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I'm so overwhelmed with work and I actually have it pretty good...
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2018-08-10 at 2:19 AM UTC
Originally posted by Bologna Nacho I interviewed a guy a few days ago, he said "You tell me what to do and I do it!" I told him that's not how we operate. I told him he should know what to do, I shouldn't have to tell him what to do…
That was probably the quickest way to disengage an eager employee and if I was your boss I’d immediately re-evaluate the need for middle management positions. -
2018-08-10 at 2:25 AM UTC
Originally posted by ohfralala That was probably the quickest way to disengage an eager employee and if I was your boss I’d immediately re-evaluate the need for middle management positions.
Meh, You made a judgment without an understanding of the situation. We definitely train for the job, after that I shouldn't have to tell you what to do. -
2018-08-10 at 2:26 AM UTC
Originally posted by Bologna Nacho I interviewed a guy a few days ago, he said "You tell me what to do and I do it!" I told him that's not how we operate. I told him he should know what to do, I shouldn't have to tell him what to do…
How would he know what he's supposed to do when he doesn't even work for you yet? Pretty sure every company operates differently and has varied standards/expectations/goals. You're ignorant as fuck, Don. -
2018-08-10 at 2:26 AM UTCI disagree that employees don’t need guidance even after training, otherwise there would be no such thing as middle management.The following users say it would be alright if the author of this post didn't die in a fire!
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2018-08-10 at 2:30 AM UTC
Originally posted by larrylegend8383 How would he know what he's supposed to do when he doesn't even work for you yet? Pretty sure every company operates differently and has varied standards/expectations/goals. You're ignorant as fuck, Don.
You should read before you post, I said training is a given, after that I shouldn't have to tell him what to do. -
2018-08-10 at 2:32 AM UTC
Originally posted by ohfralala I disagree that employees don’t need guidance even after training, otherwise there would be no such thing as middle management.
Ridding companies of middle management should be the goal! Middle management usually winds up being micro management. That is bad, I worked in it! You take away the motivation from the employee to do a good job. -
2018-08-10 at 2:33 AM UTCI'm pretty sure potential employees know training will be involved. How do you know they weren't saying I'll learn what you want accomplished through training then implement to accomplish said objectives? You dumb Don.
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2018-08-10 at 2:37 AM UTCLarry, we discussed his work history even before we discussed the job he applied for, I had a good feel for his aptitude. He was a kiss ass and I don't need or want that! So now can you kindly fuck off?
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2018-08-10 at 2:44 AM UTC
Originally posted by Bologna Nacho Ridding companies of middle management should be the goal! Middle management usually winds up being micro management. That is bad, I worked in it! You take away the motivation from the employee to do a good job.
I agree with this to an extent but you said during an interview his response was inadequate by saying he/she would do what ever you needed them to do.
There has to be a guideline on what needs to be done. How they do it is where you empower them.
They still need to know what's expected of them regardless. -
2018-08-10 at 2:48 AM UTC
Originally posted by Bologna Nacho Ridding companies of middle management should be the goal! Middle management usually winds up being micro management. That is bad, I worked in it! You take away the motivation from the employee to do a good job.
Which is exactly the same possibility you’ve created by going the extreme opposite. I believe management, good management, is a necessity.
I’ve been at my current job for a year and a half. At my one year mark I was promoted to a senior position. I didn’t accomplish that on my own and there are days when I still have questions. My boss is amazing. She doesn’t micro manage me. She’s there when I need her to help, otherwise she leaves me alone. If it were not for her I would not be as successful as I’ve been and the team, as a whole, is solid. -
2018-08-10 at 2:53 AM UTC
Originally posted by Daddyissues I agree with this to an extent but you said during an interview his response was inadequate by saying he/she would do what ever you needed them to do.
There has to be a guideline on what needs to be done. How they do it is where you empower them.
They still need to know what's expected of them regardless.
Absolutely, I am available to help at all times. I just don't want to guide their hands all the time. This is a discussion that probably shouldn't be had on a forum. But anyway, I have worked for companies that guided my every move and for companies that let me do my thing. It is my experience that those that let me do my thing made the most money and I was the most happiest.. -
2018-08-10 at 2:57 AM UTCNew software sucks ... especially when it is still buggy. I find that if I remind my associates it's a learning process for all of us, I worry less. That and they get so excited to show me something they discovered that I may not know.
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2018-08-10 at 2:57 AM UTC
Originally posted by Daddyissues I would actually agree with this.. The brand I work for would not.
We are all about transparency and associate engagement.
Fin, as much as I agree with your "fearless leader" strategy, this isnt 2003.
We all have a collective voice.
my leadership style was developed around men in the military. it will continue to be what it is regardless of the crop of MOON PERSON unterbottoms (of which i have the misfortune of having under my underling-ing)
there is no collective voice. questions may be asked...comments may be made...and the decision i make is the one i choose to make. this isnt a democracy and if they dont like it they can leave. -
2018-08-10 at 2:57 AM UTC
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2018-08-10 at 2:59 AM UTC
Originally posted by ohfralala Which is exactly the same possibility you’ve created by going the extreme opposite. I believe management, good management, is a necessity.
I’ve been at my current job for a year and a half. At my one year mark I was promoted to a senior position. I didn’t accomplish that on my own and there are days when I still have questions. My boss is amazing. She doesn’t micro manage me. She’s there when I need her to help, otherwise she leaves me alone. If it were not for her I would not be as successful as I’ve been and the team, as a whole, is solid.
We are probably on the same page and just don't know it.. -
2018-08-10 at 2:59 AM UTC
Originally posted by Bologna Nacho Meh, You made a judgment without an understanding of the situation. We definitely train for the job, after that I shouldn't have to tell you what to do.
thats not what you said, idiot
i no more believe youre in a supervisory position than i believe smurfette isnt gang-banging the entire village every night. -
2018-08-10 at 3 AM UTC
Originally posted by larrylegend8383 How would he know what he's supposed to do when he doesn't even work for you yet? Pretty sure every company operates differently and has varied standards/expectations/goals. You're ignorant as fuck, Don.
that.
what baloney pony neglected to mention is the guy he was interviewing was one he called from the craigslist male prostitution advertisements. -
2018-08-10 at 3:01 AM UTC
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2018-08-10 at 3:02 AM UTC
Originally posted by Bologna Nacho Ridding companies of middle management should be the goal! Middle management usually winds up being micro management. That is bad, I worked in it! You take away the motivation from the employee to do a good job.
that
where i work its owner > main-flunkies > sub-flunky worker bees, with separate department heads supervising different departments that are mostly unrelated. -
2018-08-10 at 3:02 AM UTC
