Comments for Humetrics http://humetrics.com Leader in Recruiting, Selecting & Retaining employees. Wed, 22 Feb 2012 15:51:10 +0000 hourly 1 http://wordpress.org/?v=3.3.1 Comment on Problem Employees by Mel Kleiman http://humetrics.com/problem-employees/comment-page-1/#comment-234 Mel Kleiman Wed, 22 Feb 2012 15:51:10 +0000 http://humetrics.com/?p=4886#comment-234 Kevin I agree with your comments accept that you are in most case not talking about discipline you are talking more about coaching someone to be better. If we need to discipline someone they need to be in violation of some policy or rule. Making a mistake is going to be expected are doing something wrong if you have not been taught to do it correctly is a training problem. Play video games at work is an action that should not be tolerated. Kevin I agree with your comments accept that you are in most case not talking about discipline you are talking more about coaching someone to be better. If we need to discipline someone they need to be in violation of some policy or rule. Making a mistake is going to be expected are doing something wrong if you have not been taught to do it correctly is a training problem. Play video games at work is an action that should not be tolerated.

]]> Comment on Problem Employees by Kevin http://humetrics.com/problem-employees/comment-page-1/#comment-233 Kevin Wed, 22 Feb 2012 15:14:49 +0000 http://humetrics.com/?p=4886#comment-233 I agree - ish. I suppose it comes down to the definition of “problem employee”. I believe everyone is entitled to a reasonable mistake or two – which may result in discipline of some sort. Mistakes happen. Often they become priceless learning opportunities. When they do occur, I don’t believe that it necessarily means we have the wrong people in place; although it may certainly be a sign that we might (unless we’re talking about an individual who makes an egregious behavioral gaffe which must be swiftly and aggressively be dealt with). Similar to your example with children, we discipline employees for their own good - as well as ours. People, regardless of maturity, skills, experience, motivation etc. can lose focus and make an error that would or should result in discipline of some sort. As we all very well know, good people remain increasingly hard to find. We by no means need to babysit, hold hands, or tolerate underperformance, but employees need to know that making one mistake won’t (necessarily) result in a loss of their job or get them labeled as a problem employee. What a culture that would create! But when you say “problem employees”, if you’re referring to (and I think you are) those employees who either don’t share the company’s values, or are bullies, or negative, or attempt to undermine their manager, or do other things which harm the team or organization then I agree whole heartedly. Further, I believe that when you’ve given individuals the training, coaching, resources, feedback, time, expectations, etc. that it takes to be successful in their role, the need for REPEATED discipline is simply a bright spotlight shown on an individual who lacks our commitment to excellence – which shouldn’t be tolerated either. The cost associated is too staggering. It’s important to know and recognize the balance between having the mindset to never give up on an employee…but also knowing when it's time to. I agree – ish. I suppose it comes down to the definition of “problem employee”. I believe everyone is entitled to a reasonable mistake or two – which may result in discipline of some sort. Mistakes happen. Often they become priceless learning opportunities. When they do occur, I don’t believe that it necessarily means we have the wrong people in place; although it may certainly be a sign that we might (unless we’re talking about an individual who makes an egregious behavioral gaffe which must be swiftly and aggressively be dealt with). Similar to your example with children, we discipline employees for their own good – as well as ours.

People, regardless of maturity, skills, experience, motivation etc. can lose focus and make an error that would or should result in discipline of some sort. As we all very well know, good people remain increasingly hard to find. We by no means need to babysit, hold hands, or tolerate underperformance, but employees need to know that making one mistake won’t (necessarily) result in a loss of their job or get them labeled as a problem employee. What a culture that would create! But when you say “problem employees”, if you’re referring to (and I think you are) those employees who either don’t share the company’s values, or are bullies, or negative, or attempt to undermine their manager, or do other things which harm the team or organization then I agree whole heartedly.

Further, I believe that when you’ve given individuals the training, coaching, resources, feedback, time, expectations, etc. that it takes to be successful in their role, the need for REPEATED discipline is simply a bright spotlight shown on an individual who lacks our commitment to excellence – which shouldn’t be tolerated either. The cost associated is too staggering.

It’s important to know and recognize the balance between having the mindset to never give up on an employee…but also knowing when it’s time to.

]]> Comment on Blog by Hiring Wisdom: 10 Probable Causes of Employee Underperformance http://humetrics.com/blog/comment-page-1/#comment-232 Hiring Wisdom: 10 Probable Causes of Employee Underperformance Tue, 21 Feb 2012 14:18:23 +0000 http://humetrics.com/?page_id=3541#comment-232 [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...] [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

]]> Comment on Blog by Hiring Wisdom: Here’s Why You Should Keep a Decisions Log http://humetrics.com/blog/comment-page-1/#comment-231 Hiring Wisdom: Here’s Why You Should Keep a Decisions Log Mon, 13 Feb 2012 14:42:39 +0000 http://humetrics.com/?page_id=3541#comment-231 [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...] [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

]]> Comment on Blog by Hiring Wisdom: How to Help Avoid Negligent Hiring Lawsuits http://humetrics.com/blog/comment-page-1/#comment-220 Hiring Wisdom: How to Help Avoid Negligent Hiring Lawsuits Mon, 30 Jan 2012 14:43:55 +0000 http://humetrics.com/?page_id=3541#comment-220 [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...] [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

]]> Comment on Blog by Hiring Wisdom: Why Should You Plan For Interviews? http://humetrics.com/blog/comment-page-1/#comment-216 Hiring Wisdom: Why Should You Plan For Interviews? Mon, 23 Jan 2012 14:07:24 +0000 http://humetrics.com/?page_id=3541#comment-216 [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...] [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

]]> Comment on Blog by Hiring Wisdom: Is Your Screening Process Delivering the Best Potential Employees? http://humetrics.com/blog/comment-page-1/#comment-213 Hiring Wisdom: Is Your Screening Process Delivering the Best Potential Employees? Tue, 17 Jan 2012 14:43:57 +0000 http://humetrics.com/?page_id=3541#comment-213 [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...] [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

]]> Comment on Blog by Hiring Wisdom: Why Dress For Success Really Matters on the Job http://humetrics.com/blog/comment-page-1/#comment-207 Hiring Wisdom: Why Dress For Success Really Matters on the Job Mon, 09 Jan 2012 14:44:34 +0000 http://humetrics.com/?page_id=3541#comment-207 [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...] [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

]]> Comment on Blog by Hiring Wisdom: Do You Hire For “Readiness?” http://humetrics.com/blog/comment-page-1/#comment-202 Hiring Wisdom: Do You Hire For “Readiness?” Tue, 03 Jan 2012 14:38:52 +0000 http://humetrics.com/?page_id=3541#comment-202 [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...] [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

]]> Comment on Blog by Hiring Wisdom: Yes, Everything in the Hiring Process is a Test http://humetrics.com/blog/comment-page-1/#comment-193 Hiring Wisdom: Yes, Everything in the Hiring Process is a Test Mon, 19 Dec 2011 14:44:05 +0000 http://humetrics.com/?page_id=3541#comment-193 [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...] [...] was originally published on Mel Kleiman’s Humetrics blog. Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring [...]

]]>