frustration

Freedom from Rules

Another update from the Jungle…

unnamed-47Linda opened her business one year ago when she was fed up with all the petty rules and employee bickering at her last job. Her friends Julie and Rhonda joined her. They agreed that their new business would be a happy place where workers were free to be creative and enjoy coming to work. That was the last time they agreed on anything.

Their infectious optimism enticed customers to try their products. But soon, they were overwhelmed with customers but lacked the organizational structure to keep up. The storefront was shambles, and their workshop was littered with half-finished orders.

After the usual 90-hour week, Rhonda skipped a day to catch up on her sleep. Since she neglected to tell the others, their shop was closed when a customer arrived to pick up her order. When Linda returned to the office after making a delivery, the fuming customer taught her a few new words. As soon as the offended customer left, Linda left a scathing voicemail on Rhonda’s phone, using some of the words she had just learned from the customer.

unnamed-45Two hours later, Rhonda galloped into the office. She screamed at Linda that she had been working non-stop for months and couldn’t take it anymore. She continued, saying she wished she had never left her old job just to work with such an ungrateful witch. Julie bounced out of the workshop to say that Linda’s rotten inability to set priorities was the cause of their problems.

Then Julie noticed that one of the customers was recording their fight with her cell phone. Julie chased the customer around the store trying to grab her phone. The customer fled out the door with Julie still chasing her. Rhonda collapsed onto the floor sobbing hysterically.

When Julie returned, the store was empty of customers. Linda announced that she was tired of not knowing where the other two were or what they were doing.

What options are available to Linda?

  • She can close the business and go live in a hut in the Rocky Mountains to get in touch with her feelings.
  • She can ditch her friends and start over with her worst enemy because she’d at least know what she would be getting into.
  • She can adopt some basic HR policies to ensure the business can grow without imploding.

Most new business owners want to avoid written rules because they dislike bureaucratic boondoggles. They quickly learn that there is a huge difference between bogging down in bureaucratic rules and creating a framework of HR rules to allow the business to grow effectively.

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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Now What?

Another update from the Jungle…

Michelle is sitting at her desk, diligently working on a tedious data entry project. Just because it’s a regular part of her duties doesn’t mean that she enjoys doing it. Suddenly, her manager looms into view.

Sam is a pretty good manager, as managers go. Michelle’s had lots worse than him. But he gets fixated on the stupidest things. Last week he decided to change the information that he wants to track in the database she’s working on. As a result of this change, Michelle spent most of the week revising her database to add the new information.

Michelle wasn’t mad about that. She’s worked on projects before where Sam changed his mind about the metrics halfway through the process. She had already set up her database to track the new information Sam wants. What made her mad is that two months ago, when she suggested including this information, Sam dismissed her suggestion without thinking about it.

Michelle really wants to limit her work-related stress because she has plenty of personal drama at home. Her parents are resisting her efforts to move them into an assisted living facility because they think it’s a plot to have them declared mentally incompetent. Her teenage daughter mopes that her life is blighted forever because Michelle refused to let her attend a party hosted by a classmate while the classmate’s parents were out of town.

But it’s a new week. Michelle is sitting at her desk, drinking a double espresso, waiting for the caffeine to kick in. Suddenly, Sam pops up at her elbow. He says that an email she sent yesterday contained erroneous information.

Michelle asks if Sam wants her to send another email correcting her earlier one. No, he says, that’s not necessary because it doesn’t really matter. He just wants to be sure she knows that she made a mistake. Michelle stares blankly at Sam, calculating the consequences to her career if she tries to brain him with a laptop computer.

What should Michelle do next?

  1. She can give in to her impulse to brain her manager with a laptop computer and damn the consequences.
  2. She can plan a vacation on a deserted island to get away from work and family annoyances.
  3. She can ignore her manager’s nitpicking criticisms as her co-workers do.

Workplace relationships are often our longest lasting human interactions aside from our families. As with families, annoying habits disrupt our working relationships. HR can help by ensuring that new hires and existing employees are a good “fit” for the team.

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 Want My Dream Job!

Another update from the Jungle….

