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General Discussion => Essentially Flyertalk => Topic started by: felix rex on April 13, 2010, 12:18:32 PM
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Sounds easier than it is. Amirite? :dunno:
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It just takes the right kind of person.
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well, you have to show cause.
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Sounds easier than it is. Amirite? :dunno:
YOU RIGHT!
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Just leave an empty box at their desk with a "Pack it and GTFO" note.
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
R U A TRYIN TO FIRE O-BAM-UH? CUZ THAT WUD B AWE-SUM!
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Frame him as the one who pissed in the microwave.
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
LOL, don't worry about HR. If you can't do anything about this dumbass, then they can't do anything to you.
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Frame him as the one who pissed in the microwave.
lol
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The last place I worked had a guy they were trying to fire for 3 years.
They put him on an "improvement plan" the first year with the implied GTFO. The guy was lazy though, so he kept coming to work and didn't look for any new jobs.
Same deal on year two. Which sucked for my team, because we all had to pick up the slack of carrying along the deadbeat.
Year three, he finally found a new job.
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Yeah, I'm not in KS either. Seems like all these back country hicks on this board don't understand what us civilized folk have to go through to get someone fired, amirite!?
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Yeah, I'm not in KS either. Seems like all these back country hicks on this board don't understand what us civilized folk have to go through to get someone fired, amirite!?
I'M IN KANSAS AND I CAN'T GET SOMEONE FIRED!
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I'm in Kansas and have to deal with a union and all the crap that goes with it. My advice is read the personell policy manual and find some obscure rule that everyone breaks and just hound them on it. It takes about 3-5 documented occurences here but I've fired 2 people so far in the past 2 years.
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Yeah, I'm not in KS either. Seems like all these back country hicks on this board don't understand what us civilized folk have to go through to get someone fired, amirite!?
I'M IN KANSAS AND I CAN'T GET SOMEONE FIRED!
Another great option is to have "layoffs" but use them to just fire the hell out of a big group of slack asses.
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Yeah, I'm not in KS either. Seems like all these back country hicks on this board don't understand what us civilized folk have to go through to get someone fired, amirite!?
I'M IN KANSAS AND I CAN'T GET SOMEONE FIRED!
Another great option is to have "layoffs" but use them to just fire the hell out of a big group of slack asses.
was just going to suggest this. My company does it all the time.
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Have him "reassigned" to Siberia. Or Lawrence.
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Yeah, I'm not in KS either. Seems like all these back country hicks on this board don't understand what us civilized folk have to go through to get someone fired, amirite!?
I'M IN KANSAS AND I CAN'T GET SOMEONE FIRED!
Another great option is to have "layoffs" but use them to just fire the hell out of a big group of slack asses.
You'd think this would be a great excuse to cut crappy employees, but some companies fail to realize this, and end up cutting as many good emps as bad ones.
Amirite pissclams?
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Just leave an empty box at their desk with a "Pack it and GTFO" note.
:cheers:
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I'm in Kansas and have to deal with a union and all the crap that goes with it. My advice is read the personell policy manual and find some obscure rule that everyone breaks and just hound them on it. It takes about 3-5 documented occurences here but I've fired 2 people so far in the past 2 years.
Like BBSing 100% of the time at work? :dunno:
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Yeah, I'm not in KS either. Seems like all these back country hicks on this board don't understand what us civilized folk have to go through to get someone fired, amirite!?
I'M IN KANSAS AND I CAN'T GET SOMEONE FIRED!
Another great option is to have "layoffs" but use them to just fire the hell out of a big group of slack asses.
This is a rough ridin' terrific idea. We have about five people company wide we'd love to sack, and we're in a recompete, so this could dovetail nicely).
Unless they're a perv or druggie, firing "for cause" is retardedly hard. I mean, the person sucks at their job. That should rough ridin' be "cause."
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Shouldn't have hired them? :dunno:
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Shouldn't have hired them? :dunno:
Completely agree. "Inherited" them. Don't know how the hell they were hired in the first place. I mean, I can take someone being a dick/bitch at work, but be good at your job first. Don't' be a dick/bitch and also incompetent (<--should probably be a motto on an office calender).
