got a raise.

If it’s lower?

You have data to counter with.

5. When They Push Back:

Them: “That’s higher than we budgeted.”

You:

“I understand. Based on [specific skill/experience], I believe I’ll deliver [specific result].

Is there flexibility in the budget for the right candidate?”

Always tie your ask to the value you provide.

6. If They Insist You Go First:

Use this script:

“I want to make sure we’re aligned before discussing numbers.

Can you share the range you’ve budgeted for this role?

That way I can tell you if we’re in the same ballpark.”

Most will share.

If they won’t, give your range.

7. The Research Part (Do this Before The Call):

Check Glassdoor, Levels. fyi, Payscale for the role.

Ask people in similar roles (LinkedIn DMs work)

Factor in: location, company size, your experience

Add 10–20% to the average = your range

Knowledge is leverage.

It’s still a good idea to negotiate salary in most cases.

Companies often expect candidates to counter and may have a buffer built into their budget.

A polite and well-researched negotiation shows confidence and professionalism.

Even in a tough market, asking respectfully won’t hurt and if an offer is rescinded just for negotiating, it’s likely not a healthy work environment.

Aim for a 10–20% increase based on your research and the role’s market value.

👈🏽 Follow for real job interview insights.

If you want to stop overthinking your answers and start landing offers…

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• Remove weak answers

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Preparation changes outcomes.

During Interview: Sell Me This Pen!

Interviewer: Baik, sebelum kita teruskan… boleh awak jual pen ini kat saya.

Calon: Jual pen?

Interviewer: Ya. Anggap saya customer. Saya taknak pen. Yakinkan saya.

Calon: Boleh saya tahu kenapa saya kena jual pen ini?

Interviewer: Sebab saya suruh. Ni test.

Calon: Ujian untuk nilai apa sebenarnya ya??

Interviewer: Keyakinan. Cara awak meyakinkan orang. Cara awak fikir.

Calon: Kalau macam tu, kenapa pen? Kenapa tak benda yang lebih dekat dengan kerja betul?

Interviewer: Jangan banyak soal. Cuba jual je.

Calon: Baik… tapi sebelum saya jual sesuatu, saya biasanya akan tanya keperluan customer dulu.

Tuan perlukan pen ni untuk apa?

Interviewer: Saya tak perlukan.

Calon: Kalau customer memang tak perlukan, paksa dia beli bukan cara yang baik.

Interviewer: Ni cuma lakonan.

Calon: Lakonan biasanya mencerminkan realiti kerja.

Dalam kerja nanti saya perlu paksa orang beli benda yang diorang tak nak ke?

Interviewer: Awak ni susah sangat ke nak ikut arahan?

Calon: Saya cuma cuba faham.

Interviewer: Ni interview. Kalau tak boleh jual pen, macam mana nak perform?

Calon: Perform sebagai apa sebenarnya?

Interviewer: Sebagai staf di sini.

Calon: Staf…?

Interviewer: …

Calon: Maaf tuan, saya cuma nak pastikan kita bercakap tentang position yang sama.

Saya datang untuk interview cleaner.

Interviewer: ...

Calon: ...

Jordan Belfort's Answer

“The real answer is, before I’m even going to sell a pen to anybody, I need to know about the person, I want to know what their needs are, what kind of pens do they use, do they use a pen? How often do they use a pen? […] The first idea is that […] I want to hear [the salesperson] ask me a question. Most average or newbie salespeople think that they’re supposed to sell you the pen, when a really seasoned salesperson will actually turn it into a qualifying session to find out what you need. That’s the truth of it. It’s like trying to sell someone a house and you don’t know if they’re in the market for a house, what kind of house they want, how many kids – so how can you sell someone a house? That’s the point.” 

Dari RM 1,900 sebulan kepada RM 25,000 sebulan dalam masa 10 tahun

Dari RM 1,900 sebulan kepada RM 25,000 sebulan dalam masa 10 tahun

Post kali ni panjang sikit (macam lah yang lain tak panjang kan 😄), sebab nak share pengalaman masa kerja makan gaji dulu — dan apa yang aku buat untuk naikkan pendapatan aku daripada RM 1,900 sebulan masa mula kerja dengan (TNB) sampai RM 25,000 sebulan pada tahun terakhir aku makan gaji (2014).

Majikan Pertama — TNB

Aku dapat biasiswa untuk sambung belajar dekat (MIT). Kalau nak bayar sendiri memang tak mampu. Disebabkan dapat biasiswa TNB, aku kena serve bond.

Masuk TNB melalui Program Eksekutif Pelatih (PEP) batch Mac 2004 (PEP 18). Lepas orientasi, aku ditempatkan di (TNBR) Bangi.

Gaji masa tu: RM 1,900 sebulan. Tiada elaun.

Antara keputusan penting yang aku buat:

1. Minta tukar department daripada R&D ke Strategic Planning & Marketing sebab nampak exposure lebih luas. Tahun pertama dah boleh join management meeting, board session, strategic review dengan top management — peluang yang mungkin tak dapat kalau kekal buat research.

2. Ambil ISO 9001 Internal Auditor — belajar SOP dan teknik audit.

3. Ambil role tambahan sebagai Document Controller — dapat elaun ±25% gaji (tapi kerja memang bertambah).

Aku stay TNBR sampai awal 2007. Gaji terakhir sebelum keluar: RM 2,550.

