Contour Enthusiasts Group Archives Forums General Common Interests Managerial Advice...

Background and Setup:

I work in the plastics and coatings industry for a company that supplies color to multiple things...A plant in ruins, to the point where the new plant manager was sent in to try and turn things around, upon which i entered multiple, multiple interviews and tests and now here i am as the manager of all lab activities and basically second in command.

The employees left over from the previous regime are so far gone that even when the president of the company is in town on business, the same ole crap continues to happen because said employees just dont care. For so long no one has ever done anything to discipline and they figure that no one ever will...

Our particular plant is small and busy enough, that i cannot just fire said employees and start from scratch, and unfortunately some of these employees, somehow, have 10-15 years vested in this company...

Aside from being "bad cop" and making an example of someone, does anyone have any creative ideas to get attitudes to change? Maybe some other Executive level people ahve been in this sort of situation before? I am open to any logical, mature suggestions anyone might have.

Thanks

Well, I would call a company meeting to let everyone know that things are going to change. You don't have to be rude about it or anything, but lay down the new rules. And then if people don't follow them, make someone walk the plank (or just suspend or fire them, whatever works for you land lubbers)! YARRR!!

ultimatum needs to be made.
Shape up or you're out.
Yes, you said you'd be SOL if you fired someone, but if they're slacking off anyway, you're not really saving much money.
Someone needs to be canned.
Then you can offer overtime or extra pay for people to pick up the slack while you hire someone else.

Maybe even start the interviewing process early and get a few candidates in mind, then lay down the hammer and get rid of the old trash.

I think the ultimatum needs to happen first.
It's they're job, they get paid to do it, if they don't do it as expected then they're worthless.

Document, document, document...

It would be a difficult thing to fire someone w/o any records of bad behavior, work issues, etc...not to mention the recourse they would have against the company w/o this information especially if they've been employed for a long amount of time. Sounds like it's time for some write-ups.

Is there a HR dept? Do these employees have files?

As far as improving attitude on the floor & getting these people to give a rats-azz, good luck...

Making people feel like they are part of a company & not only an employee, boosts the pride that they have in their positions rather than just showing up for work & clocking out at the end of the day.

Where I'm at, if that were applied things would be a wee bit different...the owner shows up, pretty much takes his ball & playground & bully's everyone. Yes, the bonus $$$ is great, but it still doesn't do a whole lot for attitudes when you don't feel like a part of the company.

Seriously?



Let them ruin someone else's company and screwup someone else's job prospects.

You need to set guildlines/rules/standards and when they aren't met, document failures. You'll need to have good reason to let someone go.

Wouldn't hurt to bring in the so called leaders and straighten them out. Let them know what you expect from each on an individual level. If they aren't meeting said requirements Demote them and get someone who will.

Ask for opinions of what the works would like to see to improve the environment.

The excuse," That's how we used to do it!" not be allowed.

-Andy

Have all employees review company policies and have them sign a statement that they have read and understand. Taking this action will benefit you if you have to make some moves and may wake some of them up. Someone mentioned documentation, I agree 100%. You should ensure all your policies are current and legal, and that you know them. If some of the problem children are supervisors empower them and make them do thier jobs. If they don't get with the program write them up first. Clear communication is key.

Quote:

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does anyone have any creative ideas to get attitudes to change

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Purchase this book and please please please read it.

Locke, E. A. (2003). The Blackwell Handbook of Principles of Organizational Behavior. Oxford: Blackwell Publishers. (ISBN: 0631215069)

I have to sign stuff every month basically agreeing to what our store is supposed to meet for sales and whatnot. It doesn't do anything to affect how I work but yes it will help you out if it comes to the point of firing someone. Like everyone said, documentation is key.
At my job, at the first incident we must sign something saying we agree not to do it again (ex. showing up late). Second time, we write a letter saying we won't do it again. Third, we can be fired. The write-ups, especially the second one can definitely make someone think twice about their actions, especially if they've been there for 10+ years and aren't just job hopping. And again, this will help you if/when you fire them.

As frenchblueC2 said, let them know what's up. I'd try to do it in a nice way. People are easily offended and straight up telling them they're doing a crappy job usually won't get you far. Just stress that rules need to be followed and goals must be met, and that employees will be replaced that don't do right.