Grewks Posted 24 March 2015 Posted 24 March 2015 The way I see it.... 'Employee is relatively new' - You knew you were hiring someone with relatively little experience, so you have to expect that his performance would not be up to the standards of yourself and other experienced employees within this/any profession. What would I do? - Explain to the employee what his mistake is. - Explain what it means to yourself/company. - Explain what should have occurred instead. - Explain that should it happen again what the consequences would be.
Mickyblueeyes Posted 24 March 2015 Author Posted 24 March 2015 Well I'm losing sleep over it! The mistake without divulging too much relates to missing a deadline. My senior managers who are joining me in the meeting at 6:30 were aware of these deadlines also. Should they have known? To some extent. Has this mistake come from laziness? No, I don't believe he is that type. He has genuinely, missed it due poor time management and maybe organisational skills - this can be taught. As ridiculous as it sounds, it happens all too often in my profession. He is not the first and will not be the last. I'm angry pissed off, upset and tired!!! However, I like the fact that a) he owned up as soon as his heart dropped b) he looked like he was about to top himself (not literally) which showed he cared. Hopefully, we can fix this tomorrow. I have had time to dwell on it. I don't think sacking or even a probation period is needed. I want to see his diary management and organisation techniques. Have that assessed and make changes to where I think he is going wrong. Fingers crossed we get a good result tomorrow! I ****ing hate this job sometime!
Grewks Posted 24 March 2015 Posted 24 March 2015 Well I'm losing sleep over it! The mistake without divulging too much relates to missing a deadline. My senior managers who are joining me in the meeting at 6:30 were aware of these deadlines also. Should they have known? To some extent. Has this mistake come from laziness? No, I don't believe he is that type. He has genuinely, missed it due poor time management and maybe organisational skills - this can be taught. As ridiculous as it sounds, it happens all too often in my profession. He is not the first and will not be the last. I'm angry pissed off, upset and tired!!! However, I like the fact that a) he owned up as soon as his heart dropped b) he looked like he was about to top himself (not literally) which showed he cared. Hopefully, we can fix this tomorrow. I have had time to dwell on it. I don't think sacking or even a probation period is needed. I want to see his diary management and organisation techniques. Have that assessed and make changes to where I think he is going wrong. Fingers crossed we get a good result tomorrow! I ****ing hate this job sometime! Maybe you should actually focus on these employees a bit more. As this is a football board, maybe take this into perspective. (Owner of company) - (Senior managers) - (staff below senior management) Football club owner - Manager - Players
AoWW Posted 24 March 2015 Posted 24 March 2015 Was he (hand on heart!) given sufficient time to do the task given his inexperience and the fact it's likely to take him longer than someone more familiar with what's expected? Does he have other duties that impact on his time more than you realise?
Steve_Guppy_Left_Foot Posted 24 March 2015 Posted 24 March 2015 Working in pubs and restaurants I've made plenty of mistakes after a few too many ales.
Mickyblueeyes Posted 24 March 2015 Author Posted 24 March 2015 Just arrived at work and all three are in researching possible alternatives. They've cocked up but they are showing genuine intent to fix it. I probably slept an hour, looking at the junior employee I'm guessing he had less than that. Wish us luck!
Jon the Hat Posted 24 March 2015 Posted 24 March 2015 Give the lad some support, he will learn from it, and you look like a caring and responsible employer. In an ideal world you should not be leaving junior employees with full responsibility for an important customer, and I think you need to question why he didn't come to you before / whether he raised the issue as soon as he was aware of it.
KFS Posted 24 March 2015 Posted 24 March 2015 Given the fact that he owned up shows an element of personal responsibility. I wouldn't simply fire him. Okay he might cost you in regards to your client, but think of the time and money you'll need to replenish his skills etc. Use this as a learning experience for him.. Good decision to involve the team this morning and an combined effort to work through it. Although that might seem painful now, the team will largely benefit from it in the long run. Set him up with a mentor and monitor him for a period of time. Don't actively state to him that he's on probation, since that might put unwanted stress on him. Given the fact that he's a junior member of staff, he will appreciate the support that you've offered and I gaurentee will not do it again. In fact it might give him the kick up the arse he needs re:time management. FYI Also depending on the size of your firm and whether he has a union- you might want to take this down after today. If you're seen to act on any of the above and he's to action it in a court of law, you may come into a few problems. (I'm talking about the 'fire the c...' Post) Plus, if you keep him and he finds this- you may run into a problem re: motivation!