Majikan Kedua — (PwC)

Aku keluar TNB sebab rezeki tak panjang di sana (kisah ni aku pernah share sebelum ni).

Masa apply kerja, aku target dua arah:

- Engineering (contoh: Alstom)

- Management consulting

PwC offer RM 3,250. Aku nego match offer lain jadi RM 3,500. Mereka siap offer buy-out notice period TNB. Aku accept.

Hari pertama kerja PwC, baru Alstom call nak offer. Tapi aku dah commit dengan PwC.

Dekat PwC aku pilih specialize dalam HR consulting. Masa tu Idris Jala tengah jadi rujukan ramai orang — beliau pernah cerita exposure HR bantu kerjaya beliau sampai jadi CEO. Itu antara inspirasi aku.

Strategi aku dekat PwC:

- Ambil sebanyak mungkin project

- Sebab setiap project = skill baru + klien baru + team baru

Dalam 3 tahun aku terlibat hampir 20 projek (pernah buat 4 projek serentak).

Director aku, Chin Han, pernah bagi nasihat yang aku ingat sampai hari ni:

«Awal kerjaya, fokus pada development, bukan gaji. Anggap kita dibayar untuk belajar. Bila dah ada skill, market akan bayar kita.»

2008: Promotion Assistant Manager

Gaji naik RM 3,500 → RM 5,000

Keluar setahun kemudian dengan gaji ± RM 5,500.

Majikan Ketiga — (EY)

Join sebab:

1. Referral kawan (siap share referral fee 😄)

2. Offer Manager + peluang setup HR consulting team

Gaji: RM 7,000

Aku stay 9 bulan sahaja sebab plan setup tu tak jadi seperti dijanjikan dan nak tunggu confirmation untuk dapat referral tu.

Majikan Keempat — (Oman)

Dalam tengah cari kerja, aku dapat peluang project 6 minggu di Oman:

- Bayaran RM 21,000

- Semua kos ditanggung

Aku accept sebab nak test market value diri di luar negara.

Project siap 5 minggu → klien happy → offer kontrak setahun:

- 2,000 OMR (~RM 20,000) sebulan

- Kos rumah & kereta sendiri

Umur masa tu: 29 tahun nak masuk 30.

Ini turning point penting — aku sedar skill yang aku bina memang transferable global.

Majikan Kelima — (TalentCorp)

Dalam proses nak balik Malaysia, aku dapat call dari En Azman untuk jumpa.

Cerita ringkas:

Pergi lunch pakai jeans + selipar. Lepas lunch terus dibawa ke pejabat. Isi borang. 30 minit kemudian jumpa bakal CEO TalentCorp

Beberapa bulan lepas tu:

Offer kontrak 6 bulan:

- Gaji RM 11,200

- EPF 19%

- Company belum wujud lagi masa tu

Aku accept sebab:

Peluang build organisasi dari kosong.

Feb 2011: Diserap sebagai Senior Manager

Gaji: RM 13,000

Setahun kemudian:

GM resign → beliau recommend aku ambil role beliau

Gaji naik ke:

RM 19,000 (probation GM level)

Beberapa tahun kemudian:

Gaji capai RM 25,000 sebulan (2014)

Kalau aku terus makan gaji, masa tu ada offer RM 35,000+.

Apa yang aku belajar daripada perjalanan ni?

1. Career acceleration datang dari exposure, bukan sekadar pengalaman tahun.

2. Awal kerjaya, skill > gaji.

3. Ambil peluang yang orang lain tak nak ambil.

4. Relationship yang baik akan buka pintu rezeki yang kita tak sangka.

5. Bila competence naik, income akan ikut.

Betullah nasihat dulu:

Fokus bina skill dan competency dulu. Duit akan datang kemudian.

Kredit: Rafiq Hidayat Mohd Ramli

Corporate Lies You Need to Stop Believing Before It’s too Late.

Corporate lies you need to stop believing before it's too late. I'm Yasser, I've spent 15 years in global leadership positions as a global VP. 

Here's the secret truth about corporate. I've watched this play out a thousand times. 

Truth #1, hard work gets you more work. Strategic visibility gets you promoted.

The person who stays late gets another project. The person who speaks up in the exec meeting gets the promotion. 

Truth #2, your manager isn't keeping you because you're irreplaceable.

They're keeping you because you're convenient. The second you become inconvenient, you're gone. Act accordingly.

Truth #3, loyalty is dead. Job hoppers make 30 to 50% more than loyal employees. Your company knows this.

They're banking on you not knowing it. 

Truth #4, we're a family means we expect you to work for less and complain less. Families don't fire you when the budget gets tight.

Companies do!

Truth #5, office politics isn't optional. It's the game.

You're either playing it consciously or you're losing unconsciously. Pick one! 

Truth #6, your yearly review was decided three months ago. That meeting, it's a performance. The decision's already made. 

Truth seven, HR protects the company, not you!

Never forget whose paycheck they're on. Truth eight, we don't have budget means we don't have budget for you. Someone else will get that raise.

It just won't be you. These aren't truths to discourage you. They're truths to wake you up.

The corporate game has rules. Learn them or get played by them.

Send this to yourself as a reminder and follow for more.

It's not Coincidence it's Engineered this way

Salary Negotiation without Sounding Greed

Anugerah Perkhidmatan Cemerlang Tapi kena Korek Salah pula Sampai Kena Buang Kerja

Kau hidup berjuang untuk syarikat sungguh-sungguh, ingatkan dapat APC (Anugerah Perkhidmatan Cemerlang), tapi kena korek salah pula sampai kena buang kerj4.

