I guess I just got old enough and cranky enough to just get it off my chest and move on. Never a good thing to try to be friends with employees. Some distance is useful.
Yeah, having an HR person is very nice. I had a good one back when I had 100 employees. My latest incarnation is a bit small for that. I figure if I hit 50 employees or more again I will do that. I think you are actually harming the employee by not chewing their ass. As long as you don’t totally lose your cool and do it out of anger. A little bit of old testament “he that hateth his child spares the rod” seems to be apropos in moderation. A man cannot improve if he is not told what is wrong with him (that is a line from the dad in “Rocket Boys” or the “October Sky”). With respect to, if they fall under a certain number of hours per week, they go part time, lose their paid holidays, all benefits etc. Some of them seem to be OK with that. I was just tired to fighting those that seem to be chronically sick, or have family emergencies/drama. OK, fine, part time and you may get replaced with a full time hire if things pick up more. We offer as much OT as you want to work. Only a few take advantage of it. Older guys mostly. We have guys that don’t have the money to fix their ride to work but don’t even average 20 hours per week. I don’t understand it. From: Dan P via AF Sent: Saturday, September 14, 2024 2:45 PM To: AnimalFarm Microwave Users Group Cc: Dan P Subject: Re: [AFMUG] OT Problem employees I finally got an HR person that does all the write ups / firings and it has been the best thing ever. We starting an attendance point system recently as man its getting old keeping reliable people here. There isn’t a firing I have regretted, usually the opposite pops up, we realize it should have been done long ago but I always hated the drama. From: AF <af-boun...@af.afmug.com> On Behalf Of ch...@go-mtc.com Sent: Saturday, September 14, 2024 2:22 PM To: af@af.afmug.com Subject: [AFMUG] OT Problem employees I many years ago I went to a skilpath seminar on what to do with problem employees. After two days the bottom line was that you probably will not change them, learn to live with them or fire them. So for a number of years I gave them gentle performance reviews, some respectful feedback and then fired the ones the did not perform. There was some positive outcomes. We frequently could find someone better for the position. I used to say that I have never regretted firing anyone and almost always realized that I should have done it long ago. And I have remarked that part of our success is that we did fire people. I still believe that is true and is good advice. But in the past few years I have changed my view and tactic a little bit. I got tired of performance reviews, coaching, coddling, firing etc. I just started chewing ass. Not to the point that I created permanent psychic damage, but certainly some temporary psychic damage. One gen Z kid told me the next day that he was OK, had a cry in his car but he is now OK. And he is now OK, good performer. I decided I did not want to waste the training I invested. And that if they could survive the ass chewing and learn from it, I ended up overall in a better situation and they did too. So far I haven’t fired anyone since starting this I don’t think. One guy is on thin ice but he only got his ass chewing on Thursday. We will see if can pull it out. Sick of coddling Gen Z. -------------------------------------------------------------------------------- -- AF mailing list AF@af.afmug.com http://af.afmug.com/mailman/listinfo/af_af.afmug.com
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