Well, I think the owner and office manager are probably too young for that… Its hard tk keep employees, and we need as many hands as we can, so instead of just firing people who cause trouble or are incapable they try to work with them and work through it. I would just fire them immediately, since in most cases they end up leaving or being fired regardless. But I’m the one without management skills. Funny how the staff all like me, respect me, and hop to do whatever I say, and in return I treat them like capable human beings…
One of those skills is being observant and realizing what isn’t working. You seem to be right on point there. Unless you were being facetious.
But seriously, if the actual workers see who isn’t working and that management doesn’t see who isn’t working and that management isn’t doing something about it, then morale goes in the toilet. Sounds like that is what has happened, and they’re rallying around their bright spot of hope - that you might get changes rolling.
I’ve actually been told I don’t have good management skills. Which is silly, because I can manage a busy house with a rather large budget and five crazy calendars, and have managed a multi-million dollar quality control lab. But what I won’t do is manage people who cannot or will not be managed. If it were my business I would fire them and find better people who fit. But I’m not allowed to do that. So instead I just don’t utilize those people at all, since trying to work them into my day actually causes me more headaches and stress. If the management is too stupid to fire them, then they can spend all day putting out the infernos they cause. Not me. I give my opinion and then I’m out. It’s not my 500k investment on the line…
Just do the right thing and put me on gardening leave… being in IT and having access to the servers and other sensitive data and equipment is kinda of a high risk to the company…
Not that I’d do a BOFH, but I feel it will be better (and safer) for all parties concerned.
On that topic, I have decided not to do any server installations due to the high risk of being accused of installing a backdoor on said server should it get pwned or something nasty like that.
If $diagnosticsoftware and $accountsoftware pull their data from the same mainframe, why do I have to copy $customernumber between them manually when they’re both launched at the same time for each instance?
A lot of time and alot of money. I like my schedule, and i like my clients. I hate the attitude that it’s hard to find help, so we will just keep incompetent people around. To me, that’s lazy and incompetent in and of itself. Every time one of these people ebd up not working out, and they’ve put a bunch of work into trying to train them, I just give them my “I told you so” eyebrow. I knew they wouldn’t work out within the first month. Havent been wrong yet.
Yeah, the Dragonlady gets that all the time. She isn’t being negative, she’s being critical. It’s impossible to be critical without showing some small amount of negativity, so I guess in that way she is being negative. To ask for improvements, you need to point out flaws.
I had told a few choice folks on ex-team that it would be heading down the tubes soon and they ought to seek greener pastures. Arguably, I saw the writing on the wall when $Sheep_Lady still has yet to be fired or, at the very least, demoted, due to sheer incompetence. Originally, the team consisted of highly analytical and critical thinking folks. $new_boss steps in and starts changing things up. After I’ve left, they’ve continued to hire nothing but folks from our call centers (I count 4 now, $new_boss has favors to fill out from her old management job in the call center, it seems). None of these folks have computer skills, let alone can handle the critical thinking part, from what I’m hearing now.
Nope. In reality I’m a very positive and optimistic person. I do try to see the good in people and the bright side of things. I give people the benefit of the doubt, because sometimes things are going on outside work that influence people’s ability to do their tasks that normally aren’t a problem. And sometimes that ends up burning me, too.
However, in this specific round of management ineptitude, I’m talking about someone who couldn’t do her job, would talk back when we tried to train her, and actually would make other people cry with her attitude. After three weeks of this I discussed with management that I could not work directly with her because I couldnt trust her with the safety of my patients, and strongly recommended they start a paper trail. They did not. Three good-quality staff quit because of her. And after five months they ended up firing her anyway for all the reasons I said. There are a few other similar incidents.
I may not be great at other business things, but I’m a good judge of character and ability to learn. One of my favorite employees is still having trouble with some aspects of her job, but she’s positive and takes instruction well, and generally likes to learn. But like I said, I don’t have to be responsible for things that occur if they don’t at least consider what I say. No skin off my back… Doesn’t cause me physical or emotional distress. I just shut them out and utilize the good staff. If they wish to employ incapable people, then they can be assisted by them.
Yeah, $Wife works for a vet clinic that recently changed hands and it’s certainly been stressful… And this was a relatively benevolent changeover as the previous owner wanted to retire and was able to sell to the junior vets. Still, lots of stress all around as there’s a lot of change. I keep saying at least it’s not as bad as it’d been if it had been sold to an outsider.
