Leads Meeting & System Update

Summary

This summary provides a detailed overview of the "Leads Meeting & System Update," covering internal policy changes, system developments, and management challenges.

1. Main Topics Discussed

2. Key Points and Decisions Made

3. Action Items and Next Steps

4. Participants and Roles

5. Notable Quotes and Highlights

6. Technical Details and Constraints

Full Transcript

This is the accurate transcription of the audio clip.

Jared: Alright, here we go. Let's try to keep this under one hour as much as possible. Alright. So, I think based on the last time's senior's meeting, right? Where we had like very specific people sharing stuff, right? I think because there are like newer leads involved as well as like older leads with more experience, but I think it's really more for the, for this period of time, it's more for the newer leads to sort of voice out the new things that you are experiencing and how they are sort of managing their things. And then after that, once everyone is on a sort of a level playing field, then we can start to sort of move on from there, right?

So, I won't be conducting the whole thing. I'm just doing this introduction, but then if you all look at the agenda on the tab, right? There are quite a few things that we discussed out already. Uh, so I think definitely we can go through all of them today. Uh, main thing is let's keep in mind to not dwell too long on one topic as much as possible. If anything that needs to be put a pin on and discussed further or taken offline, uh, let's always use that as an option. Let's not get too lost in a specific topic, lah.

Okay. So first thing is the discussion of the man-hours allocation system. So I think previously last month after last month's presentation, we did sort of have an indication of like this month, one month later, we'll sort of provide some updates on what the new, on any updates on like the system that's being developed, lah. So I think in that sense, KJ, do you want to? Do you have a better...?

KJ: Okay, never mind. I can go through.

Jared: Oh no, I...

KJ: You already added notes inside.

Jared: Oh no, this is just all in the agenda tab. Okay. So basically it's still work in progress. I think we are...

KJ: Uh-oh, for flow.

Jared: KJ, Hawk and Joseph are working on sort of an interface. Yeah, they are working on an interface that will sort of help leads and producers alike to be able to manage all the, the different information that's coming at different, from different avenues, lah. So you have things like project tasks on Harvest. You have time, time hours being popped in.

KJ: Oh, sorry, project tasks on Notion.

Jared: Oh, sorry. Project tasks on Notion, uh, time allocated and time being recorded on Harvest, right? So and then as well as things on Slack, lah. Right? So what they're trying to come out with is a way for us, the middle management people, to sort of be able to look through all those in a more efficient way rather than trying to dig out from like the specific project Notion page or trying to ask the producers about this artist's Harvest hours and stuff, lah.

So in that sense, um, it's really, it's really a work in progress. Uh, unfortunately now because of all the commitments each individual has, right? It's hard to sort of show something concrete, but uh, that's still being in the works, lah. But I think adjacent to that, uh, it's currently now the sort of analog kind of way where the very first step is to really just, as usual, ensure the artists are harvesting accurately and then also the project hours that's being allocated to them for project are being monitored.

I wouldn't say adhere to because if it, if it exceeds, sometimes it just exceeds, lah, right? But then as long as there's a sort of a system where things can be flagged out early where the budget might not, the hour budget might not be, might be turning yellow or turning red. Uh, things are flagged out, which then just shows that that analog system works and then that can be transferred to the interface system in the future. Yeah.

So that's the update. Um, next month, I don't know, I don't want to put words in KJ or Hawk's...

Hawk: Put what in their mouth?

KJ: Put what in their mouth? Put what or what?

Jared: I don't want to put words in their mouth, but then uh, we'll definitely try to update you all as soon as possible once we have something that's working and uh, sort of feasible, lah. Yeah. Any questions regarding the manpower allocation, man-hours allocation system? Any thoughts or...

KJ: Okay, um, then maybe I can add on. I've had a look at the document, lah, so I don't know whether it will come out. Mm-hmm. Yeah. So I think, I think one of the biggest blockers also is that, strangely and ironically, because like, you know, Jared and I stepped out already, Jared and I are trying to manage the system now. So actually a lot of the times that I cannot spend on building the thing is also because trying to figure out the man-hours, manpower and the work map of everyone, lah.

So I think, I think at the end of the day, you know, I think what Shre brought up in the last meeting is true, lah. I mean as far, you know, when it comes to stuff like this, a lot of it is still, it might lean heavily more in terms of like quality of life rather than like, you know, strictly like a one-stop solution to delegation of work, right? But then I do feel like what's really important at least for this past whole one month that Jared and I took over is really for the leads to be more aware of like what everyone in their team is doing.

So that one was actually quite crucial, lah. At least like, you know, the, the movement of all the people can be done with or without the tool. Uh, without is extremely annoying, that's why it's taking up so much time and once again, it emphasizes the need for such tools, right? But then in the meantime, you know, uh, it is, I would, I would highly recommend, lah, that, you know, the rest of the leads here, uh, are just very aware of your team's respective workloads and like, you know, the, the kind of roadmap that you all have, lah.

And I think this is extremely crucial for the upcoming months, especially, you know, we have a lot like cross-department collaboration. So for example, like MVP, right? Then after that then, you know, you'll need 3D help or sometimes you need illustrator help. So, uh, you know, now if I ask the question, I also don't want to put you on the spot, lah, but then like, you know, if I ask the respective leads, oh, I need help in this regard, then do you all have that mental model in your head as to like who, who is doing what at any point, right?

Then after that, I do feel like at the end of the day, the whole month, past month is just, it's always something that I have to compartmentalize and then always evaluate on a daily basis, lah. So, you know, in the... I think that's also something where even without the tool, it's something that you do have to start thinking a lot about because I think what will happen really is that in the next few weeks, we, we do have to start talking with each other, right?

Then after that then it will be very troublesome, lah. So like let's say like, you know, if I need 3D help, then Gray's not around, then, then, you know, I need to find Leon, then let's say if Leon doesn't know, then it's a fall-on, right? Or like, you know, Jared's going on leave soon, if someone comes and finds me about Jared's project, then I cannot answer, then it's a fall-on. So, so, you know, while, while waiting for the tool, there's also, I, I do feel like, you know, at the end of the day, uh, the, the design is a lot of, is pivoting a lot around us being middle management and taking a lot of, as in, having a very clear image in your head as to like who is doing what and how we can shift the pieces around.

Yeah. So then, you know, when, when you all, I think when you all, then what will happen is that you all will find it extremely annoying, then after that then once it's unanimous that like, okay, without a tool it's, it's very annoying, lah, then that's when like, you know, we can be a little bit more, more motivated to get those tools out, lah. Right? So also need your help, lah. Yeah. That is how I can present that one to you. Hmm.

