@abdeeromans: #semuaorang #money #belajarbareng #viraltiktok #video

AbdeeRomansyah
AbdeeRomansyah
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Region: ID
Friday 25 September 2026 09:55:20 GMT
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yanuartiati
Yanuarti Ati :
ga punya duit = Ca pek
2026-09-26 01:19:19
10
jokowi0234
Andha :
kalau 26889.?
2026-09-26 00:19:37
0
ewa.pratama5
Ewa Pratama :
kalo 999?
2026-09-25 16:26:07
1
zainah.aziz2
Zainah Aziz :
5 perak_ go tun. 10 perak cap tun😁
2026-09-26 10:40:36
0
andrean7999
Andre'an :
15 rb Cap Gojing bukan ban go
2026-09-26 16:34:49
1
adisutedjo8690
Ady Sutedjo8690 :
klau Terima kasih dlm bahasa Hokkien ap🙏
2026-09-25 11:51:26
0
shaka4723
Shukoy :
klo 2.688 apa
2026-09-27 06:08:33
0
jamusse2
jamusee2 :
Yg 26 salah tu, harusnya jugo bkn jigo
2026-09-26 09:11:46
1
warsonodavid
warsonodavid :
25 bukannya ji go ya
2026-09-26 02:06:47
1
agunglegi2
agunglegi22 :
izin pakek viti bg
2026-09-27 04:13:26
0
yusupsupriyadi792
Yusup :
60rb = lakban tapi jangan pinjam ke tukang packing 🤣🤣
2026-09-26 07:26:21
1
ato.satu
ato satu :
25 ji cap go apa noban go
2026-09-27 03:50:50
0
meidiwijaya
GRABER 234 :
ah gak penting juga yg penting mah punya duit duit & duit 😁😂
2026-09-27 03:56:24
0
etitristina
etitristina :
maaf min nanya, 150 dan 150.000 itu sebutannya sama pek go ?
2026-09-26 01:59:20
0
kurtubisukmo
khurtubi :
bhs dlm perjudian,,tapi generasi sekarang,,tak tau,
2026-09-26 15:03:55
1
bang.aje70.h.ainurrusli
💫 Bang Ajee83 💫 :
klo 450 gmn
2026-09-25 14:57:37
0
wongsambak1
selikurjanuari :
aku danger bahasa ini aku masih kecil gk tau nya bahasa daera asli caines kusus nya caines kalimantan mirip bahasanya caines di taiwan
2026-09-25 13:09:12
1
su.chang20
Su chang :
lak ban kok 60rb apa nsak kemahalan?
2026-09-25 11:45:51
0
user1051018497737
cantikapermai12 :
kalo lapek?
2026-09-26 23:23:12
0
user663017646
WONG NDESA :
No 1 sampai 9 mana
2026-09-26 04:33:21
1
happymom410
SRI WAHYUNI :
dulu waktu SD jajan 5 Rupiah bilangnya go tun.
2026-09-27 03:37:48
0
phoenix_gza
📌_gza23 :
5𝚛𝚋 𝚊𝚙𝚊??
2026-09-27 04:57:35
0
tyens86
Tyens :
ko ga ada Ceng Go..?? 😁
2026-09-27 04:04:52
0
luckygirllana.8
L🅰️aann🪼 :
kamsia
2026-09-27 06:23:03
0
eyzafams
eyzafams :
lak tyo KWA
2026-09-25 16:33:14
0
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Other Videos

🧠 Handling the “poor performer” It can be frustrating as a manager when someone’s performance slips—but you’re not quite sure why. And when we express that frustration in a way that feels critical or unproductive, it can erode psychological safety. That only makes it harder to get to the root of the issue. Here’s a better way to approach it: ▶️ Start by showing belief in their potential Let them know you want to support them—not catch them out. ▶️ Invite shared responsibility This changes the dynamic from “I’m fixing you” to “we’re solving this together.” for example:  “I really need your help, as I’m not sure how best to support you—and I know what I’ve suggested so far hasn’t helped.” ▶️ Give them time to reflect Putting someone on the spot rarely leads to insight. Try this instead: “Can you take a bit of time to think about what would help—and bring some ideas to our one-to-one tomorrow?” Have you ever been on either side of this? I’d love to hear what worked (or didn’t) in the comments. ➕Follow Claire Benjamin for practical strategies on handling tricky work situations  📌 Please note the advice offered in this video is generalised and will not fit every situation. There are different ways this situation could be approached so please use your own judgement and adapt it to suit your own situation #worktips #leadershipdevelopment #corporatelife #emotionalintelligence #communicationskills #communicationskills #difficultconversations #managingpeople #managertips
🧠 Handling the “poor performer” It can be frustrating as a manager when someone’s performance slips—but you’re not quite sure why. And when we express that frustration in a way that feels critical or unproductive, it can erode psychological safety. That only makes it harder to get to the root of the issue. Here’s a better way to approach it: ▶️ Start by showing belief in their potential Let them know you want to support them—not catch them out. ▶️ Invite shared responsibility This changes the dynamic from “I’m fixing you” to “we’re solving this together.” for example: “I really need your help, as I’m not sure how best to support you—and I know what I’ve suggested so far hasn’t helped.” ▶️ Give them time to reflect Putting someone on the spot rarely leads to insight. Try this instead: “Can you take a bit of time to think about what would help—and bring some ideas to our one-to-one tomorrow?” Have you ever been on either side of this? I’d love to hear what worked (or didn’t) in the comments. ➕Follow Claire Benjamin for practical strategies on handling tricky work situations 📌 Please note the advice offered in this video is generalised and will not fit every situation. There are different ways this situation could be approached so please use your own judgement and adapt it to suit your own situation #worktips #leadershipdevelopment #corporatelife #emotionalintelligence #communicationskills #communicationskills #difficultconversations #managingpeople #managertips

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