How to Manage Manpower

[Gendut]

She was doing worse in the other department before she tranferred over to me, I guided and motivated her and tried to be understanding towards her, however, give and inch and she takes a yard. Well you are right, if these people cannot even manage their lives, how do they manage work, I try to be understanding and guide them along, many I guided has gone on to better things, many also failed....come to think of it since I am doing alot of her work for her, I might as well get rid of her and do it myself....but I still thank you for your feedback so any suggestions how to improve as a manager?

 

Having said all these, have you actually sat down with her and have a real open discussion of what went wrong? Real conversation means you do not act like a superior but instead be a listening ear. It may take more than one meeting before they open up. There must be something behind what is holding her back.

 

I assume you do want to be a good manager, right? A good manager does not give up without employing all tools available in your management toolkit.

 

U considered maybe contribute by working more and surf less Mcf ?

 

Yes, I noticed that too. You post too many during work hours. That is not a good sign.

[KARTer]

She was doing worse in the other department before she tranferred over to me, I guided and motivated her and tried to be understanding towards her, however, give and inch and she takes a yard. Well you are right, if these people cannot even manage their lives, how do they manage work, I try to be understanding and guide them along, many I guided has gone on to better things, many also failed....come to think of it since I am doing alot of her work for her, I might as well get rid of her and do it myself....but I still thank you for your feedback so any suggestions how to improve as a manager?

Here we are looking at immediate and long term problems with this person/slacker.

 

Long term: you dont want him/her, right?.......... as suggested by some bros here, start issueing warning letters etc to build up a case to terminate him/her at the right time. Meanwhile train up or look for replacement, starting now but do it discretely.

 

Short term: assuming you need the person for next 1-3 months, since you cant change him overnight, may just have to 'tong' and make sure the dept's performance is not badly affected by him. If you can get a temp (excuse: to help handed workload) to back up, it will be good.

[Good-Carbuyer]

Ok, send your resume in to my boss....

Do not worry. I am not after your appointment. More fruitful to solve issues we normally encounter, in most easily simplfied manner.

[Gendut]

Here we are looking at immediate and long term problems with this person/slacker.

 

Long term: you dont want him/her, right?.......... as suggested by some bros here, start issueing warning letters etc to build up a case to terminate him/her at the right time. Meanwhile train up or look for replacement, starting now but do it discretely.

 

Short term: assuming you need the person for next 1-3 months, since you cant change him overnight, may just have to 'tong' and make sure the dept's performance is not badly affected by him. If you can get a temp (excuse: to help handed workload) to back up, it will be good.

 

Your methods reflect the same MO as the ultimate ruling group around....if you get my drift. The same group you detest.

[Good-Carbuyer]

Having said all these, have you actually sat down with her and have a real open discussion of what went wrong? Real conversation means you do not act like a superior but instead be a listening ear. It may take more than one meeting before they open up. There must be something behind what is holding her back.

 

I assume you do want to be a good manager, right? A good manager does not give up without employing all tools available in your management toolkit.

 

U considered maybe contribute by working more and surf less Mcf ?

 

Yes, I noticed that too. You post too many during work hours. That is not a good sign.

 

Well, I also do more postings during normal office hours. I am suppose to relax?

[Sabbie]

Having said all these, have you actually sat down with her and have a real open discussion of what went wrong? Real conversation means you do not act like a superior but instead be a listening ear. It may take more than one meeting before they open up. There must be something behind what is holding her back.

 

I assume you do want to be a good manager, right? A good manager does not give up without employing all tools available in your management toolkit.

 

U considered maybe contribute by working more and surf less Mcf ?

 

Yes, I noticed that too. You post too many during work hours. That is not a good sign.

 

Yeah, if I can get to see her and she comes to work, I will talk to her....anyway today ask her settle her s--t first....surfing mcf does not affect my job...

[Sabbie]

Stop surfing and bs"ing" on your money and girls and do more work lah

 

That's not BS but I should do more work....but unfortunately hard work does not equate to results in my industry and your industry, you know rite...

[Sabbie]

Here we are looking at immediate and long term problems with this person/slacker.

 

Long term: you dont want him/her, right?.......... as suggested by some bros here, start issueing warning letters etc to build up a case to terminate him/her at the right time. Meanwhile train up or look for replacement, starting now but do it discretely.

 

Short term: assuming you need the person for next 1-3 months, since you cant change him overnight, may just have to 'tong' and make sure the dept's performance is not badly affected by him. If you can get a temp (excuse: to help handed workload) to back up, it will be good.

 

Yup, I been asking for a backup for the longest time, was suppose to get one but headcount given to another becos someone quit...they ask me to hire but dun give me budget or authority to hire...

[Cybernation]

Fren, I've had the exact situation as you, I do need the manpower as well if I were to get rid of that slacker. But I rather get rid of her, then try to manage the work load. Keeping her around will only makes me boil. So now I am 1 men down. More load but im at the least happier.

[Sabbie]

Fren, I've had the exact situation as you, I do need the manpower as well if I were to get rid of that slacker. But I rather get rid of her, then try to manage the work load. Keeping her around will only makes me boil. So now I am 1 men down. More load but im at the least happier.

 

Thanks, I just gotta lun and try to get someone in asap....any fresh grads looking for jobs here?

[KARTer]

Your methods reflect the same MO as the ultimate ruling group around....if you get my drift. The same group you detest.

if they use the same method as mine, i wont stop them.

