I am guessing 568a will probably work with most things these days, will it not?
Been forever since I made a crossover cable or though about whether or not
something was DTE or DCE.
From: Steve Jones
Sent: Sunday, July 23, 2017 10:09 AM
To: af@afmug.com
Subject: Re: [AFMUG] Complaining Employees
Like i said about retirees, i have my 74 year old dad working with me now, we
work til we run out of daylight, he takes the tasks and runs with them, i quit
hovering, and we get things done. I told him id print out a 568b pinout for him
to start doing ends, he caught the fact i frinted 568a by mistake before even
starting. Imagine the disaster if his attention to detail wasnt there.
I have to make sure the other guy is busy when i use my dad, so i do that. The
other guy has constant excuses, never fully completes tasks, flat out lies
about things and never takes ownership of mistakes, its always someone elses
fault. Counselling has failed, providing all brand new tools has failed. Its at
a point of acceptance now that it is what it is.
Ive watched over the years as new guys come in the bad employees have poisoned
them and turned good workers into trash. As employees have moved on, ive
advised the boss to just not replace them on the bad apple principle. Ive got
24 hours and 7 days, every week, so o can bring in my non employee contractors
like my old man and get things done
If you have other employees, this guy sounds like hes breeding them stress if
its making more work for them. They will ultimately respond. Some might quit,
some might start underperforming, some might turn to drinking when they get
home (a staff drunk is problematic, this i know, im that guy), they may even
begin undermining your operation. There is alot of consequense to not bringing
this to resolution promptly, one way or another
On Jul 23, 2017 10:55 AM, "Matt Hoppes" <mattli...@rivervalleyinternet.net>
wrote:
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!
