Motivate an employee....

I need some opinions.

[SEOMike]

Without going deep into details regarding this issue, I'll try to explain.

I have an employee that has a VERY simple task to perform everyday. If he does not, there could be thousands of dollars of damage to the company below. He has forgotten several times in the past, even after informal warnings, and one formal sit down. Since the warnings didn't work, he is having a real problem with MY way of motivating him to do this simple task. Here's how I've decided to motivate him: If the task is not done, and no damage results, 2 hours will be charged against his time card (because the potential exists). If some damage results, 2 additional hours will be docked. These hours can be made up within the pay period. I don't see this as an opportunity to motivate to the positive, because it's part of his job.

I have no other way of motivating him. I can't afford to send him home for the day of the occurrence without pay, because I need him to work (that's way worse than the punishment I have devised!). It's not like a child, that I can ground, well... I guess it IS kind of like a child. I'm issuing detention in a manner of speaking. He has no privileges (company car for example) that I can take away. What else am I to do? Call it non-performance and start hunting for a replacement? Everything else he does is great. However, I may have to replace him anyway if he has a fit about this new rule and won't comply.

What a catch 22. I'm damned if I DO enforce the rule (ruins my good relationship with my employee) and I'm damned if I don't enforce it (thousands of dollars in damage to be paid by the company). This sucks. Part of being management I guess.

I guess I've been in the Army too long. Whatever I tell my subordinates there is instantly gospel. Sure, I've been called names for policies, but they work! So would this one!

can't WAIT for the onslaught of posts telling me what a jerk I am!

[pageoneresults]

Here's how I've decided to motivate him: If the task is not done, and no damage results, 2 hours will be charged against his time card (because the potential exists). If some damage results, 2 additional hours will be docked.

If I'm not mistaken, I don't think you can legally dock someone's pay like that. I've made similar suggestions to my corporate entity and they told me the same thing, it cannot legally be done.

Motivation?

Okay, here's the deal. If this simple task is not completed on a daily basis as specified in writing, then I will be forced to find a replacement. While we appreciate your excellent work ethics in other areas, this one particular area outweighs any positive benefits from your other normal work habits.

[edited by: pageoneresults at 4:08 pm (utc) on Aug. 4, 2004]

[netguy]

Venting frustration is good for the soul... now fire him and find something more constructive to be frustrated with.

;)

Steve

[SEOMike]

it cannot legally be done.

Really? Boy, that sucks. What could I possibly do then? I've talked to the president of my company about this, and he doesn't want to motivate to the positive.

I guess I could just tell him that non compliance will adversly affect his next raise?

[chadmg]

If he can't remember to do his job, than you will have to let him go. There are plenty of others who could do it. Give him a last warning that you're sorry, but if he can't remember to do the job then you'll have to let thim go. Show him how to use Outlook reminders that alert him every 15 mins until he says it's done.

[Shane]

Tell me something more about the task. How complicated is it? If something is done in the wrong order does it need to be started from scratch again? How long does it take? How long should it take? How much percentage wise does it take of his job?

What was he hired to do?

Why does he not like doing it?

Who does it when he is sick or on vacation?

Is there someone else who can do it? (I'm not suggesting just taking the task from him. If you do, also reduce his salary and demote him (or freeze his salary for next 2 potential raises.))

I hear your frustration of sand slipping through your fingers the harder you squeeze.

I wouldn't, even if you could, go for the "more penalty" to him when there is more damage to the company. Keep it level, he is responsible for the task. Management is responsible for the outcome.

Looking forward to more information.

..... Shane

[SEOMike]

Tell me something more about the task.

The task is to empty the water overflow tanks on our network operating center's airconditioner. The tanks have overflow valves to allow water to run to the next tank in the chain because one tank will not last more than 24 hours in humid conditions. Installing a central air unit would be a significant undertaking and come at a high cost. It is on the radar screen, but not anytime soon.

How complicated is it?

Turning a couple of valves back on

If something is done in the wrong order does it need to be started from scratch again?

Nope

How long does it takeHow long should it take? How much percentage wise does it take of his job?

5 minutes, TOPS.

What was he hired to do?

As our web administrator, part of the job is keeping the NOC running

Why does he not like doing it?

I don't know. It's a simple task he does just fine every day, but often forgets to turn the valves on which causes an overflow and that makes water leak to the office below. He has taken no initiive to remind himself with signs, or reminders in outlook. I've suggested such things, but I think it went in one ear and out the other.

Who does it when he is sick or on vacation?

Whenever he is out of the office it is handled by myself or another employee

Is there someone else who can do it? (I'm not suggesting just taking the task from him.

I suppose I could do it, but as a manger I've delegated the task.

If you do, also reduce his salary and demote him (or freeze his salary for next 2 potential raises.)

That's acutally an ok idea if he refuses to comply.

I hear your frustration of sand slipping through your fingers the harder you squeeze.

I wouldn't, even if you could, go for the "more penalty" to him when there is more damage to the company. Keep it level, he is responsible for the task. Management is responsible for the outcome.

Good point.

[kevinpate]

Is there any possibility you can relocate his workspace to be directly below the source of any future overflow problem?

If you can relocate his workspace in that manner, I suspect the next time he forgets the task will also be the last time he forgets this particular task :)

[pageoneresults]

Is there any possibility you can relocate his workspace to be directly below the source of any future overflow problem?

lol, that should motivate him!

[bcolflesh]

Out of curiosity, why don't you have an overflow hose running from the tanks to a drain?

[stevenmusumeche]

If I was hired to do a job such as "web administrator," I wouldn't be happy about doing office work either.

[Shane]

Let me guess. When the water overflows the staff or manager of the office below come up and deal with you.

Buy him a mop and a bucket. Give the building supervisor his direct in dial phone number. Introduce him to the people down stairs. Ask them to deal with him directly. Tell him you are there to monitor the situation, not fix it, not do liaison.

Creative people have a hard time with concrete regular items. If he is good at his job which involves creativity he probably is not good at routine. He needs to be responsible for the whole of the process. The good, the bad and the down right ugly.

Tell him that if he ever wants help or suggestions he can ask for your assistance.

Be prepared to push it back onto him if he trys to get you involved after an overflow occurs. (And it will happen. You are helping him grow up.)

Enjoy.

..... Shane

[SEOMike]

Out of curiosity, why don't you have an overflow hose running from the tanks to a drain?

I'd love that solution too! Too bad there isn't a drain around!

If I was hired to do a job such as "web administrator," I wouldn't be happy about doing office work either.

I suppose not, but someone's got to do it. The rest of his job is enjoyable. Just this one task that's a problem.

Give the building supervisor his direct in dial phone number. Introduce him to the people down stairs. Ask them to deal with him directly. Tell him you are there to monitor the situation, not fix it

Haha, now I LIKE that one! I think I will do that. "This is so and so, he's the one dealing with the AC. You need to talk to him about why the water is leaking" Haha, that in conjunction with another penality I thought of will do a good job!

I knew I could count on this place to get answers! Thanks everyone!

[Shane]

You are welcome. Remember the "You can always ask for help on how to manage this." point as well. You don't want to totally alienate him if he does a good job elsewhere.

..... Shane

[alain_bonaf]

It can be that it is just too boring a task for him. Myself if a task is too repetitive I just can't do it I :D

Maybe you will find some ideas of Quality and Motivation Management with Edwards Deming (if you don't know him see at the end Times article : "The 50: People Who Most Influenced Business This Century")

The role of a manager of people

After the transformation, a manager will:
1. Understand the meaning of a system and convey this to the people in the system.
2. Help people see how they must cooperate with the preceding and following stages
as a component of the system to optimize the system.
3. Understand that people are different and use this knowledge to develop their abilities
to optimize the system.
4. Be a continuous learner and encourage continuous learning for others in the system.
5. Be a coach and counsel, not a judge.
6. Understand a stable system and that anyone's performance will reach a stable state.
7. Develop and mainly use knowledge, personality and persuasive power in the management
of people, and not rely on authority of office except to change the system for improvement.
8. Study results to improve as a manager of people.
9. Try to discover if anyone is outside the system in need of special help. This is an extension
of item 6 above.
10. Create an environment of trust to encourage freedom and innovation.
11. Not expect perfection.
12. Listen and learn without passing judgment.
13. Have an unplanned and unhurried conversation with each worker at least once a year
to understand their aims, hopes and fears.
14. Understand the benefits of cooperation and the losses created by competition
between people and groups.

--
Monday, October 25, 1999
Home Edition
Section: Special Section
Page: U-8
The 50: People Who Most Influenced Business This Century

Rebuilding Japan With the Help of 2 Americans

8. Douglas MacArthur (1880-1964) and W. Edwards Deming (1900-1993).
Rebuilding Japan
By: MARK MAGNIER
TIMES STAFF WRITER

[edited by: stuntdubl at 3:38 pm (utc) on Aug. 9, 2004]
[edit reason] No urls, thanks. See TOS [webmasterworld.com] [/edit]

[ergophobe]

I suppose I could do it, but as a manger I've delegated the task.

That has nothing to do with anything.

If I was hired to do a job such as "web administrator," I wouldn't be happy about doing office work either.

