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Posted on 8/8/22 at 8:48 am to BabyTac
Stirring the pot with other employees.
Tell him to stop or his arse is out.
Tell him to stop or his arse is out.
Posted on 8/8/22 at 8:50 am to BabyTac
Coach Up or Coach Out. If they aren't worth training to manage other people then start convincing them they'll make more money somewhere else.
Posted on 8/8/22 at 9:02 am to BabyTac
I think outside the box by leveraging my skill set to embrace sustainability.
Posted on 8/8/22 at 9:13 am to BabyTac
It is a sliding scale
High Maintenance but absolutely crushes it - I try my best to support and be tolerable
High maintenance but is trash - I politely show them what a PIP is
At the end of the day, if them being a PITA hinders my ability to manage, then that is a conversation we will have.
High Maintenance but absolutely crushes it - I try my best to support and be tolerable
High maintenance but is trash - I politely show them what a PIP is
At the end of the day, if them being a PITA hinders my ability to manage, then that is a conversation we will have.
Posted on 8/8/22 at 9:30 am to BabyTac
With patience, I guess, if their productivity or achievement is high level.
Posted on 8/8/22 at 9:33 am to BabyTac
Sorry. You must have not gotten the memo. I quit this morning. Good day sir .
Posted on 8/8/22 at 9:34 am to BabyTac
Like you are a manager. Go to fricking work retard.
Posted on 8/8/22 at 9:38 am to roadkill
quote:
true high performers earn a little more leeway -
I disagree with this.. I think that true high performers earn A LOT more leeway .
I once had a job where i was overperforming and overachieving my sales numbers- but management was insistent that i spend hours a day inputting into Salesforce when i could have been using that time to sell even more.. i can understand if your numbers suck and theyre not sure if youre doing the work or if ur just slacking- but if the results are tremendous but management still overemphasizes Salesforce- then IMO they are doing it wrong .
Posted on 8/8/22 at 9:43 am to BabyTac
it seems to be a pretty common trait among millennial and Gen Z. Ive noticed this attitude of "I deserve this or im quitting" from people right out of college. It makes me want to knee cap them early on and let them feel some pain. Their arrogance needs to be checked at the door. It will serve them well in their careers.
I worked with a guy that was nearly indispensable. The absolute best that ive ever worked with as far as being well rounded. He thought that he deserved the pay of a 25 year engineer. He didnt get it so he left. He bounced around to other places and has been unhappy since. He really wants to come back but he probably burned the bridge when he left. This was his knee capping
I worked with a guy that was nearly indispensable. The absolute best that ive ever worked with as far as being well rounded. He thought that he deserved the pay of a 25 year engineer. He didnt get it so he left. He bounced around to other places and has been unhappy since. He really wants to come back but he probably burned the bridge when he left. This was his knee capping
Posted on 8/8/22 at 10:08 am to BabyTac
quote:
Flip side, they’re very smart, have great ideas, constantly are improving processes, etc.
If they are saving the company money and streamlining processes… give them what they want if it’s reasonable.
The financial statements are what really matters up above. Keep people that can make them shine a little better and that pain in the arse gets a lot less painful.
If you fire/encourage them to leave, and you hire some nitwit with a glossed up resume who has no vision.. that could be YOUR job.
This post was edited on 8/8/22 at 10:10 am
Posted on 8/8/22 at 10:14 am to BabyTac
Just fire all the Jesuit grads.
Posted on 8/8/22 at 10:52 am to BabyTac
So the new floor sweeper at Burger King is eyeing your job om the grille? 
Just kidding.
Watch out for these types though.
Most will 'befriend' you, learn all your tricks, try to steal your customers, go behind your back, smooze with the higher-ups, kiss butt on the higher ups...and then when the time is right, they will stick a knife in your back.
Its happened millions and millions of times.
Watch your back brother.
Just kidding.
Watch out for these types though.
Most will 'befriend' you, learn all your tricks, try to steal your customers, go behind your back, smooze with the higher-ups, kiss butt on the higher ups...and then when the time is right, they will stick a knife in your back.
Its happened millions and millions of times.
Watch your back brother.
Posted on 8/8/22 at 11:02 am to BabyTac
quote:
always asking for additional tools that aren’t the company norm, always stirring the pot with other employees because they don’t fall into the conservative corporate environment.
Flip side, they’re very smart, have great ideas, constantly are improving processes, etc.
Sounds like you have fantastic professionals who are being stifled by gay corporate culture that disincentivizes achievement and innovation and rewards mediocrity and stagnation. Have you considered making your company less gay?
It’s becoming very apparent to me that a lot of people who post about their work on the OT are very average performers who have their management positions through inertia by being the longest tenured workers, and are chronically insecure about the fact that those sissy young people they’ve been shite talking to feel better their whole lives are actually orders of magnitude better than them at what they do.
This post was edited on 8/8/22 at 11:05 am
Posted on 8/8/22 at 11:02 am to BabyTac
Obviously PIITB
Posted on 8/8/22 at 11:30 am to BabyTac
quote:
How do you handle high maintenance employees?
We should do a spin-off topic: How do you handle high maintenance employers/boses?
Posted on 8/8/22 at 1:33 pm to BabyTac
You have to coach and mentor high achieving / maintenance employees, often they aren't aware of their defects, one reason they may be high achievers but jerks.
If they can't take direction and change, it's never worthwhile keeping a brilliant jerk. Eventually they'll poison the culture and then you have a real problem. .
If they can't take direction and change, it's never worthwhile keeping a brilliant jerk. Eventually they'll poison the culture and then you have a real problem. .
Posted on 8/8/22 at 2:01 pm to DMagic
quote:
Minimize their role
If they continue the behavior separate from them
Opposite is true. You increase their projects. The object of a mgr is to groom them into moving up and potentially out of your dept through internal networking.
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