Ashleigh is one of the newest employees of the company and she’s making waves.  Some co-workers think she’s arrogant and rude; others think she’s got some great ideas but lacks communication skills.  Everyone has an opinion of Ashleigh.

Susan, the HR rep, hears all these conflicting opinions and wonders if she ought to step in to do some quick counseling with Ashleigh.  Susan is the mother of several millennials and thinks she knows how to talk to them. While she’s trying to decide, Ashleigh’s manager stomps into her office, breathing hard through clenched teeth.

Tom says he’s had it with Ashleigh.  He asks Susan if there is an exception in the HR policies that would allow him to punt Ashleigh into outer space.  What has happened, she asks.  His knuckles whiten as he grips the arm rests of his chair, citing examples of Ashleigh’s unacceptable behavior.

Ashleigh refuses to stop fiddling with her smart phone or tablet during staff meetings. he is apparently incapable of typing in any format except text messaging.  She has a short attention span and often interrupts discussions to ask about irrelevant details.  But what really pushes Tom’s buttons is Ashleigh’s inability to solve problems.

Last week, she showed Tom her stapler and said it was out of staples.  When he told her to go to the supply closest to get a refill, she stared blankly as if she’d never heard of the concept of resupply.

Yesterday, he found Ashleigh standing at the copier staring at the flashing lights with a puzzled frown.  She said the copier wasn’t working.  The copier was out of paper, and Ashleigh didn’t know how to add more paper.  That’s when Tom decided she needs to go.

Susan invites Ashleigh to a follow up meeting as part of the on-boarding process.  Ashleigh admits she’s having trouble because the job is “hard” and Tom is “mean” to her.  Ashleigh says she wishes she had followed her college professor’s advice and held out for her dream job.

What should Susan do next?

  1. She can explain to Ashleigh that finding your “dream job” at 21 is a fantasy because she lacks the life experience to recognize her dream job.
  2. She can write off Ashleigh as a pampered princess and begin searching for a replacement.
  3. She can encourage Ashleigh to persevere and learn practical skills, such as how to reload the copier’s paper tray.

Every employer with millennials has noticed that their attitude to work is different from baby boomers.  HR can smooth the learning curve with training and mentoring programs.

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 Micromanager

Another update from the jungle…

MicroMan 1Sarah joined the company as an experienced lateral hire.  She was attracted to the company after they offered her a chance to use her diverse experience. Sarah likes variety because she’s easily bored by routine. She bailed out of several previous jobs when they became boring.  Now she does all the special projects for her new employer and each day offers a new challenge. She likes everything about her job except her boss, Dean.

Dean is the second most dreaded type of boss: the micromanager.  The most dreadful managerial sort, of course, is the psycho boss.  Dean can’t just assign a project to Sarah. He spends half an hour explaining in detail how he would complete the project. Then he tells Sarah to use her own judgment.

Sarah has high personal standards which require her to thoroughly research an issue before making recommendations. She is also a perfectionist and agonizes over each memo and report to ensure that the information is accurate and the words are clear and concise.  Then Dean ruins it.MicroMan 2

As her boss, Dean wants to see Sarah’s written memos and reports before they are sent on to the senior management team. Sarah understands the need for quality control but he’s a micromanager and he can’t resist meddling.  His review of her first report for the higher ups resulted in a sea of red ink. Dean had revised the entire report.

Sarah stared at her destroyed sentences and asked Dean why he had changed it. He said he thought it read better with the changes. Sarah pointed out that all the changes were stylistic. Essentially, he had re-written her report to reflect his more verbose style of writing. Dean smiled and assured Sarah that things would change as he became familiar with the quality of her work.

Of course, nothing changes. As the months pass, Sarah’s frustration grows. She daydreams of beating Dean senseless with his own laptop computer or forcing him to listen to rap music.  She discreetly asks the HR director to transfer her to a different manager but is told such a move is impossible.

What options are available to Sarah?

  1. She can continue hoping that Dean’s management style will change.
  2. She can continue objecting to Dean’s management style, which is contributing to a perception that she’s bitchy and not a team player.
  3. She can do the minimum necessary to earn her paycheck while she looks for another employer.

In the actual situation, the subordinate eventually found a new employer where her new boss wasn’t a micromanager.

 

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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