You just need “git er done” employees. Like this one:
https://youtu.be/b04gOECGUX8?si=z3412I4DWn5UCR-s
RIP
From: Ken Hohhof
Sent: Monday, September 16, 2024 11:17 AM
To: 'AnimalFarm Microwave Users Group'
Subject: Re: [AFMUG] OT Problem employees
It’s been a long time since I was a middle manager in corporate America, but
the way big companies worked then was based on salary brackets supposedly
reflecting market rate (there was a company Hays that published these) and
something called compa ratio which was percent of midpoint. Raises were based
on performance review and compa ratio. Manager had some wiggle room, but was
constrained by the formulas.
If someone got a good performance review and was at 80% of midpoint, he could
get a big raise to accelerate him to midpoint. If he was at 110% of midpoint,
raises would be small, and if he was at 120% of midpoint, he’d be capped out.
The system basically dictated that employees above midpoint of their bracket
needed to get a promotion or see their pay stagnate.
Keep in mind though we had grade level promotions, so you didn’t have to go
into management, you could go from associate engineer to engineer to senior
engineer to staff engineer, similar in other tracks like customer service or
technician.
From: AF <af-boun...@af.afmug.com> On Behalf Of Zach Underwood
Sent: Monday, September 16, 2024 11:53 AM
To: AnimalFarm Microwave Users Group <af@af.afmug.com>
Subject: Re: [AFMUG] OT Problem employees
For the first 12 years of my working experience I found that if I worked some
place for more than 2 years I was being underpaid. If I stayed at the role I
would be 1-3% pay raise, if I changed jobs I would get 20-50%. That has slowed
down some as I have moved up the pay scale.
On Mon, Sep 16, 2024 at 12:41 PM Mike Hammett <af...@ics-il.net> wrote:
We've had a bunch of that too. For some reason, a lot of people in teach
think that you're doing it wrong if you don't hop every 2 - 3 years. Silicon
Valley kind of sets some of this with their stock vetting and lack of
meaningful raises later.
-----
Mike Hammett
Intelligent Computing Solutions
Midwest Internet Exchange
The Brothers WISP
------------------------------------------------------------------------------
From: "Chris Fabien" <ch...@lakenetmi.com>
To: "AnimalFarm Microwave Users Group" <af@af.afmug.com>
Sent: Monday, September 16, 2024 11:34:06 AM
Subject: Re: [AFMUG] OT Problem employees
Ken, we have an open position currently and I'd say 90% of the resumes that
come thru have what I would consider a garbage work history. Random assortment
of unrelated job roles, most for less than a year. Clearly no attempt or
success at anything resembling a "career". I guess this is just normal now?
On Mon, Sep 16, 2024 at 11:57 AM Ken Hohhof <khoh...@kwom.com> wrote:
Based on Internet posts, one thing Gen XYZ seems to understand is that a
PIP (performance improvement plan) or CAP (corrective action plan) basically
means you’re getting fired and should start your job search now. They don’t
take it as a wake up call to improve.
Over the past decade or two, loyalty and trust between employers and
employees seems to have mutually gone to zero. The idea of a “career” or
working at the same place for years is gone, and both sides blame the other.
Big corporations that regularly overhire and then lay off to appease
shareholders don’t help. Yet billionaire owners like Musk expect “extreme
hardcore” effort from employees who sleep on the floor. Seems like local small
businesses and family owned businesses are collateral damage in all this.
Younger workers learn from their reddits and tiktoks that they are expendable
and so they owe no loyalty or hard work to their job.
From: AF <af-boun...@af.afmug.com> On Behalf Of ch...@go-mtc.com
Sent: Monday, September 16, 2024 10:29 AM
To: AnimalFarm Microwave Users Group <af@af.afmug.com>
Subject: Re: [AFMUG] OT Problem employees
We do write them up. But a bit of a harsh ass chewing seems to yield much
better results much quicker than gentle feed back, mentoring, multiple reviews
etc.
Best Regards,
Chuck McCown
McCown Technology Corporation
8401 N Commerce Dr
Lake Point, Utah 84074
801-250-9503 Office
435-830-4306 Cell
www.mccowntech.com
www.microtrench.pro
www.terabitnetworks.com
From: dmmoff...@gmail.com
Sent: Monday, September 16, 2024 9:04 AM
To: 'AnimalFarm Microwave Users Group'
Subject: Re: [AFMUG] OT Problem employees
I read a book that was about cultivating a high performance team. Bottom
line was similar to the seminar you mention, but slightly different.
The short version is set expectations clearly, have regular reviews, and
make it clear when expectations are not being met. After a few bad reviews the
most likely outcomes are that they improve or they find another job and go away
on their own. If they don’t do either one then you have documentation of these
reviews and you can drop them without fear of any unfounded accusations.
-Adam
From: AF <af-boun...@af.afmug.com> On Behalf Of ch...@go-mtc.com
Sent: Saturday, September 14, 2024 4:22 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.
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--
Zach Underwood (RHCE,RHCSA,RHCT,UACA)
My website
advance-networking.com
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