Jared: Ease. Okay. All right. So I think with that, the manpower, the man-hours allocation system, we put a pin and then we will try to update you guys again next month, right? Okay, then next let's move on to more specific topics. Uh, you guys need to start putting names. Okay, to discuss overall clearing enforcement, who wrote this?

Leon: This one, this one...

Gray: The change log.

Bakhtiar: Must be the change log, lah.

Gray: This is Sharon's.

Jared: Oh. Okay.

Gray: And I will help her on her behalf because I went through it, I added it, where's my mouse? Okay, wait. Uh, before that, can I just quickly zoom in to what Jared just said? Okay, just to, just to emphasize on the putting name thing, right? So, so I, I understand that, you know, some of you are shy, right? But then I, I do think that whenever it comes to leads' discussion, it's very much on a professional level. So it doesn't quite go into like, you know, harassment and then must, must stay in a personal or like anonymous level, lah.

So, you know, that one we have our own channel. So as far as possible, if we do have any feedback or input, right? Please do be specific, right? So it's not just putting your name and who said that. I think more importantly is like we cannot generalize statements also because sometimes some things are very contextualized to, to contextualize. Hmm. So let's say like, you know, uh, wait I don't want to give an example. But anyway...

Leon: Okay, wait. Irony, right? Okay.

Gray: Wait, I hear you. So, you know, like I think sometimes like um, some people will be like, uh, okay I had a review, then after that then review from says is like, yeah, the directors they always, uh, step on top of each other, then after that then like you know, they, they don't know, don't know follow whose direction. Then I ask like, okay then which project? Then cannot say. Okay, so, so please there should be a template, right? Uh, under what context, then what happened, who are involved, who are where and how.

Then after that then from there we can examine whether it is a broader issue or a specific one. Either are equally important, but those information need to be there. If not then the conversation will just like go all over the place. Hmm. So I think this is just a rule that ideally everyone is aligned on, lah. Then uh, deny now or whatever, keep it, lah.

Leon: Okay, okay, just...

Gray: No, all everyone aligned? Okay. Okay, anyway...

Jared: Yeah. Sorry, just one more thing to add on about the naming thing. Uh, Hawk, can you go into the...

Leon: Uh, actually no, Jared just pasted a bunch of stuff underneath, we'll go through that later.

Jared: All right. I'll help Sharon out with this part to discuss off-in-lieu clearing enforcement. Um, just going through again that this is the, I don't know, change log. This is the current policy for clearing off-in-lieu. Um, so subject to your thoughts, but we can go through and then we can hear out what everyone has to say about this.

What qualifies for off-in-lieu is when you obviously work overtime or beyond your natural working days. Um, there's two types of off-in-lieu. There is the Public Holiday off-in-lieu and the OT kind of off-in-lieu. Um, I guess there is, wow, work was performed beyond 8 Harvested hours. Um, I guess if you work beyond your 8 hours, then this is considered an OT. Um, but obviously this is also prior to approval from producers and management because obviously we want to obviously make sure that we don't have unnecessary OT in the first place.

And if we can shift timeline, we will shift timeline rather than have you guys OT, lah. So um, approval... To an extent, lah, to an extent. We can't keep shifting timelines. Yeah, but so it's just dependent on the case-by-case. Yeah. The reason this is updated is because there's been instances where artists request for OT but actually the deadline was very flexible but they don't know, lah. Mm-hmm. So they just move it and then... Yeah.

But yes, um, so there's some, if there's some leeway we can work around it, but if not, uh, approval will still have to be given before OT is logged, lah. And if that happens, there is, wow, I didn't make this. Uh, I didn't make it. I'm just looking.

Jared: Yeah, so you made it.

Leon: Surprisingly, I didn't make this flowchart.

Gray: I guess Sharon made this flowchart. Um, but yes, uh, you go through a certain approval system where you have to get... You check in with your project lead first, uh, whether you, whether the OT is necessary, then it will from there escalate uh, to the producer and the department lead uh, as well if needed. Um, the project lead first should assess the importance of the OT and whether it's actually necessary, um, before flagging it up for further approval, lah. I think that's what the flowchart is for.

Yes. And in terms of calculation, there is no change. Um, 4 hours is half day, 8 hours is full day, but anything lesser than that is still to be accumulated, lah, before it can be used. Just a calculated 1-hour block I guess is accumulated to a certain extent until you bump up somewhere. Hmm.

Yes. This one I think there is no change. All the monthly compilations of off-in-lieu and the OT and then they will log it in your balance for your sub-subject. Validity, uh, this one has not... Has recently been updated since the town hall, I believe, the standardization of the...

KJ: Last month.

Gray: Next month. Standardization of the um, off-in-lieu window, which is now 6 months across Singapore and KL. Yes. While usage, while off-in-lieu is encouraged to be used by writers, its usage must be balanced with project schedules and operational requirements. So if possible, I believe that this is... if possible I believe that the best way to clear it is to just clear immediately the next day. Actually, if you have a deadline to hit tonight, you quickly clear it, you have the OT to clear it tonight, the next day you can just, since you've completed your deadline the next day, you can just clear those hours immediately.

That would be the best way um, to clear it, but obviously if you have other deadlines to hit, then it accumulates over time, that may not necessarily be a great thing because you're trying to avoid the accumulation of off-in-lieu and then you clear it like one shot in like, like 10 days one shot and you're gone for like two weeks or that kind of thing. But um, I mean that's the goal, lah, basically. Yeah.

So I think what we need to kind of agree on is the enforcement of off-in-lieu for artists and people if they don't have anything to work on. Hmm. And if that is a thing that we can agree on, then we will have, then HR will have to roll it out in the next monthly thing.

Okay, so uh, if I can contextualize. So basically, um, I think in terms of department, Jared, he enforced it on Coppoo uh, two weeks back, Friday, because he accumulated 30 days of off-in-lieu for Monday, for Monday. So basically, he had two separate weeks of... two separate two weeks' worth of holiday, right? But he cleared zero annual leave here. Yeah.

And then um, I think, I think why that becomes an obstacle is because suddenly it's, it's our responsibility to manage the manpower. Right? So I think that this doubles down or this flows back up on the, from the part where you all are, where not you all, I mean we are more in charge of the delegation of work, right? It starts to become an obstacle when people start to stack up uh, OILs because what will happen is that, like, um, you'll end up in a case where like, you know, people... I'll just OIL and then no one around to pick up stuff or you... the, the... we always talk about fairness, right?

Then after that then you will come to the case where like, you know, the person claimed a lot of OIL then end up one person who claim cannot take OIL anymore because everyone else was gone, right? Then once again, like artists feel order a bit, work artists feel order a bit more work kind of situation. Um, I think another time where it has been exercised was to E, right? Uh, recently I think Nadia had taken OIL over the weekend and after that then, uh, then the, you know, next day don't expect any uh, output then after that then immediately just ask the, ask the person to clear off.

So I think what will happen, for me that is in... Has anyone have insights from the Coppoo instance, but then you know, I think that, that might have been one of the cases, lah, where like you know, actually to my understanding is that every Friday we'll have an update then he, he will OT overnight to hit the 8 AM submission. But then after that, right, honestly, right, you don't touch Coppoo for a month. But then like, you know, was he still clocking in hours?

Jared: We have records, right?

Gray: That one I, I need as in that one I don't have visibility.

Leon: It's all on Harvest.

KJ: Yes.

Leon: Yeah, I know.

Gray: Yeah, but so... Okay, so what from my understanding is that he had a lot of OT that was un-harvested for a very long time and then he... after the project finished and then he one-shot log everything.

Jared: Yeah, yeah, yeah.

Gray: He wasn't logging... He wasn't harvesting on the fly. He was... he was like three or four months late in harvesting.

KJ: I see. Okay, okay. Yeah. So I think that that is... I mean that is one of the things that you know, and now we're just trying to work around Coppoo, trying to make sure that we have a very insanely good handover for the artist to cover for him while he's going on leave. Not even on leave, but OIL. So I think it's just something that, you know, uh, we would just try to, what do I mean, like you know, the perspective like, sure, right? I mean for people as in I think, you know, the conversation is always like fairness, right? It's like a, oh, I, I put in extra time then how come you get to push me to, to like... how come you're the one having the say as to like why, when I need to take my OIL.

But I think to the bigger context of everyone is just that like, you know, then how about everyone else, right? Because when you stack your OIL then what will happen is that uh, some other... we need a canned response for that, lah. We need to type it somewhere. I've got two notes for this. Um, first is I'm not sure we even need to roll it out company-wide and announce it as this is just policy. This is existing policy that has been...

Gray: No, but I feel like if you don't actually explicitly say it, people will assume otherwise because some people can just continue to do it.

Leon: No, no, we... I don't think we need to do a company-wide messaging for this. I think we can do a lead messaging for this. The leads disseminate to their individual team. And it's not a change in policy. This is actually... this has actually been policy in place for the... for the last decade, it's just that it's very loosely enforced. So this is just a... yeah, you're supposed to clear your OIL immediately and rest the next day, that's from my understanding, that's what...

Gray: That's the intention of OIL, lah, instead of for you to collect and then use it for one shot.

Leon: Exactly. So... okay, so my second note is how do we message this across in a way that is palatable? What I've been doing for my team has been to just tell them now, now we have a bit of a lull, so I'm just telling them to clear off their OIL. If you don't clear it off now, when we are really busy, I cannot approve your OIL, any of your OIL, and so that will expire and it will not be extended. So this is a way to, to incentivize the clearing of it without, without saying that I'm forcing you to take OIL.

Gray: But everyone else has to agree that they will lead, uh, lead message...

Leon: I feel it should be a lead messaging.

Jared: We want to make it one monthly call.

Leon: It's the, if the artist uh, sort of for example, oh, I, I want to stack together my OIL to stack together with my annual leave so I can take a longer break or, you know, visit family in the foreign country, right? We, a case-by-case kind of... Okay, can. Just let me know when, then at least we can still forecast the... the messaging should be your OIL is meant for you to take regular healthy breaks uh, after OTing or between projects. It is not meant for stacking and taking a 3-month sabbatical.

Gray: Hmm. Can, can I add on also? So this I think Jared was bringing up before, lah, and then okay, I'm so sorry to say this for the like, Gray, right? As in like, I think the, the Christie, the Christie episode, lah. Yeah. Oh my god, I feel awkward, but okay. So the... So the point is that I think, I think that conversation becomes weak because of the precedence of like, oh, us allowing people to go back to their hometown while work from home. If that makes sense.

Because their, their point of conversation is always like, oh, then after that I don't get to spend time with as in unlike you all, I don't get to spend time with my family, right? But then locally I also come here do work and then spend time at home. Yeah, after, lah. Then after that when I need to go out with my family, then that's where that, that I take leave then go out with them. So, so, you know, with the precedence of allowing people to work from home in their hometown, then after that then this OIL stacking so that they can spend more time in their hometown, uh, I feel like it becomes slightly difficult, like if it is a book.

Leon: You made a good point, but you cannot say this.

Gray: Yeah, I think whatever you're saying...

Leon: No, you can say that but you cannot say that specifically. So you can say like um, we already have very generous and flexible work-from-home uh, policy that allows you to work from home in your hometown, right? Therefore, HR says, therefore, we should uh, this is a separate issue from the, the clearing of OIL anyway.

Gray: Okay, but then, but then I think in, in my opinion, it would be more fair to understand like your Gray's perspective and Christie's perspective, like is it... is it taking away, like is it an eyes-too-general about OIL since actually doing area, right? I mean it's just general standard. If just, just like even though it's not calculated, I'll make sure that I aim to arrange my leaves around the gap also. Like I know the project ends and then self-stacking some, some OIL. If it stays, it stays. If it doesn't, it doesn't.

And general standard rule, if I OT overnight, usually it's only accumulated when really cannot clear during that whole project. It just keeps accumulating. But overnight thing should really be an option. I think, yes, usually after submission, the next day we might not do much. Yeah, that's just the goal, lah. Possibly do much also. There is usually that must be enforced for the, oh even that whole week like submissions are quite loose within that whole week. If you submit Tuesday and then the rest of the week are more free and easy for you, then when you just take a break on that one day or whatever so we can deduct the overall accumulation also.

Leon: Yeah, yeah, yes. Okay, anything from the remote lead? No, all good? Okay.

Gray: We just need to caveat that this is only for OT OIL. Your own public holiday OIL, you own... yeah. If you want to stack that...

Jared: Sure. Okay, mm. Okay. Anyway, the AI bot will summarize that. Anyway, moving to the next point.

Leon: Anyone recording?

Jared: I'm recording, recording is in progress.

Leon: I, I record it. I record it right now. Okay.

Jared: Uh, next topic will be Department Welfare Budget. Is this a Sharon thing also?

Gray: Aiyah, she just left. Leon? It's Leon?

Jared: Jesus. Okay, uh, we can wait till he comes back. Uh, next is All Department Stand-Up meeting should have minutes and recording to be recorded with AI and sent to respective channels.

Leon: Leon?

Bakhtiar: Leon probably. Wait, wait what was...?

Leon: Who wrote this?

Jared: Who wrote?

Bakhtiar: Okay, mm-hmm. Uh, can I share my screen? Okay, I control. All right, um, for Department stand-up or meetings should have minutes or recording. If you record it with AI then send to the respective channel.

