Do you work in management at your job ?

[BigTex]

I do and I never cease to be amazed at the stupidity of people. Many times I tell someone that if you continue to do that you will get written up and they keep right on doing it.

If stupid were an asset, I would have one of the best people you could ever want.

 

[NYBamaFan]

I have been a manager in the technology industry for many years. I no longer hire employees based on their technical abilities, I hire people with strong interpersonal skills and enthusiasm. I can train technical skills. I cannot teach someone to enjoy their work or to be a team player.

Since I changed my hiring approach, I have found that I experience fewer and fewer of the issues that you describe.

BTW, it is not all their fault. If you need them to change you should meet with them in private and do three things:

First, tell them what they are doing well - try to start the meeting on a good note.
Second, tell them where they are falling short - don't waffle or pull punches.
Third, get them to tell you how they can change the problem areas. Then set up a time to review those changes. If they have a hard time meeting their new goals, remind them that they set the goals, not you, and that they are expected to meet those goals.

Only focus on negative reprecussions when all else has failed. Few people respond positively to negative criticism or threats. Once I am forced down that road, I begin the process of managing that person out of my organization...

 

[ValuJet]

...

 

[It's On A Slab]

I have been a manager in the technology industry for many years. I no longer hire employees based on their technical abilities, I hire people with strong interpersonal skills and enthusiasm. I can train technical skills. I cannot teach someone to enjoy their work or to be a team player.

Since I changed my hiring approach, I have found that I experience fewer and fewer of the issues that you describe.

BTW, it is not all their fault. If you need them to change you should meet with them in private and do three things:

First, tell them what they are doing well - try to start the meeting on a good note.
Second, tell them where they are falling short - don't waffle or pull punches.
Third, get them to tell you how they can change the problem areas. Then set up a time to review those changes. If they have a hard time meeting their new goals, remind them that they set the goals, not you, and that they are expected to meet those goals.

Only focus on negative reprecussions when all else has failed. Few people respond positively to negative criticism or threats. Once I am forced down that road, I begin the process of managing that person out of my organization...

I also work in the tech sector.

I'd much rather have the team player with good customer service skills than the techie guru with the interpersonal skills of a rock.

 

[exiledNms]

I manage high school students in my classes all day... :biggrin2:

Sadly, there are those whose learning curves seem strikingly similar to those of your employees as described here. However, I'm happy to report that there are, in fact, high school students with clues coming along in the pipeline. So hire well in the future!

exiled