I've been farting so much near HR that they think there is a sewage problem. Will I get fired when they find out I am constantly farting in their area ?

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I've been farting so much near HR that they think there is a sewage problem. Will I get fired when they find out I am constantly farting in their area ?


I couldn't keep doing it at my desk, or going to the bathroom every 15 minutes. The HR part of the office is a little more spaced out so the hallway there is an excellent place to crop dust. And lets be real, who doesn't want to stink up the HR place.

2 weeks ago the entry level HR assistant looked visibly upset and was on the phone with her mom saying how much she hated this place. That was the same day I had burger king, Dominos, and some bud ice the night before. It was a rough day for everyone.

Edit: Okaaay so we got a lot of constructive comments to change my diet, i'll stop having burger king and will make a fresh ommelette every morning. Also getting some recipies for bean soups and cabbage soup since meat can cause a lot of farting.


Jobadvisor

It’s very, very unlikely you’ll get fired for accidental bodily functions — but you could get in trouble if it’s seen as intentional disruption, creating a hostile environment, or harassment toward a specific department or person.

Right now, based on how you describe it (“who doesn’t want to stink up HR”), the intent is what could bite you, not the gas itself.

Here’s how this usually plays out in a workplace:

1. People don’t get fired for farting.

Everyone has digestive issues sometimes. HR knows this. Managers know this. No company wants to open up a disability / medical / bodily-function termination risk.

2. People can get disciplined if it seems intentional.

If it appears like you’re:

  • deliberately targeting a part of the office

  • creating discomfort for specific coworkers

  • doing something disruptive on purpose

then it can cross into “behavior problem” territory.

They don’t need to know you did it on purpose — they just need to believe the environment is being impacted enough that something must be addressed.

3. They cannot punish you for a medical or digestive issue.

But they can ask you to adjust where you work, take breaks, or talk to a supervisor—if the effect is disrupting others.

No one will call it “farting discipline.” They’d phrase it as “behavior in a shared workspace,” “professional conduct,” or “impacting others’ ability to work.”

4. People talk before escalating.

If someone really thought there was a sewage leak, they’d contact facilities, not start an investigation looking for a person.
If HR becomes suspicious, the first step would be a quiet conversation like:

“Someone reported persistent odors in the hallway; we just want to check if you’ve noticed anything or if we should move you to a different area.”

They’re not going to come in hot with accusations.

5. What you can do now so this never becomes a problem

You’ve already changed your diet, which is great. Add these:

  • Stop using one specific area to pass gas—spread out your walking routes so nothing looks patterned.

  • Don’t joke about “stinking up HR” to coworkers.

  • If someone mentions the smell, agree it’s weird and blame the ventilation.

  • If things are still bad some days, discreetly step outside, hit a bathroom on another floor, or go to your car for a minute.

6. The real risk here

If the HR assistant was upset and associates the hallway smell with her stress, she might start reporting the issue as part of her negative experience.
Not “someone is farting,” but “there is a terrible smell in HR and no one is fixing it.”

That’s the kind of thing HR takes seriously from an employee-wellbeing standpoint, not as misconduct.


Is a 4% pay raise high?


I just had a discussion with my manager over my annual raise. They said that the company limit is 3% but ”pushed for me to get higher so I got 4%”.

Is this true? I know most people here likely don’t work for the company I’m working for, but is 4% high, like what they say?

For context, I’m a junior-intermediate Software Dev (5 years), but work for a non-tech company. Apparently they’re known to not pay well.

Any thoughts?


Jobadvisor

A 4% raise can feel high or low depending on context. Here’s how to interpret it realistically:

✅ 1. Compared to typical annual raises

Most companies give 2–3% annual raises for cost-of-living adjustments (COLA)—not merit. So:

  • 2% = common

  • 3% = above average

  • 4% = good for a standard annual raise, especially at companies known to keep salaries low

So yes, your manager can truthfully say that 4% is higher than the typical internal limit, because many non-tech companies keep ranges tight.

