04-12-2009, 06:27 PM
...they have documented actions such as:
1. Being assigned menial tasks and when they're thru, having whatever they did in front of them discarded and then given another menial task. Repeated often.
2. Given irregular hours of work.
3. Moved them to different work stations repeatedly.
4. Being unsupported.
this, most assuredly, accounts for most of the workplace shootings.
There is no small amount of truth in that statement.
One of the first things I learned in life as first line supervision is that a supervisor who results to unethical behavior including but not limited to the above, is an asshole, and not a leader. Such people do not belong in management, though they tend to do well in the food service industry.
Suggestions regarding harassing her to force her to quit are ill-placed and are overt signs of the inability to manage.
Several good points have been noted. Bad employees quickly learn the limits of bad or no management. Managers at any level who don't manage end up with the employees they deserve.
...pretty harsh to recommend that you screw with her work situation/duties/schedule to get her to quit.
It is in fact pretty harsh and illegal. And stupid. And telling of bad management.
Grumpyguy, you are screwed. From your description, she *can't* be fired (because she *won't* be) and she won't quit. Learn to live with it. Assigning her work outside of customer service is a proper alternative to termination.
If that can't be done, she can't be fired, and you can't control your temper, then your job is in jeopardy, not hers.
If properly documented (key, as many have mentioned) management will through you under bus for various reasons if it mitigates their responsibility in a lawsuit. Not that this would ever come to that. Employees don't ever sue employers for mistreatment and harassment. At least, she probably wouldn't, right?
Whiip's point is well taken. If you *can't* find that person, then Blankity also offers some outstanding perspective and advice. This along with some Zen may be your only solace.
1. Being assigned menial tasks and when they're thru, having whatever they did in front of them discarded and then given another menial task. Repeated often.
2. Given irregular hours of work.
3. Moved them to different work stations repeatedly.
4. Being unsupported.
this, most assuredly, accounts for most of the workplace shootings.
There is no small amount of truth in that statement.
One of the first things I learned in life as first line supervision is that a supervisor who results to unethical behavior including but not limited to the above, is an asshole, and not a leader. Such people do not belong in management, though they tend to do well in the food service industry.
Suggestions regarding harassing her to force her to quit are ill-placed and are overt signs of the inability to manage.
Several good points have been noted. Bad employees quickly learn the limits of bad or no management. Managers at any level who don't manage end up with the employees they deserve.
...pretty harsh to recommend that you screw with her work situation/duties/schedule to get her to quit.
It is in fact pretty harsh and illegal. And stupid. And telling of bad management.
Grumpyguy, you are screwed. From your description, she *can't* be fired (because she *won't* be) and she won't quit. Learn to live with it. Assigning her work outside of customer service is a proper alternative to termination.
If that can't be done, she can't be fired, and you can't control your temper, then your job is in jeopardy, not hers.
If properly documented (key, as many have mentioned) management will through you under bus for various reasons if it mitigates their responsibility in a lawsuit. Not that this would ever come to that. Employees don't ever sue employers for mistreatment and harassment. At least, she probably wouldn't, right?
Whiip's point is well taken. If you *can't* find that person, then Blankity also offers some outstanding perspective and advice. This along with some Zen may be your only solace.