- My Forums
- Tiger Rant
- LSU Score Board
- LSU Recruiting
- SEC Rant
- SEC Score Board
- Saints Talk
- Pelicans Talk
- More Sports Board
- Fantasy Sports
- Golf Board
- Soccer Board
- O-T Lounge
- Tech Board
- Home/Garden Board
- Outdoor Board
- Health/Fitness Board
- Movie/TV Board
- Book Board
- Music Board
- Political Talk
- Money Talk
- Fark Board
- Gaming Board
- Travel Board
- Food/Drink Board
- Ticket Exchange
- TD Help Board
Customize My Forums- View All Forums
- Show Left Links
- Topic Sort Options
- Trending Topics
- Recent Topics
- Active Topics
Started By
Message
re: Older Employee's Memory is becoming an issue in the office
Posted on 9/23/15 at 9:10 am to GTSwarms
Posted on 9/23/15 at 9:10 am to GTSwarms
quote:
The HR knows her daughter very well and is going to discuss her concerns tomorrow.
NO!!! Do not violate your employee's privacy by getting the daughter involved.
As a supervisor who is trained and deals with HR, I highly advise to meet with the employee and her supervisor directly. Getting family members involved is HIGHLY unprofessional.
I've skimmed the thread and see Alzheimer's concerns but you do not know directly and have not been informed regarding her health. Do not assume it is Alzheimers.
Does she have a direct supervisor? Her supervisor needs to build a list of expectations and then help the lady develop a system that can give the employee every opportunity to succeed. If the employee still struggles and continues to hurt the business after the plan has been put in place, the time will have come to let her go.
What state are you in? Louisiana is a "right to work" state protecting employers from wrongful termination lawsuits.
2
Posted on 9/23/15 at 9:14 am to GTSwarms
Lead her out into the wilderness and let her die of exposure. It's the natural way
Posted on 9/23/15 at 9:23 am to Tigeralum2008
I have a God Awful Memory. Here is what I do to stay on top of all of my tasks.
1. Dry Erase Board. Write all action items on the board. When you need a quick "jogging" of the memory, simply look to the board. It feels great erasing stuff that has been completed.
2. Create an email folder labeled "To Do" and place all requests in that folder. Once a task is completed, slide it to a "completed tasks" folder
3. Show the employee how to create due date reminders on her calendar
4. I have also created a free "ticket system" that is tied to a generic email account. At one glance, I can review all of my active employee trouble tickets and requests. You could create one for "contract prep"
The important part is to tailor the system to your employee's competencies.
1. Dry Erase Board. Write all action items on the board. When you need a quick "jogging" of the memory, simply look to the board. It feels great erasing stuff that has been completed.
2. Create an email folder labeled "To Do" and place all requests in that folder. Once a task is completed, slide it to a "completed tasks" folder
3. Show the employee how to create due date reminders on her calendar
4. I have also created a free "ticket system" that is tied to a generic email account. At one glance, I can review all of my active employee trouble tickets and requests. You could create one for "contract prep"
The important part is to tailor the system to your employee's competencies.
Posted on 9/23/15 at 9:25 am to GFunk
You know your craft.
Posted on 9/23/15 at 9:47 am to VetteGuy
quote:
VetteGuy
quote:
You know your craft.
Spent about a decade working with it every day so thanks LOL!
Posted on 9/23/15 at 10:56 pm to Tigeralum2008
For those interested in knowing...
This is probably a TL:DR
We terminated the employee today. I received a phone call today from one of our biggest and best clients and he was extremely pissed off. He wanted me to meet him for lunch today.
She has been dealing with this client for several months and he thought that it was odd that when he called her she had zero idea who he was. Then I guess she figured it out and went on a rampage cussing and telling this client how we are "frickin" them because we give Client ABC (his competitor) much better prices, etc.
She then went off on a 15 minute rant with this client on how "our company is making huge profits by taking advantage of clients like you. They are ripping your arse"
WTF
He said she sounded like a drunk sailor. F-bombing everything.
Now, I know there is a big problem. There's a lot more to the story but that is it in a nutshell.
After the lunch meeting, I called her to my office and terminated her on the spot (No, I am not trying to pretend to be an OT Baller who cans people)
A few hours later, her daughter came up to the office and wanted to know what happened. Me, GM and HR told her exactly what happened without many details (covering our asses) and her daughter just broke down in tears.
Apparently, several years ago she was involved in a bad bicycle accident and jacked her back up. About 6 weeks ago she switched her medication because the medication she was taking for all of those years gave her terrible migraine headaches. She started on this new stuff and it became very addictive. Instead of taking 1 pill/day, she was taking several. In other words. she was out of her fricking mind but we just didn't notice it until several days ago when she started acting weird.
I feel like a jackass because I was gullible thinking that she had a health problem.