Gray: Yes, yes. Uh, if you do it with Huddle, it's automatically done. I will say that my producer meetings are recorded because it's a two-hour long meeting that none of us can remember what happened after that. So we always have to check back with the notes what we agreed on. We obviously, we recorded but I think this is just more for standardization. Should we all record our stand-up notes? Okay. I think then the question is more like, oh then use Notion or use Canvas or...

Leon: Whatever, as long as it's recorded.

Gray: So standard for how AI...?

Jared: Oh, I use Zoom.

Bakhtiar: Yeah, I use Google Meet, then I just have the notes, lah, across the board also, but actually I don't know how many people have seen... Yeah, I think so too. For Department Stand-up, or at least for Motion Graphics, we do it in Huddle.

Bakhtiar: Did we do welfare budget?

Jared: Yeah, no more, no more, no more. Come back, come back.

Leon: Okay, yeah, so for at least for MoGraph, we do it in Huddle, lah. So I think in matter of standardization, doesn't matter or as long as there's a record, record exists somewhere.

Gray: I feel like as long as there's a recording, I mean whichever you prefer. You want Zoom, Huddle, Google Meet, as long as you record it.

Leon: But currently now it's just producer can help AI record. It'll be nice if we can take active self AI record. But then I don't know how to AI record.

Gray: Under... If you're doing a Huddle on Slack, there's a button that says uh, the AI can record for you. And I don't know actually.

Leon: But my point is we should have a half-an-hour training session.

Jared: Teaching you all now.

Leon: This, this training session can last only one minute.

Bakhtiar: Only you can have a video record.

Leon: No, from, from here you can record a video record also. Knowledge management system.

Bakhtiar: Oh no, no, no. Let's not, let's not confusing. Let's use the inbuilt tools for, for those who don't do meetings on Zoom.

Leon: Yeah, yeah. Oh, okay, can move on first. Okay.

Jared: Okay. This is from a what point? Like where is this? Who...? Who put this and what's the rationale?

Leon: Probably Sharon, probably Sharon.

Gray: No, but this is a good point though, like I've been pushing for this for a long time.

Leon: But okay, let's, the intention is so that everyone has transparency over what's being discussed on the week-to-week basis.

Gray: Okay, so when you, every Monday when you do your, your stand-up for your, I call it the sprint, when you do my... when we do our sprint, right? People listen but then they will immediately forget. Hmm. So you have transparency, you have notes. Whatever discussed is in black and white. You cannot say you didn't, you don't know what we talked about. Mm-hmm.

Okay, so there can be pointers. Let's say you're, you're rolling out or telling your team about the OIL thing and then they say, eh, how come I can't do it? I can't accumulate my OIL? You can just point back to the notes and say we talked about this at the stand-up, something like that.

Jared: So respective channels mean the department channel, not like to traffic ops or whatever. Okay. It's for, for each lead to use is for your guys to...

Leon: But then sometimes like project also, like I will record. But then I don't know how to record.

Gray: A document! Can, you can type notes during the meeting on Notion or Slack Canvas. Canvas, Slack Canvas.

Leon: By default, lah, if it's project-related, the producer will already record the call and there's already notes and there's already a weekly compilation of work in Notion. It's already there and that's the SOP already for producers, lah. If you are doing a stand-up internally within your own team without a producer, someone else will have to record it. Hmm. So then that, that way we can teach you how to record it on your own. I, I can just teach you guys right now. Okay, ready right now? Okay, you use recording in Huddle, AI notes. Oh, they can't see it. Huddle does it? Huddle does transcription. Yeah.

Oh, okay. I don't know how accurate it is on numbering. I mean, yeah, lah, no choice, lah, but... No, no, but the AI is very good. He knows. Okay, when you start, when you start a Huddle, top left corner there's an AI notes off. You click on it, start AI notes and transcription. Then you can always take AI... always take AI notes so in this channel, whatever you start, it will always have AI notes.

Gray: Then Phantom we don't touch.

Leon: Phantom don't touch, lah, don't touch. That's Phantom. If we doing Zoom call, we make sure got producer. Yeah. Okay. If you got no producer, don't use Zoom. Okay, okay. Google also can, how to transcribe audio? Lucky Huddle can. Uh, you, you sound the audio. Yeah, you repeat the audio. Hey, you use Google, you use the notes. Yeah, use the tab. Yeah, if you need audio, ask the producer to come. Okay, everyone go one round. Okay. Uh, I think mainly it's also about capturing what's being discussed. I think if audio is usually not... If you're not sharing audio, right? If you're doing in-person meetings with no meeting whatsoever, just record in memos, right? In your whatever recording app in your iPhone or your computer.

Gray: But it won't feel like the people speaking.

Jared: No, no, no, no, like screen audio or...

Gray: But you're, you're not always sharing. When I share references, right? I got no sound on video. No, but it's... I think for the, the Huddle is for project-related. The Huddle is more for like logging down the discussion. Yeah, yeah, yeah. You can see the visual of the person sharing. I think that's the sound, or everyone. Okay, you know what, then we just do Huddle, lah, then standard, standard solution. Okay. Then in-person meetings, right? Just record using your regular phone memos, right? And then you just load it into Gemini. Everyone has access to Gemini here. Okay. Yeah, then you just ask it to transcribe.

Jared: Okay. Uh, online people any comments, feedback? I'm standard on AI. Uh, should we go back to the Department Welfare Budget? Yes. All right. Okay, this is a new thing that um, trialing, lah, trialing this out. But this is based on what I used to do, what we actually used to do in Big Three before Victory. Uh, so basically department leads, you guys are in charge of the team, but and you are in charge of, you know, keeping morale high as well within the team, but it's very difficult to do this without being given actual resources to figure it out.

So, uh, we are going to trial out this system wherein you get a welfare budget per person within the team and you as leads get to decide uh, what you want to do with the welfare budget. So it can be as simple as, uh, if you have a new person joining, you, you... buy a cake, yeah, buy a cake for everyone or buy lunch for everyone. I don't know, for the remote as well, they are not... So um, or buy... or once in a while when, when it's, so if your guys are on a very terrible project, Monday... uh, you give like everyone some boba or something, you know? Uh, shoe chai. Yeah.

Or, uh, what me and my department lead used to do back at Big Three is we see a very nice game on Steam that's really cheap on sale and has multiplayer and we buy it and then we just spend an hour playing a multiplayer game together to keep everybody involved. Uh, so it's up to you guys to be creative about it, we are a creative studio. So uh, there's a fixed budget, I can't remember how much it is in the schedule there.

Jared: I'll check after the meeting. Go JD.

