As a Christian, I often find myself asking what Would Jesus Do? What would Jesus do if he had an insubordinate employee? One who refuses to understand his "word"?? Woule he fire him? Would he talk to him AGAIN about the same stuff he's been talking to him for the past year? Or would he just assume?
Would Jesus assume that in these economic times that this employee understands that there are plenty of people without work. Would he assume that this employee has read and understood his handbook - especially the section on lateness and absenteeism, and start to figure out why their paycheck has been so small the last few weeks?
What would you do?
This is the dilemma I am face with today. One of our employees has pushed me to the proverbial edge, and here are my options:
1) Fall off,
2) Pull a fast one, you know like they did in meet the Spartans and jump outta the way and push them down instead, or
3) Simply step aside and let them push themselves.
What would Jesus do?... What would Jesus do???
I like to think that I'm, a pretty forgiving person, and I take alot of abuse from a lot of people.. but my question is Why the hell am I paying someone who clearly doesn't want their job???
It's funny but all of the sudden Michael Jackson's song "Man In the Mirror" popped into my head...
Yeah, That's what I'll do. I'm gonna make a change
2 comments:
Provers 29:21 says "If a man pampers his servant from youth, he will bring grief in the end."
I don't believe it's simply the Christian thing to do to just let these problems go. If you don't confront and deal with these issues, it could wind up hurting not just you and your team, but the rest of your kids as well.
When I became a manager, I needed to deal with an extremely impulsive, antagonistic, unproductive, in-your-face kind of employee. Here's some of the things I did to confront:
1. Write, discuss and agree on goals and objectives for the individual
2. Provide adequate training to realistically meet objectives
3. Monitor and reassess how the employee is performing regularly (monthly?) with respect to the goals objectives so course corrections could be made incrementally, rather than just once a year.
4. If not meeting objectives discuss and submit a plan to improve their performance with the stipulation that if the behavior is not corrected within an agreed upon time frame it could result in termination.
5. It's up to the employee now to pass or fail.
I'm not sure how much of this applies to your work environment, but maybe some of these could help you. It's tough being the boss sometimes, because of these hard decisions, but as my director always tells me, "that's why I pay you what I do do handle them!"
Good luck!
--Poppa Wheel
Poppa Wheel,
Why is it so hard to be a Manager??? I do see your point, and I have confronted this person only to have them blow up! Apparantley thay have some other issues that they have to deal with, but for whatever reason decided to take things out one me...
I try to be a fair manager, but sometimes I guess I just have to set the record straight.
Thanks for the suggestions, but ultimatley it all comes down to her actually wanting her job..
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