Also, I (obviously) don't give a crap about BBSing at work. Just finish your damn job on time and rough ridin' do it right. GTFOOMF with this "eight hours at work" bullshit. We're not digging a ditch here. This is big boy business. Do your rough ridin' job.
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Yeah, I'm not in KS either. Seems like all these back country hicks on this board don't understand what us civilized folk have to go through to get someone fired, amirite!?
I'M IN KANSAS AND I CAN'T GET SOMEONE FIRED!
Another great option is to have "layoffs" but use them to just fire the hell out of a big group of slack asses.
You'd think this would be a great excuse to cut crappy employees, but some companies fail to realize this, and end up cutting as many good emps as bad ones.
Amirite pissclams?
i think it takes too long to sort through the good and the bad, they figure in job markets like these that they'll easily replace the missing good ones they let go.
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Yeah, I'm not in KS either. Seems like all these back country hicks on this board don't understand what us civilized folk have to go through to get someone fired, amirite!?
I'M IN KANSAS AND I CAN'T GET SOMEONE FIRED!
Another great option is to have "layoffs" but use them to just fire the hell out of a big group of slack asses.
You'd think this would be a great excuse to cut crappy employees, but some companies fail to realize this, and end up cutting as many good emps as bad ones.
Amirite pissclams?
i think it takes too long to sort through the good and the bad, they figure in job markets like these that they'll easily replace the missing good ones they let go.
This is true. I'd prolly fire two decent employees right now to also get rid of the belligerent Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) (BR).
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Yeah, I'm not in KS either. Seems like all these back country hicks on this board don't understand what us civilized folk have to go through to get someone fired, amirite!?
seems to me like kansans get to freely fire retards and your nincompoop states don't allow you to do that. seems like maybe you are confusing who the backward hicks are. :dunno:
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Yeah, I'm not in KS either. Seems like all these back country hicks on this board don't understand what us civilized folk have to go through to get someone fired, amirite!?
seems to me like kansans get to freely fire retards and your nincompoop states don't allow you to do that. seems like maybe you are confusing who the backward hicks are. :dunno:
Yeah, I was being sarcastic, we fired someone for being a Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) just yesterday! :pbj: Also, on the 16th, another one gets it!
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Yeah, I'm not in KS either. Seems like all these back country hicks on this board don't understand what us civilized folk have to go through to get someone fired, amirite!?
seems to me like kansans get to freely fire retards and your nincompoop states don't allow you to do that. seems like maybe you are confusing who the backward hicks are. :dunno:
Yeah, I was being sarcastic, we fired someone for being a Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) just yesterday! :pbj:
:woot:
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Yeah, I'm not in KS either. Seems like all these back country hicks on this board don't understand what us civilized folk have to go through to get someone fired, amirite!?
seems to me like kansans get to freely fire retards and your nincompoop states don't allow you to do that. seems like maybe you are confusing who the backward hicks are. :dunno:
Yeah, I was being sarcastic, we fired someone for being a Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) just yesterday! :pbj: Also, on the 16th, another one gets it!
so jealous.
Wish I could personally frogwalk these jokers out.
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I'm not in Kansas. Trust me. It's a huge, documenting pain in the ass just to fire someone who's borderline Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) and a little belligerent, yet hasn't like "touched" anyone at work. To make matters worse, the person's legally a minority three-times over and has a litigious history. HR is all over me on this.
Yeah, I'm not in KS either. Seems like all these back country hicks on this board don't understand what us civilized folk have to go through to get someone fired, amirite!?
I'M IN KANSAS AND I CAN'T GET SOMEONE FIRED!
Another great option is to have "layoffs" but use them to just fire the hell out of a big group of slack asses.
You'd think this would be a great excuse to cut crappy employees, but some companies fail to realize this, and end up cutting as many good emps as bad ones.
Amirite pissclams?
i think it takes too long to sort through the good and the bad, they figure in job markets like these that they'll easily replace the missing good ones they let go.
I'd like to think this was the main reason, but in my limited experience I've come to think nepotism is at the root of about 87% of the dumbass hirings/firings.
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Think the general problem with the layoffs approach is that the company winds up having to pay unemployment. If you get them fired for cause though, the company doesn't have to pay anything.