Neither does that. Both of these are turf/status issues that only exist if something else in the relationship is disfunctional.

I think Alain has hit this on the head. You are looking at this as a personal issue. You need to look at it as a systems issue. If this is the only failing of a good employee, just forget your ego and find someone else to do it or you do it. Would it be easy to find someone else who could do his job as well as him in all aspects (for the same pay) and would never fail to remember to empty the tank?

Presumably the guy is on the computer every day. Can't he just set up a reminder that sends him an e-mail every two hours until he replies with the subject line "Done" and then it doesn't bother him again for X hours?

Tom

[dickbaker]

I've had a number of employees over the years and one thing I've learned is that, to gain their respect, I have to let them see that I'm not above the most menial tasks. My Saturdays were spent mopping floors, cleaning toilets, etc.

That said, though, I've had a couple of employees such as the one described here. They thought their job description was XYZ and nothing else.

I fired them. When I tell someone to do something, I expect it to be done. I'm paying them, and I expect them to do the same sort of menial work that I do.

Eventually, that "it's not in my job description" attitude begins to creep into other aspects of the job.

I never liked firing employees, but sometimes it's necessary.

[drbrain]

SEOMike: I think you *REALLY* *REALLY* need to find a way to drain off your air conditioners without human intervention. Leaving them capable of causing such damage, and relying on human intervention to prevent it is really asking for trouble.

So when he turns on the valves, where does the water ordinarily go? By bucket into the bathroom, or what?

[PCInk]

Erm...wouldn't water leaking around in a computer environment constitute a very high health and safety at work issue? Surely, you should be demanding top management to buy the appropriate equipment for circumstances where it is not possible for any employee to perform the job. If it is too expensive to buy, can't they rent this equipment from somewhere?

And about the employee - I would not offer him a straight forward pay rise next time around, but offer him a bonus on top of his current salary for perfomance related pay. If in a given week he does this job, he gets paid the bonus for the week, if he forgets just once - the weeks bonus is not paid.

[Leosghost]

agree with percentages ....do you wanna give everyone here a cut of your salary for solving your management problem ..does your boss know you needed to ask a forum .. ...Your employee and boss both need a new manager...

[ergophobe]

LMAO.....this is a funny thread!

I've gotten some good chuckles out of myself. One suggestion that is only half tongue-in-cheek. Before SEOMike takes any action, perhaps he should watch the movie "Office Space" a couple of times and ask himself whether or not he's been messing with that employee's stapler ;-)

[SEOMike]

This post was intended to be something constructive that people could reference. It's turned into something that's better deleted. Can you imagine what a new user would think if they read this? They'd be on their way to the next site were they wouldn't be ridiculed for their question. Is that how you want WW to be?

Thanks to those who had constructive ideas. To the others... I expect more professional behavior from such "senior" members. You are behaving like freshmen. I am extremely disappointed by your replies, and have taken great offense. I hope you treat your other posts with more respect than you did mine. I am extremely disappointed in your personal attacks, and more disappointed in the moderators of this forum for allowing them to take place unchecked.

[edited by: stuntdubl at 3:47 pm (utc) on Aug. 9, 2004]
[edit reason] TOS #24 [webmasterworld.com] + deleted flaming [/edit]

[Leosghost]

this is not to get into an argument ...
you are being paid to be a manager ..these forums are as you said for "professionals" ..IMO a "professional" manager shouldn't be asking this in a forum ...
I run my own company ...small ( by choice ) it was bigger ( I chose for it to be smaller to save me from the kind of employees such as yourself )..! ..anyone who was being paid by me as manager to "manage" that I had found asking for this kind of non web related stuff in a webmaster forum would have got his or her pink slip or P41 ...
This is not a "personal attack" ..but I think the "employee" ...( you are also? ) in question probably does their job better and needs less "hand holding" than you do ...
You anticipated the reaction of members with your footer in your first post ....
This is for webmaster issues ...What you asked is not a webmaster issue ..heat and kitchens comes to mind..

mods free free to edit as you think fit ..

[SEOMike]

this kind of non web related stuff in a webmaster forum would have got his or her pink slip

Professional webmaster BUSINESS Issues. The whole damn SITE is dedicated to webmaster issues, and this one is dedicated to RUNNING a business.

From the forum's charter:

This forum is dedicated to business related topic's around being a professional webmaster. This includes independant contractors, consultants, partnerships, and employees of firms.

[edited by: stuntdubl at 4:05 pm (utc) on Aug. 9, 2004]
[edit reason] No flaming please TOS 14 [webmasterworld.com] [/edit]

[stuntdubl]

I don't think this thread is really going much of anywhere, so it is being locked until further notice.