Leon: Uh, bear in mind that it's not a lot of money, lah, it's equivalent to the lunch... quarter. Okay. So it's similar to the lunch-me. This is actually... it's similar to lunch-me. So this is in lieu of lunch-me. This budget is given to you guys to handle and, and figure what you want to do with it. So pizza party or whatever is up to you. Mm-hmm.

Gray: That's so cool. You do a pizza party in the office and then it's only 10 minutes so like whatever you... We do it all the time with Lunch-me what! No feel like pizza. We do it all the time with Lunch-me, so it's okay, it's fine.

Leon: It's more for, for department bonding, not inter-department bonding. So uh...

Gray: Sharon bringing them out.

Bakhtiar: Okay, can. I was, I was going to ask more, hmm, can we pool the money together inter-department?

Leon: Why? Sure, if you want to.

Bakhtiar: And then can do a bigger pizza party, but I think that... I mean something to think about is how you're going to do it if your team in, in SG and KL. Hmm. Yeah. KL will have their own separate budget, lah.

Jared: Ha? Oh.

Leon: Yeah. Are you guys okay with this? Basically the budget was originally Lunch-me but it's a benefit to you, overall, in my opinion.

Jared: Uh, I personally think like if you guys have the budget for it, it can be there and then at least it's something that we can consider using. Hmm. It's not enforced that we have to use the budget.

Leon: I would, I would highly encourage everyone to utilize it before your quarter is over so that, because otherwise there's no Lunch-me for that quarter, you know? Like this is in lieu of those Lunch-mes.

Jared: So we are removing Lunch-me for this?

Leon: For this trial, yes. Trial. I don't know, I don't remember. Uh, until we deem the trial is over. Trial is overlapping in Q3 2024 for those who don't know.

Gray: Then bosses join?

Leon: No, only if you chicken in. Yeah. Oh, ah. Oh. Then let me join then. So do standard boss. Oh yeah, let me chicken in in June, lah. I chicken in... Undercover boss. Undercover boss, yeah.

Gray: So you guys have time to think about what you want to spend the money on our local retreat in June.

Jared: Is that... did that just happen?

Gray: Oh, that just happened, right? Okay. From July onwards, our Lunch-me no more, it's now this system. It is a Sharon budget.

Leon: Yes. Okay, officially Sharon. No more Lunch-me. Okay, is everyone okay with this then, I guess this is new. Actually for discussion. Do you guys think it's a bad idea? I feel like... I mean the opportunity cost is you're not sacrificing anything, it's just the Lunch-me, so...

Gray: Yeah, just to be clear, the budget is 30, 30 per pax. 30 per pax for the SG Q3 one. It's still 30 per pax, you will still have MVP lunch pizza party. Then for KL side is 100 Ringgit per pax. We will still have Lunch-me soon when we go over to B-Z-Z, Lobby Corridor. And then remote is 30 per pax. Yeah. 100 Ringgit, I know 100 dollars up there. Should be 90 now. Uh, the remote. I'll make sure it's actually 100. Uh, any violent objections?

Jared: I mean I think it depends on the objective of what... like if it's to bond within the uh, department, yes, but I feel like the Lunch-me also good for every department to mix, cause it's not a lot.

Leon: I, I think the reason why we want to push for this is uh, because we have new leads for departments and we want you guys to really own your team. Own your team. Yeah, yeah. Load up ammunition to fire at your... yeah. The alternative is if there's no morale, if you guys really want to, like, treat your team but then you have to come out with your own pocket, right? That's not ideal. Any questions from the remote leads? Bakhtiar?

Bakhtiar: Yeah, in this case, I'm like the only MoGraph guy there and I'm the only 3D guy for like I used to have... treat on myself. I mean they will play with you and you guys just eat together and get on a call and eat together or something. Or you guys can play a game together, I guess. Okay, let me try and chicken in. Oh, I just order a drink, you know, deliver, everyone gets a drink, everyone happy. Do you remember when we had this welfare benefit and I was the only guy in Singapore and you guys were all in KL? Being different time zones. Anyway, yeah, I can get about five drinks throughout the course of a quarter, that's pretty good.

All right, just try. Yeah, just try it out. You guys will find issues later on and then we'll discuss it and if it's bad, we'll stop it.

Gray: Sure. Uh, logistics wise, how to claim?

Leon: Claim standard, how do you claim?

Gray: You have a... Uh-huh.

Leon: Okay, uh, no, final call. No, no violent objections. Uh, it must be used within that quarter, it does not go over into next month. Cannot accumulate like OIL. Yeah. Okay, then we can move on to the next item of the year, your year, which is off-board being a team lead to be added into Traffic Ops. Uh, this for new team leads?

Gray: This is for... Sharon wrote this for this. So this is for me and Leon. Um, I think with the exception of... Okay, so currently team leads are all in uh, the Traffic Ops channel to discuss manpower for your own teams, with the exception of I think Gray and Leon because I'm not sure if they...

Leon: I don't think I find anything. Oh my god, you exclude us. We are, we are... keep.

Gray: Okay, yeah, yeah. Uh, I think it's more or less to talk about... I'm assuming what she wants us to talk about is how has managing the bandwidth of the team been like within the channel. We're figuring out what tools to use for. I mean it's quite tough, lah. It's normally very busy. Uh, especially once again like I mentioned, the cross department. So like it's a bit more transparent that like I, for example, I'm not just asking a booking manpower because standard has some thing.

Touching on to that conversation, kind of shooting myself in the foot and everyone else's foot also is about... from what I understand is that the Traffic Ops used to be one thing, now it's broken into two, right? Uh, would there be any benefit to add us leads in the other one also, which is like leads in the sense of higher-asking leads? One is outward, one is inward. So you want to be in...? No, no, I'm not saying I want to be in the outward, but then like, you know, let's say Audrey, right? Would you, would you benefit from asking the leads instead of asking like, asking the leads whether like oh something is feasible or... Yeah, because doesn't that already happen? No, you asked the producer. Oh, I thought still we are still asking producer only. I don't, I cannot get that piece of information. I go that way, yeah.

Jared: I think for the past few months it's been like that, ever since I joined sales have been asking producers for the lead time for inquiry and then we give them the appropriate amount of time required and then they churn out an individual quotation based on that. But I also have this conversation, side-side conversation with leads already. I feel like that would be a lot of like responsibility on her as a team. It's better that we come out with, oh we have allocated 30 days for XYZ, then you, do you think it's possible then she can check, or we can check directly with the lead.

Leon: I kind of thought when we started Traffic Ops, that would be the eventual thing that would happen. Mm. Hmm.

Jared: That's operations, right? That's more of like SOP? No, no, no. Is there value in adding us into the outward facing stuff? There is value, I would say, but it's more of if you want to do it. If we add you in, then should we just have one channel?

