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Credit Hog

Another update from the Jungle….

Erin is a manager for her company and she’s got a problem employee named Rose.  Rose is a mediocre worker who is only good at self-promotion. She takes credit for other workers’ hard work.

There was the time that Rose did nothing on a department project. But in the meeting with Walter, the company president, Rose talked like she had run the whole show and kept everyone on task. The real project leader, Tim, had to be dragged from the room before he could strangle her.

This year Walter decides to buy a booth at a local business fair and asks for volunteers. Rose naturally volunteers. Walter publicly thanks her while her co-workers privately bet on when she’ll actually show up.

The day of the business fair arrives and Rose is nowhere. Erin and the other volunteers begin setting up their booth by spreading a special tablecloth with the company logo over the booth’s table. The tablecloth is heavy and it takes three people to wrestle it into place.

Sweating profusely, Erin and the other volunteers return to the parking lot to begin carting boxes of brochures and promotional items from Erin’s SUV. By the time the last box is lugged to their booth (far end of the hall from the entrance), everyone’s soggy with sweat.

That’s when Rose shows up. She grabs a bottle of water and announces she’s here to help. She begins helping by criticizing the table display. Tim, who did the heavy lifting and is soaked in sweat, reaches for Rose’s throat. Quickly Erin jabs him in the stomach, pushes him back and tells Rose that she can rearrange the table as she likes since she’ll be taking first shift.

Rose doesn’t hear because she’s smiling and waving. Walter appears through the crowd. Rose immediately steps forward to give him a quick summary of how the booth is set up. Her sweating co-workers glare at her as she again steals all the credit for their hard work.

What can Erin do next with Rose?

  1. She can nominate Rose to lead the first team of humans to colonize Mars.
  2. She can assign Rose to low prestige and low priority projects where she will fade into oblivion.
  3. She can explain to Rose that stealing credit for the work of others is unethical and will have dire consequences for her career.

In the actual situation, co-workers eventually refused to work on teams that included the credit hog. Coping with credit hogs may require HR and the manager to create an individualized career plan that nudges the employee toward better work habits.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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Ask Me If I Care

Another update from the Jungle….

Mason is a slacker dude who attended college for two years on a beer and pizza plan until his dad had a chat with him. His dad gave Mason three options: make stellar grades for a semester and dad would start paying for college again, join the military, or get a job.

Mason decided to get a job. Since he has no marketable skills and his dad isn’t a politician with connections, he accepts the only job he is offered: working in a call center.  He sits in a low-walled cubicle talking to customers while wearing a headset that he can fantasize is actually a computer game headset.  As long as he’s got his favorite carbonated drink and potato chips, he’s happy.

Mason does so well that his dad daydreams of a day when Mason will be a responsible adult.  Then Mason is transferred to the “retention” department where angry customers are sent by the regular call center staff.   These angry customers explain in great detail how much they hate the company, its product, and its employees.

Mason’s first line of defense to so much hate and fury is to treat it all as a game. He’s actually very good at the job because he never gets angry; he lets the words roll over him.  But gradually, the abuse blasting over his headset wears down even the defenses of a slacker dude.  Drinking an extra coke or eating an extra bag of chips doesn’t alleviate the dreariness of each work day.

Mason sleeps in repeatedly and is written up for tardiness.  He drinks greater quantities of adult beverages on the weekends. On one memorable occasion, he shows up late and still drunk. His supervisor informs him that if it happens again, Mason will be fired. Mason stares blearily, wondering when his supervisor will realize that he doesn’t care.

What are Mason’s options?

  1. He can continue breaking the rules to see how long it takes to actually be fired from the one job he is good at.
  2. He can drink more alcohol and become a zombie at work.
  3. He can look for another job that is less mentally distressing.

Call centers are full of employees who are worn down by the stress of customer service, dull workspaces, and constant monitoring for infractions of company rules. As employees disengage, employers become more rigid about enforcing the rules in an effort to boost productivity which increases turnover.  HR staff can ease the pain for everyone by revamping HR policies to emphasize rewards rather than punishments.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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I Gotta Be Me!

Another update from the Jungle….

Annie is desperate for a job after being kicked to the curb by her last two employers.  One employer cut staff when sales plummeted off a cliff; the other went straight in to bankruptcy.  Working a cash register in a big box store is a high risk job these days.

Annie doesn’t care about her dream job.  She just wants to pay her bills while she decides how old she’ll be before she can afford to retire.  With dimming hopes of a better life, she applies for every job opening she can find.

Finally, she is offered a job at a sporting goods store.  The company’s C-suite wants to sell more sporting equipment and clothes to women.  The company’s HR director hopes that a diverse staff in the local stores will help meet the corporate goal of expanding the customer base.  Annie doesn’t know that she’s an experimental lab rat let loose in the maze to test new management objectives.  She’s just happy to be employed.

