It's a combination of 2 and 3. The problem is it's never the same issue twice. So in regards to 3. Every issue is a brand new problem that I instruct on and I'm assured will never happen again.
I don't think we've really had any repeats. But every project just has stuff being done that's completely not even possibly the right way to do it. I'm babysitting instead of supervising. Meanwhile I have a college art student who works for me in the summer. Not a lick of technical knowledge, but I tell her to go run a cable and it's run neat and proper. I tell her to go spray weeds and they are all sprayed and dead. I tell her to put things in a rack and while perhaps a router might be below a switch in a way I wouldn't have installed it - everything is plugged in, right side up and on when I'm told the task is finished. > On Jul 23, 2017, at 11:41 AM, Steve Jones <thatoneguyst...@gmail.com> wrote: > > When he has an excuse, is it an excuse where he blames an outside factor like > "you didnt show me" or "thats a low quality tool", a lie like "i didnt knowni > was supposed to do that" when you gave clear instructions, or is it a reason, > coupled with ownership of the failure like "i didnt accomplish that task > because i forgot to do X, im not sure why i forgot X, but i wont in the > future" > > The first is 50/50, make sure youre not the cause of the failures, if youre > not, then retrain and counsel, then fire. > If its the second, fire immediately, thats the worst thing to have, a liar, > thats not fixable by you. Like others said, it might be the catalyst for > change. > If its the third, and he recognizes the problem is of his own design, that > may be wholely fixable, thats a person looking to be molded, maybe put him > under your wing for a period if its feasible with a deadline for resolution. > > Make sure hes aware of your dissatisfaction though, thats a fair thing to do. > When i used to do alot of home improvement stuff, the first thing i told guys > i had working for me was, if i fire you, call me the next day to make sure it > wasnt my temper that fired you. Apply that here, make sure youre not just > more mad than you need to be > >> On Jul 23, 2017 9:59 AM, "CBB - Jay Fuller" <par...@cyberbroadband.net> >> wrote: >> >> sometimes you have to weigh the good and the bad. i guess we do that a lot. >> each of our guys has their strengths and weaknesses. sometimes we do have >> to bite our lip and try not to fire said person for this reason or that >> reason - but usually it is me and i just need to let it go....i'm over it in >> a day or so. >> >> i guess it has a lot to do with daily relationships among people - work or >> not. people are people. they are who they are. most can't be changed. we >> need to learn to accept people for who they are - and employ their strengths >> where they are available and overlook the weaknesses. >> >> I'd take what Chuck Mccown says to heart - - he's employed hundreds of >> people. But I've employed like 10. And although we are large enough we >> could probably lose one or two - I certainly wouldn't want to. >> >> >> ----- Original Message ----- >> From: Matt Hoppes >> To: af@afmug.com >> Sent: Sunday, July 23, 2017 6:27 AM >> Subject: Re: [AFMUG] Complaining Employees >> >> And this is where things get weird and why he's still around. >> >> The answer to these questions is - yes. >> >> He will respond to an outage regardless of where he is or what he's doing. >> >> He has responded to problems on days off. >> >> He honestly seems like he WANTS to do things. But possibly lacks the >> ability to do things. >> >> Some things can be taught. Others can't. I'm just struggling to make sure >> I'm making the right decision. >> >>> On Jul 22, 2017, at 11:26 PM, Steve Jones <thatoneguyst...@gmail.com> wrote: >>> >>> In all seriousness, from a guy who takes his job way too serious... not >>> only is a problematic employee an issue in the normal sense to the >>> company, but he qill cost you good employees, the dedicated kind who will >>> give you their blood in a pinch. >>> Do you think the problematic guy will leave his kids birthday party to >>> come get ten of your customers up? ..... he wont >>> Do you think he will spend his spare time discussing industry issues, >>> maintain a handful of social media sock account to ensure he has access to >>> trending issues.... he wont >>> Will he work late on the day hes supposed to leave on a vacation to make >>> sure everything is good while hes gone ... he wont. >>> Will he own issues and show up after hours to come fix them because its his >>> fault... he wont >>> I know the guy youre talking about. Not by name, or face, but hes common, >>> and he costs alot of companiea their growth. Do you think at the end of the >>> day he cares.... he doesnt. >>> >>> The point is, the guys who will do the above, unless theyre ignorant >>> gluttons for punishment who dont have it in them to walk away, will walk >>> away while youre cupping this guys balls.... seriously, dont cup the balls. >>> This is how workplace shootings ignite. Grow your company cull the herd. >>> >>> On Jul 22, 2017 9:59 PM, "Forrest Christian (List Account)" >>> <li...@packetflux.com> wrote: >>> There was an fairly young employee at the wisp which was a general screw >>> up. After no end of second chances with no real change, they finally >>> canned him. This was several years ago. >>> >>> One day a while back I was down at the wisp and this employee is working >>> for the wisp again. Apparently after getting fired, he spent a couple >>> years growing up. I've even heard of him chastising another installer for >>> some of the crap he used to pull. >>> >>> My point is that sometimes getting fired is a better wake up call than >>> giving an employee a second chance >>> >>>> On Jul 22, 2017 8:16 PM, "Josh Reynolds" <j...@kyneticwifi.com> wrote: >>>> How do you gain wisdom without failure? >>>> >>>> We can try to learn from others, but those lessons are far less effective. >>>> >>>> >>>> >>>> On Sat, Jul 22, 2017 at 8:01 PM, Matt Hoppes >>>> <mattli...@rivervalleyinternet.net> wrote: >>>> > So let me throw another question out. >>>> > >>>> > Say the guy does an OK job at installs, but he wants to do more. But he >>>> > completely screws up the "more" any time he's tried to do it. >>>> > >>>> > How do you handle that situation? I'm willing to let my main issues >>>> > slide >>>> > on account of the Peter Principle if he can do OK installs. But he says >>>> > over and over he doesn't want to do installs forever. >>>> > >>>> > So will he be unhappy? Demoralized? Etc, if that's all I keep him on? I >>>> > feel like yes. >>>> > >>>> > I'm in a really difficult position right now and need to figure out how >>>> > to >>>> > address it next week.. =\ >>>> > >>>> > Yeah Employees! >>>