Gray: No, no, no. shouldn't be, right? Because the Ops is inward facing. Then after that then we are delegating work accordingly. But then outward facing is more like, you know, Audrey has a question about the project that is more technical. Then after that then for VFX. Yeah, so, so like, you know, that would not result with... That is, that is independent of delegation. It's not, it's not whether we can or not, but is that a reality? Huh? Can I not just ask directly? In my small talk with them, maybe? Uh, I think currently now, uh, VFX interactive and sound, they're kind of forecasting projects already, right? In terms of like the lead time as well as... We innovate directly with producers. Yeah.

So you, you already... But then the difference is that this means that you guys owe money as well. That, I think that's the blocker that you guys didn't want to like, weren't so sure about. Mm.

Leon: Yes, that's why we were like, okay, maybe we do this first, and then...

Gray: No, but in terms of money, right, as in like actually we, we can convert into hours. Which help them to understand because I have a side quest with him himself and I showed him some numbers, pretend numbers of how I started. Then, then he also have a better understanding, oh, okay, okay, like this is the line item that you quote based on, then I will allocate based on this line item. So it would tally in the end.

I feel that in the long run, if you don't know numbers, it will be very difficult for you to manage resources because numbers are tied to resources intrinsically. Hmm. But if you're not, if you're not ready, then it can be a long-term goal that eventually that has to be the objective, lah. Okay. Uh, Shre or Bakhtiar, do you feel like this is something the new lead should jump into or slowly ramp up in terms of scope, job scope?

Leon: I mean for the start, for inquiries wise, that takes up a lot of time, right? You don't talk about costing, but you talk about big-think like, how much time, how long will you need. Can you consume the rest to, to the best allocate the tasks for for output, lah. So I mean in project, VFX, for instance, we don't charge for this type of inquiry. It takes time but we don't charge for this type of inquiry. That could, that could be done within the producers or us start to help.

Jared: Is that how you would do it for your VFX also? Or for you is just straight away...

Bakhtiar: Mostly for VFX, when Sharon lent them in, I usually just provide, like I don't need to overlap, I, I give them an answer to the inquiries and stuff. Then I think then the base common that Shre was saying is people, I have a guideline on how much this each item costs them. So I would like to double, hmm, put a multiplier, right?

So in their side, they usually starting that system, so basically from there then uh, they will call this, uh, give a lead time but they will do the multiplier and they will see the costing. Whether it's okay, then if I need to increase slightly then I will let them know or standard multiplier 1.5. Just after all, will stand up to the boss, not that standard but they will put a certain percentage, yeah. Then when I, when I see the project, then the project is confirmed then later on under project then I would go deeper to dedicate which artist is based on, yeah, costing for artists or artists performance vs. optical and quality-wise you feel, you deliver the quality correctly. Yep.

Leon: Uh, that's similar for sound?

KJ: Currently I just like talk directly with sales, lah, and then after... Yeah. Okay. I'm not making a decision, I just want to know what it is. Okay, what's the temperature of the room on that?

Bakhtiar: For MoGraph, I think it's... For us, I personally feel... No, but I'm just talking about you, right? Baby steps, baby steps. Let's get the, I feel like for MoGraph let's get internally wise, uh, I want to be able to be able to allocate people appropriately to projects to be able to sort of, I guess, juggle them properly first before starting to sort of do the scope for like costing and... Okay, that's, that's very fair. Uh, on the other hand, you have a partner also. So if KJ is keen to do that part, then it can be a division of responsibilities here.

KJ: Yes, but we're still busy on the... our Huddles. Yeah, we can't just jump into that. I'm just throwing it out there that it's an option.

Jared: You guys, you guys don't have to do exactly the same thing as your partner in the same department. And for sales wise, I think um, then how do we... what do you want us to do? We go directly to leads to ask for numbers of like man-days so we don't have to go to producers.

Leon: Leads here. Take something off her plate. I, I think I want to hear your side also.

KJ: I think you can involve the leads first. I think for me, the producers actually is one of the pivotal points, is that really the producers kind of have the system already, right? It's uh, based on whatever they've sort of refined for the past few years to what works for to get things out, right? I think to suddenly swap and then have us inside and then we have to come out with our own system, right, is a bit counter-productive. I'd rather uh, be involved in the conversation, see how the producers are doing it, uh, then from there uh, be like, okay, maybe whatever they're doing actually works quite well already. and then and then we either take over from the producers or the producers can continue doing it if they're proficient enough.

Right? So that is, that is where my question comes from eventually, in the sense like, you know, do we do we because now the information gated. So we I can't even see the information. So it's a matter of like okay, while building up, right, do we have access? So it's like a understand, you just kind of like have it in terms of accuracy, so as a illustrator and 3D, you all don't want to touch the money piece. Okay. Um, but if it is presented in hours...

Gray: Hard to say.

Leon: Hard to say. presented in hours through money, lah. Like all this, yeah. Okay, let me repeat the question. If you had, if you were given access to a channel, the money is visible there, you don't have to touch it, you don't have to look at it if you don't want to.

Gray: Uh, then I don't want to come out with the quoting.

Leon: You don't have to touch it if you don't want to, but if that is visible to you, is that palatable? No, I think it's more of a awareness thing. Yeah, then you get an idea of the admin side whether how much time I should put in into doing it, cause sometimes the budget is only this much, then I don't think it's really worth our time to put in too much into it. Which is good for you to know, I want you guys to know when you cannot pull in results.

Leon: So you want to see the money?

Jared: Yeah.

Leon: But you don't want to be responsible?

Jared: Yeah, yeah, of course, of course.

Leon: Yeah. Okay, so so it's across the board, lah, you all okay... uh, to be in that channel. In that channel itself. Yeah. I think if you're in the channel, you don't want to participate in the actual lead counting of it, but you still have optional visibility into the money, I feel that's okay. And we added into... because eventually, you're going to spot something that, oh, that's not possible with that budget, and then you're going to jump in and that's the real contribution. Or at the very least you will see like our decision-making processes and see why, eh, why your charge so low? Now you know. Now you know.

Bakhtiar: That came from a deep place. Yeah, they open up now, suddenly had a breakthrough. I think... we'll, we'll go over it. But I think, uh, from past experience, my personal experience because previously I was in the Traffic Ops... the issue is like if other... if this is implemented, are the producers supposed to tag the leads in their respective things, which is like another... Sharon or Sales have to tag, or have to tag KJ or Christie here. No, but the issue here is sometimes that we notice as a producer is that when we see the scope, uh, there are things that maybe sales doesn't flag out, doesn't flag out that they say that oh the scope is actually animation work, but then if you think about it carefully, you look at the storyboard, actually you think actually this looks like VFX, might be involved. This looks like other many different departments might be involved and it was not considered. That's the just the issue here, but if sales just says oh if they are animation is MoGraph, I will just tag you guys and then now you have to look at it, assess it and then now you think, oh my god, uh, Shre and some other team people might be involved and then like they need help here and stuff.