Of course, if the company doesn't have a problem with the layoff as a firing approach, I'd go with that.
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Think the general problem with the layoffs approach is that the company winds up having to pay unemployment. If you get them fired for cause though, the company doesn't have to pay anything.
Of course, if the company doesn't have a problem with the layoff as a firing approach, I'd go with that.
Yeah, really only the best option if your company is basically a FP and doesn't want to deal with the firing for cause stuff (which it seems like there is a lot of in this thread).
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Think the general problem with the layoffs approach is that the company winds up having to pay unemployment. If you get them fired for cause though, the company doesn't have to pay anything.
Of course, if the company doesn't have a problem with the layoff as a firing approach, I'd go with that.
Yeah, really only the best option if your company is basically a FP and doesn't want to deal with the firing for cause stuff (which it seems like there is a lot of in this thread).
We just got a new HR manager, our third in four years (apparently, they're the only position it's easy to fire people from). He insists that "this won't be a problem moving forward so long as its documented". So, I forwarded the documentation along with my recommendation up the chain.
We'll see. :rolleyes:
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Think the general problem with the layoffs approach is that the company winds up having to pay unemployment. If you get them fired for cause though, the company doesn't have to pay anything.
Of course, if the company doesn't have a problem with the layoff as a firing approach, I'd go with that.
companies rarely fire for cause anymore; you rrrreeeeeaaaalllllllllyyy have to screw up to get canned. the potential litigation is just not worth it, they'd rather layoff, pay unemployment, and be done with it all. it's a great business model.
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It's really not that hard. You just have to know how to document. You wait until you've got a big list of the problematic occurences, have them sign a corrective action plan under which failure to comply is grounds for dismissal, and wait for them to screw up. If they screw up, fire them. If they don't screw up, there's no longer a problem. If you continue to think that there is, it's your problem.
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It's really not that hard. You just have to know how to document. You wait until you've got a big list of the problematic occurences, have them sign a corrective action plan under which failure to comply is grounds for dismissal, and wait for them to screw up. If they screw up, fire them. If they don't screw up, there's no longer a problem. If you continue to think that there is, it's your problem.
that actually sounds like a big pain in the ass and much harder than having a one person layoff.
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Anyone who thinks it's a big PIA just isn't cut out for middle managment. That's the type of thing that they do. Personally, I think there are much better reasons not to be middle management.
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It's really not that hard. You just have to know how to document. You wait until you've got a big list of the problematic occurences, have them sign a corrective action plan under which failure to comply is grounds for dismissal, and wait for them to screw up. If they screw up, fire them. If they don't screw up, there's no longer a problem. If you continue to think that there is, it's your problem.
This is exactly the process we've set in motion.
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I had no idea the bbs was chalk full of shot callers.
:bang:.... :comehere:..... :ohno:........ :bitchslap:......GTFO!
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Hate to break it to you Felix Rex but sounds like you are a racist. :opcat:
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Hate to break it to you Felix Rex but sounds like you are a racist. :opcat:
Ha. Trust me. That's the last thing I'm worried about being accused of in this. :eye:
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So, I had an employee start crying during their evaluation today. And it wasn't even that bad of an evaluation. I almost want to dock their overall review right there. I mean, I hate evals and think they're largely useless/counterproductive, but still. Grow the eff up.
TIP TO UPCOMING GRADUATES/JOBSEEKERS: Don't rough ridin' cry at work.
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I mean, I hate evals and think they're largely useless/counterproductive, but still.
As someone who's had one review in 2-1/2 years, I disagree.
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So, I had an employee start crying during their evaluation today. And it wasn't even that bad of an evaluation. I almost want to dock their overall review right there. I mean, I hate evals and think they're largely useless/counterproductive, but still. Grow the eff up.
TIP TO UPCOMING GRADUATES/JOBSEEKERS: Don't rough ridin' cry at work.
If it was a man, that should be a fireable offense.
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So, I had an employee start crying during their evaluation today. And it wasn't even that bad of an evaluation. I almost want to dock their overall review right there. I mean, I hate evals and think they're largely useless/counterproductive, but still. Grow the shazbot! up.
TIP TO UPCOMING GRADUATES/JOBSEEKERS: Don't fracking cry at work.
If it was a man, that should be a fireable offense.
Agreed. But it was a girl. I think this is her first "grown-up" job.
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I mean, I hate evals and think they're largely useless/counterproductive, but still.
As someone who's had one review in 2-1/2 years, I disagree.
felix is correct in as much as the majority of people who perform the review are lazy asses who find it too difficult to provide the difficult feedback that most often times is the most actionable. it's so much easier to just go in and say "u're doin great!!" then shoot the crap for the remaining 29.5 minutes.
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I mean, I hate evals and think they're largely useless/counterproductive, but still.
As someone who's had one review in 2-1/2 years, I disagree.
felix is correct in as much as the majority of people who perform the review are lazy asses who find it too difficult to provide the difficult feedback that most often times is the most actionable. it's so much easier to just go in and say "u're doin great!!" then shoot the crap for the remaining 29.5 minutes.
Before they revamped our review process you had to provide justification for giving an exceptional review, or unsatisfactory review, so everyone got "satisfactory" reviews.
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I mean, I hate evals and think they're largely useless/counterproductive, but still.
As someone who's had one review in 2-1/2 years, I disagree.
felix is correct in as much as the majority of people who perform the review are lazy asses who find it too difficult to provide the difficult feedback that most often times is the most actionable. it's so much easier to just go in and say "u're doin great!!" then shoot the crap for the remaining 29.5 minutes.
Before they revamped our review process you had to provide justification for giving an exceptional review, or unsatisfactory review, so everyone got "satisfactory" reviews.
lol. We just 'revamped' to the justification model.
And 'clams is spot on.
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I mean, I hate evals and think they're largely useless/counterproductive, but still.
As someone who's had one review in 2-1/2 years, I disagree.
felix is correct in as much as the majority of people who perform the review are lazy asses who find it too difficult to provide the difficult feedback that most often times is the most actionable. it's so much easier to just go in and say "u're doin great!!" then shoot the crap for the remaining 29.5 minutes.
Before they revamped our review process you had to provide justification for giving an exceptional review, or unsatisfactory review, so everyone got "satisfactory" reviews.
lol. We just 'revamped' to the justification model.
And 'clams is spot on.
sounds like you aren't cut out for management. :dunno:
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So, I had an employee start crying during their evaluation today. And it wasn't even that bad of an evaluation. I almost want to dock their overall review right there. I mean, I hate evals and think they're largely useless/counterproductive, but still. Grow the shazbot! up.
TIP TO UPCOMING GRADUATES/JOBSEEKERS: Don't fracking cry at work.
If it was a man, that should be a fireable offense.
Agreed. But it was a girl. I think this is her first "grown-up" job.
Is she hot?
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I mean, I hate evals and think they're largely useless/counterproductive, but still.
As someone who's had one review in 2-1/2 years, I disagree.
felix is correct in as much as the majority of people who perform the review are lazy asses who find it too difficult to provide the difficult feedback that most often times is the most actionable. it's so much easier to just go in and say "u're doin great!!" then shoot the crap for the remaining 29.5 minutes.
Before they revamped our review process you had to provide justification for giving an exceptional review, or unsatisfactory review, so everyone got "satisfactory" reviews.
lol. We just 'revamped' to the justification model.
And 'clams is spot on.
sounds like you aren't cut out for management. :dunno:
Honestly, I worry about this. I'm great at the "job" (i.e. generating the final product) and I'm great at dealing with customers, but not great at all (ego-defending way of saying "terrible") about dealing with personnel issues. But I'm pretty new at managing, so I "rationalize" my failings that way for the time being.
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why are you worried about not being cut out for "management"? you don't have to be cut out for the bullshit to be good at it. in due time you too will become a jaded shadow of your former self and soon will be whistling the manager anthem on your way to work everyday.
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i have to manage two people at my current job. i tell them that our only real goal is to fly under the radar and not be noticed. keep to ourselves, help each other out and get along decently well with the other people in our area. pretty sure that i am an absolutely horrible manager but these things are such a challenge for most people in my area/group (40 employees) that i feel the reason to stress the above and then any actual work that i get from them on top of that is just icing. again, pretty sure i'm really bad at managing.
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i have to manage two people at my current job. i tell them that our only real goal is to fly under the radar and not be noticed. keep to ourselves, help each other out and get along decently well with the other people in our area. pretty sure that i am an absolutely horrible manager but these things are such a challenge for most people in my area/group (40 employees) that i feel the reason to stress the above and then any actual work that i get from them on top of that is just icing. again, pretty sure i'm really bad at managing.
I vote Rick Daris for best manager of all goEMAW.com posters
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why are you worried about not being cut out for "management"? you don't have to be cut out for the bullshit to be good at it. in due time you too will become a jaded shadow of your former self and soon will be whistling the manager anthem on your way to work everyday.
You should be giving motivational speeches at those seminars none of us want to go to. I'm inspired (https://goemaw.com/forum/proxy.php?request=http%3A%2F%2Fi258.photobucket.com%2Falbums%2Fhh268%2Fjorelldye%2Finnocentwhistle.gif&hash=a27e2e2c2eb94afe73739ce313fde9f4572e8903))
i have to manage two people at my current job. i tell them that our only real goal is to fly under the radar and not be noticed. keep to ourselves, help each other out and get along decently well with the other people in our area. pretty sure that i am an absolutely horrible manager but these things are such a challenge for most people in my area/group (40 employees) that i feel the reason to stress the above and then any actual work that i get from them on top of that is just icing. again, pretty sure i'm really bad at managing.
Question to RD/'clams management GURUS: The gay guy at work filed an official complaint against the lesbian at work because she "repeatedly makes demeaning comments towards women." Investigation reveals that the complaint was sparked because the lesbian referred to Hillary Clinton as "one of her girls" in the break room, prompting the gay guy to flip out and start shouting that the "dictionary definition of 'girl' makes it clear that such a term is demeaning to a woman, especially one as accomplished as Hillary." The whole time, they're both huge Hillary fans, and start fighting over that, too.
WTF am I supposed to do with that? Srsly? My managers are all former military and nervous as hell about it. And I'm just amazed at the stupid bullshit we have to put up with at work.
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tell them to STFU :dunno:
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tell them to STFU :dunno:
This is more or less exactly what I did in an HRy way.
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why are you worried about not being cut out for "management"? you don't have to be cut out for the bullshit to be good at it. in due time you too will become a jaded shadow of your former self and soon will be whistling the manager anthem on your way to work everyday.
You should be giving motivational speeches at those seminars none of us want to go to. I'm inspired (https://goemaw.com/forum/proxy.php?request=http%3A%2F%2Fi258.photobucket.com%2Falbums%2Fhh268%2Fjorelldye%2Finnocentwhistle.gif&hash=a27e2e2c2eb94afe73739ce313fde9f4572e8903))
i have to manage two people at my current job. i tell them that our only real goal is to fly under the radar and not be noticed. keep to ourselves, help each other out and get along decently well with the other people in our area. pretty sure that i am an absolutely horrible manager but these things are such a challenge for most people in my area/group (40 employees) that i feel the reason to stress the above and then any actual work that i get from them on top of that is just icing. again, pretty sure i'm really bad at managing.
Question to RD/'clams management GURUS: The gay guy at work filed an official complaint against the lesbian at work because she "repeatedly makes demeaning comments towards women." Investigation reveals that the complaint was sparked because the lesbian referred to Hillary Clinton as "one of her girls" in the break room, prompting the gay guy to flip out and start shouting that the "dictionary definition of 'girl' makes it clear that such a term is demeaning to a woman, especially one as accomplished as Hillary." The whole time, they're both huge Hillary fans, and start fighting over that, too.
WTF am I supposed to do with that? Srsly? My managers are all former military and nervous as hell about it. And I'm just amazed at the stupid bullshit we have to put up with at work.
your company doesn't have an official policy for sh*t like this?
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I wouldn't do anything about it, except maybe tell gay guy to grow up and quit acting like a 'tard. HR needs to act on the complaint (by doing nothing b/c it's a rough ridin' Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!) complaint) not you.
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this is exactly the type of stuff that i have to stress that the two people i supervise avoid. i'd rather have them sitting in a closet playing pick up sticks than working hard and getting into stupid crap like this. and believe me, stupid crap like that happens once every month or two where i work.
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why are you worried about not being cut out for "management"? you don't have to be cut out for the bullshit to be good at it. in due time you too will become a jaded shadow of your former self and soon will be whistling the manager anthem on your way to work everyday.
You should be giving motivational speeches at those seminars none of us want to go to. I'm inspired (https://goemaw.com/forum/proxy.php?request=http%3A%2F%2Fi258.photobucket.com%2Falbums%2Fhh268%2Fjorelldye%2Finnocentwhistle.gif&hash=a27e2e2c2eb94afe73739ce313fde9f4572e8903))
i have to manage two people at my current job. i tell them that our only real goal is to fly under the radar and not be noticed. keep to ourselves, help each other out and get along decently well with the other people in our area. pretty sure that i am an absolutely horrible manager but these things are such a challenge for most people in my area/group (40 employees) that i feel the reason to stress the above and then any actual work that i get from them on top of that is just icing. again, pretty sure i'm really bad at managing.
Question to RD/'clams management GURUS: The gay guy at work filed an official complaint against the lesbian at work because she "repeatedly makes demeaning comments towards women." Investigation reveals that the complaint was sparked because the lesbian referred to Hillary Clinton as "one of her girls" in the break room, prompting the gay guy to flip out and start shouting that the "dictionary definition of 'girl' makes it clear that such a term is demeaning to a woman, especially one as accomplished as Hillary." The whole time, they're both huge Hillary fans, and start fighting over that, too.
WTF am I supposed to do with that? Srsly? My managers are all former military and nervous as hell about it. And I'm just amazed at the stupid bullshit we have to put up with at work.
your company doesn't have an official policy for sh*t like this?
If you knew how mismanaged my company was, you wouldn't sleep well at night. Our "corporate" office is essentially 90% retired military/security officials and 10% recent HR grads who were hired on the cheap.
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Whenever my staff acts up at work, I have a yardstick (note: :lol: :lol: :lol: ) that I beat them with. It works extremely effectively.
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Arrange their working conditions so they no longer have to work with each other or be around each other, if possible.
If not, have them each air their grievance with you personally. After the meeting with each of them, say you will look in to reprimanding the other one. Then do nothing.
Another possible solution would be for them to file written grievances with HR. That will allow you to do pretty much anything as far as moving one of them to a different unit, or changing their job so they do not have to work together.
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this is exactly the type of stuff that i have to stress that the two people i supervise avoid. i'd rather have them sitting in a closet playing pick up sticks than working hard and getting into stupid crap like this. and believe me, stupid crap like that happens once every month or two where i work.
:lol:
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Arrange their working conditions so they no longer have to work with each other or be around each other, if possible.
If not, have them each air their grievance with you personally. After the meeting with each of them, say you will look in to reprimanding the other one. Then do nothing.
Another possible solution would be for them to file written grievances with HR. That will allow you to do pretty much anything as far as moving one of them to a different unit, or changing their job so they do not have to work together.
The written grievance is what started this. I can't move them, so I did the "meeting" and basically took 'clams' route of telling the gay guy to quit being Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!).
On the plus side, the gay guy finally pissed off HR/corporate enough to really get things moving on getting him fired (he's the original inspiration for this whiny thread) :pbj:
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Arrange their working conditions so they no longer have to work with each other or be around each other, if possible.
If not, have them each air their grievance with you personally. After the meeting with each of them, say you will look in to reprimanding the other one. Then do nothing.
Another possible solution would be for them to file written grievances with HR. That will allow you to do pretty much anything as far as moving one of them to a different unit, or changing their job so they do not have to work together.
The written grievance is what started this. I can't move them, so I did the "meeting" and basically took 'clams' route of telling the gay guy to quit being Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!).
On the plus side, the gay guy finally pissed off HR/corporate enough to really get things moving on getting him fired (he's the original inspiration for this whiny thread) :pbj:
This is indefatigably racist
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this whole thread is racist
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Arrange their working conditions so they no longer have to work with each other or be around each other, if possible.
If not, have them each air their grievance with you personally. After the meeting with each of them, say you will look in to reprimanding the other one. Then do nothing.
