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re: How many rules do you bend for your top performers?
Posted on 4/1/18 at 8:19 am to Roman Candle Tag
Posted on 4/1/18 at 8:19 am to Roman Candle Tag
Leaders who worry about policy all the time are horrible leaders and have zero business in that position. As long as the work gets done is all that matters to me.
This post was edited on 4/1/18 at 8:22 am
0
Posted on 4/1/18 at 8:25 am to LSUfan20005
First of all “fake it til you make it” is worthless. I hate that saying. Train and learn your craft.
But if you hire the right people, the OP question is not necessary.
However, in real life, you will have people of different abilities and drive. To those people, I tell you, OP, to treat people fairly, NOT equally. And if the lower performer quotes because of the way he/she is being treated....well, that just saved you from having to fire him/her. Win Win!
But if you hire the right people, the OP question is not necessary.
However, in real life, you will have people of different abilities and drive. To those people, I tell you, OP, to treat people fairly, NOT equally. And if the lower performer quotes because of the way he/she is being treated....well, that just saved you from having to fire him/her. Win Win!
Posted on 4/1/18 at 9:04 am to Roman Candle Tag
To answer the OP, none. If it's a stupid rule, then we'd change the rule. In fact, being a rule breaker / bender defines you as a poor performer. Granted, I'm in a professional where discipline (not punishment, but adherence to detail) is critical and poor discipline leads to serious consequences. You start allowing a pass for a small rule and it's all downhill from there.
Posted on 4/1/18 at 9:23 am to Roman Candle Tag
Why are these the only choices? The term IRL is obviously relative amongst TD OTers. Wow.
Posted on 4/1/18 at 9:59 am to Roman Candle Tag
I don't like having a bunch of company rules b/c someone will want to rigidly enforce them.
Stay within the ethical / legal box and produce and you're good.
How many hours this takes you doesn't matter much, as long as the work gets done.
If this has to be explained to you every week, you won't be around very long.
Stay within the ethical / legal box and produce and you're good.
How many hours this takes you doesn't matter much, as long as the work gets done.
If this has to be explained to you every week, you won't be around very long.
Posted on 4/1/18 at 10:06 am to Roman Candle Tag
quote:
How many rules do you bend for your top performers?
Star is normally my top girl. She didn't produce much paper last night when I stopped by. I let her slide with a verbal warning, but if that was Candy, I'd have beat that arse.
Posted on 4/1/18 at 11:00 am to Obtuse1
quote:
Over my life, I have learned when you let people break small rules they will more than likely break bigger and bigger rules "as long as the job gets done" and sooner or later I will be calling my E&O carrier with an issue.
Depends on the job. When are dealing with no skill/low skill labor, you have to be strict because 1) generally this employee can't function autonomously and 2) they are extremely replaceable.
For high skill/creative/management level employment, you have to give some leash to allow your employees to flourish.
Posted on 4/1/18 at 11:17 am to TigerV
quote:
I gave him three options: 1) quit, 2) keep being lazy and not get a promotion, 3) be a better employee and the sky is the limit
You said you "had" this employee.
How did it play out?
Posted on 4/1/18 at 11:29 am to Roman Candle Tag
As long as the overall net effect is positive such as in overproduction, then what does it matter beyond that?
There's another Factor here and that is jealousy from co-workers and an overall feeling of unequal application of rules and regulations which can have a detrimental effect on co-worker relationships and morale. So if you bend rules for your stars need to make sure you do it in private or have some good excuses ready
There's another Factor here and that is jealousy from co-workers and an overall feeling of unequal application of rules and regulations which can have a detrimental effect on co-worker relationships and morale. So if you bend rules for your stars need to make sure you do it in private or have some good excuses ready
This post was edited on 4/1/18 at 11:30 am
Posted on 4/1/18 at 11:32 am to Roman Candle Tag
quote:
There are some hard-asses still out there who place compliance unrelentingly above results.
I'm just taking an informal poll, in a way
You're right and they almost all exist in the boomer generation. They need a frick off and die already... or retire. Whatever.
Posted on 4/1/18 at 11:35 am to Roman Candle Tag
All of them.
Posted on 4/1/18 at 11:41 am to Roman Candle Tag
Getting to flout the rules is one of the perks of performing at a high level. If any of my other direct reports complain then I just point to their colleague’s performance and tell them they can emulate if they want.
Posted on 4/1/18 at 12:01 pm to Roman Candle Tag
In many situations you have to be a documented hard arse to everyone to avoid discrimination lawsuits.
Posted on 4/1/18 at 12:36 pm to LSUfan20005
My sister is the head of HR for a large networking securities company and found out that their top salesman lied about stuff on his resume. 5 years later he is the top salesman in the country for their company.
She knows he shouldn’t have quite gotten the job and doesn’t care and won’t tell on him since he makes the company a ton of money.
She knows he shouldn’t have quite gotten the job and doesn’t care and won’t tell on him since he makes the company a ton of money.
Posted on 4/1/18 at 1:08 pm to RuLSU
quote:
You said you "had" this employee. How did it play out?
No, he is still there. I quit
Posted on 4/1/18 at 1:24 pm to 75503Tiger
The Giants are dealing with this now with Odell Beckham Junior
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