i am an office manager of 12 people 3/4 of them dont go along with the guidlines of the hand bool?

Question

they dont follow corporate rules and handbook go above my head to the district manager the girls double team us against each other tell him one thing and something else will be completely different of what happend.. they do not wear proper office attire..and are very rude, ignorant, dishonest i just dont know what to do with these girls or how to control them.. i have my own health conditions and this is just putting me over the edge i have worked here for over 10years and these girls are new i just dont know what to do i feel that my boss doesnt care about this situation considering they just bought out this company so this is a new boss for me too.. help out please...

Answer 1

Much depends on the size of the company. Follow employee rule (hand book). If you are able to write warnings and such, do so. At the same time, you must follow and comply with all the rules. Management should set the example.

Answer 2

I am a store manager for a grocery store. I am in charge of about 150 employees. I know exactly where you are coming from when you say that it sends you over the edge when certain employees just will not follow the rules. The way that I deal with this issue is to take each employee and have a one on one talk with them and explain that if the rules are not followed they will get a written correction. If they still don't follow the rules then they will receive further disciplinary action up to and including termination. I have only had to fire 2 employees in 10 years--- it works.

Answer 3

First of all you are the manager and they should not be walking all over you. Nor should you let them. You should go to your district manager and discuss the things that you see that could be corrected. Make sure to keep him/her in the loop of what is going on at your place of work. Then you should schedule a meeting with all of your 12 employees. Go over the rules and regulations with them. You should also tell them that they should be going to the district manager for anything unless they go to you first. You are their direct supervisor and you shouldn't be skipped in the chain of command. Once all the rules and regulations have been reviewed, ask them for feedback. They may have some valuable ideas to contribute. This includes them in the processes of what goes on in their workplace as well. And finally, there should be some consequence to their actions. If they fail to perform to the expectations outlined, they should get the appropriate write up in their file. If they are exceeding the expectations that should be noted as well. Be stern yet open. You are setting the example for them as well. If they see that they can walk all over you then they will. If you are calm and open to suggestions, yet stern and forceful, then they will respect you. Good luck.

Answer 4

I think I would take the handbook to the new manager and just ask if it is still current. Tell him/her that you noticed that attire, etc, seemed to have changed and you want to know if this is going to be a new guideline or not. Ask what the current chain of command is to be as you don't feel it is the same as it had been and ask who you are supposed to report your concerns to. If he says that that person is him, tell him your concerns. I wouldn't add any subjective information, just be very objective and make your comments sound as though the only reason you are bringing them up is to better the company. You want to make yourself look like a company asset and not a worker with a grudge. Good Luck!

Answer 5

I think you should speak to your immediate boss first. Schedule a meeting and bring documented proof of non compliance with the corporate rules along with the hand book. Make sure everything is objective. Review this with him/her. Then, (and this is the key) take action. Start with a meeting describing the current corporate hand book or the plans of a new one. Note there is no purpose for having rules in a hand book if they will not be enforced. Compliance will ensure a healthier working environment. If the hand book is not up to date or if certain aspects of it will never be followed then change it. I like the idea to above to place the individuals who are causing disruption in with those who are compliant. This will help them grow, plus, it will provide others with a clear view of your concerns. Good Luck and remember to speak with you supervisor first and follow those recommendations.

Answer 6

If a formal procedue isn't set up, its time do so now.

Have them re-read the handbook (and sign once they read it.), set the expectation that all issues should goto you FIRST and if you're not there - then they can go to the next person. Also, talk to the district manager and ask if one of your employees goes to them first - the DM should refer them back to you.

Next, the procedures for correction and warnings should be availible. ie. First offense, a warning. Second offense, a written warning. Third offense, etc. Each time they get a warning, have them sign something to acknowledge it.

Eventually, they'll get the idea, leave or go through all the warnings and be fired.

Answer 7

Use the 3 "good" employees to your advantage. Form teams and place a "good" employee with each team to complete work projects. Allow those "good" employees to have a positive effect on the girls who refuse to play by the rules. Bring the teams together to discuss problem solving and to allow the problem workers to discuss their issues in an open environment rather than hiding their thoughts and objections.

Answer 8

Well, First thing if they Dress Up Properly, when they are standing and talking to people just say nice outfit, for outside of Office. And do talk to your Boss. If he does not care just Ignore it. Why should you care of you Boss does not.
*You can tell them that they can wear anything they wish on Fridays but will have to dress up other 4 days like we do in my Company. We wear jeans on friday, even the CEO of the Company Comes in Jeans.

Answer 9

Have a staff meeting.. set the rules. Don´t make it a discussion, make it a monologue..then thank everyone for attending and then send them back to work. If any one gives you grief during your talk, or mutters under their breath, ask them to speak up, then when you release the rest hold back the trouble maker. Make it clear what behavior is acceptable.

Answer 10

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