Comments on: Help….Meeeeee

By: Wha

Wha — Mon, 21 Nov 2005 14:10:42 +0000

But you are really pissed she crapped on you and now you are working terrbile hours to meet a deadline that isn’t feasible. If not for this, you wouldn’t stop to think about how you are working more/harder/crappier hours and making less money. You would probably be saying “I make less, but I don’t have the stress/crappy hours/etc.” that you didn’t like in Augusta.

By: Lawtonfunk

Lawtonfunk — Sun, 20 Nov 2005 21:06:26 +0000

” One thing that has been foudn is that money is often one of the lesser reasons for happy employees. Itâ€™s work satisfaction, feeling of empowerment/responsibility and a good working environment that makes people happy.” -Wha

On that note, when my manager gives a a deadline that I meet, then changes the scope such that I get to work this weekend, and then, walks out at 2:00 to start her weekend, I’m not very happy. I am responsible for making drawing changes. However, she isn’t going to give me the mark ups in time to make the changes. So, I’ll work long weekdays and weekends, and in the end, get chasticed for not making the deadline. At the end of the day, I’m still making 8 grand less than I was 18 months ago. That’s when the money thing starts to matter.

By: nobrainer

nobrainer — Sat, 19 Nov 2005 15:02:22 +0000

At least you don’t have to deal with unions!

By: Poot

Poot — Sat, 19 Nov 2005 14:16:20 +0000

Take me out the penalty box!

By: Wha

Wha — Fri, 18 Nov 2005 19:27:09 +0000

AndyOne is all over this one. We hit on this during my Organizational Behavior class this past summer. First, I would recommend sitting down with all of them for a 30min-hour tme period either special, prior to the shift starting, or at the beginning of a shift. Bring up the fact that it has become obvious some people have become discontent with the current set-up and because of this the entire productivity of the group is suffering. With that in mind, you want ot get the issues of the entire group on the table and find a solution. You may find problems they are encountering that you are unaware of that in the process. It’s very Kaizen like Andy mentioned and allows everyone to be part of the solution. One thing that has been foudn is that money is often one of the lesser reasons for happy employees. It’s work satisfaction, feeling of empowerment/responsibility and a good working environment that makes people happy. Get my copy of Rivethead sometime and read it between conquering computer countries. It hits on all this stuff and especially the psyche of the people on the floor.
As for watching your ass Mr. Postman, that would be a good idea until you get things straightened out. Try parking in a different spot too. It’s amazing how much harder it will be to find a flat tire or two.
If worse does come to worse, be the man and walk his ass out, for all the reasons they already listed regrading management and other stuff, then have a private convo with his underling. You are management and they are not, and you have to put emotion and friendship behind you and business first at some point. A little asshole now hopefully will prevent being a bigger asshole later.

By: AndyOne

AndyOne — Fri, 18 Nov 2005 18:04:34 +0000

Oh the joys of management.

I agree with Funk that you should be the one walking him out the door. And to watch your mug…

As to the rest of the team – I think you have shown an understanding of the dynamic and how it is being affected. Your biggest issue is going to be with the “replacement” he is training – Cancer spreads. Nip it in the butt now. You may get the unintended benefit of not only getting him on board again, but also having him go to the cancer and convincing him to either fly right or fly away. As horrible as this sounds, it’s cheaper to have someone quit then to walk them.

We are going through Kaisan improvement processes right now (We are calling them PIT crews for Process Improvement Teams, as well as the obvious subliminal tie-in to NASCAR nation), and we are purposely seeking out the “squeeky wheels” and involving them in these events. We are seeing dramatic turn-arounds in their efforts once we show them that we not only hear their complaints, but want them to help implement changes. It’s harder to do when the issues are in a single dept, but you may be able to scratch out a one-hour timeslot where all could be in the same room and understandings could be reached…

By: Lawtonfunk

Lawtonfunk — Fri, 18 Nov 2005 12:24:24 +0000

Be careful about pissing off the other mechanics. All of them can get together and get you fired. On the other hand, you need to be the one to fire this guy. That will show that upper management supports your decisions and authority. So, the rest of your mechanics will work like hell to not get fired. Oh, and don’t leave your food/drink out in the open. He’s probably peeing on it.