I learned a lot in this thread because I have never had to deal with this type of issue in my career... but I do thank a lot of you on here because it made me not do something wrong that I would have probably have done before.
Good job TDs!
This is probably a TL:DR
We terminated the employee today. I received a phone call today from one of our biggest and best clients and he was extremely pissed off. He wanted me to meet him for lunch today.
She has been dealing with this client for several months and he thought that it was odd that when he called her she had zero idea who he was. Then I guess she figured it out and went on a rampage cussing and telling this client how we are "frickin" them because we give Client ABC (his competitor) much better prices, etc.
She then went off on a 15 minute rant with this client on how "our company is making huge profits by taking advantage of clients like you. They are ripping your arse"
WTF
He said she sounded like a drunk sailor. F-bombing everything.
Now, I know there is a big problem. There's a lot more to the story but that is it in a nutshell.
After the lunch meeting, I called her to my office and terminated her on the spot (No, I am not trying to pretend to be an OT Baller who cans people)
A few hours later, her daughter came up to the office and wanted to know what happened. Me, GM and HR told her exactly what happened without many details (covering our asses) and her daughter just broke down in tears.
Apparently, several years ago she was involved in a bad bicycle accident and jacked her back up. About 6 weeks ago she switched her medication because the medication she was taking for all of those years gave her terrible migraine headaches. She started on this new stuff and it became very addictive. Instead of taking 1 pill/day, she was taking several. In other words. she was out of her fricking mind but we just didn't notice it until several days ago when she started acting weird.
I feel like a jackass because I was gullible thinking that she had a health problem.
I learned a lot in this thread because I have never had to deal with this type of issue in my career... but I do thank a lot of you on here because it made me not do something wrong that I would have probably have done before.
Good job TDs!
This post was edited on 9/23/15 at 11:04 pm
Posted on 9/23/15 at 11:06 pm to GTSwarms
There was a similar problem in the office I worked in. It didnt affect me directly because I was not working the same projects this person was on, but in this situation the older person started to get overwhelmed with what use to be a normal day of work for her. She started having problems doing task that was once no problem. She was dealing with a lot of personal issues & eventually retired.
She didn't just forget shite to the degree it left people in a jam, she just started needing help which became a time issue.
She didn't just forget shite to the degree it left people in a jam, she just started needing help which became a time issue.
Posted on 9/23/15 at 11:21 pm to GTSwarms
Easily solved.
Tell her that it's her employment anniversary, invite her to Dinner, have champagne and wine with her, take her to a nice Hotel and PIIHB.
Then don't call her afterwards, YOU just forget her.
Then the score is even. Karma is satisfied and you got a nut.
Tell her that it's her employment anniversary, invite her to Dinner, have champagne and wine with her, take her to a nice Hotel and PIIHB.
Then don't call her afterwards, YOU just forget her.
Then the score is even. Karma is satisfied and you got a nut.
Posted on 9/23/15 at 11:41 pm to GTSwarms
Before you jump to the Alzheimer's conclusion, a lot of medical conditions could cause those symptoms, and most of them are reversible. It could even be depression. Encourage her to see a physician.
ETA. Didn't read all the way to the end. Sorry it turned out that way.
ETA. Didn't read all the way to the end. Sorry it turned out that way.
This post was edited on 9/23/15 at 11:45 pm
Posted on 9/24/15 at 12:53 am to GTSwarms
Glad you were able to weed thought stupid answers and find yours. Damn I love this site for good info, but it's annoying as F to have 3 pages of stupidity before intelligent people answer you.
Best to her and the company. Hope she recovers from her addiction, that's awful
Best to her and the company. Hope she recovers from her addiction, that's awful
This post was edited on 9/24/15 at 1:01 am
Posted on 9/24/15 at 12:58 am to TexasTiger05
quote:<-----(Suspects my PIIHB advice was the "intelligent" advice referenced here)
Damn I love this site for good info, but it's annoying as F to have 3 pages of stupidity before intelligent people answer you.
This post was edited on 9/24/15 at 1:00 am
Posted on 9/24/15 at 12:58 am to GTSwarms
quote:
The HR knows her daughter very well and is going to discuss her concerns tomorrow.
Jesus Christ, this is unprofessional af. This woman is an ADULT. Sit her down and have a serious discussion. Don't involve her family. What if she has a major health issue that she is not ready to disclose to her family?? What is wrong with you?
Posted on 9/24/15 at 4:03 am to GTSwarms
nevermind
This post was edited on 9/24/15 at 4:08 am
Posted on 9/24/15 at 4:19 am to GTSwarms
I think your solution depends on how large your company is and what are the core values of this company. If your company has 150 employees then you can keep her on and give her extremely menial tasks that keep her busy but don't really impact the company. If your company has 6 employees then that will be a little tougher.
Page 4 of 4
Popular
Back to top
Follow TigerDroppings for LSU Football News