So that is also something for consideration. Uh, personally, uh, my worry is that number one, it becomes an extra sort of process that the sales or other producers have to think about like oh okay, who do we tag for this? Who are the multiple people that we need to tag for this? Should we tag everyone for everything? But the other thing is also I think previously why I left Traffic, right? Because it kind of like a pitfall, lah, right? Where uh, because I'm supposed to be shadowing, I'm just supposed to be looking at it, but after a while, it just becomes noise and then I just completely ignore the Traffic channel after like the second month.

Leon: So can, but then... but you guys are not expected to do anything. Exactly, but because of that then after a while you get busy with your actual projects, right? Then you're like... but for those of you who want to, can look at it. Yeah. And it won't... it won't be noise the first time you are, you have to resource-allocate for a project that is severely under-budgeted. Then you realize oh, that's not noise. That is something that I have to pay attention to. Mm.

Jared: Do you want me to sit on it? Yeah, I think we can sit on it first. Okay. I think this can be... I think the main thing is okay, do we want the leads to all be added into the other Traffic channel? Is it doable?

Leon: We can ask it on the... you can put it up as a thing on the, the chat later, then people can vote. Yes. Okay. It's quite a few. Uh, I the rest of this is my question, but I think we can push it to later. I think the main thing I want to ask is like for the new illustrator and 3D and MoGraph leads, do you have anything you want to call out after the past one month that you all have been, that you all have taken over this job scope? Any issues or problems that you all face, anything like that doesn't contact us usually but suddenly in front of you? And that can be something that we can sort of keep an eye on and then uh, sort of working things out.

Leon: Okay, moving forward.

Gray: Wait, can I circle back to the previous question? Just for... you told me earlier. Okay, 20 seconds. Okay, so, so I do feel like that decision ultimately is not like a democratic one. I think Audrey should have a weighted uh, decision on that. That means like she need to... No, no, no, okay we are here to help you, right? At the end of the day. That means like you know, we can provide information about scope. Then after that then you, I think it's how we can assist you. So if you find us useless then, then don't, don't need us there. As in, like, if you don't, if you don't find us useful in that channel then no point.

Audrey: I think, I think ultimately this shouldn't be a passive thing like right now, right? It's like oh, give me how many man-hour like for them. I want it... I want my team to be more active in a sense of okay I will allo-allocate X amount for 3D, X amount for VFX. Then like send in the group chat to ask hi is this enough time for you to complete X amount of project of work? Then your answer is just to go through and see okay seems fine or like I think you need to put a little bit more days cause this work is not as simple as, you know, just give suggestions so we can build on it.

Gray: Yes, so, so that is where I'm coming from, lah. Like then do you need us to be in that layer as soon as possible so that we can assist you?

Audrey: Right now I am doing it, so I, I'm okay but like if you all want to be in it eventually. Because like when we were working on the... the man-day allocation, right? It's very difficult for you to know if you don't know. Exactly. So when she know then she's like oh. Correct, correct. My point is long-term for this company, like 10 years down the line, it has to be that way, right? It has to be. So that is how fast we want to get there. Fair enough. Okay, then we, the leads draw the boundaries, lah. Yes.

Leon: Okay, thank you. Thank you for opening that up. So what's the conclusion? Uh, sleep on it. It's not, it's not that important to her at this point. Ah, okay, okay. Eventually they still need to get there. Sounds important to you though. Yeah, it is important for the company. Yes. The future of the company.

Jared: Okay, so to answer Jared's question...

Gray: Uh, I know it's a transition, so I'm okay with doing MVP, but oh my god, I'm dying. Uh, hang in there.

KJ: Because I need... Yeah, me too. I... like, today whole day, right, then my job, my job was to uh, be in the meeting, make sure everyone is on the right track. Then by the time the meeting's over, uh, 10 PM already. And after that then I have a choice to uh, do I continue doing my own part for MVP? Do I, do I push it to the next day, which what will happen is the same amount of meetings on standard. Oh my friend, us every day. Yeah, yeah, yeah, yeah, yeah. So...

Gray: I, I don't... That's why I say give you all some time until July, just everything I think you are still getting used to the new responsibilities and everything and like not to just burn yourself out like that. You're waking up in the Matrix and you're learning how to breathe right now. But you can't really say it like that, lah. Like it's a real issue, right?

Leon: No, it's a real issue. No, no, you're... you come naturally because you guys have...

Jared: The point is it's persistent because of the number of things that KJ has to do on top of MVP, right? Then it's like he doesn't have enough, he can't split the 8-hour day into enough things to do.

Leon: True. Gray, do you feel the same? What can we do to help that out as a team? Uh, no, that's the point. I think I, I acknowledge this transition period. Then after that, I think it's more on like the, the amount of art that we need to do, lah. So like you know, uh, currently now it happened before I took up Lead, right? So then that area was already dedicated to project, so so you know the at the capacity where Gray and I are doing is essentially we are doing basically solo one-two project equivalent.

Leon: What do you mean?

Gray: Uh, do not do solo one-two projects. At most we are in to like uh, help set up, visualize, but then...

Jared: Oh, of course, yeah.

Gray: But then the point is that usually the budget constraint...

Leon: Oh, of course. Is it something that we can... is it something that we can approach? Is there any...

KJ: Uh, something not now, lah. So it's something that we definitely keep in mind. No, but as in, purely the whole day, I just do like manage and creative. Hey manage, creative, and execution, lah. Yeah, the execution is the hardest part. Execution is where it takes up whatever time I have left. Like maybe one-two hours of that day left and then OT lor. Yeah, the costing is a bit hard but then let's say freelancers, then that's something that Jared and I are pushing for also. So you know, the question was how easy, right? Then this is reality.

Leon: Yeah, but can is there anything we can do to bolster this? Is there any any way we can... Is it painful? Is it a transitional period? But doesn't mean that we shouldn't give you some attention this, this way.

KJ: My, my suggestion for this is if we lower the number of hours that we assign to you so you don't do any execution, you take those, those hours and we allocate it to someone else who can do the execution and then you just oversee. Yes, I mean factor in, some, some... like lighting or art, my, my team intensity is not enough to cover like also on my mind, I'm definitely not common for that part.

Jared: Not enough manpower. But they are the rolling force of art production. Not enough manpower. Okay, but then let's say freelancers because every time we say freelancers then your whole, your whole uh, department stands up and sing. Freelancer! Yeah, then after that, freelancer yul-yu-lu-yu-lu then after that then no more waving. Freelancer yul-yu-lu-yu-lu then after that then standard. Yeah, so you know the is there any bandwidth in the team at all to help support them?

