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Message
re: OT Managers / Directors
Posted on 4/22/14 at 2:29 pm to Will Cover
Posted on 4/22/14 at 2:29 pm to Will Cover
quote:
I am off today.
Yet you're posting details about your employee and her discipline on a public message board, which is just as unprofessional, perhaps moreso because you're a manager.
2
Posted on 4/22/14 at 2:29 pm to Will Cover
Something is broke somewhere or she would not be looking for a new job. Out of curiosity, what is the ballpark turnover margin for your direct reports?
Posted on 4/22/14 at 2:30 pm to Feral
quote:
you're posting details about your employee
Can you share with me her name? Can you share with me her location?
Posted on 4/22/14 at 2:32 pm to Vlad
quote:
Out of curiosity, what is the ballpark turnover margin for your direct reports?
For sales, our company has budgeted 95 % + turnover over one calendar year.
For management, our company has budgeted 51 % + turnover for the 1st quarter of this year.
I rank below the company averages (meaning more people stay with me).
Posted on 4/22/14 at 2:33 pm to Will Cover
quote:
I gave her an opportunity, not once, but three times to tell me the truth. I already knew the answer, but I wanted to see if she could be honest with me.
I don't want to sound like a dick, but your expectations are not reasonable. It is reasonable to expect her to be honest about her work for you or other work related stuff. If she wants to look for employment elsewhere, well that is not your business because it is personal. It doesn't sound like you have any real proof that she was looking for a job while on the clock or with her work computer. If you do, please enlighten us.
Posted on 4/22/14 at 2:36 pm to Will Cover
quote:
Can you share with me her name? Can you share with me her location?
You should familiarize yourself with the saga of geauxjudge, as you seem to have the misguided notion that message boards are bastions of information secrecy.
This post was edited on 4/22/14 at 2:37 pm
Posted on 4/22/14 at 2:36 pm to Will Cover
quote:
How can I expect her to be a leader in her job duties if she can't be forthcoming with me?
I don't know. Ask Bill Clinton how he did it. Just a prime example of how personal life and work life should be left separate.
Posted on 4/22/14 at 2:37 pm to SUB
quote:
If she wants to look for employment elsewhere, well that is not your business because it is personal.
Utilizing company equipment?
quote:
It doesn't sound like you have any real proof that she was looking for a job while on the clock or with her work computer. If you do, please enlighten us.
As stated before, I have been able to substantiate allegations and have testimony from another employee, plus written proof. She used company equipment on company time. How do I know this? I can easily have IT look this up for me - but no need to ... the office is locked after hours.
Posted on 4/22/14 at 2:39 pm to Will Cover
If she is a valued employee to you and the company you need to find out why she is not happy and do a better job of making sure she is. If not, its time to move on. Writing her up for some BS wont help a thing...
Posted on 4/22/14 at 2:40 pm to Will Cover
I think because she is relatively new to the company she doesn't feel comfortable telling you the truth when confronted about seeking other employment. Aside from the initial problems she presented to you, have you guys discussed company culture or typical protocol for handling these type situations? Maybe she just needs to be reassured that you are empowering her to make decisions and won't rake her over the coals for making these decisions.
Posted on 4/22/14 at 2:41 pm to Will Cover
quote:
As stated before, I have been able to substantiate allegations and have testimony from another employee, plus written proof. She used company equipment on company time. How do I know this? I can easily have IT look this up for me - but no need to ... the office is locked after hours.
You have employee hearsay and a letter obtained by quasi-nefarious methods.
Posted on 4/22/14 at 2:45 pm to Will Cover
quote:
The intent behind my write up is to let her know that I do value her as an employee and that I could have easily fired her for misuse of company equipment, theft of time and dishonesty. Instead, I am choosing to invest back in her as opposed to dismissing her as others have suggested.
Investing back in her does not come with writes ups. That is disciplinary
Investing in her would be coaching- reaffirming commitments, company policy and affirming the companies desire to invest in her. I would encourage her, move toward a point of reconciliation and ask for her commitment to the company. I also would give her the opportunity to express her observations(and use that word) of the company, its policies, her work environment, assignments and yes your management style. You may learn something valuable.
If you truly want to invest in her. Remember NO EMOTIONS, Manage the situation
Posted on 4/22/14 at 2:45 pm to 756
quote:
Investing back in her does not come with writes ups. That is disciplinary
Investing in her would be coaching- reaffirming commitments, company policy and affirming the companies desire to invest in her. I would encourage her, move toward a point of reconciliation and ask for her commitment to the company. I also would give her the opportunity to express her observations(and use that word) of the company, its policies, her work environment, assignments and yes your management style. You may learn something valuable.
If you truly want to invest in her. Remember NO EMOTIONS, Manage the situation
Solid advice.
Posted on 4/22/14 at 2:46 pm to Will Cover
I am a manager in IT
1. I wouldn't expect any employee to let me know if they were planning on leaving. I'd appreciate it but I also appreciate their job security and telling me would threaten that.
2. In terms of lying I would only discipline someone if they lied about a task within the context of our projects.
3. If you're going through the trouble of hunting her down let her go. Also how the hell do you have so much free time that you can Sherlock Holmes your employees? Exactly how much time a week do you spend worrying about the TPS reports?
1. I wouldn't expect any employee to let me know if they were planning on leaving. I'd appreciate it but I also appreciate their job security and telling me would threaten that.
2. In terms of lying I would only discipline someone if they lied about a task within the context of our projects.
3. If you're going through the trouble of hunting her down let her go. Also how the hell do you have so much free time that you can Sherlock Holmes your employees? Exactly how much time a week do you spend worrying about the TPS reports?
Posted on 4/22/14 at 2:46 pm to Will Cover
quote:
It's not the mistake that will get her in trouble. It's the cover up. She had a chance to own up. She failed.
I have never once told a current employer I'm looking for another job, nor would I ever do so.
Are you sure what you did is not against labor laws?
Posted on 4/22/14 at 2:47 pm to Will Cover
quote:
Utilizing company equipment?
So you keep on beating the drum about "she lied to me!" yet now you're trying to circle back and legitimize it by tying in usage of company equipment for this. You seem to be having a problem with the lying -- which, by the way, isn't exactly performance-related (i.e. lying about not doing an assigned task) -- over anything substantive.
Posted on 4/22/14 at 2:49 pm to 756
quote:
Investing back in her does not come with writes ups. That is disciplinary
Investing in her would be coaching- reaffirming commitments, company policy and affirming the companies desire to invest in her. I would encourage her, move toward a point of reconciliation and ask for her commitment to the company. I also would give her the opportunity to express her observations(and use that word) of the company, its policies, her work environment, assignments and yes your management style. You may learn something valuable.
If you truly want to invest in her. Remember NO EMOTIONS, Manage the situation
Best advice in this thread
Posted on 4/22/14 at 2:50 pm to BeerMoney
quote:
2. In terms of lying I would only discipline someone if they lied about a task within the context of our projects.
Amen.
OP is insane if he's trying to discipline an employee for lying about anything that isn't directly related to performance or assigned duties.
quote:
3. If you're going through the trouble of hunting her down let her go. Also how the hell do you have so much free time that you can Sherlock Holmes your employees? Exactly how much time a week do you spend worrying about the TPS reports?
No kidding. The fact that he was able to (and chose to) obtain this employee's "letter" tells me all I need to know about OP and those with whom he consorts.
Posted on 4/22/14 at 2:51 pm to SUB
quote:
It's not reasonable to expect someone to tell you that they are looking for another job.
It's also not his responsibility to employ someone while they search for said job.
Posted on 4/22/14 at 2:52 pm to Feral
quote:
So you keep on beating the drum about "she lied to me!" yet now you're trying to circle back and legitimize it by tying in usage of company equipment for this. You seem to be having a problem with the lying -- which, by the way, isn't exactly performance-related (i.e. lying about not doing an assigned task) -- over anything substantive.
I believe we will have to agree to disagree. She used company property and time to handle a personal issue. If time sensitive in nature, she could have used a vacation or personal day to tend to this matter on her own time with her own equipment.
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