In her first week on the job, Annie learns more about sports and sporting goods than she ever wanted to know.  She thinks some of the camping equipment is pretty cool but would never camp out in the woods with all the germs, vermin, and lack of Wi-Fi service.  Her male co-workers consider her an urban blight on their outdoorsy message to become one with nature.  Even the other female employee thinks Annie is a sissy for not understanding that sweating is fun.

Annie wears leggings with flowing caftans and handcrafted jewelry.  Her co-workers wear Dockers and golf shirts with the company’s logo.  She wears shoes made of eco-friendly fibers; her co-workers wear hiking boots.

After a month on the job, Annie gradually realizes that she’s not fitting in with her co-workers.  She’s the fastest cashier in the store, but who cares when she doesn’t know a fly-fishing rod from a regular rod.

What are Annie’s options?

  1. She can continue being the oddball on the job, feeling increasingly uncomfortable and isolated.
  2. She can try fitting in by taking up big game hunting and picking her teeth with a Bowie knife.
  3. She can be herself but begin looking for a job that matches her personal values.

The above scenario illustrates the mismatch that can occur between employees and employers.  With the Great Recession behind us, employees may find it easier to work for companies that match their values.  Meanwhile, employers may want to review the connection between their corporate goals and their corporate values.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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Chaos Cathy

Another update from the Jungle….

picture-2Chaos Cathy is a good worker when she pays attention to her job. Too bad she spends most of her time picking fights with her co-workers. One week she complains about a co-worker’s perfume. Another week she complains about loud voices talking on the phone.

picture-1Chaos Cathy’s whining is a symptom of her perpetual competitiveness. She complains that her cubicle is smaller than the cubicles of her peers. After weeks of drama, her manager finally agrees to find another cubicle. But the new cubicle has no window. True, the window in her current cubicle offers only a view of the trash bins behind the building.

Chaos Cathy’s boss flatly refuses to move Rob, a more senior worker, from his cubicle so that Cathy can have it. Chaos Cathy flounces down the stairs to Weary Wanda, the HR manager, to complain that offering a windowless cubicle is retaliation for complaining about the terrible working conditions. picture-3Wanda is weary because she’s got to listen to Chaos Cathy’s constant whining while also getting an earful from Cathy’s annoyed co-workers.

Weary Wanda is an experienced HR manager and mom. She lets Chaos Cathy rant while her mind drifts to what she’d like to eat for dinner that night. Eventually Chaos Cathy stops talking. Weary Wanda says she’ll look into the matter and encourages Chaos Cathy to go back to work.

picture-4A week later, Chaos Cathy is back. Now she’s complaining that her manager has encouraged his other subordinates to abuse her for exposing his incompetence. Chaos Cathy launches into a convoluted description of abusive co-workers, travel to Mars, and stinky perfume from the next cubicle to prove her boss is incompetent and prejudiced.

Weary Wanda asks how Chaos Cathy would like to have her complaints resolved. Cathy replies that she wants her manager to get off the planet. Weary Wanda explains that HR can’t force a supervisor to get off the planet so Chaos Cathy needs to think of another solution to the problem. Chaos Cathy says no other outcome is acceptable to her.

What are Weary Wanda’s options?

  1. She can recommend that Chaos Cathy drink more boxed red wine in the evenings to calm her nerves.
  2. She can transfer Chaos Cathy to another department run by a supervisor that Wanda doesn’t like.
  3. She can explain, as politely as possible, that chronic complainers like Chaos Cathy rarely help their long-term career aspirations.

picture-5In the actual situation, the complaining employee’s insubordinate behavior towards her manager escalated until her employment was terminated. She unsuccessfully sued for wrongful termination.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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The Knife in the Back

Another update from the Jungle…

pic-5Bryan is a serial entrepreneur. Every time he gets a new idea, he starts a new company to exploit the idea. He’s successful at starting businesses, but he’s lousy at running them.

Bryan doesn’t like getting bogged down in the details. So he relies on lieutenants to keep him informed of how things are going at each company. Unfortunately, Bryan doesn’t seem to have noticed that one of his trusted lieutenants is deadlier than a rattlesnake.

pic-1Susan learns this the hard way when she begins working at one of his companies. Her first day on the job, she’s introduced to Elaine who is so friendly and helpful that Susan is duped into thinking she’s nice. But Elaine is a snake in the grass.

pic-2Elaine is an intolerable busybody. She stands near the elevator to track the time each employee shows up for work. She wanders the hallways, keeping tabs on what others are doing and saying. Then she passes every tidbit of information along to Bryan with a special Elaine twist.

Susan learns the truth when Bryan stops by for a quarterly meeting with the company’s management team, of which Susan is a junior member. Bryan marches into the conference room and sits opposite Elaine who is taking notes on pic-4the decisions he makes.

Bryan begins the meeting by chewing out Laura for falling sales in the past quarter. Laura replies that it is impossible to boost sales when her team is starved for resources. She produces a stack of receipts showing that her team has to pic-3buy their own office supplies since Elaine locked up the supply closet and hid the key.

