Employees.....tardiness, attitudes, performance, time off, raises...??

Have you thought about scaling back? Lean and mean seems to be the way to go. Or massive enough to the point where " the most important thing is just showing up" I had a GM tell me that once, puke, left a few weeks later.
 
Levi.CO said:
Have you thought about scaling back? Lean and mean seems to be the way to go. Or massive enough to the point where " the most important thing is just showing up" I had a GM tell me that once, puke, left a few weeks later.
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With me, there's only 4 of us.
Mainly a three man crew, unless it's a big job that I'm on.
It's hard letting this tainted seed go......makes it harder for others.
 
SonshineTreeCare said:
I think I read recently in a TCIA publication that raises shouldn't be tied directly to the annual performance review because you want someone who is there for the company as a team member, who wants to improve performance to better themselves. Granted, people need to have their finances covered...

A handbook is something we are working on too.

As mentioned, don't let it fester, talk about it. But praise too, that is where I think I fall short...
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Agreed Even.
Handbook........work, sales, family etc etc etc.......hard to get it done.
I do give praise and actually just thanking for working so hard- that's pretty regularly said. Not to mention buying lunch, bringing drinks to the job site, giving them some side work and year end bonus....
 
arborcareman said:
It's hard letting this tainted seed go......makes it harder for others.
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Does it actually make it harder, though? I'd rather be part of a 3 man TEAM who are all pulling together for a common goal than a 4 man, well, 3.6 man crew, listening to him bitch and whine. Drags down morale for everybody. The bad apple really will spoil the bunch. Plus, how do the other guys feel? Knowing they're busting their own butts, but Mr. Whiner keeps his job, still enjoys all the benefits they do, suffers no consequences from his actions (or rather, lack of action.). This will really pull their attitudes down, make them less inclined to give their all.
Fix the problem, or remove the poison, promptly.
 
Have you asked him what he feels he's worth? Run through the numbers with him. Start looking for someone else. While you may wish to be on the job your role is sales and management. What sort of training could you provide for him to improve his removal skills? What do you feel he could do better to improve his efficiency in the tree? Have you considered doing a climb with him to demonstrate how you work a tree? Make it clear to him that his current behavior and performance is undermining the company and he needs to improve. Begin your search. Yes, it's hard to find someone but, like I said, hire for attitude, train for skills. Then you can shape the climber in your image.
 
Owners, supervisors can be assertive and friendly. I'd look at being small as an "opportunity" to change culture. Think about how difficult it would be if you had 3 crews and triple the employees and workload.

Before returning to the outdoor world, I managed and consulted large and small nonprofit organizations. Since This was the biggest problem I saw - the organization (management, employees, or clients) couldn't communicate its vision. It was assumed that everyone that applied understood the mission and vision - unfortunately far from the truth. As a result, people weren't hired or trained according to vision. Clients weren't consulted according to vision. A clear vision sets the hiring questions, training priorities, handbook, work environment, client interaction, and sales.

For many organizations, it took a lot of money, time, pain, and resistance to adjust company vision, policies, culture, and practices years after avoiding it.

Having one bad seed is a growth opportunity to clarify your foundation, coach, grow, then let go.




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treehumper said:
Have you asked him what he feels he's worth? Run through the numbers with him. Start looking for someone else. While you may wish to be on the job your role is sales and management. What sort of training could you provide for him to improve his removal skills? What do you feel he could do better to improve his efficiency in the tree? Have you considered doing a climb with him to demonstrate how you work a tree? Make it clear to him that his current behavior and performance is undermining the company and he needs to improve. Begin your search..[ Yes, it's hard to find someone but, like I said, hire for attitude, train for skills. Then you can shape the climber in your image/QUOTE]

Ahh, forgot that angle of asking what he thinks he's worth.
Training-this goes back to the attitude problem (problem with authority) and what seems to be a non-willingness
to be teachable. Give some suggestions on a better way of doing something, is not taken well. Apparently I have no clue after 32 years.
Oh yes, I have climbed with him several times, always a joy. I've gone over what I would suggest being the best course of action to take in order to be most productive...........not sure if he listens.
"" like I said, hire for attitude, train for skills. Then you can shape the climber in your image"" <-- absolutely.
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Time to be straight up with him. Do a review starting with his strengths then discuss what you see as his weaknesses. Be clear about how it impacts the business and that you can't continue to ignore it. Give him a specific time frame for him to improve and revisit his performance after that. Let him know that his continued employment with you is at stake. But, you must start looking for a replacement now.
 
Company policies clearly laid out in black and white they read round table any questions with the whole crew then they sign off on.

If they are constantly late, etc talk to them and figure out what the issue is if you that doesn't work your policies should have a 3 strike clause and you move on to a more fitting employee and give them a chance to find a better fit for them.

You can't run a truck with 1 flat tire company runs the same.
We refer to our selves as a team more often than a company, everyone has to pull as much weight as they can to get there teammates through the day as easy as possible.
 
arborcareman said:
Lots of good points here.
I can agree on trying to get some new blood in the door-hard around here. That makes it worse for me; not dumping someone when I really should.
"Above pay grade"......blows my mind ! Since I was 18, there was nothing I couldn't do. I wanted to do everything all the time! Total tree whore. If I didn't have to do all the sales calls etc, it would be unfair because I always want to be the one climbing. My 'special guy' said, ' not paid enough to climb everyday/big trees'- (pruning). He has not shown to have the ability to be an efficient removal guy at all. He thinks he works too hard. I guess that's between all the smoke breaks....?

Handbook. Handbook. Handbook.....:muyenojado:
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If it's above there pay grade you need to brush up on your training
 
It was really about his attitude and sense of entitlement. He felt he was worth more than he actually was. (we parted ways if you hadn't guessed)
KevinS- It was not by any means a training issue. 100% it was his attitude. He was above reproof.

#haveanopening
 
arborcareman said:
It was really about his attitude and sense of entitlement. He felt he was worth more than he actually was. (we parted ways if you hadn't guessed)
KevinS- It was not by any means a training issue. 100% it was his attitude. He was above reproof.

#haveanopening
Click to expand...
I didn't mean to imply that you don't train I was just playing the devil's advocate. Usually when it's 1guy and the rest are OK it's not the trainer.

We get alot of new green people through our place and some things are above some people's skill or comfort level but we work towards that in the long run
 
arborcareman said:
It was really about his attitude and sense of entitlement. He felt he was worth more than he actually was. (we parted ways if you hadn't guessed)
KevinS- It was not by any means a training issue. 100% it was his attitude. He was above reproof.

#haveanopening
Click to expand...
Good move. Now to find the right fit for you. Hire for attitude, train for skill....
 
KevinS said:
I didn't mean to imply that you don't train I was just playing the devil's advocate. Usually when it's 1guy and the rest are OK it's not the trainer.

We get alot of new green people through our place and some things are above some people's skill or comfort level but we work towards that in the long run
Click to expand...

No offense taken KevinS....I understand.

Thanks again everyone for your thoughts etc.
 
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