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The Solid Point Between Buddy And Chef
Big Grin 
-- Allen W.

A: One reason I am so certified to disp...

Q: Certainly one of my key employees is giving trouble to me. He's started showing up late for work and has created a bad attitude in general. The rest of my workers are complaining simply because they are having to use up his slack. I've tried talking to him, but he doesn't seem to listen. To make matters worse, he's become one of my close friends since I hired him five years before, so firing him is going of the problem. So what can I do?

-- Allen W.

A: One reason I'm therefore qualified to furnish sage business advice every week, Allen, is the fact that I have made just about every business error you can imagine. I'm like the Evel Knievel of the little world of business, if Evel Knievel wrote a regular column on motorcycle safety.

Among the more unpleasant things I've had to do is fire a great friend who was not performing I hired him to complete. He needed a job, I needed a member of staff, so I thought I'd give him a go. I-t proved to be a match made in operation hell. H-e took advantage of our friendship by spending some time goofing off instead of working, arriving late for work, and creating a joke out of my claims about his behavior. Because of our friendship I defended his actions to my other workers, but after having a few weeks I knew I had to show him the doorway. We're still friends, but most certainly not like we were before.

The blunder I made was hiring a buddy in the very first place. I allow sensation, i.e. the need to help my friend gain career, get in the way in which of my business sense. That's what you're doing today, Allen, and I dislike to be the bearer of bad news, but you're planning to need to handle this condition soon or your entire operation might be affected by the activities of this anyone.

The blunder you have made is the fact that you have befriended a worker, which will be something you should never do. I am not saying you can not be helpful with your employees, but you've attached a large amount of emotional baggage for the relationship and the result is the situation you're faced with to-day.

Friends expect preferential treatment simply because they are your friends. The work-place, nevertheless, have to be a level playing field for the employees, friends or-not. While employees deserve your respect (if it's gained), providing one staff preferential treatment over yet another is never advisable. Dig up additional information about ftp gmail by browsing our elegant website. It is a problem experienced by many companies and managers who allow them-selves to become too close to their staff.

I understand that you had rather eat stones than fire him and he is now your friend over the years, but you've to take into account how his behavior is affecting your company over all. What effect is h-e having on worker morale, on work schedules, on customer relations, on time spent solving his mistakes, and most importantly, the important thing?

You've two options: get him back on the right track or get him off the payroll, period. Browse here at the link ftp gmail to discover the reason for it. That will sound cold and politically incorrect, but these are your only choices. Either way, you must be his company first and friend second. He may have particular reasons for his efficiency, but as his employer you're officially limited as to just how much prying you can do into his home life. As his friend, however, I expect that you have a good idea what the issue is. Then do therefore, If you're able to help him go back to being a productive member of the group. Or even, wish him well, let him go, and proceed.

Listed here are a few tips to assist you create and enforce the limits of the relationship.

Determine the relationship. Discover more on this affiliated article directory by clicking like us on facebook. Keep your seat, Dr. Phil, this may not take long. The relationship must be well-defined from your start and the guidelines recognized by all parties. Some call it 'understanding the pecking order' or 'building the meals chain.' What-ever decorative term you use it all boils down to this: You can be their employer or you can be their pal. You can not be both.

Do not retain friends or relatives. This concept is certainly versatile if you are the owner of the company and you employ your children to benefit you. Chances are your offspring already recognize you as the ultimate authority figure and managing them in a small business environment is second-nature. But, even this example might have an adverse impact on your company as non-related workers often expect the manager' child, child, or best friend to work less, earn more money, and be treated a lot better than everybody else. Whether that is true or perhaps not, nepotism and cronyism can make an underlying stress among the ranks.

Establish and adhere to company policies. Be taught more on this related link - Hit this URL: gmail ftp. It is advisable to get published plans regarding every aspect of the business, including staff behavior and performance expectations. The employer/employee relationship is prone to favoritism by it is extremely nature. Professionals can not help but like those employees who work harder, longer, and faster, but when it comes to adhering to business policies, there ought to be no preferential treatment of preferred employees. Every employee must get a copy of the published business policies and sign an application saying they've read, comprehend, and concur with the same.

Underneath Line: treat everybody the same. It does not matter if the staff is just a vice-president or even a janitor; everyone in your company must be treated the exact same when it comes to adhering to revealed company policies and performance objectives.

While it is true that a vice president may be of more importance for the company than a janitor, it is also true that a vice president who is running amok can perform far more harm to your company than a janitor who allows a toilet back-up every once in a-while (there is an example there that I'll let you determine all on your own).

It's not individual, it is only business. This is what the film crooks tell each other prior to the shooting begins. 'Hey, Paulie, it's maybe not individual. It's just business.' BLAM! BLAM! This is actually the dating equivalent of saying, 'It's maybe not you, it's me.' These kinds of claims aren't going to make everyone feel better if they are getting dumped or shot. Just ask any former employee or old girlfriend you've used this point o-n.

When you yourself have to fire an employee - also a friend - do it by the book in a professional manner.

It'll perhaps not be easy, but you've to remove the sensation and do what's best for the company.

Listed here is for your success..

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