Bryan impatiently tells Laura to stop blaming others for her own failings as a manager. Then he turns on Bob, the CFO, who didn’t have the financial reports ready for Bryan. Bob scowls but says nothing.

pic-6Susan knows that Bob was late with the financial reports because Elaine delayed helping him while she worked on other lower priority assignments. Susan looks at Elaine expecting her to defend Bob. Elaine smirks and remains silent.

What are Susan’s options?

  1. She can point out that Elaine sabotaged Bob but doubts that Bryan will believe her.
  2. She can thank her lucky stars that Elaine isn’t gunning for her.
  3. She can use her accrued vacation to begin hunting for a new job, preferably one without another Elaine.

pic-7In the actual situation, the junior manager soon found herself on the backstabber’s hit list and left the company as soon as possible.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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I’m Bored by My Job

Another update from the Jungle….

 

1Corrie is bored with her job. It hasn’t challenged her skills in years or put her in line for a promotion.  She’s tried to find other jobs but the truth is that she’s unlikely to get a big enough salary increase to offset the loss of her current benefits package.

 

 

5To pass the time and alleviate her boredom, she creates imaginary scenarios for her job.  When her boss gives her a new assignment, she pretends its part of a great military plan, like Operation Overlord.  She imagines herself working in a small office in London, helping plan the D-Day invasion.

 

2When she takes a business trip, she pretends she’s an agent dropped into occupied France to support the French Resistance. As she drives, she thinks of the highway patrol as roving bands of collaborators looking for Resistance workers they can arrest and interrogate. When she checks in to a hotel, she scouts the lobby for exits in case she needs to beat a quick retreat from a Gestapo raid.

It’s all rather harmless fun and it helps to pass the time in a job that has long since ceased to challenge her intellectually. Before she unleashed her imagination, Corrie struggled to find meaning in her job. She volunteered for extra assignments to broaden her skills and make new contacts.

4But Corrie stopped caring after the management team downsized the workforce. She’s survived several staff reductions since the first big cull of the herd by keeping her head down and her opinions to herself. She no longer volunteers for special projects but her past volunteerism means her boss considers her a “team player” and Corrie thinks that’s helped her keep her job.

Corrie’s low morale and disengagement is matched by most of her co-workers.  Management tries to raise morale with team building exercises, like the time they insisted everyone had to go play laser tag. (All the senior managers were “killed” within half an hour, boosting morale among all other workers.)

What could this company do differently to rebuild employee engagement?

  1. The company could do a one-off pay increase which would engage workers who are motivated by money.
  2. The company could allow 4 hours a pay period for each employee to work on a project that motivates the employee, such as volunteering for a non-profit.
  3. The company could create a cross-training program in which employees transfer temporarily to a different job or department to learn new skills.

The above scenario is based on actual job experiences. However, all identifying information has been removed to protect everyone involved. 

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

 

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Too Many Hats

Hats(1)Another update from the Jungle…

Tina was the first employee at her company, hired a month after Drew, the owner, created the company.  Tina got the job because she was a friend of Drew’s and she was willing to work for an erratic paycheck.  Also, Tina had a liberal arts degree from a state university which turned out to be not much good when job hunting.

So Tina worked for Drew and was excited each time the company grew. In the early days, they shared ramen noodles for lunch and pooled their money to pay for coffee meetings with prospective clients.  Tina liked the sense of adventure and the fact that each day was different.

Over the next three years, Tina worked on everything from the sales brochures to updating the logo to handling disgruntled customers.  She handled administrative tasks such as ordering office supplies and equipment so that Drew could focus on the company’s strategy. She also helped Drew interview and hire new employees.

Each new employee was hired for a particular job, even though they lacked written job descriptions. Any job that didn’t fit into another employee’s skill set slid onto Tina’s desk.  She knew the history of the company, the way things has always been done, and she was willing to help solve problems faced by other employees.

Hats(2)Drew was happy to delegate employee issues to Tina. But Tina didn’t know anything about employment laws or human resources best practices. She Googled key terms periodically and filled out paperwork to the best of her ability. The company’s CPA was able to answer her questions related to payroll processing, but basically Tina was on her own.

Now Tina’s burnt out.  Although it’s a fine spring day, she’s slumped at her desk, exhausted and dispirited. It’s time to plan the monthly employee birthday party and she just can’t face it. Working for Drew isn’t fun anymore.

What options are available to Tina?

  1. She can continue doing all the tasks that none of her co-workers want to do until she becomes a bitter old woman.
  2. She can explain to Drew that it’s time to professionalize the back office so that the company can grow smoothly.
  3. She can quit and go sit on a beach in the Caribbean drinking rum and eating rum-soaked fruit.

In the actual situation, the company decided to hire a subject matter expert to help them create a formal structure for the administrative side of the business and to implement best practices. Then the subject matter expert helped train a new employee to handle administrative tasks.

 

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

Ebook Link: https://njshirk12.files.wordpress.com/2015/03/skh-employee-theft.pdf

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