You Are An Old Snowflake

Because You’re the Kind of Person I’d Never Hire.

Let me start by admitting that I’ve been diplomatic in my tone here — I refrained from expressing my thoughts in harsher terms, even though I was tempted to.

So, what’s this all about?

Recently, I came across an article by Rodney Lacroix that left a lasting impression. It’s been on my mind for a while now — perhaps too long.

In his article, Rodney shares the challenges he faces, including his grueling schedule of working from 6:30 AM to 9 PM. At first, I found myself engaged and somewhat sympathetic. But then, he mentioned that he is 56 years old — and at that moment, my perspective shifted, and my appreciation for his piece started to unravel.

Despite his detailed account of the situation, what stood out to me was his seemingly immature response to it. Or rather, the lack of a more constructive, proactive approach. At 56 years old, Rodney isn’t part of Gen X, Y, or Z. He belongs to the “old-school” generation — one I deeply respect for its work ethic, resilience, and distinct approach to challenges. For context, I am 45 years old myself.

I believe Rodney might be technically proficient, perhaps even brilliant in his field. However, his approach to this situation — one that reflects deeper workplace and personal issues — raises concerns. If I were to evaluate Rodney as a potential hire, despite his wealth of experience and technical savvy, it would be a firm “no” from me.

Why?

With such extensive experience, I would expect him to navigate challenges more strategically and methodically, with the goal of resolving the issues at hand — or at least making a genuine effort to do so. Yet, his article suggests the opposite: a passive resignation to circumstances that clearly aren’t working for him. This lack of initiative and maturity in problem-solving is not a trait I’d want on my team.

Rodney mentions that he “doesn’t care,” but I don’t buy it. If someone is working from 6:30 AM to 9 PM due to colleagues in different time zones, they clearly care — or they’re in denial about their burnout.

A senior employee with Rodney’s experience should be capable of handling such situations with greater maturity and foresight. If something isn’t working, what steps are you taking to address it? Who do you need to talk to? What strategies can you implement to start making meaningful changes?

What’s missing here is proactivity. Rodney’s situation, as he describes it, isn’t just frustrating — it’s unsustainable. And yet, he appears to be passively enduring it. This approach is unacceptable, especially from someone in his position and with his level of expertise.

Revisiting his article, it’s clear to me that Rodney isn’t just approaching burnout — he’s likely already burned out and hasn’t realized it yet. Learning to set boundaries at work is challenging, particularly in demanding environments, but the idea that he has “no choice” is, frankly, unconvincing.

Where to?

If this is the reality we’re creating — if this is how experienced professionals in my generation (and older) are handling such situations — it’s concerning. Are we, too, falling into patterns worse than those we criticize in younger generations? If so, that’s a problem we all need to address.