Amanda

Follower of Jesus. Wife. Bio Mom to one. Foster Mom to many.

[Amanda @notrealamanda]

“Once in awhile, right in the middle of an ordinary life, love gives us a fairy tale.”

[Amanda @notrealamanda]

@AnnaRMatson @pagingdrsank Amen, Anna!

[Amanda @notrealamanda]

@upstatefederlst Agree to disagree.

[Amanda @notrealamanda]

@Oilfield_Rando All of them.

[Amanda @notrealamanda]

@AndrewYang @joinnoblemobile I’m ready. We pay $125 🤯

[Gina @FlorioGina]

Every single person involved with the creation and approval of a marketing campaign that uses the term "threesome" in reference to a baby's rectal thermometer needs his/her hard drive checked immediately.

[Amanda @notrealamanda]

@pepsi I’ve been Pepsi sober for 2+ years.

[Elon Musk @elonmusk]

@MattWalshBlog I will pay for the defense of anyone who speaks the truth about this and is sued for doing so

[Amanda @notrealamanda]

@RealCandaceO Another distraction from the Epstein files.

[Amanda @notrealamanda]

@AndrewYang @joinnoblemobile Ooooo yes!

[Charles Patterson @CharlesPattson]

“Can we jump on a quick call”

[Casey DeSantis @CaseyDeSantis]

Today, @FLSurgeonGen and I heard from moms who are struggling to find pediatricians willing to treat their children because of vaccine status.

These stories highlight why Florida must keep standing strong for parental rights and medical freedom.

[Ron DeSantis @RonDeSantis]

The free — and warm — state of Florida!

[Amanda @notrealamanda]

@1Nicdar Until next week when we’re back to freezing in the 40’s and 50’s

[Amanda @notrealamanda]

@AnnieAndrewsMD Ew no thanks. You’re in the minority here.

[drefanzor memes @drefanzor]

Marco Rubio finding out he has to be a babysitter now, too.

[Amanda @notrealamanda]

@sarahdespres Why on earth are you taking a newborn on a plane?! 🤯

[Anna Lulis @annamlulis]

This is exactly the kind of role model America needs.

Vance just announced his FOURTH baby with his sweet wife.

Babies aren’t burdens—they’re the future.

[Amanda @notrealamanda]

@BreeSolstad I have big doubts

[Peter Girnus 🦅 @gothburz]

Last year I eliminated our PTO policy.

I called it "unlimited."

The board loved it.

HR loved it.

Finance really loved it.

Let me explain why Finance loved it.

Under the old policy, employees accrued 18 days per year. Unused days carried over. When employees quit, we owed them money. Cash. For days they earned but didn't take.

That's a liability. On the books. $4.7 million in accrued PTO across 2,300 employees.

I made it disappear.

With one policy change.

"Unlimited PTO."

You can't accrue what's infinite. You can't owe what was never counted. The liability vanished. $4.7 million. Gone.

The CFO sent me a bottle of wine.

I told employees it was about "trust and flexibility."

It was about the balance sheet.

But "balance sheet optimization" doesn't fit on a careers page.

"Unlimited PTO" does.

We updated the job postings.

Applications increased 23%.

People love unlimited.

Until they try to use it.

Under the old policy, employees took an average of 17 days per year.

Under unlimited, they take 11.

That's not a bug.

That's the design.

When PTO is a number, people take the number. It's theirs. They earned it. Managers can't argue with a number.

When PTO is "unlimited," people take nothing.

Because unlimited comes with questions.

"Is this a good time?"

"Who's covering?"

"What will people think?"

The guilt does the enforcement.

I don't have to say no.

The culture says no.

I just built the culture.

We track time-off requests in Workday. I see everything.

A senior engineer requested two weeks in July.

His manager approved it.

Officially.

Then sent a Slack message.

"Totally fine. Just wanted to flag that the Erikson deliverable overlaps. Probably fine. Just flagging."

The engineer took four days.

Unlimited means whatever your anxiety allows.

For most people, that's less than before.

Some employees don't take any PTO.

We call them "high performers."

They get promoted.

Then they manage others.

They don't approve much PTO either.

The system self-replicates.

A recruiter asked how we "stay competitive."

I said, "Unlimited PTO."

She asked how much people actually take.

I said, "That's not tracked."

It is tracked.

I have a dashboard.

I don't share the dashboard.

We did an employee survey.

84% said they "appreciated the flexibility of unlimited PTO."

12% said they "wished they felt more comfortable taking time off."

We published the 84%.

The 12% went in a folder.

The folder is called "Noted."

I don't open that folder.

Someone in engineering asked if we could go back to accrued PTO.

I said, "That would limit your flexibility."

He said he wanted limits.

I said, "That's not aligned with our culture of trust."

He stopped asking.

Trust is a funny word.

I trust employees to feel too guilty to use their benefits.

They trust me to frame that guilt as freedom.

That's the deal.

I'm presenting at an HR conference next month.

The session is called "Unlimited PTO: Building a Culture of Ownership."

Ownership means employees own their guilt.

I own the savings.

The policy costs us nothing.

Because employees take nothing.

And call it a benefit.

I'll be VP of People by Q2.

Unlimited upside.

[Amanda @notrealamanda]

@Jaxweah @grok I’d cry. For days.