Discussion
I can't go into great detail but if someone gets slower and slower doing a job and admittedly it's been allowed to slip with some parts being removed as they are so slow what's the best way to tackle?
I know they are slow because when on holiday it's easily covered as a few hours spread across a day.
Yes it should have need addressed
I know they are slow because when on holiday it's easily covered as a few hours spread across a day.
Yes it should have need addressed
DSLiverpool said:
I can't go into great detail but if someone gets slower and slower doing a job and admittedly it's been allowed to slip with some parts being removed as they are so slow what's the best way to tackle?
I know they are slow because when on holiday it's easily covered as a few hours spread across a day.
Yes it should have need addressed
Been there.I know they are slow because when on holiday it's easily covered as a few hours spread across a day.
Yes it should have need addressed
You just have to 'manage them out of the business'.
It takes a few months and you have to stick at it, but you get there in the end.
Sit down and set them firm but achievable targets/objectives for the next 12 months, which are at the level/pace you would ideally like them to work at, and make sure they are supplied with enough work to fill each day.
Review their progress on a regular basis and see if they have slipped at all.
If they aren't keeping up, then give then a formal warning about their performance and tell them to pick up the pace a bit, place the warning on their file.
Repeat the above until they either perform at the level you would like, in line with other employees, or they get 3 or 4 formal warnings on their file about their pace of work.
Once they get a few formal warnings and then a final written warning, just tell them they are performing very poorly and that based on their experience and skill at the job, they should easily manage it.
Then sack them.
Edited because my spelling needs a final written warning
Edited by NinjaPower on Tuesday 27th May 22:13
Been at both ends of this, as manager and subordinate, desperately trying to hang onto a job.
In the later case, I had some serious home related issues, (wife was very ill), my motivation at work had reached an all time low, and I was probably close to a breakdown, and I knew that I was being managed out by an unforgiving and uncaring boss, and I was like a rabbit in the headlights.
I think, a decent manager, might spend time working out what was wrong, before going for the kill.
As a manager, I found that I had 3 types of slow worker. Those that were genuinely useless, those who took the piss and knew it, and those who didn't realise that they were slow. I found adding additional work, and praise when it was achieved, worked well, but the with the genuinely useless, I decided that I'd attempt to get a tick in every box on the skills matrix, with them, to see if there was something they were good at. One thing I realised was that our training material was rubbish, so this one person became my test of a decent work instruction. Never got a decent work output from him, but I kind of gave up, as he was 12 months from retirement and looked like my granddad.
In the later case, I had some serious home related issues, (wife was very ill), my motivation at work had reached an all time low, and I was probably close to a breakdown, and I knew that I was being managed out by an unforgiving and uncaring boss, and I was like a rabbit in the headlights.
I think, a decent manager, might spend time working out what was wrong, before going for the kill.
As a manager, I found that I had 3 types of slow worker. Those that were genuinely useless, those who took the piss and knew it, and those who didn't realise that they were slow. I found adding additional work, and praise when it was achieved, worked well, but the with the genuinely useless, I decided that I'd attempt to get a tick in every box on the skills matrix, with them, to see if there was something they were good at. One thing I realised was that our training material was rubbish, so this one person became my test of a decent work instruction. Never got a decent work output from him, but I kind of gave up, as he was 12 months from retirement and looked like my granddad.
Pit Pony said:
those who took the piss and knew it
I had one of those a couple of years ago.Guy who was 57 years old, completely and utterly bored/ fed up with his job after 37 years of doing the same thing, and with nearly 10 agonizing long years still left to go before pension, but on a good wage in a nice office.
He was very punctual, very smart, very organised, very polite and formal in his attitude, responded to all emails and calls promptly, but just totally took the piss.
Stretched everything out to the limit and easily did less than half the work of colleagues in the office, but was very very clever with it, and he knew it.
Total nightmare.
Thankfully I no longer work for that company anymore so I don't have to line manage Mr Slow. He's probably still there annoying the piss out of his new manager.
Sometimes I just long for the American system where you can just call someone into the office and verbally sack them on the spot because "it just isn't working out".
I've managed people who have had genuine training needs or other problems, and would go to the end of the earth to try to help them, but there are some people who are just lazy devious b
ds....NinjaPower said:
I had one of those a couple of years ago.
Guy who was 57 years old, completely and utterly bored/ fed up with his job after 37 years of doing the same thing, and with nearly 10 agonizing long years still left to go before pension, but on a good wage in a nice office.