Rob1742 Posted 24 March 2015 Posted 24 March 2015 Typical corporate bollocks this. Either sack him, or if you want to keep him tell him he lucky not to be sacked. Deal with it within seconds, move on. My thoughts are you employ people for business, rather than this being your own? Too much thought about something that won't be making your business money. Deal with it either way quickly then spend your day in areas of making the business money.
Jon the Hat Posted 24 March 2015 Posted 24 March 2015 Typical corporate bollocks this. Either sack him, or if you want to keep him tell him he lucky not to be sacked. Deal with it within seconds, move on. My thoughts are you employ people for business, rather than this being your own? Too much thought about something that won't be making your business money. Deal with it either way quickly then spend your day in areas of making the business money. Did you read the first post? This is an error which could cost a client lots of money. Reputation issue as well as an internal one. You would be mad not to review processes to see if you can mitigate the risks.
MooseBreath Posted 24 March 2015 Posted 24 March 2015 Hats off to the "senior managers" in this story. They've dumped an important client on a junior, not bothered to supervise him, train him or check his work, and now he has inevitably fvcked something up they've had to get the boss in to sort it and are ready to let the kid fall on his sword. What exactly have the senior managers done to earn a wage in this situation? I'd be pointing fingers at them before the kid. He is their responsibility so they have failed.
Rob1742 Posted 24 March 2015 Posted 24 March 2015 I get the impression from that post that there will be lots of time spent umming and arring. You can look at it and would easily see if it is your company procedure fault, or the lads. Then you have your decision. Seen in business so many times issues arise and it takes too much to resolve them, have meetings etc etc. If the employee is to stay, deal with it quickly and let normal business carry on. You can deal with any procedure issue then, but don't let it affect the ongoing business. You will find people like something that distracts them from the norm. It gives them something to talk about
cambridgefox Posted 24 March 2015 Posted 24 March 2015 Just arrived at work and all three are in researching possible alternatives. They've cocked up but they are showing genuine intent to fix it. I probably slept an hour, looking at the junior employee I'm guessing he had less than that. Wish us luck! seems like the company are doing its best to resolve this without a total blame on the Jnr,I believe senior management do feel responsible also.In my ( old) years of senior manage there was too much of the" it's their fault" and I didn't work like that,it's a team effort.Move on,mistakes however costly are made we are human and I can bet you all of you and the company will come out more organised and better for it.As for the Jnr his reaction is what I would want to see,he cares,he took some responsibility and he will be a better employee for it.Hard day and decisions but good luck.
ramboacdc Posted 24 March 2015 Posted 24 March 2015 if hes a junior/new employee it has to be a retraining job. if he is showing remorse then he know he ****ed up and he wasn't trying to bend/break the rules. if you are tossing and turning about the situation yourself i think that means you know this is a case of a ball being dropped and not someone trying to harm your business.
Rincewind Posted 24 March 2015 Posted 24 March 2015 promote him to a directorship. Oh sorry he is a juniorthey cannot make mistakes. seriously as others have said retrain and go over where the errors were made.
Mickyblueeyes Posted 24 March 2015 Author Posted 24 March 2015 Solution found - problem hopefully solved! I ****ing hate this job sometimes
Unabomber Posted 24 March 2015 Posted 24 March 2015 What do you do? Something that if I made an error it could cost my employers thousands of pounds. What do you do?
sphericalfox Posted 24 March 2015 Posted 24 March 2015 Solution found - problem hopefully solved! I ****ing hate this job sometimes
Kinowe Soorie Posted 24 March 2015 Posted 24 March 2015 Something that if I made an error it could cost my employers thousands of pounds. What do you do? Same!
cambridgefox Posted 24 March 2015 Posted 24 March 2015 What do you do?Hey,how's the new job going pal?
Monk Posted 24 March 2015 Posted 24 March 2015 Ultimate only your judgement matters but I would try to see it as an expensive training course for the lad! If he is genuine as you mention he is unlikely to make that error again - just make sure he knows how to avoid making the same mistake and talk through how you fixed it etc.
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