Kita cuba letakkan diri kita sekejap sebagai seorang ibu tunggal kepada tiga orang anak. 

Di bahu kita terpikul beban untuk memastikan ada makanan di atas meja dan bumbung di atas kepala mereka. 

Kita pula masuk kerja hari itu dengan harapan untuk menyelesaikan tugas seperti biasa, tetapi tiba-tiba, rakan sekerja kita berhenti serta-merta.

Pengurus atasan? 

Senyap. Tiada bantuan dihantar.

Kita pula kena sidai sendirian dalam cawangan restoran makanan segera yang memang terkenal dan ramai orang, dari pagi sampai malam selama 12 jam.

Agak-agak, perit tak?

...

Inilah realiti perit yang dilalui oleh Nykia Hamilton, seorang pengurus syif di Burger King di Columbia, Carolina Selatan.

Walaupun berlaku tahun lepas, inilah antara yang sering berlaku pada cawangan-cawangan makanan segera yang popular tapi pekerjanya kurang.

Dan masih ada berlaku, termasuk di Malaysia...

...

Selama syif yang panjang, Nykia bukan sahaja seorang pengurus.

Dia adalah tukang masak yang membalikkan daging di dapur.

Dia adalah juruw4ng yang mengambil pesanan di kaunter. 

Dia adalah suara di corong pandu lalu yang tidak henti-henti berbunyi.

Dia lari ke sana sini, sendirian mengemudi sebuah restoran makanan segera yang sibuk, tanpa sesaat pun untuk menarik nafas lega.

Peluh membasahi dahi, kaki mungkin sudah kebas berdiri, namun dia tetap tersenyum dan melayan pelanggan. 

Mengapa?

Kerana di fikirannya hanya satu...

"Anak-anak aku perlukan pekerjaan ini."

...

Allah itu Maha Adil kepada semua manusia sama ada Muslim mahupun tidak.

Dia menghantar "saksi", iaitu seorang pelanggan ke dalam cawangan Nykia bekerja itu

Pelanggan bernama Nicole Struggle itu, yang berada di sana tergamam melihat kegigihan wanita ini. 

Nicole merakam video Nykia yang sedang bertungkus-lumus sendirian, bukan untuk memalukan, tetapi kerana kagum dengan etika kerja luar biasa wanita ini.

"Tengok wanita ini, dia buat semuanya seorang diri. Tiada sesiapa lain di sini,"..

Lebih kurang begitulah naratif yang tersebar apabila video itu dimuat naik ke media sosial.

Dunia tersentuh. 

Netizen dari seluruh pelosok dunia memuji ketabahan Nykia. Dia digelar "hero pekerja", simbol dedikasi seorang ibu yang sanggup melakukan apa sahaja demi keluarga.

Sebab, bukan senang nak kerj4 dalam industri makanan segera. Orang nak cepat, pelanggan nak laju.

Kalau kita temp4h di kaunter pandu lalu pun, tak ada orang tanya kita nak pesan apa, tentu-tentu kita dah rasa geram dan berasap.

Lama tunggu pesanan, lagilah mulut kadang-kala ringan aja nak maki staf yang uruskan.

Satu industri yang penuh dengan tekanan melibatkan kompetensi dalam menyediakan makanan yang laju, efisien dan tentulah sedap.

...

Namun, pujian dunia maya kepada Nykia, tidaklah senada dengan tindakan majikan di dunia nyata.

Tidak lama selepas video itu tular, dan memaparkan realiti sebenar pengurusan restoran tersebut, Nykia menerima khabar yang meremukkan hati.

Daripada diberi penghargaan atas pentas atau kenaikan pangkat ke lebih atas, dia dipecat.

Alasan mereka? 

"Isu kehadiran." 

Pihak pengurusan mendakwa Nykia kerap datang lewat.

Nykia tidak menafikannya. 

Sebagai ibu tunggal yang berpendapatan rendah, dia tidak mampu mengupah pengasuh.

Kerapkali dia datang lewat adalah kerana menguruskan anak-anaknya dahulu dan barulah datang ke tempat kerja.

Nykia menegaskan...

"Anak-anak saya adalah keutamaan saya."

Tetapi bagi orang ramai, alasan 'kehadiran yang kerap lewat' itu hanyalah helah. 

Ia kelihatan seperti hukuman kerana "membuka pekung" syarikat secara tidak sengaja.

Kecaman dan kutukan pada syarikat yang membuang Nykia terus menerus disajikan di media sosial.

Bagaimana mungkin seseorang yang sanggup bekerja 12 jam tanpa henti sendirian, dibuang begitu sahaja?

...

Rezeki Tak Pernah Salah Alamat

Di saat pintu rezeki Burger King tertutup, pintu rahmat lain terbuka luas dengan cara yang tidak disangka-sangka.

Kemarahan netizen bertukar menjadi gelombang kasih sayang. Satu tabung GoFundMe dilancarkan untuk Nykia.

Orang ramai yang tidak pernah menemuinya, yang hanya melihat ketabahannya melalui skrin telefon, mula menyumbang. 

10 dolvr

50 dolvr

100 dolvr

Dalam masa yang singkat, jumlah sumbangan mencecah lebih 120,000 dolvr.

Nykia, yang asalnya hanya mahu mencari rezeki halal untuk anak-anaknya, kini mempunyai modal untuk memulakan hidup baru yang lebih stabil, jauh daripada majikan yang tidak menghargai titik peluhnya.

Kisah Nykia Hamilton bukan sekadar cerita tentang Burger King.

Ia adalah cermin kepada realiti pekerja bawahan yang sering ditindas, dan bukti bahawa apabila sistem gagal melindungi kita, kuasa kemanusiaan dan solidariti masyarakat mampu menjadi penyelamat.

Seperti kata orang tua-tua kita dulu, "Buat baik dibalas baik." 

Nykia buat kerja dengan ikhlas walau ditindas, dan akhirnya, Tuhan mengangkat darjatnya di mata dunia.

How to Ask for a Pay Rise at Work

If you walk into a meeting and say, I want a 20% pay rise, you've already weakened your position.

My name's Lee and I've worked in talent acquisition for over 20 years. I've seen pay conversations from both sides, and most people get this wrong because they turn it into a demand.

They say,  I've been here two years. Everything's more expensive. I work really hard.

I check the market and I'm underpaid. Here's the problem. You've just forced your manager into a yes or no decision.

That triggers defensiveness. A pay rise isn't a reward for effort. It's a business investment.

So here's how you do it properly. First, anchor to impact. What have you delivered in the last 6-12 months? Revenue generated.

Costs saved. Projects delivered. Problem solved.

Be specific. Numbers win. Second, know your market value.

If you don't know the salary range for your role, level and location, you're negotiating blind. Third, frame it as progression, not a demand. Instead of, I want a pay rise.

Say, over the past year I've delivered X, Y and Z. Based on current market benchmarks, roles at this level sit around X and Y. I'm committed to continuing to grow here. What would I need to demonstrate to move to that figure within the next 6 months? Now you've done three important things. You've shown value.

You've shown commercial awareness. And you've opened a conversation. If they say yes, great.

If they say no, you've asked for a roadmap. And if they can't give you one, that tells you something about your long-term prospects there. Salary conversations aren't emotional.

They're commercial. Approach them like an adult and you'll dramatically increase your chances. For more no-nonsense career advice, hit the follow button.

Theintrovertedrecruiter

If You Hate Your Job and You're Quitting

If you hate your job and you're quitting, this is the bare minimum script to give your two weeks notice. This won't get you in any trouble, it won't burn any bridges, but it has the right amount of cool indifference to kind of shove it to them. Here's the script to jot your letter! 

I'm writing to let you know I am moving on to the next phase of my career,and my last day here will be [blank]. If you need any support in this transition, please let me know.

And that's it. That's all they get. Don’t give them any more respect than they deserve!

Greg Langstaff

Influencer at Work

1. Yas Ahmad - Win at Work

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2. Rohit Decoded

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3. Alinlabi Idris

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4. Maxwell Ortega

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5. Elite Recruiter

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6. Nurse Makoy

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7. Greg Langstaff - Resume Writer Coach & Interview

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8. How to Convince

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9. Theintrovertrecruiter

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10.

 

11.

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If Someone Challenges Your Credibility in front of Others, Say This and Watch them Apologize.

If someone challenges your credibility in front of others, say this and watch them apologize. 

I've seen this play out in my leadership role for the past 15 years.  Someone questions your expertise publicly to make themselves look smart.

Here's how you destroy them without raising your voice. 

When they say, are you sure about that?

In a condescending tone, don't defend yourself, say this.

"I'm certain, but I'm curious what makes you question it."

You just flipped it. Now they have to justify their challenge. And if they can't, everyone just watch them expose themselves.

When they say, I don't think you understand how this works.

Don't explain yourself, say this.

"Walk me through your understanding then. I want to see where we're disconnecting."

You invited them to demonstrate their knowledge. If they actually know it, you learn.

If they don't, they just embarrass themselves in front of everyone.

When they say, that's not accurate without offering anything. Don't get defensive, say this.

"Show me what I'm missing."

That's it. You didn't argue.

You didn't justify. You just put the burden of proof on them. 

If they have evidence, they'll show it. If they don't, everyone just realised they were bluffing.

When they say, I've never heard that before. 

To dismiss you, don't over explain, say this.

"Then this is a good learning opportunity for you."

Calm, composed and devastating. You just position their ignorance as their problem, not yours.

Here's why these work. When someone challenges your credibility publicly, they're counting on you getting defensive. Defensive makes you look unsure, like you need to prove yourself.

Send this to yourself as a reminder

Yas Ahmad - Win At Work

Engineered Disengagement at Workplace

It happens to the best workers all the time. It’s almost like some employers are encouraging their managers and supervisors to mistreat employees and take out their personal frustrations on them. 

Do they getting satisfaction out of this sickness? 

They also gaslight and coercively control you.

That’s Why You Being Paid Less

That’s why you being paid less

You don't hate your job. You hate being powerless.

You see, you work harder than required.

Paid less than promised.

Praised just enough to keep you quiet. They call it a career.

It's containment. You're told to speak up, then punished for honesty. Promised growth, then passed over for obedience.

You're not exhausted from work. You're exhausted from realizing your effort doesn't change your position. Sunday feels heavy.

Quitting feels impossible. 

Not because you're weak, but because you're more useful, obedient than free. 

You want to learn how to break free? 

Maxwell Otego

Beza Zaman Beza Cara, 3 Genarasi Hadap Tempat Kerja Toksik

Budak sekarang manja atau orang lama yang terlalu reda kena tindas?

Selalu kita dengar bos bising bila budak baru masuk kerja sebulan dua, tiba-tiba hantar surat berhenti sebab tak tahan stres. Bos yang dah berpuluh tahun kerja pula geleng kepala, pelik kenapa budak sekarang tak kental.

Satu kajian pada tahun 2025 telah merungkai rahsia perbezaan sikap ini. 

Penyelidik mengkaji 96 orang pekerja untuk melihat bagaimana mereka menguruskan persekitaran kerja yang toksik seperti budaya membawang, kes buli, dan majikan yang tidak menyokong. 

Ternyata, tiga generasi ini ada tiga cara berbeza untuk kekal waras:

1. Generasi Z: Terus Angkat Kaki

Bila nampak tempat kerja mula jadi toksik, pekerja Gen Z lebih suka menjauhkan diri atau mengelak. Kajian membuktikan mereka buat begini bukan sebab lemah, tetapi untuk melindungi kesihatan mental mereka dan menetapkan sempadan yang sihat. Mereka sangat pantas menghidu budaya kerja yang merosakkan dan sangat menghargai keseimbangan kerja dan kehidupan.

2. Generasi Millennial: Bersuara dan Melawan

Golongan Millennial pula ada cara berbeza. Mereka lebih cenderung untuk bersuara dan meluahkan rasa tidak selesa secara terang-terangan. Mereka mengutamakan kesihatan mental, sambil menggunakan kelebihan mereka dalam teknologi dan kemahiran berbilang tugas di pejabat.

3. Generasi X dan Boomers: Telan dan Bertahan

Untuk generasi yang lebih berusia, mereka lebih suka menyelesaikan masalah itu sendiri dan menahan sabar. Kajian mendapati mereka kurang menggunakan strategi mengelak, sebaliknya bergantung kepada cara lama yang sudah sebati dengan norma tradisi tempat kerja.

Kesimpulannya, perbezaan umur dan pengalaman banyak membentuk cara kita bekerja. 

Zaman sudah berubah. Kajian ini menyarankan agar majikan mula melihat nilai dalam mewujudkan persekitaran yang saling menghormati. Tempat kerja perlukan sistem sokongan dan bimbingan yang baik, bukan sekadar menyuruh pekerja ketap bibir dan siapkan kerja walau mental dah hancur.

Sumber PHM

12 Biggest Employment Lesson

The Biggest Employment Lesson

Powerful Library 

Sings You Should Consider a New Job

Sings You Should Consider a New Job 

1. You haven't learned anything new in 2 years.

2. After work your family only sees the angry, tired version of you.

3. If your paycheck hasn't moved but your responsibility have.

4. If everytime you asked about promotion criteria, the goalposts mysteriously move.

Jot you farewell letter! ~ HR

Toxic workplaces don't fire you, they set you up to fail

I didn’t even realize it when it was happening to me | Phillip Holmes

Toxic workplaces don't fire you, they set you up to fail.

This isn't underperformance, it's engineered disengagement. Legally, it's called constructive dismissal.

It's when an employer intentionally creates unbearable conditions, pushing you to resign voluntarily. And when it happens, you might not even realize you're being set up. Here are 5 signs you're being forced to quit.

1. Your responsibilities are stripped away.

2. You're accused of not engaging while they're isolating you.

3  Your manager suddenly micromanages every task.

4. Performance standards change without explanation.

5. You're repeatedly blamed for things that are clearly outside of your control. 

Here's the goal, to pressure you into quitting so they can avoid severance, unemployment claims, or potential losses.

You're not imagining it.

Document everything and consult an employment lawyer to help you understand your rights so you can hold them accountable and exit strategically.

"You’re not flashy, but you’re essential: The Dúnedain don’t seek fame. They do the work that matters. That’s you—refining, iterating, elevating".

If Someone Disrespects You at Work, Say THIS—They'll Crumble in Seconds You're at work.

If Someone Disrespects You at Work, Say THIS—They'll Crumble in Seconds You're at work. 

A colleague disrespects you. Dismisses your idea. Talks down to you. Or insults you in front of others. Your blood boils. But you can't expl

If someone disrespects you at work, say this and watch them crumble in seconds. You're at work, someone speaks to you with complete disrespect, dismisses you, talks down to you, or insults you in front of others. Your blood boils, but you can't explode.

You need this job. Most people either stay silent and look weak or react emotionally and damage their reputation. But if you understand psychology, you don't need to yell or stay quiet.

You respond with cold, calculated precision. Here are three powerful responses that destroy disrespect at work without getting you fired. And the third respond, one line, and disrespect ends forever.

Tactic 1: Flip the spotlight. 

Someone makes a disrespectful comment trying to look strong or funny in front of others. Don't laugh or get defensive.

Look at them and say, are you trying to impress someone? Or is this really the best you can do? Why does this destroy them instantly? You just expose their intention. They were performing, trying to gain status by putting you down. When you call out the performance, you kill it.

Suddenly all eyes are on them, not you. Their confidence cracks. 

Tactic 2: The cold confidence move.

You're in a meeting and someone raises their voice at you or disrespects you publicly. Stay completely calm. Look at them and say, noted.

Now let's go back to people who actually know how to communicate. Then immediately redirect your attention to someone else. Why does this devastate them? You didn't insult them directly.

You downgraded them. You showed the entire room that this person isn't acting like a professional and you did it with zero emotion. You didn't fight.

You dismissed. And dismissal is more powerful than any argument. The room sees them as unprofessional and you as untouchable.

Tactic 3: The professional shutdown.

Someone speaks to you with a disrespectful tone. Don't argue.

Don't defend. Just stop. Look at them calmly and say, I don't allow anyone to speak to me like that.

If you have something professional to say, say it. Otherwise this conversation is over. 

Then stay silent.

Why does this hit so hard? You just set a boundary they can't argue with without looking worse. You didn't insult them. You didn't get emotional.

You just made it clear that your respect is a red line. You draw the line once they remember it, and they won't even think about crossing it again. Now listen carefully.

If you can't defend yourself verbally, you're losing opportunities and respect. At work, the person who defends their ideas under pressure gets promoted. The one who freezes gets overlooked, no matter how talented they are.

In relationships, the person who sets boundaries keeps respect. The one who can't gets walked over and manipulated. In social situations, every interaction is a status test.

Handle disrespect well and you maintain your position. Fail and you become the target. Verbal warfare, mastering comebacks is your complete arsenal.

From freezing to dominating, you will transform from someone who freezes when insulted to someone who crushes attackers with devastating responses instantly and automatically. Never let anyone disrespect you again. 

Why good employees sometimes don’t get promoted?

I was reading a post on a thread about a lady who has been doing a lot for her company. She even set up a system for everyone to use and taught other staff various tasks. However, her management didn't promote her to a managerial position. Instead, they hired a new person as a manager and asked her to train the new manager. She was very upset and, thinking about it, posted about her frustration on the thread.

Then, a stranger replied to her about the possible truth behind management's decision. The reply suggested she wasn't promoted because she is perhaps too valuable and replaceable in her current role—she's such a good employee that they don't want to lose her from those duties. They wanted a fresh start with a new manager because they don't want to become too dependent on her.

Is that true? Does such a thing really happen? I also want to know about the hidden agendas and dark truths behind this kind of management thinking

======

Answering Your Question:

Yes, this scenario is unfortunately quite common and is often referred to as being "too valuable to promote." The hidden logic (or "dark truth") from management's perspective can include:

1. Operational Dependence: You are so good at your current job that your departure would create a short-term gap they fear. Promoting you solves your problem but creates one for them.

2. The Specialist Trap: You are seen as a brilliant "doer" or technical expert, not as a "manager" or "leader." Management may doubt your people skills or strategic vision, even if you have them.

3. Cost and Convenience: It is cheaper and easier to keep you in a role where you excel while hiring a manager, rather than backfilling your complex old role.

4. Avoiding Disruption: Promoting you might mean training you and hiring your replacement—two changes. Hiring an external manager is just one change.

5. Political Reasons: Sometimes, it's about personal dynamics, favoritism, or a desire to bring in an outsider with different connections or a specific pedigree.

The request to train your new boss is often the final insult, highlighting that they value your knowledge but not your leadership potential. It is generally advised in such situations to update one's resume, document all achievements, and seek opportunities at an organization that will recognize and reward one's full value.

==========

Why good employees sometimes don’t get promoted

- Perceived replaceability: Some managers worry that if one person becomes “too essential,” the company will depend heavily on them. Instead of rewarding them, they may bring in someone new to spread responsibility.  

- Bias toward “fresh leadership”: Companies sometimes believe an outsider will bring new perspectives, even if an internal candidate has proven themselves.  

- Skill mismatch (real or perceived): Management may feel that being a great staff member doesn’t automatically mean someone will succeed in leadership. They may undervalue her contributions as “technical” rather than “managerial.”  

- Politics and favoritism: Decisions are not always merit-based. Office politics, personal biases, or hidden agendas can override performance.  

- Fear of disruption: Promoting a strong staff member could shift team dynamics. Some leaders prefer to keep high performers in their current role because they’re “safe” and reliable.  

---

Hidden agendas & “dark truths"

- Control and dependency: A hidden agenda may be to avoid giving too much power to one person. By hiring a new manager, leadership ensures the company isn’t “dependent” on her.  

- Cost-saving: Sometimes management prefers to keep a strong worker in a lower role because it’s cheaper than promoting them.  

- Internal politics: Hidden agendas often come from leaders protecting their own interests, not necessarily the company’s. This can erode trust and morale.  

---

Key takeaway

Yes, there is such a thing as hidden agendas in management. The “dark truth” is that companies don’t always promote the most deserving person — sometimes they deliberately avoid it to maintain control, reduce dependency, or pursue their own interests. It’s unfair, but it happens.

==========

Practical strategies employees can use when they’re overlooked for promotion — so instead of just seeing the “dark truth”

Practical Strategies for Overlooked Employees

1. Clarify Expectations

- Ask management directly: “What skills or experiences do I need to qualify for a managerial role here?”  

- This shifts the conversation from frustration to constructive feedback.

2. Document Contributions

- Keep a record of achievements (systems built, staff trained, projects led).  

- Use this evidence in performance reviews or promotion discussions.

3. Seek Mentorship

- Find allies in leadership or senior colleagues who can advocate for you.  

- Mentors often help navigate hidden politics and provide visibility.

4. Develop Leadership Skills

- Volunteer for projects that require coordination, decision-making, or conflict resolution.  

- Show you’re not just a strong worker but also capable of leading.

5. Build Visibility

- Share successes in meetings or reports so management sees the impact.  

- Sometimes overlooked employees are simply “too quiet” about their contributions.

6. Evaluate the Culture

- If a company consistently undervalues staff, it may reflect a deeper issue in leadership culture.  

- In such cases, exploring opportunities elsewhere can be healthier long-term.

---

The “Dark Truth” Side

- Some companies deliberately avoid promoting their best staff because they want to keep them in their current role — reliable, productive, and cheaper than a manager.  

- Others fear that promoting a strong employee gives them too much influence, so they bring in outsiders to maintain control.  

- This is unfair, but it does happen — and recognizing it helps employees decide whether to fight for change or move on.

---

👉 The key is to shift from being seen as “indispensable staff” to being seen as “potential leadership.” That requires visibility, advocacy, and sometimes changing environments if the culture is toxic.  

==========

🚩 Warning Signs of a “No-Promotion” Culture

1. Outsiders Always Get Leadership Roles

- If every managerial position is filled by external hires, it signals the company doesn’t value internal growth.  

- Employees are seen as workers, not future leaders.

2. Your Work Is Taken for Granted

- You’re constantly asked to train others, set up systems, or fix problems, but recognition never goes beyond “good job.”  

- This shows management prefers you as a reliable executor, not a decision-maker.

3. Feedback Is Vague or Avoided

- When you ask about promotion, you get answers like “We’ll see” or “Keep doing what you’re doing.”  

- Lack of clear pathways means they don’t intend to move you up.

4. You’re Overloaded Without Authority

- You’re given responsibilities that look managerial (training, supervising, organizing), but without the title or pay.  

- This is a way to benefit from your skills without committing to promotion.

5. Favoritism or Office Politics

- Promotions go to people with connections, not performance.  

- If you notice patterns of favoritism, merit may not matter.

6. No Career Development Programs

- Companies that don’t invest in training, mentorship, or leadership pipelines usually don’t promote internally.  

- They see staff as replaceable rather than long-term assets.

7. You’re Labeled “Too Valuable Where You Are”

- A subtle but dangerous compliment: “We can’t afford to move you, you’re too good at your current role.”  

- Translation: they want to keep you stuck because you’re reliable and cheap.

---

The Dark Truth

Yes, some management schemes deliberately avoid promoting strong employees because:

- They want control (avoid dependency on one person).  

- They want cheap labor (keep you in a lower-paid role).  

- They want fresh leadership optics (new face, new narrative).  

It’s not always fair, but recognizing these signs helps you decide whether to push harder for growth or move to a company that values advancement.

==========

🔑 Strategies to Reposition Yourself for Promotion

1. Shift Identity from Worker to Leader

- Stop being seen only as the “go-to problem solver.”  

- Start framing your contributions in terms of team outcomes and strategic impact.  

- Example: Instead of “I fixed the system,” say “I led the team in implementing a system that improved efficiency by 30%.”

2. Ask for Leadership Opportunities

- Request to lead small projects, committees, or cross-department initiatives.  

- This builds a track record of leadership beyond technical skills.

3. Communicate Career Goals Clearly

- Tell management directly: “I’m interested in moving into a managerial role. What steps can I take to prepare?”  

- This signals ambition and forces them to give feedback.

4. Build Allies and Visibility

- Network with decision-makers, not just peers.  

- Share successes in meetings, reports, or presentations so leadership sees your impact.  

- Visibility often matters as much as performance.

5. Develop Soft Skills

- Leadership isn’t just about technical ability — it’s about communication, conflict resolution, and vision.  

- Invest in training or certifications that highlight managerial readiness.

6. Negotiate Recognition

- If asked to train a new manager, frame it as leadership experience: “I’ve onboarded and mentored managers.”  

- Use this to strengthen your case for promotion later.

7. Know When to Move On

- If the company culture consistently blocks internal promotions, consider opportunities elsewhere.  

- Sometimes the boldest move is leaving for a place that values growth.

---

The Core Idea

You must rebrand yourself from “indispensable staff” to “future leader.” That means shifting how management perceives you, building visibility, and refusing to be quietly taken for granted.

==========

Nasihat Untuk Penjawat Awam: JANGAN MASUK PENJARA

Nasihat Untuk Penjawat Awam: JANGAN MASUK PENJARA

Saya tahu ramai followers saya terdiri daripada penjawat awam.

Baru-baru ini, semasa isteri saya menghadiri satu majlis walimah (saya tidak dapat hadir kerana urusan lain), ramai bekas staf beliau datang berjumpa dan memaklumkan bahawa mereka merupakan followers saya serta gemar membaca catatan dan nasihat yang saya kongsikan, sebagai bekas penjawat awam.  

Terus terang saya katakan, semasa zaman saya berkhidmat dahulu, sangat jarang kami menerima nasihat daripada pegawai senior tentang 'do’s and don’ts' dalam perkhidmatan awam.

Kebanyakannya perlu dipelajari sendiri. Dan harus difahami, ketidakfahaman kita terhadap Perintah Am, Peraturan Kerajaan, Surat Pekeliling dan Arahan Perbendaharaan tidak akan melepaskan kita daripada hukuman jika melanggarnya.

Baru-baru ini saya menerima mesej daripada seorang rakan yang baru sahaja tamat tempoh parole dan dibebaskan sepenuhnya dari penjara:

“Assalamualaikum wbt.

Alhamdulillah, I have just completed my parole dan baru sahaja dibebaskan today.

