I’d like to find a way to reward any of my staff who telecommute – give them additional perks – maybe additional time for things. What do you suggest?
While I support your quest to reward……why reward those who telecommute? Isn’t that the reward? Is there output greater than others? Now, if you’re rewarding because of performance….then I’m with you!
I need more info before a more robust opinion can be rendered. Please clarify….
Pressley Carson
My managers keep trying to find people doing really good things so they can make a big deal out of it and “keep us motivated.” But, they’ve run out of things to catch and now are basically recognizing people for just doing their job – nothing special, but like, for showing up on time. What’s their problem?
A Bizpain unknown! Is it their problem or yours? During these trying economic times I think people are reaching out and trying just about anything to change the mood. What do you care if they acknowledge little things like being on time? To someone else this could be significant. Seems to me that you can use a ‘nice’ pill and go find something of substance to complain about!
Pressley Carson
Where can I get better employees and workers? The ones I have are horrible. I keep them up to date on our circumstances in the business, but I don’t see any effort to focus more, try harder, be more efficient. I’m pretty frustrated.
I’d ask, where they can get a better manager! Hey, you need to take responsibility here…..who’s the boss? You need to identify the issue(s) and develop a solid plan that should be clearly communicated and executed. Remember, those who can not execute, get executed!
Pressley Carson
We have no say in the direction of the business or with our customers - we basically have to do exactly what we’re asked and the bosses are making some bad mistakes. How can we get more say in the business?
Now that’s a loaded question……you speak as if your part owner or have a right to dictate as to the direction the company takes? Do you, if so you need to get more aggressive and get in there and speak your mind! If not, they why would you believe you have a voice this matter?
Have you approached your management team with documented proposals or proactively discussed recommendations as to what steps you think can be implemented to help the company? Or are you just a cornice complainer? Here’s my advice- ‘stop’ the bitching and do something about it!
Pressley Carson
Scheduled time for one on ones and honest feedback isn’t working for us. Everyone at all levels are suspicious and second guessing their own work and everyone else’s. How do we continue to do good things and take great steps during these difficult times.?
HOUSTON, there’s a problem! You’ve got more issues going on here…..honest feedback is one of the primary sources to successes. I’d recommend you establish a team to go find out what the true issues are so you can develop proactive solutions. There’s lots more to this story.
Once you find out the specifics, let’s discuss. I’d be interested in your findings.
Pressley Carson
My employees are in denial. It disturbs me that in a super bad economy teetering on a depression, I have employees who actually think they should deserve a huge raise or promotion. It boggles my mind that they are not even aware of what the country is going through. Is this a sign of denial or a sign of arrogance and immaturity?
It’s a sign of BIZPAIN entitlement…..I’m with you, I don’t get it! I myself happen to have a number of employees that truly feel entitled to greater company perks, pay, etc. WAZ-Up with these fools? While the jerk in me would like to send out a mass email saying; “Get ready lay-offs are coming” just to make them crap their pants, I don’t think that fear is the right answer? Although, you’d have to admit it would be fun to see their faces when they read the email……
So how do we deal with this……? A BIZPAIN dilemma! Well, looks like more effective communications on your part may be needed. Hold staff meetings; discuss the company financials, company direction, and what you expect to be their individual roles in helping the company reach its targets. Clearly set the standards! Oh, and I’d be frank and let them know that some of the employees feel a sense of entitlement and that kind of environment won’t be tolerated!
Now, if all that fails…….pick a sacrificial lamb and fire one of them! Trust me; that will get their attention!
Pressley Carson
My manager sends these terrible messages in email to the staff to motivate us these phrases like #@#@###, then tries to send thank you’s for doing a good job. We pass them around and wonder if his medication needs to be updated. He’s a good guy, but pretty frantic. What can we do about it?
Deal with it! If this is the worst you’ve got to complain about, then thank your lucky stars! Hell I can keep you up for the next 24hrs with real complaints…….
Just deal with the fact that this is your mangers attempt to motivate….and they are at the very least saying thank you! I can name a few companies that wouldn’t even know your name.
Pressley Carson
I need to get some staff to reduce their pay, or reduce their work days, but keep up their productivity. Everyone is tired and morale is tough to keep at a high level. How do I start the discussions?
A BIZPAIN pay-check hair cut! Yep, this one is not easy; therefore, you must be 100% honest and just come forth with the desired outcome. These days I think those who still have jobs are grateful they have one. A pay cut or reduced work hours is far better then no job at all. Now, if you’re looking to maintain the same productivity levels; then I’d recommend a pay cut. Maintaining or increasing productivity with reduced workforce hours will be next to impossible.
Just remember, you’re only the messenger and you didn’t create this mess. Find the positive and be honest, direct, and get to the point. Don’t try bullshitting them.
Pressley Carson
I keep getting quizzed by the boss with indirect questions that I just can’t figure out. And, when I can’t answer the question, he yells at me. Even when I say I don’t understand the question, he’ll yell back, “yes you do, now answer it.” I don’t know how to deal with this.
Oh my Bizpain……a yeller! Why the hell to managers feel they have the right to yell at staff. I just don’t get it and it’s a sign of a weak, untrained, insecure manager.
Well, here’s what I would do. I’d make an appointment with the head of your HR department and address this in confidence. Explain that you’re looking for suggestions as to how to best deal with this. Also, demand that they not address this, that you will.
This will place your firm on notice and if it doesn’t change or it goes down wrong you’ll have properly taken steps to inform your company.
Good luck…….No one and I mean No one should have to deal with a yeller!
Pressley Carson
Payback. Do they have the right? As a vendor to other companies, I have encountered clients who are on the payback route and making life as painful as possible to the vendor by using the economy as a whip. OR they had to lay someone off so we have to pay the price by being insulted or beaten down on price for doing absolutely nothing. It’s like we’re secondary employees and as they downsize their own ranks they’re looking for the next guy to beat up. Not sure I have any options.
Yep, a sales position in this economy is true BIZPAIN! I hope you can understand why? It’s just pure simple survival and they need to squeeze every penny. I wouldn’t take it personally and be grateful that you still have clients. Knowing every penny counts if you’re going to make it through this economy, then you’ll have to sharpen your pencil and give the best price. In the long run, you’ll out perform your competition and still be employed!
Your options in my opinion are to…..suck it up and be happy you have clients….
Pressley Carson
