EMPLOYEE PROBLEMS

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Don,
good luck with all that. I hate to say it but it sounds like showing the worst one in the bunch to the door might be a wise idea.

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+1

Leaves room on the crew to hire in a new guy.

"hey, new guy, ya, the guy you're replacing was fired for being a dumbass. Couldn't keep from making the same mistakes again and again. I hope you can learn from other people's mistakes to hopefully not make them yourself, and if you do, you should learn from them, and not repeat them. Work hard. Get paid. Learn skills. Great. Win-win. Keep breaking things, don't pay attention, adios."

gives the other guys that you've put money into training, hopefully, incentive to do better.
 
Working in gov. for some time know and org. I always have a paper trail if it may lead to more serious actions with an employee.

I know my guys and they know I have their back. They also know that I do not play around with safety and gear. They have to take some form of training corse to use this gear. This gives them little reason to say they do not know how to do it becuase they were not "trained".

They also know to follow SAGE -- Set A Good Example.

The bottom line is that mistakes happen and need to be resolved and forgiven. However, if it continues then that is a nother matter.

I have gotten to the point in the past were I set down and do a corrective review and have them come to an agreement to do proper duties. We both sign the papers and I give him a copy. I inform him that if he correct's himselv and no more problems then this paper work will just happen to get burn during an unexpected fire at the next performmance reveiw. However, if this contienues then we will have to take this to a higher level.

Document yourself and give the guy a chance. You may never know what he is up agains. What if he has a learning disability. What it is resovled-- he may be your best assist.
I want to have good night sleep everynight so I do what I can to do the right thing. The right thing means not to ingnor or act like something is not there but also not to go off the edge either.

Just my thoughts
 
Sometimes you need to go back to basics. During one season, I had so much slacking off that i fired all but one worker. I was out of business for 2 days but i had a new, hardworking crew on the third day. For some ground babies leadership don't do . Keep hiring and firing and eventually you will get a crew with some initiative. There are enough people out there that need jobs.
 
The phrase "familiarity breeds contempt" is more than a trite saying. It has every grain of truth that "gravity works" does.

As the owner/manager/foreman you gotta hold a tight line. Even though it is laudable to expect the best from people the harsh reality is that everyone, including ourselves, will often and eventually settle into a comfort zone of least resistance. It is simply nature.

That's why, "give 'em an inch and they'll take a mile!" is a truism.

I really hated working for A**hole bosses in the past, always reminding me and riding my back. It wasn't until I proved I was going to do the job well and right that they would start leaving me alone to do it.

A mentor once said, "Make 'em hate you at first, then you can be their buddy later."

I've ignored that advise for years because what I thought he meant reminded me of power-drunk jerks that reminded me of those little bald, weasel bosses you just want to squash!

Ignore the advise I did and have had an uphill battle in every project, work or otherwise, that I've needed a team of people for.

I now realize he meant that I should draw the line of what is acceptable and what is not, don't let anyone cross it without consequence, hold their feet to the fire and when they think "it" can't be done, get in there and do "it" alongside them to prove otherwise. And then, cut them loose and let them do their job.

I realize that's what my hard-a**ed bosses had done with me...and I hated them for it!

I ended up enjoying those jobs and having a lot of respect and gratitude towards those managers and even became drinking buddies with some of them,

I've recently tried implementing the "draw the line" approach and have found productivity & quality of product, and worker to have gone up...Go figure!?

So, be the toughest and fairest boss you can be to your crew and you will likely see awsome results.

You'll probably chase a few away before it clicks, but then again, if they are not on board with your program they aren't the right match for your team. And THAT is something to think about.

Good Luck!
 

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