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!