KJ: For me, would be no. Like I'm very aware of the... It is, if we take the bandwidth from the people who are available, the projects that they are lined up for we have to replace with other manpower. Yeah, yeah, exactly. That's true.

Leon: Okay, so any near-term solutions we can look at?

KJ: Transitioning you. Uh, honestly, it feels like more of a what do we want the leads to be in charge of. I think Leon, uh, last month he did raise out the question like oh okay, so if I'm a lead now, like what's my, what's my role? Am I still going to be part of the execution thing? Do I, will I still be allocated to like the big projects, right? And the truth now is that yes, lah, the leads still are being based on like, oh you have to do based on the 60-40 rule where like oh, 60% management, 40% execution, right? And then somehow that becomes reason to put people like the leads onto like a whole segment and include them in the execution also, right? And this is it's not because like the producers are saying that oh we have to like make the budget work. Maybe they have to make the budget work. but then it is maybe because like there's not enough manpower, right? We can't, we can't find a replacement for this segment, so KJ has to do this segment. We can't find manpower for Gray's part, so Gray has to do that part, and similarly for Leon and similarly for Su Teal, and probably Bakhtiar as well, right? So then it's the matter of like either we hire more people or freelancers.

Gray: But I guess as in to, to add on the point is also the topic of freelancers, right? So, so you know, I think, I think it's also a matter of perspective like, like literally see the accumulation of this point which I think is very true. This is standard issue, lah. That means like uh, like a lot of times like you know the, the whole okay, sorry, but then the okay, so where, where I'm coming from is that like you know, sometimes I do think that managing freelancers and giving feedback well is a skill. Mm.

Then after that we, I feel like a lot of times the people in Creatives, we excel more in the execution and then sometimes we are not as ideal in terms of skill for giving feedback, right? And as a result when the feedback is not the feedback skill not as strong, then after that then like you know, multiple problems come out where obviously the solution is to get freelancers. Yeah. Um, so I think, I think if anything that, that is one of the biggest blocks. At least for me is one of the biggest blockers is and like you know if, if everyone is a freelancer like Ikhwe, right? Then it will be so chill, lah. Like you know we got freelancers like Ikhwe and Meredith for MVP. Wah, that's a bench. That art is all covered. Yeah. Then it's like shok, wah, every time they do, then don't, don't need say anything, lah. Then they all a lot of initiative, then good. But then I think the reality is just that like the freelancers are a lot of times like you know they are not used to our flow, they have their own limited hours and stuff.

Then after that then you know, how do we cultivate the, the level of methods of instructions or like at least on the leads, how do we cultivate that proficiency such that we are able to be sure that as long as someone a freelancer is taking over the execution, right? Within the four hours that I'm delegated, I'm able to, not really squeeze, but I'm able to get the costing that we got them out instead of the situation where I think it's more common across the board, right? Where it's like a oh the freelancer did shitty, then end up I want spending five hours to fix the thing. Then after that then it becomes very counter-productive, lor. So so I feel like that is, that is a, it becomes a situation where like you know this conversation about proficiency in the method of instruction, right? Like you know are we, how are we going to learn or grow in that direction? Are we going to be like institutionalized? Yes, right? Or like you know are we going to like bang wall bang wall bang wall and then figure it out or like you know are there trainings available to kind of like educate us on how to manage freelancers.

Leon: I think this is a good topic for conversation in the next lead meeting. Clear? We'll get some hours dedicated to it. 100%. But it doesn't solve the immediate issue that you all having, which is overwork, yeah, overwork for MVP in particular. Uh, so I think in regards to that is more like you know budget allocated. So I think what will happen is that Jared and I acknowledge this transition period, then after that then I think once it's over then starting Q3 we'll be more aggressive in like pushing back, lah.

Gray: But Gray, you have... I mean we're not... we're the MoGraph team intensity in Traffic yet. Um, all good, I don't know, lor. Actually, do you feel like it's beneficial because I'm not sure, although you guys are okay, like you guys want to see everything already because I wasn't sure about the KJ... or what you've discussed with Sharon and what you are discussing with uh, bosses regarding your... we send in the group chat and switch the bridge the transition. I mean, we are for peace, lah, just having leads involved. Okay, but but Audrey also add in early, lor.

Gray: Would it be beneficial if I just add you guys in like uh...

Leon: I, I don't mind. I mean track what's working... what works. Okay. All right. Track if you can, just add them. Then you don't use it, but then you...

Jared: I think standard, Gray, you also. Uh...

Gray: Can you just let me know how to get in it? Then I'll, I'll join as the admin.

Leon: Is it actually... then when no 3D lead managing the tool and stuff...

Gray: Uh, they the producers still ask them they're just not 3D in the department, lor. Ah, okay, okay. It's just not in the channel.

Jared: Okay. Uh, unfortunately, let's not stay here for any longer. Yeah. Um, I think any so again, lah, I think for let's on a monthly basis, we try to keep it to one hour and then any sort of things that you all feel need to bring up as a crowd, uh, just put it in the... is this the best way to go about it or should we do it in Notion? This fine? Yeah. Okay, then we just stick to this first, right?

Gray: Can we archive, can we just keep adding to it so that we know what was happening?

Jared: We can probably look into Notion, it makes it a lot... What the hell do we do is standard, uh...

Leon: Notion. Notion? Notion, Notion. Is it Canvas? Slack Canvas. Slack Canvas. Slack Canvas. Slack Canvas. Uh, standard next meeting agenda. Okay, fine, we'll see how. If it's cleaned out on Notion, then we'll just switch to Notion. Uh, but then, uh, yeah, I think one of the outstanding points is really just how to make a workflow for leads for MVP to transition properly because standard has a lot of things. It is like a blog, so next one will be act today again another day.

Hmm. If any of you feel like you have certain questions uh, that couldn't be fit in during this time, uh, please add them into the Canvas and then we'll try to address talk about it next month. Um, in between... oh yeah, please add your name and qualify the situation more specifically so at least we are not wondering what's going on. And then also in between if you all got any like immediate questions, please just ask on the lead channel so that everyone has an eye, visibility on problems that are ongoing. Yeah. Like, comment and subscribe. Hmm. Yeah. Can. All right, uh, KJ, you want to add your...?

KJ: Oh. how to give feedback? That's in the agenda. Oh okay, maybe next month. Or next time. how to give feedback? how how... how to manage freelancers? how to give instructions to manage freelancers? how to manage freelancers catching up? Okay. All right, thank you for coming, for attending, guys. Let's go. Thank you. Thank you. Thank you. Oh. Yeah, yeah. Oh. Thanks, sir. Hmm.

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