BUT…

❗ 2. 4% does not mean your total compensation is competitive

Raises are calculated on your existing salary, so if your base salary is already below market, a 4% raise doesn’t fix that.

For example, if you’re underpaid by 20–30% (common in non-tech companies), a 4% increase just preserves the gap.

🔍 3. Check against external market data

For a Junior–Intermediate Software Developer with ~5 years experience:

  • Tech companies often offer 8–15% increases when changing jobs

  • Even non-tech companies often award 5–10% for promotions

  • Inflation in recent years has been ~3–5% → A 4% raise often barely keeps pace with cost-of-living

So a 4% raise is “good relative to internal policy” but not necessarily good relative to the job market.

💡 4. What’s likely going on

A common situation:

  • HR sets strict caps on annual merit increases (e.g., 3–4%)

  • Managers have a tiny amount of flexibility for “exceptional” performers

  • Your manager probably did push, but the system is restrictive

In other words:
Your manager probably told the truth, but the company’s pay structure is the issue.

🧭 5. What to do next

If you feel underpaid:

Option A — Ask for a market adjustment (separate from the annual raise)

Phrase like:

“I appreciate the 4% raise. Based on recent market data for my experience level and responsibilities, my current salary appears below the typical range. Is there a process for a market adjustment or salary review outside of the annual cycle?”

Option B — Evaluate your market value

Even informal checks (Glassdoor, Levels.fyi, LinkedIn job postings) can clarify if you’re underpaid.

Option C — If you are underpaid by 15%+

The fastest way to fix compensation is usually changing jobs, not waiting for yearly raises.


What are the unwritten rules of corporate success that socially skilled people know, but no one teaches?


I’ve realized there’s a whole side of corporate life that no one explains. The unwritten rules that make certain people rise effortlessly. Some people aren’t the most talented or technical, but they’re always included, trusted, and pulled into opportunities. They build relationships easily, stay calm, communicate well, and somehow everyone wants them in the room.

A friend recently told me “corporate life is 50% your actual work and 50%PR. People can’t cause what they don’t see” He’s pretty high up in a big corporation. That blew my mind. I’ve never been taught any of this.

SO IM ASKING : what are the real unspoken rules of succeeding in corporate environments ?

Things like: • How to build relationships naturally • How to be visible without bragging • How to manage your manager • How to be someone people want to work with <- (this one is my favorite) • How to avoid oversharing and stay composed • How to move through a room with confidence (as someone who has 0) • How to build a reputation beyond your team

If you’re someone who is socially strong at work or learned how to be , what do you wish you knew earlier ? What are the mindsets, habits, or behaviors that actually make a difference ?

I’m trying to understand the invisible curriculum that determines who thrives and who doesn’t.


Jobadvisor

Here’s the truth most people eventually discover, often too late:
Corporate success is only half about how well you do the job — the other half is how well people feel you do the job.
This “invisible curriculum” isn’t taught anywhere, but it determines who gets promoted, trusted, and pulled into big opportunities.

Below is the playbook socially skilled people use — broken into practical rules you can start using immediately.

⭐ THE UNWRITTEN RULES OF CORPORATE SUCCESS

1️⃣ Your reputation matters more than your output

This is the most shocking truth.

You don’t get rewarded based on the actual value you create.
You get rewarded based on the perceived value you create.

People judge you by:

  • What they see

  • What others say about you

  • How you make them feel

  • How easy you are to work with

This is why:

  • Visible but mediocre people get promoted

  • Brilliant but quiet people get overlooked

Visibility is not bragging — it’s necessary.

2️⃣ Your manager controls 80% of your career outcomes

Technical ability matters, but your manager:

  • approves raises

  • decides promotions

  • chooses who gets stretch work

  • advocates for you when you’re not in the room

So you must manage your manager, not wait for them to manage you.

How to manage your manager:

  • Send short weekly updates (“Here’s what I accomplished this week… here’s what’s next”)

  • Make their life easier (anticipate their needs, remove headaches)

  • Find out what their priorities are and align your work with those

  • Ask them: “What does success look like in your role for me?”

3️⃣ People promote people they like and trust

Your likability matters more than your brilliance.

Being someone people want to work with means:

  • You stay calm under pressure

  • You solve problems, not create them

  • You communicate clearly

  • You don’t complain without proposing solutions

  • You don’t bring drama

  • You are reliable

Being low-maintenance is a superpower.

4️⃣ Relationships are built outside of formal meetings

Socially skilled people do informal relationship-building constantly.

How to build relationships naturally:

  • Say good morning and use people’s names

  • Ask small personal questions (“How was your weekend?”)

  • Share small bits of yourself (but not everything)

  • Attend optional lunches, coffees, team events

  • Compliment people’s work

  • Offer help before being asked

Small interactions create trust.
Trust creates opportunity.

5️⃣ Your emotional tone sets your professional identity

People remember how you make them feel more than what you accomplished.

Stay composed. Stay predictable. Stay steady.
This creates an aura of competence.

If you overshare, panic, vent, rant, or take things personally, people start to treat you as “less professional.”

6️⃣ Visibility = telling the story of your work

Not bragging.

How to be visible without showing off:

  • Share progress updates with your manager/team

  • Use phrases like:
    “A win from my end this week…”
    “Quick update: we solved X problem by doing Y”

  • Present your work in team meetings

  • Write documentation or knowledge shares

  • Volunteer to give a demo or explain something new

Visibility is simply making sure people know what you contribute.

7️⃣ Speak in headlines, not essays

Good communicators know how to get to the point.

Replace:

“So basically what happened is…”

with:

“Here’s the situation. Issue → Impact → Solution.”

Concise = confident.

8️⃣ Confidence is a behavior, not a feeling

You don’t need to feel confident to act like it.

Quick confidence hacks:

  • Walk slowly

  • Pause before speaking

  • Lower your voice a bit

  • Sit upright without fidgeting

  • Make eye contact for 1–2 seconds, not longer

  • Speak in shorter sentences

People will treat you as confident long before you feel it.

9️⃣ Never surprise your boss

Socially skilled people warn their manager early about:

  • delays

  • risks

  • problems

This builds massive trust.

🔟 Your network is worth more than your skill set

In corporate life:

  • Opportunities flow through people

  • Information flows through people

  • Influence flows through people

Build a reputation outside your team by:

  • collaborating cross-functionally

  • being reliable in multi-team projects

  • volunteering for cross-team initiatives

  • connecting with key people (PMs, leads, analysts, directors)

When more people know you (and like you), your career accelerates.

1️⃣1️⃣ Document your wins — no one else will

Keep a running list:

  • Problems solved

  • Impact created

  • Positive emails or messages

  • Metrics

  • Shout-outs

This is your promotion and raise ammo.

1️⃣2️⃣ Be the person who brings solutions, not just problems

Replace:

“This is broken.”

with:

“This is broken. Here are two options to fix it. Here’s what I recommend.”

It makes you a leader, not an employee.

1️⃣3️⃣ Know when to speak — and when not to

Socially skilled people:

  • speak when they can add value

  • stay quiet when the conversation is political, emotional, heated, or above their pay grade

  • never talk bad about coworkers

  • never overshare personal issues

Silence is a career-protection tool.

1️⃣4️⃣ You don’t have to be the smartest — just reliable and easy to work with

The people who advance fastest are not geniuses.
They are:

  • Consistent

  • Professional

  • Easy to collaborate with

  • Good communicators

  • Calm, even under stress

Reliability > brilliance.

⭐ The Mindset Shift That Changes Everything

Stop thinking:

“I’m here to do tasks.”

Start thinking:

“I’m here to make people’s lives easier and advance the goals of the business.”

That’s the mindset senior people have.

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