Run For Your Life, The 1800’s Are Coming …
October 9, 2025, 5:15 am
Filed under:
Agency Culture,
Attitude & Aptitude,
Class System,
Colleagues,
Community,
Complicity,
Conformity,
Corporate Evil,
Corporate Gaslighting,
Culture,
Delusion,
Effectiveness,
Equality,
Fake Attitude,
Honesty,
Imposter Syndrome,
Individuality,
Leadership,
Loyalty,
Management,
Marketing,
Marketing Fail,
Meetings,
Membership,
Perspective,
Pollution,
Popularity,
Prejudice,
Process,
Professionalism,
Relationships,
Reputation,
Respect,
Ridiculous,
Service,
Social Commentary,
Social Divide,
Social Media,
Standards,
Status,
Status Anxiety,
Strategy,
Subliminal Hatred,
Succession,
Systems,
Talent,
Teamwork,
Technology,
Toxic Positivity,
Values 
This is a long post, because it has been written by a lot of rage. Mine.
So buckle up and read it, because while most of what I spout is utter shite. This is important.
Recently someone I know left the company they had been working at for a few years.
When they announced it on Linkedin, they were flooded with supportive, celebratory messages. As they should be.
But there was one other thing that was common among the comments, and that was people writing “what a good run you had”.
I don’t know about you, but when I hear that, it immediately conveys a company who has a reputation for letting people go … and so ‘what a good run’ really means is that you lasted longer than most. That your achievement was as much about staying in the role as it was about what you did in the role.
And to me, that all feels toxic as fuck.
Not by the people saying it.
Or the person it is being said to.
But the organisation who seemingly doesn’t give a fuck about letting people go.
Of course – like US politicians who ask for ‘thoughts and prayers’ after another mass shooting – their corporate mission statement only talks about their belief in their people …
How they’re trying to build a thriving, collaborative community and culture …
In fact, they say a lot of things except one: ‘when people leave, they will be cushioned by comments saying they ‘had a good run’.
So how do they get away with it?
Cash.
They pay significantly more than market rate and so there’s a steady stream of people who are willing to go work there either because they need a gig, they have fallen for the hype [and not checked it first] or they believe they can be the exception to the rule.
That’s not a judgement on the people, I get it … but it is a judgement on the org.
Especially as – in the big scheme of things – the money they pay comes at a huge cost.
The talent they’ve burned – and burned through – is extraordinary and yet no one, be it past of present employee, says a thing.
On first impression, it can feel like they’ve all agreed to collectively gaslight society, but on closer inspection you soon realise the real reason for that approach is far more due to fear than delusion.
Fear of losing your position.
Fear of never working again.
Fear of inviting more abuse.
One look at Corporate Gaslighting and you see this is not an uncommon – or unjustified – view. What’s even scarier is it is seemingly happening more and more … to the point where I swear some companies think ‘salary’ means they fully own their employees.
OK that’s a ridiculous view … a totally over-exaggerated and overblown view … an over-exaggerated and overblown view that is almost as ridiculous as:
Zero-hour contracts.
No overtime payments.
No training and development.
Expectation you are always ‘on-call’.
Personal social media monitoring.
Yes, I get those ‘work practices’ are still more the exception than the rule … but the fact they are there at all, is madness.
I get companies have to make money.
I get we live in a highly competitive world.
I even appreciate not every person is good for every company.
But come on …
What bothers me more is this is quickly becoming standard work practice.
STANDARD!
It’s like someone read a book on Victorian-era ‘workhouses’ and thought, “That sounds fun”.
And so, they’re trying to create a new set of beliefs for the ‘modern’ workplace.
Culture will not be born from the employees but dictated by the leadership.
Opinions can never be expressed; they must always be silenced.
Growth is not measured by personal development, but corporate conformity.
Success is not defined by personal achievement, but individual survival.
Failure is always – ALWAYS – to be aimed squarely at the shoulders of the employee.
[As an aside, if anyone is visiting Nottingham, they should check out the Workhouse in Southwell and go back to the future]
It’s like an episode of Black Mirror if Black Mirror was a documentary, not satire.
It’s here we’re taking a commercial break, because as much as this post has been about bullshit behavior – at least the people it’s about got paid well. But over the last 6 months, I’ve met many, young, lowly-paid, talented strategists be burned out by the expectations, pressure and demands of their employees.
As we highlighted in our 2024 book, Dream Bigger, too often people of my generation look at the young and say they don’t have the right work ethic … they expect too much … they are lacking in drive and skills … but apart from the fact that’s bullshit, even if it wasn’t, could you blame them given how they’ve seen so many of us invest so much in the promises of ‘hard work’ and then end up with nothing. And at least we had options available to us that could actually help. These poor fuckers don’t have any of that and yet we hold them to even higher expectations.
But that’s different to burnout because burnout is criminal. Actually criminal.
How are companies letting this happen? What are the fucking HR people doing?
What makes it even worse is the 5 people I met all worked at companies who talk big about ‘how their people are their greatest asset’. More like burning asset.
You want to know why we find it hard to attract the young to our industry? Because too many companies treat them like cannon fodder – and then when they’ve been battered, broken or bruised. we turn around and say ‘they couldn’t cut it’. Bastards.
Back in 2021, when we did Dream Small, we highlighted how this was a generation tolerated rather than welcomed. Then a few months later, I wrote how the ‘great resignation’ was actually – for many of the young – the ‘great reset’. But as much as they have pushed for change, this shit is still happening to so many – as demonstrated by the fact I’ve talked to 5 people in the past 6 months who could be great, but have literally been burned and no one seems to give a fuck.
All their bosses do is throw them some compliments or cash, believing it will ‘shut them up’ when what the person actually needs is to be thrown a fucking life raft of compassion, care and change. But what makes this even worse is that when the bosses discover the cash and compliments no longer have any sort of effect – when they have wrung the person out completely – they get rid of them while doing all they can to make sure the individual feels they have done something wrong to shame them for life and to keep them quiet.
It’s horrific and shows nothing has changed in the 4 years since I was featured in The Guardian about this corporate practice of employee shaming. Or the attempt of it.
What are we going to do when we have no one want to come to our industry?
We don’t pay many fairly.
We don’t train them well.
And then we work them to the point of exhaustion.
Seriously, in terms of analogy, there is no better one for this group than Workhouse attendees.
We can try and claim their attitude sucks all we like, but we’re the fuckers who need to take the long hard look in the mirror.
And with that, I end the commercial break and take us back to ‘regular programming’.
The reality is we’re getting to a point where there’s no bigger red flag about an organisation than when employees get congratulated by ‘the run they’ve had’.
Some may be well paid ‘middle management’.
Some may be poorly paid ‘young talent’.
But all of them are out-on-their-ear … surplus to requirements or drained of all life.
Which is why – and I appreciate the privilege I say this with – if you find yourself in a company like the one my mate has just ‘left’, then maybe the best thing you can do for your future health, well-being and career is to ‘run the fuck away from them’.
It’s Not Hard To Make A Difference …
March 29, 2021, 7:30 am
Filed under:
A Bit Of Inspiration,
Advertising,
Agency Culture,
Attitude & Aptitude,
Authenticity,
Corona Virus,
Creativity,
Culture,
Customer Service,
Differentiation,
Experience,
Loyalty,
Management,
Marketing,
Service One thing that actually angered me throughout COVID was the attitude supermarkets adopted over the Christmas break.
Don’t get me wrong, they did an amazing job to ensure food supplies were maintained but they also did it because they were making incredible profits at the same time.
I’m cool with that.
I’m less cool with how some still lobbied for government benefits, made whole departments unemployed – looking at you Sainsbury’s – failed to use the Christmas period as a time to ‘give back’ to essential workers [ie: their own staff] and just ran bog-standard ads [even though they were generally pretty poor] … all the while claiming they were a version of ‘ one of us’.
Which is why this little gesture by the Co-op made an impression on me.
It’s very nice.
Not bombastic. Not chest beating. If anything, it’s almost silent.
But it’s impact for those suffering from isolation could be huge.
I really like this. Not just because it more needed than many think, but because I can imagine there are a lot of possible implications on their business should their customers take them up on it.
I have no idea how many customers Co-op delivers to each day, but if each customer just wanted a 5 minute chat, that means the subsequent deliveries will be 5 minutes late.
The more customers, the more deliveries get impacted in terms of time.
That can add up to something significant and potentially make other customers frustrated.
Maybe they’ve put on more delivery drivers to off-set this.
Maybe they’re only going to offer this for a limited time.
Maybe no one will actually take them up on any of this.
But even then, I can see a lot of reasons why a lot of companies would say no to this idea.
The cost.
The impact.
The potential for logistical nightmares.
Which is exactly why I think the Co-op have done something pretty great in doing it.
Because while words, money and countless bloody ‘purpose statements’ may make a company feel they’re doing valuable stuff for the community, its actual acts of action that proves to the community you actually care.
It’s not that hard to make a difference. If you actually want to make a difference.
Vorsprung Durch Details …
September 22, 2020, 7:30 am
Filed under:
A Bit Of Inspiration,
Attitude & Aptitude,
Cars,
Comment,
Craft,
Creativity,
Culture,
Fulfillment,
Insight,
Management,
Resonance,
Service,
Standards,
Technology So I have an Audi.
I know … I know … what a wanker.
Well as we all know, German cars are well known for their quality of engineering, but recently I saw something that showed me it’s not just engineering where they pay attention to detail.
Have a look at this …
Can you see?
It’s the colour of the screws.
Where most cars have 4 yellow screws in each corner of the rear number plate, Audi have used 2 – one black, one yellow – placed in the middle of the number plate and designed to make sure they perfectly match with the area they’re screwing into.
Black to match the colour of the letter of the registration number.
Yellow to match the background of the rear registration number.
It’s an incredibly small thing, but if they care about that, you can be sure they care about every detail in the car.
Which helps reinforce why German manufacturing is so highly revered.
Or said another way, why craft is proved by the small things, not just the big.
Own Your Truth …
February 5, 2020, 6:15 am
Filed under:
A Bit Of Inspiration,
Advertising,
Attitude & Aptitude,
Authenticity,
Brand,
Business,
Communication Strategy,
Confidence,
Creativity,
Culture,
Cunning,
Differentiation,
Emotion,
Empathy,
Experience,
Honesty,
Insight,
Management,
Marketing,
Planners,
Planning,
Point Of View,
Positioning,
Relationships,
Relevance,
Resonance,
Service When I was in Sydney at Christmas, I fell ill.
I know you may feel that is karma, but it was pretty shitty.
So after going to the doctors, I went to the local chemist and it is there I saw this …
Proud To Be Cheap.
Words you don’t hear very often.
Either because everyone is trying to come across as ‘aspirational and premium’ or they’re repositioning price to mean ‘smart and discerning’.
And yet, not only did those 4 words stand out from everything else, they made me smile.
It owned its truth.
It said exactly what it was.
It was, quite literally, proud to be cheap.
There is something incredibly refreshing about that.
But more than that, there is something incredibly valuable about that.
Not just because – as I mentioned earlier – it stands out.
Nor is it because it allows them to minimize their investment in store experience.
[Though, the service I got was brilliant, and not just because I was expecting shite]
And not even because by saying it, they rob the competition from trying to diss them for it.
The reason I think it’s valuable is because it immediately feels more inclusive and approachable than so many of the ego brands out there and so attracts a certain sort of customer rather than trying to constantly chase or seduce them.
It’s a bit like Dolly Parton [yes, I’m going there].
She is very self depreciating …
When she said, “It takes a lot of money to be this cheap”, she was proudly owning who she was and accepting her tastes were not what society likes.
OK, so she was talking about her cheapens from the sense she has a lot of money whereas this chemist is talking about themselves from the perspective they don’t cost a lot of money … but owning their truth has immediately separated themselves from the sea of competition.
Years ago I wrote about an approach to strategy that I had which I called unplanning.
I’ve talked about this a lot – from James Blunt to Eminem – but really this about authenticity.
Knowing who you are.
Being true to who you are.
Living by the values that shaped who you are.
And accepting that in a World where brands are often shaped more by what the competition force you to do than what you want to do, by being yourself you will be different.
When You Don’t Even Have To Try, You Should Still Try …
May 17, 2019, 6:15 am
Filed under:
A Bit Of Inspiration,
America,
Attitude & Aptitude,
Comment,
Culture,
Experience,
Hotels,
Management,
Marketing,
Relevance,
Resonance,
Service 
One of the places I find most hysterical in the World is San Francisco.
Yes … the entire place.
I find it hysterical because it’s often referred to as a liberal, hippy paradise when the reality is it’s one of the most expensive, exclusive and divisive places on earth.
Of course it wasn’t always this way, but the rise of tech has seen so much money coming into the place, that not only is everything hideously expensive, but the service industry – something America was once famous for – has seemingly given up making any effort whatsoever, safe in the knowledge they’re going to get people giving them money for stuff regardless.
No where is this attitude more prevalent than the hotel industry.
Because there are so many people coming into the place – hotels are almost always full.
What that’s resulted in, is even crappy hotels charging rates plush places in LA would balk at.
Case in point, the hotel I stayed in – The Taj – cost more for 1 night than the 2 nights I stayed at the Ritz Carlton at Marina Del Rey.
Which had a water view.
And breakfast included.
What I got at the Taj, was this …
Now I used to have Taj Hotels as a client.
I know their history and the way they approach their business.
Thanks to the Silicon Valley goldrush … the Taj San Fran doesn’t embody any of them.
In fact, I would say the only thing it’s suitable for, is a Martin Parr photo assignment.
For those who don’t know the brilliant Mr P, he is a photographer who specialises in brilliantly capturing the utterly mundane … usually in Britain.
With that in mind, I’ve written him a letter, dedicated to the experience I had at the Taj SF.
Dear Martin Parr.
If you’re looking for inspiration on what – and where – your next photo project could be, may I suggest The Taj Hotel in San Fran.
Not only does it have the depressingly bland interior design qualities of 1980’s middle England that I know you love love, but it comes with the price tag of a modern of Russian Oligarch.
Even when I came back to the room at 2:30am – after a long day at the office – I was reluctant to sleep there, for fear the rundown averageness of the place would do me irreparable damage in the night.
It is a photo exhibition waiting to happen.
Possibly your finest ever.
I even have a name for the shot … Expensive Beige.
You’re welcome.
Rob
Filed under: Agency Culture, Attitude & Aptitude, Class System, Colleagues, Community, Complicity, Conformity, Corporate Evil, Corporate Gaslighting, Culture, Delusion, Effectiveness, Equality, Fake Attitude, Honesty, Imposter Syndrome, Individuality, Leadership, Loyalty, Management, Marketing, Marketing Fail, Meetings, Membership, Perspective, Pollution, Popularity, Prejudice, Process, Professionalism, Relationships, Reputation, Respect, Ridiculous, Service, Social Commentary, Social Divide, Social Media, Standards, Status, Status Anxiety, Strategy, Subliminal Hatred, Succession, Systems, Talent, Teamwork, Technology, Toxic Positivity, Values
This is a long post, because it has been written by a lot of rage. Mine.
So buckle up and read it, because while most of what I spout is utter shite. This is important.
Recently someone I know left the company they had been working at for a few years.
When they announced it on Linkedin, they were flooded with supportive, celebratory messages. As they should be.
But there was one other thing that was common among the comments, and that was people writing “what a good run you had”.
I don’t know about you, but when I hear that, it immediately conveys a company who has a reputation for letting people go … and so ‘what a good run’ really means is that you lasted longer than most. That your achievement was as much about staying in the role as it was about what you did in the role.
And to me, that all feels toxic as fuck.
Not by the people saying it.
Or the person it is being said to.
But the organisation who seemingly doesn’t give a fuck about letting people go.
Of course – like US politicians who ask for ‘thoughts and prayers’ after another mass shooting – their corporate mission statement only talks about their belief in their people …
How they’re trying to build a thriving, collaborative community and culture …
In fact, they say a lot of things except one: ‘when people leave, they will be cushioned by comments saying they ‘had a good run’.
So how do they get away with it?
Cash.
They pay significantly more than market rate and so there’s a steady stream of people who are willing to go work there either because they need a gig, they have fallen for the hype [and not checked it first] or they believe they can be the exception to the rule.
That’s not a judgement on the people, I get it … but it is a judgement on the org.
Especially as – in the big scheme of things – the money they pay comes at a huge cost.
The talent they’ve burned – and burned through – is extraordinary and yet no one, be it past of present employee, says a thing.
On first impression, it can feel like they’ve all agreed to collectively gaslight society, but on closer inspection you soon realise the real reason for that approach is far more due to fear than delusion.
Fear of losing your position.
Fear of never working again.
Fear of inviting more abuse.
One look at Corporate Gaslighting and you see this is not an uncommon – or unjustified – view. What’s even scarier is it is seemingly happening more and more … to the point where I swear some companies think ‘salary’ means they fully own their employees.
OK that’s a ridiculous view … a totally over-exaggerated and overblown view … an over-exaggerated and overblown view that is almost as ridiculous as:
Zero-hour contracts.
No overtime payments.
No training and development.
Expectation you are always ‘on-call’.
Personal social media monitoring.
Yes, I get those ‘work practices’ are still more the exception than the rule … but the fact they are there at all, is madness.
I get companies have to make money.
I get we live in a highly competitive world.
I even appreciate not every person is good for every company.
But come on …
What bothers me more is this is quickly becoming standard work practice.
STANDARD!
It’s like someone read a book on Victorian-era ‘workhouses’ and thought, “That sounds fun”.
And so, they’re trying to create a new set of beliefs for the ‘modern’ workplace.
Culture will not be born from the employees but dictated by the leadership.
Opinions can never be expressed; they must always be silenced.
Growth is not measured by personal development, but corporate conformity.
Success is not defined by personal achievement, but individual survival.
Failure is always – ALWAYS – to be aimed squarely at the shoulders of the employee.
[As an aside, if anyone is visiting Nottingham, they should check out the Workhouse in Southwell and go back to the future]
It’s like an episode of Black Mirror if Black Mirror was a documentary, not satire.
It’s here we’re taking a commercial break, because as much as this post has been about bullshit behavior – at least the people it’s about got paid well. But over the last 6 months, I’ve met many, young, lowly-paid, talented strategists be burned out by the expectations, pressure and demands of their employees.
As we highlighted in our 2024 book, Dream Bigger, too often people of my generation look at the young and say they don’t have the right work ethic … they expect too much … they are lacking in drive and skills … but apart from the fact that’s bullshit, even if it wasn’t, could you blame them given how they’ve seen so many of us invest so much in the promises of ‘hard work’ and then end up with nothing. And at least we had options available to us that could actually help. These poor fuckers don’t have any of that and yet we hold them to even higher expectations.
But that’s different to burnout because burnout is criminal. Actually criminal.
How are companies letting this happen? What are the fucking HR people doing?
What makes it even worse is the 5 people I met all worked at companies who talk big about ‘how their people are their greatest asset’. More like burning asset.
You want to know why we find it hard to attract the young to our industry? Because too many companies treat them like cannon fodder – and then when they’ve been battered, broken or bruised. we turn around and say ‘they couldn’t cut it’. Bastards.
Back in 2021, when we did Dream Small, we highlighted how this was a generation tolerated rather than welcomed. Then a few months later, I wrote how the ‘great resignation’ was actually – for many of the young – the ‘great reset’. But as much as they have pushed for change, this shit is still happening to so many – as demonstrated by the fact I’ve talked to 5 people in the past 6 months who could be great, but have literally been burned and no one seems to give a fuck.
All their bosses do is throw them some compliments or cash, believing it will ‘shut them up’ when what the person actually needs is to be thrown a fucking life raft of compassion, care and change. But what makes this even worse is that when the bosses discover the cash and compliments no longer have any sort of effect – when they have wrung the person out completely – they get rid of them while doing all they can to make sure the individual feels they have done something wrong to shame them for life and to keep them quiet.
It’s horrific and shows nothing has changed in the 4 years since I was featured in The Guardian about this corporate practice of employee shaming. Or the attempt of it.
What are we going to do when we have no one want to come to our industry?
We don’t pay many fairly.
We don’t train them well.
And then we work them to the point of exhaustion.
Seriously, in terms of analogy, there is no better one for this group than Workhouse attendees.
We can try and claim their attitude sucks all we like, but we’re the fuckers who need to take the long hard look in the mirror.
And with that, I end the commercial break and take us back to ‘regular programming’.
The reality is we’re getting to a point where there’s no bigger red flag about an organisation than when employees get congratulated by ‘the run they’ve had’.
Some may be well paid ‘middle management’.
Some may be poorly paid ‘young talent’.
But all of them are out-on-their-ear … surplus to requirements or drained of all life.
Which is why – and I appreciate the privilege I say this with – if you find yourself in a company like the one my mate has just ‘left’, then maybe the best thing you can do for your future health, well-being and career is to ‘run the fuck away from them’.