2006-10-12 02:25:22 · 8 answers · asked by Siva 1 in Business & Finance ➔ Careers & Employment
Teach them what you know have paid seminars of information assigning a person or group to research and develop strategies and ideas
2006-10-12 02:31:56 · answer #1 · answered by Chris 4 · 0⤊ 0⤋
I would be interested to know where the attitude problems began or what factors contibute to it. At my former employer, we had the same problems you have. The one thing that amazed me was that our manager didn't seem to see where the true talent was and give them the recognition they deserved for a job well done. As problems arose, the input of the team was not considered. It was always the boss' way. The attitude of "Why Bother" became the mantra for many. Favoritism ran wild. The ones who received the favoritism were the worst workers.
Had I been the manager, I would have asked my team what they saw the problems to be and asked each to come up with a realistic solution. Then have a group discussion on what the suggestions were and ask for additional comments or feedback. Ask some to help develop a means of tackling a problem.
Everyone (including the bad workers) want to feel like they are valued in some way. Give public recognition to those who do make positive contributions and offer up incentives when possible. Discipline the employees who are not pulling their weight and keep a detailed papertrail in case it is needed later. Also, be a part of the team yourself. Nobody respects a manager who isn't willing to jump in the trenches with the little people when they are needed.
2006-10-12 11:04:16 · answer #2 · answered by sunnygirl1 2 · 0⤊ 0⤋
The most effective solution, though certainly not the easiest, is to fire all the unhappy people, and as you look for replacements, raise your starting wage to the point that you can attract and retain competent people. At one of my previous jobs, we were desperately understaffed, but the boss kept hiring inept, dissatisfied people because she wasn't willing to offer the extra $2.00/hr it would have taken to get some real quality people. I saw half a dozen people turn down an interview because the job didn't pay enough.
Though on the face of it this does seem to be a more expensive option, you will probably find that it's less expensive in the long run, as you have fewer costs related to inattention and general incompetence, and also spend less time and money trying to find employees to replace the ones that either quit or you had to fire.
2006-10-12 09:38:19 · answer #3 · answered by Ryan D 4 · 0⤊ 0⤋
Do some 'problem solving' with them. This will allow you to know exactly where they are mentally and then you'll know how to assist them the best way possible. You can never assume things about a person without knowing exactly where they are coming from. Some people are happy with 'low skills' and others are just waiting for opportunities to improve but don't know how to do it. Your job is to find this information out and help them achieve their goals along with your own goals.
2006-10-12 10:23:32 · answer #4 · answered by Anonymous · 0⤊ 0⤋
"Carrot method" ..Dangle the carrot ( incentives) ..Make them understand what benefits they could receive. Motivate them so they will acquire training on their own to obtain specialised skills.. then give them corresponding rewards for any advancement that they make or create.
2006-10-16 09:17:04 · answer #5 · answered by ? 7 · 0⤊ 0⤋
being a tough boss during work. understanding senior during off duty hours
2006-10-16 06:26:22 · answer #6 · answered by sarjan 3 · 0⤊ 0⤋
Avoid them , unless U R capable of tough action.
2006-10-12 09:31:41 · answer #7 · answered by Anonymous · 0⤊ 1⤋
give them a monetary incentive or recognition for their work
2006-10-12 09:29:43 · answer #8 · answered by isc_alli 2 · 0⤊ 0⤋