Re- Training
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Agreed. This doesn't seem like a problem with just lack of skill. But more of willingness to be committed to finish and trouble shoot something. Seems like he just gave up.
Though I'm not sure the severity of it, It sounds like it may have been just one user without internet, and if he was leaving I assume it was the end of his normal work day (maybe that's wrong but that's what I got). I personally wouldn't stay over just because one user didn't have internet nor would I expect anyone else too unless it was a "key individual" that really needed it. -
@thecreativeone91 said:
Agreed. This doesn't seem like a problem with just lack of skill. But more of willingness to be committed to finish and trouble shoot something. Seems like he just gave up.
Though I'm not sure the severity of it, It sounds like it may have been just one user without internet, and if he was leaving I assume it was the end of his normal work day (maybe that's wrong but that's what I got). I personally wouldn't stay over just because one user didn't have internet nor would I expect anyone else too unless it was a "key individual" that really needed it.Yes one user only but the risk is very high.
1.) Emails need to send for client
2.) Incoming files from client.
3.) Outgoing files need to sendWe are working in Data Processing so the Turn around time of projects are mostly 3 to 12 hours.
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@ajstringham said:
Give him a probation period to get his act together. Not knowing is one thing. His attitude is totally off. He basically threw his hands up and walked away. That's a defeatist mentality and needs to be done away with immediately or he will always be a destructive member of the team. It's great you sympathize with him. Tell him you will retrain him for 2 weeks. See how he does. Tell him he's on at least a 3-month probation. If he can't fix it, he does NOT walk away. He either figures it out or gets help to figure it out. If he can't do it, it does not justify him just leaving. That attitude will haunt him at whatever job he does, in whatever profession.
Yes A.J. That"s the big problem he walk away.
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@Joyfano said:
@ajstringham said:
Give him a probation period to get his act together. Not knowing is one thing. His attitude is totally off. He basically threw his hands up and walked away. That's a defeatist mentality and needs to be done away with immediately or he will always be a destructive member of the team. It's great you sympathize with him. Tell him you will retrain him for 2 weeks. See how he does. Tell him he's on at least a 3-month probation. If he can't fix it, he does NOT walk away. He either figures it out or gets help to figure it out. If he can't do it, it does not justify him just leaving. That attitude will haunt him at whatever job he does, in whatever profession.
Yes A.J. That"s the big problem he walk away.
You can teach knowledge. You can't teach attitude. His lack of commitment is ultimately him not caring. He needs to:
- See he is part of a team
- As such, he can cripple the whole team with his attitude
- Leaving something for someone else, regardless of the situation, is unacceptable. You do NOT walk away without handing it off to someone or at least getting someone up to speed, if that's the circumstance. Ask him: if you had walked in the next day, would you have had any idea what the issue was? What troubleshooting steps were tried? What works and what doesn't? Even if he can't fix it, you can always do recon and gather more info. He was being lazy. Tell him to shape up or pack up.
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Sounds like a combination of things. A lack of skill to be sure but a lack of operational mindset and commitment / understanding of the job too.
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@scottalanmiller said:
Sounds like a combination of things. A lack of skill to be sure but a lack of operational mindset and commitment / understanding of the job too.
I second this.
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Yesterday we had meeting with our Prod.Head.
The supervisor who used to went at our apartment and the guy. He is trying to cover his mistake. He makes us his scapegoat. Telling them that he is shy to ask me or call me ( because we are not close he said ) I don't understand because during days we are all okay. we can used to joke each other, we even go out with the whole team last time when our team won in company event, he even shared me about his family and some personal issues)
/ and for the person from production he said there's no complete information. -
@Joyfano said:
Yesterday we had meeting with our Prod.Head.
The supervisor who used to went at our apartment and the guy. He is trying to cover his mistake. He makes us his scapegoat. Telling them that he is shy to ask me or call me ( because we are not close he said ) I don't understand because during days we are all okay. we can used to joke each other, we even go out with the whole team last time when our team won in company event, he even shared me about his family and some personal issues)
/ and for the person from production he said there's no complete information.Had a bit of a hard time reading that but I got the gist. So he was just trying to make excuses for what he did? If that's the case, he needs to go. His attitude is totally out of line, and when he was confronted, he didn't try to fix the situation or accept what he had done. He tried to say how it wasn't his fault. No, he needs to be let go. Start interviewing new candidates.
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@Joyfano
It is good to have the person open up, if slowly, about outside issues.
There is a demarcation between work life and home life. HR may have coping options or counseling options for the home life items. (In the U.S. this isn't uncommon, but not necessarily greatly helpful.)
Meet with the person (& maybe have a HR person present, too). Reiterate the job's priorities. Inquire how the the person can meet the expectations of the job and the team. (May help to pre-plan with HR the meeting's agenda and exact "talk items".) Have the person commit to the proposed plan of action. Continue to meet frequently to not let issues be unresolved. Don't judge, rather let the person speak fully and hear everything (....repeat what has been said at proper points to show you have heard and understand what the person has said).
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Also make sure It's not a US against them mentality to the meeting. For these kinda of meetings I find that the board room (long fancy tables) aren't the best as it puts more pressure and the us against them mentality to it. I circular table for this kinda of meeting can help along with conveying the message that we are all one team.
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Hello Everyone. I just started to train him again today. From very basic.
@RoguePacket yes i did ask him to open up about his goal.I am shocked because he said he don't know what he really want.Told him that he need to help himself if he really want to learn. I encouraged him to learn things outside from work. ( We are really do the training during working hours) I am gathering some opinion and ideas from ML and from other Community.
http://community.spiceworks.com/topic/557450-re-training
I am reviewing now if what is applicable into our current situation and i will try to apply and see if how things work soon.
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Joyfano (tagging not working), hopefully it works out!
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Just an update .
So the guy AWOL
almost 5 days he never report here and never advise if what happen to him. -
Not surprising.
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Yes. I i send him message asking if what happen to him but no reply at all.
its true @scottalanmiller not surprising. -
@ajstringham said:
Joyfano (tagging not working), hopefully it works out!
Lets try if it works now @ajstringham
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@Joyfano tag, you're it.
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Working for us.
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Works now. Anyways, not surprising, to echo @scottalanmiller 's sentiment. He could see the handwriting on the wall.