He was very punctual, very smart, very organised, very polite and formal in his attitude, responded to all emails and calls promptly, but just totally took the piss.
Stretched everything out to the limit and easily did less than half the work of colleagues in the office, but was very very clever with it, and he knew it.
Total nightmare.
Thankfully I no longer work for that company anymore so I don't have to line manage Mr Slow. He's probably still there annoying the piss out of his new manager.
Sometimes I just long for the American system where you can just call someone into the office and verbally sack them on the spot because "it just isn't working out".
I've managed people who have had genuine training needs or other problems, and would go to the end of the earth to try to help them, but there are some people who are just lazy devious bds....
If this person is still there doing the same old thing then that is symptomatic of poor management. Get in there and sort it out even if it has already escalated beyond any norm. You have to consider the impact on the wider team too.Guy who was 57 years old, completely and utterly bored/ fed up with his job after 37 years of doing the same thing, and with nearly 10 agonizing long years still left to go before pension, but on a good wage in a nice office.
He was very punctual, very smart, very organised, very polite and formal in his attitude, responded to all emails and calls promptly, but just totally took the piss.
Stretched everything out to the limit and easily did less than half the work of colleagues in the office, but was very very clever with it, and he knew it.
Total nightmare.
Thankfully I no longer work for that company anymore so I don't have to line manage Mr Slow. He's probably still there annoying the piss out of his new manager.
Sometimes I just long for the American system where you can just call someone into the office and verbally sack them on the spot because "it just isn't working out".
I've managed people who have had genuine training needs or other problems, and would go to the end of the earth to try to help them, but there are some people who are just lazy devious b
ds....I'd say the person needs feedback. They might not have realised they are slower or that there is a problem. A quiet word to say that you've noticed it takes them longer than it used to to do the job and is there a reason why. If they say no then at least they know you have an issue. After that, if the behaviour persists then mention it again only stipulate that you would not like to go down the HR unnacceptable perfomance route. If that fails then you can use this route to modify the behaviour. At the end of the day, if you have given every opportunity and followed official channels, it would be hard to argue against a dismissal.
My boss is looking at something similar with an old timer we have here. He's already had the conversations and has let him know what is expected. Nothing has changed so the HR route is next unfortunately.
My boss is looking at something similar with an old timer we have here. He's already had the conversations and has let him know what is expected. Nothing has changed so the HR route is next unfortunately.
NinjaPower said:
<snip>
Sometimes I just long for the American system where you can just call someone into the office and verbally sack them on the spot because "it just isn't working out".
I've managed people who have had genuine training needs or other problems, and would go to the end of the earth to try to help them, but there are some people who are just lazy devious bds....
another sSometimes I just long for the American system where you can just call someone into the office and verbally sack them on the spot because "it just isn't working out".
I've managed people who have had genuine training needs or other problems, and would go to the end of the earth to try to help them, but there are some people who are just lazy devious b
ds....t manager who is so poor at doing anything other than throwing their weight about ... if you use your organisation's capability process properly you can have someone out in a few months and it's watertight if you dot the t's and cross the i's
mph1977 said:
NinjaPower said:
<snip>
Sometimes I just long for the American system where you can just call someone into the office and verbally sack them on the spot because "it just isn't working out".
I've managed people who have had genuine training needs or other problems, and would go to the end of the earth to try to help them, but there are some people who are just lazy devious bds....
another sSometimes I just long for the American system where you can just call someone into the office and verbally sack them on the spot because "it just isn't working out".
I've managed people who have had genuine training needs or other problems, and would go to the end of the earth to try to help them, but there are some people who are just lazy devious b
ds....t manager who is so poor at doing anything other than throwing their weight about ... if you use your organisation's capability process properly you can have someone out in a few months and it's watertight if you dot the t's and cross the i's
As I explained in my first post in this thread.
NinjaPower said:
Sometimes I just long for the American system where you can just call someone into the office and verbally sack them on the spot because "it just isn't working out".
but there are some people who are just lazy devious bds....
I like freelancing/contracting, because I need the "fear" of only having one weeks notice between Decent money and no money. but there are some people who are just lazy devious b
ds....The problem is that the devious b
ds would make sure that someone who deserved a job got fired. DSLiverpool said:
edc said:
Do you even need that role if the work can be covered quite comfortbly and spread across others?
It needs to evolve - cant say any more really - my own fault for letting it slide.Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff