How to CONTROL your staff effectively??

[5201]

Originally posted by teejay@Mar 16 2006, 06:14 PM
Studd's @$$ will work for all banglas that are ghay.......hahhaa!!


OSF,
agreed, but Unique didn't mention how big, how small
i think he's thinking more of a general way, maybe to sum up all of our replies if the feedback are within his working environment

but i think the main line here is about human relations, how to deal and handle people of different educational and social backgrounds and im's sure he is able to sum up how to get someone's respect if it was an office sweeper or a high strung loud mouth marketing manager ( sounds like 5201 , if i may say so!!), or else he shoudn't be in a senior management position......

so it wouldn't hurt to give our experiences from a staff point of view, and those who have been in a high strung position

WOIT!!! Aku pulak kena.... me no more Mktg Mgr.....

Me now a loud mouth highly strung performance driven senior management team member liao......

:rofl: :rofl: :rofl:

 

[5201]

Originally posted by Unique+Mar 17 2006, 04:44 PM-->QUOTE (Unique @ Mar 17 2006, 04:44 PM)

Originally posted by Lee36328@Mar 16 2006, 07:49 PM

 

[Alvin]

So many advice! Fuiyo! Learning more by the day. Keep em coming.

 

[Lee36328]

Why pay so much for MBA?

Just read this thread instead.

Peter Drucker, your career is in danger.

 

[5201]

Just to release tension.....

People who do lots of work...
make lots of mistakes

People who do less work...
make less mistakes

People who do no work...
make no mistakes

People who make no mistakes...
gets promoted

That's why I spend most of my time
sending e-mails & playing games at work
I need a promotion.

:rofl: :rofl: :rofl:

 

[Alvin]

5201

Dont think your response is relevent to the topic.
I, myself here is finding the posting very informative from the management gurus here.

 

[f8.]

Originally posted by Lee36328@Mar 20 2006, 03:53 PM
Why pay so much for MBA?

Just read this thread instead.

Peter Drucker, your career is in danger.

no way!

RIP drucker(also affectionately known to me as peter f-ucker because his full name is peter f drucker), but i came upon him through jack (welch).

always been a big fan of jack, and then later found out jack in turn was a big fan of peter. in fact, after reading jack's books, reading peter's books feels exactly like home.

i have this tendency to strip back. just as when i came to really like wong kar wai with his earlier stuff like happy together, i foud out WKW is an ardent reader of murakami. and voila, i found murakami to be one of my most respected and liked writer.

 

[Lee36328]

Originally posted by Alvin@Mar 20 2006, 05:17 PM
5201

Dont think your response is relevent to the topic.
I, myself here is finding the posting very informative from the management gurus here.

5201,

consider yourself MANAGED AND CONTROLLED by Alvin.

Unique, please take note how Alvin puts his theories into practice.

:rofl:

 

[flash]

Originally posted by 5201@Mar 20 2006, 05:09 PM
Just to release tension.....

People who do lots of work...
make lots of mistakes

People who do less work...
make less mistakes

People who do no work...
make no mistakes

People who make no mistakes...
gets promoted

That's why I spend most of my time
sending e-mails & playing games at work
I need a promotion.

:rofl: :rofl: :rofl:

This is precisely how a worker should not be. Watch out for workers with such a "philosophy at work".

Now, where's 5201's boss....

 

[5201]

Originally posted by Lee36328+Mar 20 2006, 05:24 PM-->QUOTE (Lee36328 @ Mar 20 2006, 05:24 PM)

 

[Alvin]

Originally posted by 5201@Mar 22 2006, 03:28 AM
He?? Yeah.... right.... :nyehehe: :nyehehe: :nyehehe:

Obviously I'm just a worker that doesnt know much about managing. So how could it be possible that i manage you hor.... Me still in learning stage. I dun run a million dollar company, hmmmmmmmm.................

Unique asked a serious question in hopes not to learn but maybe something to trigger her off in the right direction. After all she is already brought in to a senior position & asked to manage a team that is filled with seniors & more experince employees. So that itself should explain something bout her.

She may be a lot more wiser than some of us combined.

 

[5201]

Originally posted by Alvin+Mar 22 2006, 11:47 AM-->QUOTE (Alvin @ Mar 22 2006, 11:47 AM)

 

[Alvin]

5201

Now now lets not get personal here.
Better to let Unique take all the advice that you all have given & comment. Makes no purpose to say who is better. we are all from different walk of life with diff positions.

Those fellas that told u about who is better than who, is probably a confuse soul.

 

[5201]

Originally posted by Alvin@Mar 22 2006, 12:56 PM
5201

Now now lets not get personal here.
Better to let Unique take all the advice that you all have given & comment. Makes no purpose to say who is better. we are all from different walk of life with diff positions.

Those fellas that told u about who is better than who, is probably a confuse soul.

True ma.... just some comments i hear.....

Doncha remember u and someone else labelling me NATO??? Thats not personal meh??? Let leave that be, bygones.



Anyway.... to each his own, and take all advices under caution. What works for one, may not work for others, esp experience in handling ppl.

It takes foresight to see one's own errors and courage to admit it and make amends. So, be careful on whatever strategies one reads here and trying to apply it blindly.

My 2 cents, and the last 2 sections is not meant for Alvin personally.

 

[Alvin]

Ok dude you can have the last say although the implications of the last sentence. whats in the past is the past like how some people labelled the HH group as ... Well you know what was said & why bring those things up here.. This is way off topic. Moderator should delete all post that not related.

 

[5201]

Originally posted by Alvin@Mar 22 2006, 03:22 PM
Ok dude you can have the last say although the implications of the last sentence. whats in the past is the past like how some people labelled the HH group as ... Well you know what was said & why bring those things up here.. This is way off topic. Moderator should delete all post that not related.

Agreed.... TT on me next time....

Chillz....

 

[Alvin]

TT only ar. Doc says kenot le. hick hick hick

 

[5201]

Originally posted by Alvin@Mar 22 2006, 03:42 PM
TT only ar. Doc says kenot le. hick hick hick

Ya.... TT not healthy.... wine is the best for the heart....

Now back to topic.....

Would like to hear from the gurus out there. If all KPO and R&R and expectations set, but the person cant delivery, how long and when do you gauge that the person is not performing, and what would be your next course of action??

Personally, I would set the timelines and milestones charts of progress, and monitor the progress by it. This way, I can tell if the department is on target to achieve its goals, and contribute positively to the entire company. If they are not within goal hitting distance, then corrective steps will be taken to steer them back on track.

But, eventually, there will be people not on track, and here is the painful part, termination. Final grace periods will be given, on compasionate reasons, but if no further improvement, departure is the painful but the most benificial to the company.

What say you on this??

 

[flash]

In my case, bottom line is the dollars and cents.... if a staff cannot contribute to the benefit of the company i.e. meeting the set KPIs and in spite of several counsellings, chances given, training, blah, blah.... I would set about terminating the staff. Just because of one staff, why should the majority (other staff in the company) suffer? I would usually give my staff 3 counselling or training sessions or chances, usually over a period of about a year to improve their KPI. If still no improvement, sayonara. No IR / HR issues because I would have full documentation to justify my actions.

No emotions, no compassion. Just do it.

 

[E46Fanatic]

Takes a lot of guts to do it for sure, but if done right, you'll reap the rewards of your action... Most veterans I have met, agree letting go people is the toughest. One of my buddies, built his company to a 200+ man organization over the years, and last year had to dissolve his company and let go all his staff many of whom he has built a strong bond with and seen ups and downs with them. He spent his final months in his company helping each and everyone of them get jobs out there and that was the hardest thing he ever did in his life.