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| *Ostroff, Fair and Company>>>Administrative and Office Support |
Stopping unacceptable attitude in an office? |
I supervise a young man who is having issues accepting & changing his inappropriate behaviour while working at our front desk. I have explained that there have been many complaints & his first request is to find out the incident or the complainer. As all the complaints are regarding "attitude" I explained that we need to focus on correcting the behaviour & not dwell on specifics. After my chat with him on Tue., in which I said he was not to worry about the who's & when's, I found out he went to another co-worker & tried to drag names &incidents out of them. They came to me in confidence, as they fear his attitude &/or retaliation, so I didn't feel it appropriate to confront him with that knowledge. We did have a pre-scheduled meeting with our HR on Wed. where they also expressed a need for him to work on the behaviour & leave the details alone. Has anyone had a similar problem & how did you fix it? We've had too many complaints from staff but mngt WILL NOT let us fire him! Do not enable this person's bad behavior. Do not accept his comments as a "bad attitude". Do not empower him to continue his bad mood and negative productivity. Advise all your staff to confront him every time. No backing down, no walking away. Treat him like an adult, not a teenager you don't want to deal with. Every time, without exception, he does something that is inappropriate, call him out on it. "Excuse me, what did you say?" "Why did you just do that?" "That is disrespectful and I will wait while you regroup" "I have this task for you and I will return in 10 minutes to pick it up." Obedience training is repetitive and productive. Talking about him at HR mtgs isn't the solution, going up the chain is unproductive. Continue with the documentation. Another option is reduce his contribution - make the CEO justify this guy's presence. Take this employee out of the chain of command, out of the loop and keep him in a back office. Definitely get him from the front desk - this is the first thing clients see of your company !!!! they only thing I can think of is going to your LP (Loss Prevention) or HR (Human Resources) person. He should be fired. Or you could always cut his hours...and eventually he'll quit well then office intervention is neccesary, by this i mean the only option you have is OFFICE EXORCISM! everyone jump him in the morning and hold him down while you pour goats blood on him as everyone whistles the theme to 'F Troop'. it's all the hope you have, may god help you before it's too late You need to have the management present at the HR meeting. Management needs to understand that this is not something you want at the front desk. Perhaps, if you can't fire him, maybe move him to another location within the office. And start looking for a new front person. Good luck! In situations where I've wanted to avoid the questions about who said what, I try to make it seem as if I've noticed the problem...if its something that I can make believable. That way, its never a he-said/she-said thing...it is something that is coming directly from me. Othewise, all you can do is continue to talk to him about the problem and suggest ways to resolve it. I can't understand why mgmt won't let you fire him...it sure sounds like he's giving off a terrible impression of the company there at the front desk, which is the WORST place to have a bad attitude. Does your company have a policy for writing up someone? If not (even though they should) I would keep my own detailed notes of the complaints and your talks with him. Good luck and keep working with mgmt to resolve this. He's got a "Rabbi", he's somebody's relative, ya better watch YOUR ASSS ! Screw HR, they're no help with anything, he does have the right to face his accuser, and you not giving him ANY specifics sounds like a "TEXT BOOK" Management "Charm School" tactic ! Obviously NOT a "UNION "shop. what ? all the little two legged office Rats ran into your office and TOLD on him, glad I don't work there, I would'nt work THERE ! I had a similar problem where asking my supervisor for specifics they would not state. I refused to listen. Sometimes, the employee is in the right to know. However, in your case, where the employee's general attitude is in question, and he's not asking about specific incidents, but specifically who reported him - well that's a different story. Explain to management they are liable for damages and money when this guy goes psycho on another employee, and they will change their tune quickly. Then fire him. Hopefully, for no reason other than it's been less than 30 days and "things aren't working out right". Or you could go the "customer service" route. Cust service includes your co-workers as customers. If he can't do Customer Service right, he can't work there. How to make him see the light of day and train him? Have him join the Army. |
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