Another possible solution would be for them to file written grievances with HR. That will allow you to do pretty much anything as far as moving one of them to a different unit, or changing their job so they do not have to work together.
The written grievance is what started this. I can't move them, so I did the "meeting" and basically took 'clams' route of telling the gay guy to quit being Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!).
On the plus side, the gay guy finally pissed off HR/corporate enough to really get things moving on getting him fired (he's the original inspiration for this whiny thread) :pbj:
This is indefatigably racist
We're international, so we've got lots of color at the office ( :gocho:), so corporate is comically complacent about racism concerns.
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Arrange their working conditions so they no longer have to work with each other or be around each other, if possible.
If not, have them each air their grievance with you personally. After the meeting with each of them, say you will look in to reprimanding the other one. Then do nothing.
Another possible solution would be for them to file written grievances with HR. That will allow you to do pretty much anything as far as moving one of them to a different unit, or changing their job so they do not have to work together.
The written grievance is what started this. I can't move them, so I did the "meeting" and basically took 'clams' route of telling the gay guy to quit being Fake Sugar Dick (WARNING, NOT THE REAL SUGAR DICK!).
On the plus side, the gay guy finally pissed off HR/corporate enough to really get things moving on getting him fired (he's the original inspiration for this whiny thread) :pbj:
You just gave the gay guy reason to complain that he got fired for whistleblowing*.
* pffffft
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I have about 400 people working under me right now. (that's what she said) Basically whenever I need to fire someone I just delegate that responsibility to the person I'm going to fire. It makes the person you are firing feel important, because you are giving them a responsibility but at the same time you can get rid of them with no confrontation.
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Welp. Today's the day. Walking papers all typed up and ready to go. We went with this plan (and I totally gave you credit when I pitched it in the meeting):
Another great option is to have "layoffs" but use them to just fire the hell out of a big group of slack asses.
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:lol: Thinking of the pitch. "I know this guy Steve Dave, he says to just layoff all the slack asses." Bosses "You know we could use another guy in here does this Steve Dave need a job?"
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I also gave them this SD nugget:
BWW's is the new golf course. It's where business happens.
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man, ole steve dave is really coming out looking good in this thread :party: :woot:
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It's really not that hard. You just have to know how to document. You wait until you've got a big list of the problematic occurences, have them sign a corrective action plan under which failure to comply is grounds for dismissal, and wait for them to screw up. If they screw up, fire them. If they don't screw up, there's no longer a problem. If you continue to think that there is, it's your problem.
Process = engaged. Buy in or quit.
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It's ridiculous how lazy most managers/bosses are in doing what chum just said.
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Is there anything worse than contract proposal writing. :comeatme:
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Is there anything worse than contract proposal writing. :comeatme:
having to read someone bitch about it on a message board :dunno:
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Is there anything worse than contract proposal writing. :comeatme:
having to read someone bitch about it on a message board :dunno:
Lol at you sitting so far down the mod chain you "have" to read these... :lol:
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Is there anything worse than contract proposal writing. :comeatme:
having to read someone bitch about it on a message board :dunno:
Lol at you sitting so far down the mod chain you "have" to read these... :lol:
:frown:
i shared drinks and talked with a different mod last week. can't say who though. anyway, i guess bsac had a conversation w/ him and two other mods about moving chicat up to a fulltime mod and me down to "contributor". after all i've done for this place, that one would "sting". not that chicat isn't great or anything, but damn. you know?
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:frown: You weren't supposed to find out. The leaks in this place are the first thing I'm going to sure up :dubious:
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:frown: You weren't supposed to find out. The leaks in this place are the first thing I'm going to sure up :dubious:
I'm shore you'll do a great job. Please look into getting my 'sock' status removed as well if you wouldn't mind? tia :fistpump: (ftp://:fistpump:)
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:frown: You weren't supposed to find out. The leaks in this place are the first thing I'm going to sure up :dubious:
I'm shore you'll do a great job. Please look into getting my 'sock' status removed as well if you wouldn't mind? tia :fistpump: (ftp://:fistpump:)
Denied
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.......Did ben_____ji miss the joke? :dubious: