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claire
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February 18, 2013
Rita behaves as someone who needs more social interactions at work to benefit from her breaks. Company needs to allow for socializing via lunches or walks or celebrations so Rita doesn't leave company due to disgruntled manager.
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Victoria
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November 10, 2012
Darn...having trouble viewing the Vignette.
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Cass
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August 01, 2012
Tried to access the link received after I posted a reply. Error message.
404 (Page Not Found) Error If you're the site owner, one of two things happened:
1) You entered an incorrect URL into your browser's address bar, or
2) You haven't uploaded content.
If you're a visitor and not sure what happened:
1) You entered or copied the URL incorrectly or
2) The link you used to get here is faulty.
(It's an excellent idea to let the link owner know.)
.
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Cass
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August 01, 2012
I couldn't access this vignette.
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Jennifer
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March 05, 2012
Good vignette, like the options at the end. Managers need to consider the work, not the person. Have a conversation with the employee. Are any of the discussions with others work related? Are relationships important to the work? Is her chatting distracting others having issues? Is she meeting her work targets and getting results required of her position? Worth investigating first then have discussion with employee regarding impact and get her suggestions on possible solutions, sot that she buys in without being dictated to.
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carole
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January 30, 2012
interesting
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Christy
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October 14, 2011
A conversation about everyone sticking to the 15 minute break in a group meeting setting may help. I also like Linda's idea of quantifying the issue.
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Evelyn
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October 13, 2011
It takes 2 or 3 people to chat, and if the "stops to chat took more than 15 minutes" than this is an issue that others are also involved in. Perhaps an email reminding everyone of the 15-minute personal time might encourage other employees to cut Rita off in conversation and get back to work. Perhaps a bit of reinforcement from peers might help.
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Marcia
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October 13, 2011
1. Consider whether this is affecting the employee or the other employees by taking extended break times
2. Consider sending the employee to a policies training or workshop
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ABDUL
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October 13, 2011
Wonderful presentation. It is quite useful.
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Linda
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October 08, 2011
1. Reprimand or fire or ignore
2. Enlist employees help in setting a good example for others Quantify issue: twice daily excess of ten minutes at an employee cost of $60 hr represents $20/day, $100/week, $5,200/year per employee! This kind of inefficiency impacts any bonus plans as well as the very survivability of the organization
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Dene
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October 06, 2011
Unless you are willing to spend a majority of work time following up on each employee's breaks and times, this is a lose/lose. Is Rita doing her job? Is she doing more than the job requires? Pick the battle that will give you the best outcome for the relationship and the quality of work that is required for the job.
posted
by:
Feachnie David
October 10, 2011
Dene's comments are spot on - but Karen makes the telling point - the genie is out of the bottle, how to get it back is the question.
Of all the possible ways (many of which have + or - points, the one I'd pick is a humble apology. I was wrong to raise this issue, you are a valuable member of my team & your work is of such a high standard that I don't want to lose you. Nor do I want there to be 'bad blood' between us. I would like you to continue producing high quality work & meeting all your deadlines.
As long as Rita is achieving her targets & meeting other criteria e.g. Quality & timeliness etc, her Supervisor should keep quiet. These are not battles worth fighting - UNLESS someone else equally as proficient as Rita complains about her rest breaks.............. That's another story. |
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posted
by:
levy karen
October 06, 2011
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Dene, I agree - choosing your battles is wise, however, this can of worms has already been opened. |
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