TQVM for all your support.

Semoga Allah melindungi dan memberkati kehidupan kita semua. Aamiin ya Rabbal ‘Alamin.”

Beliau dijatuhkan hukuman penjara selama 18 bulan dan mendapat parole selepas menjalani satu pertiga daripada hukuman. Hari ini, beliau telah bebas sepenuhnya.

Apabila saya bertanya tentang pengalamannya di dalam penjara, jawapannya ringkas tetapi sangat mendalam:

“Janganlah masuk penjara. Ia adalah hell on earth.”

Ya, penjara adalah neraka dunia.

Saya tidak akan ceritakan punca beliau dipenjarakan. Namun sebagai penjawat awam, pesanan beliau sangat jelas:

“Do not trust anybody.”

“Follow your conscience.”

“Always protect yourself with documents and know what you sign.”

Ramai orang akan menggunakan anda ketika anda berkuasa, dan apabila sesuatu berlaku, anda akan dijadikan kambing hitam.

Beliau sendiri mengakui telah banyak melakukan kesilapan dalam tugas.

Di dalam penjara, beliau bertemu ramai bekas penjawat awam yang turut merengkok di dalam.

Ambillah iktibar. Beliau telah membelanjakan lebih RM250,000 untuk bayaran peguam, namun tetap didapati bersalah.

His lawyers were laughing all the way to the bank…

Amma ba'du. 

Nasihat Saya Sebagai Bekas Penjawat Awam

1. Ikut kata hati (conscience) dan jangan percaya sesiapa 100%.

Sentiasa berfikir, sentiasa berhati-hati dan gunakan kebijaksanaan anda setiap masa.

2. Jika anda mempunyai kuasa MELULUSKAN, jangan sekali-kali meluluskan apa-apa permohonan dari seorang SAUDARA.

Ini termasuk tender, sebut harga atau apa jua kelulusan.

Ramai tidak sedar perkara ini adalah kesalahan serius dan ramai telah didakwa serta dipenjarakan.

Jika anda berada dalam jawatankuasa:

   • Isytiharkan kepentingan (declare interest)

   • Keluar dari mesyuarat

   • Pastikan ia direkodkan dalam minit mesyuarat

Takrif SAUDARA merangkumi:

Ibu bapa, atuk nenek, anak, adik-beradik, anak saudara, suami/isteri, sepupu, cucu, cucu saudara, pak/mak saudara dan menantu.

3. Lindungi diri anda dengan dokumen.

Pastikan anda faham sepenuhnya apa yang anda tandatangani.

4. Keputusan yang melibatkan risiko kewangan mestilah dibuat secara jawatankuasa, bukan individu.

5. Jangan sekali-kali memecahkecilkan perolehan bagi item yang sama untuk mengelakkan sebut harga atau tender, kecuali mendapat kelulusan Kementerian Kewangan atau Pegawai Kewangan Negeri.

Jangan ingat anda bijak dan orang lain tak dapat menghidu jejak anda.  

Kepentingan Dokumentasi Dalam Perkhidmatan Awam

Ramai rakan saya semasa bertugas telah dikenakan tindakan disiplin, diturunkan pangkat, dan ada yang dipenjarakan.

Apakah kesalahan mereka?

Cuai dalam menjalankan tugas.

Semasa saya berkhidmat di sebuah jabatan ketika usia 30-an, ratusan projek berjalan serentak daripada RM10,000 hingga berjuta ringgit.

Banyak kerja undi, kerja indent, sebut harga dan tender berlaku serentak dan adalah mustahil untuk saya memeriksa setiap projek secara fizikal.

Peliknya, apabila projek siap, hanya saya seorang yang perlu menandatangani sijil bayaran.

Kadangkala ratusan certificate of payment berada di atas meja saya, sedangkan saya tidak mampu mengesahkan semuanya sendiri.

Saya mula bertanya pada diri:

“Adakah kerja ini benar-benar siap?”

“Atau wujud penipuan oleh staf bawahan?”

Akhirnya, saya mengubah prosedur dan mewajibkan pengesahan berperingkat, seperti berikut:

   • Projek disemak - Juruteknik

   • Projek disahkan siap - Pembantu Teknik

   • Projek disahkan untuk bayaran - Jurutera

   • Pembayaran diluluskan - Ketua Jabatan

Walaupun kelihatan birokratik, kaedah ini mewujudkan tanggungjawab bersama (collective responsibility).

Ada staf menuduh saya penakut.

Jawapan saya mudah pada mereka:

“Kalau nak masuk penjara, kita masuk bersama-sama.”

Selepas itu, saya dapati semua kakitangan menjadi jauh lebih berhati-hati dan menyemak kerja berulang kali kerana mereka juga perlu menandatangani pengesahan.

Moral of the Story

Jika anda seorang penjawat awam:

   • Jangan percaya sesiapa kecuali conscience (furqan) anda

   • Jangan peduli apa orang kata

   • Yang penting, selamatkan diri anda terlebih dahulu

Keputusan terbaik ialah keputusan secara kolektif, direkodkan dan diminitkan dengan jelas:

“Mesyuarat telah bersetuju membuat keputusan berikut…”

Apabila segalanya didokumentasikan, anda tidak akan dijadikan kambing hitam jika sesuatu yang buruk berlaku.

Wallahua’lam.

Ir. Hj. Zainuddin Bin Hj. Omar

FB: zainuddin omar