mbeam
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Also interesting that he did not bring this to your attention - question to pose to the owners is that would this have ever been discovered? Once he did this - what are the chances that he wouldn't do it again especially if he didn't think he would…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-27-03 AT 11:05PM (CST)[/font][p]What was her explanation as to why she cleared out her e-mails? Was she able to offer any help as to the original question being asked of her? Depending upon her resp…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-27-03 AT 11:27PM (CST)[/font][p]Would advise going back to senior management and pick a less liked or attractive (assuming as some of the other posts have that she must be moderately attractive or pop…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-15-03 AT 08:48AM (CST)[/font][p]Two additional thoughts to add to the good ones already posted: 1) After the policy is written, it gives you the opportunity to have the manager written up for not fo…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-15-03 AT 08:40AM (CST)[/font][p]This forum is a great learning experience and much cheaper than our attorney. The lively debate over a message posting among HR prof's shows that e-mail is not a repla…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-13-03 AT 01:27PM (CST)[/font][p]Would echo the sentiments of the prior postings. Who told her about the layoff? Is there a way to now post the position? I would gather the management team together …
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Agree that it would be worth pursuing and from what you've presented appearances are that you may be the scapegoat for this particular project - let's see the extent of the problem - whoops, it's much more than we thought so let's put our heads back…
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In the interim, is there another area where they could be moved to make their workplace more comfortable for them (and likely more productive).
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Fish is a great training tool and I would also encourage companies to customize to their work environments. As to incentive plans, what if you purchase tickets to local events, have gift certificates and give raffle tickets to those hitting measura…
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The other thing you may want to do is keep the door open and let those valuable associates know if they decide to make the move that you are open to talking to them should they find the grass isn't greener elsewhere.
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Is there a way to substantiate the amount of time spent investigating her problems? What does her record look like as far as attendance and productivity? What is the turnover like in her area (are people leaving because they're tired of listening …
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Would agree with several of the last postings - sounds like some insecurity on the part of the supervisor regarding her relationship with members of the team. In the meeting with her, you may want to raise the question of "what can you do to have y…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-04-03 AT 10:18AM (CST)[/font][p]Another point to add would be whether they consulted with you about your direct report attending the meeting. If not, would make sure that they know this is important …
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Also would try the local Chamber of Commerce, attend job fairs and perhaps hold your own on-site job fair.
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Like the idea of the drink tickets at an off-premise site and the company paying for the taxi service should it be needed. It's not something that we do anymore as want to provide a family friendly atmosphere and as such for our picnic don't provid…
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What you may want to mention in the meeting with those stating their concerns to you is that retaliation is not tolerated. Have they talked to their manager about their concerns? If they have and nothing has been done about it, the time has come…
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A couple thoughts on this - what is listed on her performance review as to objectives - would look to add retention to the list and compare hers to the company average with the expectation that she improve to the average this year and to the rest of…
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You may want to check into the rules for your state. In WI, we are required to release records (after a request has been given in writing requesting them) within 7 business days. You can charge for the copying services.
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When we enact new or update existing policies, I typically send it out for our managers to review prior to sending it out company-wide. It has worked quite well as we have more buy-in when the final version is sent out. Be sure to use it wisely th…
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We're in a similiar situation and like the idea of ranking. What is the criteria being used when ranking (am trying to avoid "gut instinct" otherwise known as favortism)? Also, does each manager rank their team and the Director of their area works…
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Also check with local Chamber of Commerce's in your area on purchasing salary surveys.
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[font size="1" color="#FF0000"]LAST EDITED ON 05-21-03 AT 08:11PM (CST)[/font][p]This is one that I would recommend running past an attorney. Initial thoughts are that the individual may be opening himself up to lawsuits from his co-workers. Would…
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What if you start enforcing your progressive discipline policy and let the supervisor know that you'll be following up regularly (weekly, bi-weekly) to check in on how things are going. Would also recommend having her turn in a performance improv…
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Would also point out retention figures, internal promotions, better trained supervisors....how many complaints are coming to the COB's or CFO's attention? HR is a very good buffer for enabling them to do more strategic planning and implementation…
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Devil's advocate response here - what will it do for your reputation if you have a department that professes to want this individual on their team and you have him replaced through the temporary agency? I would have the manager of the department th…
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To aid in the decision would also ask what the expectation/list of priorities for your team will be for the following year. This should help decide what areas will be the pressure points and allow you to pick those best suited to make it happen. A…
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I agree with the comments above indicating this individual should go. However, I would look closely at the written documentation you have on this. Hindsight is 20/20 and in retrospect would say a last chance agreement (signed) from the mandated EA…
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We have a PTO policy which would be utilized in this scenario. We too try to be flexible when things come up as know people have lives outside of work.
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Another thought to consider is tracking the retention rate and conduct transfer interviews when tellers go to another part of the company. On the performance reviews, include a list of expectations for the supervisors that include developing their …
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Would also recommend looking at the employee's work history. Has he been productive, how long with the company, was there something that triggered this conversation, does he feel stuck in a job going nowhere? If this individual hasn't been aroun…