Re- Training
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@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.
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lols he has the power lols
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@Joyfano said:
lols he has the power lols
Not sure what you mean by that...
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@ajstringham said:
@Joyfano said:
lols he has the power lols
Not sure what you mean by that...
Never mind.tagging is working now for me
awesome -
@scottalanmiller said:
Not surprising.
@Joyfano...and not professional.
It has been often questioned when getting new employees: Should the hiring manager,
- Get the one with the best technical skills?
- Get the one with the best temperament?
"Skills" looks attractive, but "temperament" wins. There is a caveat in the person needs be willing and able to develop their own skills within and outside the company & within and outside the job description.
After all, that issues of all types arise is expected, what is important is how they are handled. Even in "bad situations", not resolving can be (somewhat) okay if the inability or delay in resolving is communicated expeditiously and effectively.
Better fortune with the next person!
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@RoguePacket said:
@scottalanmiller said:
Not surprising.
@Joyfano...and not professional.
It has been often questioned when getting new employees: Should the hiring manager,
- Get the one with the best technical skills?
- Get the one with the best temperament?
"Skills" looks attractive, but "temperament" wins. There is a caveat in the person needs be willing and able to develop their own skills within and outside the company & within and outside the job description.
After all, that issues of all types arise is expected, what is important is how they are handled. Even in "bad situations", not resolving can be (somewhat) okay if the inability or delay in resolving is communicated expeditiously and effectively.
Better fortune with the next person!
Yes not professional.
The next person i am planning to hire our "Intern last 2012" -
I've heard it called Values, Attributes and Skills. Skills are easy to teach and matter, but very little. They matter a lot in short term consultants, not in employees you hope to keep. Even if they have the skills that you want they will soon be outdated.
Attributes or Aptitude (similar ways to look at the "A") are not easy to change but can be changed with effort over time. Finding someone with the "A"s that you need is important or at least getting someone who is close. Anyone with the right "A" will be able to acquire the skills necessary quite easily and will be able to keep doing so as the needed skills change over time.
But the most important aspect is Values and these, effectively, cannot change. Finding someone whose values match those of your organization is of the utmost importance. Without these you will have fundamental conflicts and incompatibilities that will make the relationship untenable.
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@StrongBad said:
I've heard it called Values, Attributes and Skills. Skills are easy to teach and matter, but very little. They matter a lot in short term consultants, not in employees you hope to keep. Even if they have the skills that you want they will soon be outdated.
Attributes or Aptitude (similar ways to look at the "A") are not easy to change but can be changed with effort over time. Finding someone with the "A"s that you need is important or at least getting someone who is close. Anyone with the right "A" will be able to acquire the skills necessary quite easily and will be able to keep doing so as the needed skills change over time.
But the most important aspect is Values and these, effectively, cannot change. Finding someone whose values match those of your organization is of the utmost importance. Without these you will have fundamental conflicts and incompatibilities that will make the relationship untenable.
Never read that before. Well written.
