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06-08-2021, 09:45 AM | #67 | |
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Last edited by Littlebear; 06-08-2021 at 09:51 AM.. |
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06-08-2021, 09:57 AM | #68 |
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You are right, it is a generalization...
...but so is this. I also think you are missing a key point: It's always the bosses/manager's fault. They are in charge. If you scapegoat the underlings, then you will never filter out a cancer of a boss. You will be dealing with symptoms instead of the disease itself.
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06-08-2021, 10:15 AM | #69 | |
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If every college educated entry level employee you've had busts their ass every day, you are one lucky person.
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06-08-2021, 10:17 AM | #70 | |
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And why didn't i think of that? To just go hire the best of the best.
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06-08-2021, 10:18 AM | #71 | |
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06-08-2021, 10:25 AM | #72 | |||
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Insurance adjusters, which is what I was referring to in my original reply, aren't entry level positions. This is the core function of the business: insurance claims and handling. When most of the money goes to ancillary functions like legal, then you know there is a flaw in the model. It no longer becomes about insurance or the client, but about litigation. Not that legal fees are not going to be significant, but when the main function of the business suffers, what kind of operation are they really running?
The problem is, companies are relying too much on "entry level" aka CHEAP labor to handle crucial functions of their company. Churning through "entry level" employees should not impact our model of success because of it's very nature. Turnover is supposed to be high. We gain little loyalty with entry level positions. We need to incentivize advancement through more than just pay. Quote:
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06-08-2021, 10:39 AM | #73 | |
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Doesn't seem effective to me.
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06-08-2021, 11:45 AM | #74 | |
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This entire angle that all employees are angels working for the big bad corporation is absolute garbage. |
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06-08-2021, 11:47 AM | #75 |
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06-08-2021, 12:07 PM | #76 | ||
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I think the jist here is tbat for a minimum or low wage, you get what you get and you will always have slacking / turnover. The pandemic free handouts just made this worse.
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06-08-2021, 12:09 PM | #77 |
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No one is arguing with that. The comments i refer to are those that suggest I should have 450 entry level staff work unsupervised and just rely on their goodwill to do their job. Good luck with that approach.
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06-08-2021, 12:22 PM | #78 |
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I consider myself lucky when it comes to managing my staff. I have several recent college graduates as well as some more experienced engineers on my team. We pay the entry-level engineers with a four-year degree a very competitive wage ($80K and up) and get some amazingly talented young engineers. As a manager, my job is to define the work and the schedule and let the team get it done. We do daily meetings - agile scrum style - where I ask each person three basic questions:
1. What did you accomplish yesterday? 2. What are you working on today? 3. Is anything blocking your progress? My success is based on how well I get the team to meet our obligations (schedule and budget) and deliver products that work. It's only happened once where I've had an engineer that was not able to produce. I worked with him to help him find another position within the company that was better suited to his skills and it worked out well for both he and my team. |
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06-08-2021, 12:28 PM | #79 | ||||
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I said this: Quote:
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You are scapegoating the employee rather than looking at it from the perspective that it's the manager's ultimate responsibility how their underlings perform. Managers are not there to babysit. They are the leaders for their team, and a team wins and loses together as one unit. Quote:
Treat people like children and they will behave like children. To me, "monitoring" should be limited to getting the workload done and that's it. People can "slack off' all they want so long as the work gets done and it's high quality work. I'm not here to babysit children who need to clock in when they come in the morning. If you want to show up at 10am instead of 9am, fine, just stay late or make sure the work is done. There is a difference between monitoring their work and babysitting. You can monitor someone's work remotely, you can work with people or coach over a zoom meeting or phone call. You don't need to watch the clock, that micromanaging mickey mouse bullshit. It's for insecure managers who don't trust their subordinates because they are poor leaders. Attitude reflects leadership. Quote:
FYI I am a self-employed business owner. I've been leading teams for over a decade in my field. I'm successful because of those under me, not in spite of them. Their failures as employees and subordinates are my failure as a CEO/Team Leader/Manager. The sooner I started believing that, the faster I became a better leader, the more I surrounded myself with high quality team members.
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06-08-2021, 12:33 PM | #80 |
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That's a gross exaggeration of an opposing point of view. If that is what you think I was saying, then the problem is your interpretation, not what I was saying.
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06-08-2021, 12:49 PM | #81 |
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06-08-2021, 02:00 PM | #82 | |||||
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This is where I prefer to have them in office because its a lot easier to see if they are putting in the time working and maybe the workload is too much or too complicated for them right now, or are they slacking off throughout the day/leaving early/or whatever that is causing them to not perform. If youre just measuring performance by what they are turning in on time and correctly, youre missing what could be the underlying issue. Quote:
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06-08-2021, 03:08 PM | #83 |
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My employer is seeing a lack of meaningful collaboration and employees are getting silo'd. We have two large footprints (DC, Texas) so they're rotating employees back in Sept. I'm going to be WAH until further notice. I personally don't like it because I can no longer justify waking up early to hit the gym and avoid morning traffic I don't eat as healthy. . Now it's no gym but light afternoon runs and calisthenics. At least I'm saving a lot of money.
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06-08-2021, 04:19 PM | #84 |
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I asked you to clarify what you meant by "monitor" to avoid misinterpretation. You just assumed what I said suggested something it didn't without clarification.
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06-08-2021, 04:52 PM | #85 | ||||||
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06-09-2021, 02:31 AM | #87 |
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Anyone else's company make the switch to Rippling software for HR related? Supposedly geared towards a remote workforce according to the ads Ive seen. Im hoping this is a good sign towards being remote indefinitely. Fingers and toes crossed.
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