Whats yours, besides changing the manager's behaviour?

[Badder]

You got a fu(ked up staff you want to sack but you need the manpower, to get a replacement manpower you need to sack her or him first and the new staff will take time to come and train up, you need all the manpower at the moment but you also know that this staff cmi in the long run, how to solve???

 

if you feel he is untrainable then

all comes down to timing.

 

 

first to protect yourself from wrongful dismisal you need to cover your ass. my suggestion is this,

 

 

1) give him 2 written warnings for non performance the last one threatens termination

2) before the new guys starts give him termination notice sighting his continual lack of performance

3) pay him up to his last day factoring him any leave owed would be before new guy starts

4) MOST importantly the new guy should if possible have a different job title

 

 

 

 

getting fired is not nice and you have to be fair to the guy - he may have a family etc so you should either give him plenty of notice OR you can let him leave and give him a months severance pay -eitherway try to appreciate it can be very upsetting to him

 

but you also have a duty to protect your other workers and stakeholders from non performing staff.

 

 

bare in mind a good firing can both motivate or demotivate your remaining staff

 

 

 

[Badder]

Your methods reflect the same MO as the ultimate ruling group around....if you get my drift. The same group you detest.

 

 

lol yeh its funny how somepeople dont get that a country is no different from a small business

 

same issues, same solutions

[Badder]

Poor you. Tsk tsk.

 

It appears you are managing your department the wrong way.

 

If your solution points to just replacing manpower, anybody can be a manager. You have not mentioned why that he/she is a problem. Keng and taking mc is not the problem, just the manifestation of an underlying problem.

 

Most manpower issues emanate from the manager themselves. Most are technically incompetent and unable to guide their own subordinates when they encounter problems. The other thing about bad managers are poor communications.

 

The fact that you need him/her and cannot operate with new hire already shows a fact that this employee has value if you cannot cover his duties in their absence. Its also a sign that he is already very good and long in his/her current position. But why was he/she doing well then? Was that under another manager?

 

Look at how you manage instead.

 

 

 

VERY good post.!

 

 

 

[Sabbie]

if you feel he is untrainable then

all comes down to timing.

 

 

first to protect yourself from wrongful dismisal you need to cover your ass. my suggestion is this,

 

 

1) give him 2 written warnings for non performance the last one threatens termination

2) before the new guys starts give him termination notice sighting his continual lack of performance

3) pay him up to his last day factoring him any leave owed would be before new guy starts

4) MOST importantly the new guy should if possible have a different job title

 

 

 

 

getting fired is not nice and you have to be fair to the guy - he may have a family etc so you should either give him plenty of notice OR you can let him leave and give him a months severance pay -eitherway try to appreciate it can be very upsetting to him

 

but you also have a duty to protect your other workers and stakeholders from non performing staff.

 

 

bare in mind a good firing can both motivate or demotivate your remaining staff

 

well, hope she can improve, still trying to change her

[macrosszero]

Change her to what you expect her to be?

 

You might or might not have done this already, but try sitting down with her during work review time and establishing each others' needs and goals. She does not sound like she is motivated. Maybe you aren't showing that she is worth it. Maybe her previous posting was the same. Maybe its because of the way she looks, or her character. But that's not a reason for the situation to continue. Show her that she is part of a team and things go both ways - that she has to carry her own weight but her team mates (and you) are helping when necessary. Chart her progress in consultation with her. If she really cannot put up that level of committment, discuss her going on a flexible part-time work arrangement and hire another temp or part-timer to transition into her job.

 

I find that oftentimes lack of motivation is lack of hope and optimism for their career prospects, so work on that. Oh, and a word of praise, either through email, post it, or a "well done!" is worth more to morale than the effort it takes to say it.

[Sabbie]

Change her to what you expect her to be?

 

You might or might not have done this already, but try sitting down with her during work review time and establishing each others' needs and goals. She does not sound like she is motivated. Maybe you aren't showing that she is worth it. Maybe her previous posting was the same. Maybe its because of the way she looks, or her character. But that's not a reason for the situation to continue. Show her that she is part of a team and things go both ways - that she has to carry her own weight but her team mates (and you) are helping when necessary. Chart her progress in consultation with her. If she really cannot put up that level of committment, discuss her going on a flexible part-time work arrangement and hire another temp or part-timer to transition into her job.

 

I find that oftentimes lack of motivation is lack of hope and optimism for their career prospects, so work on that. Oh, and a word of praise, either through email, post it, or a "well done!" is worth more to morale than the effort it takes to say it.

 

Well I did that, when she was transferred over, I told her that her previous performance was not good, and this is a fresh start for her, she improved somewhat, then revert back to her old way....leopard cannot change his spots....I gave her a task to settle urgently now, after this, would try to tok to her to get her life in order again...but...it could just be a vicious cycle

[Gendut]

if they use the same method as mine, i wont stop them.

Whats yours, besides changing the manager's behaviour?

 

Sabbie's subordinate appears to have a motivational issue.

 

She may perceive herself to be treated unfairly in the past, thus her lack of enthusiasm. Maybe passed over for a promotion or not recognised for past good effort. Most times a slight bump in her salary may do wonders for morale. I know it goes against the grain of rewarding the deserved principle. But hey, like I've mentioned before there are many tools in the managers toolbox which many managers are not aware of and don't know how to use them.

 

Its gonna take a long heart to heart talk to get to the root of her problem.