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training to be proactive

By searchy ·
A member of my team has been working extremely hard over the past few months, he is hard working, approachable and always has a good sense of humour. He has not been properly managed - he seems to have developed a purely reactive approach to everything he does.

I want to help him to become more proactive, e.g when relocating an employee from one department to another he will forsee problems with email, new printers, different file shares, different software required, different phone extension number. At the moment he just jumps in at the deep end and fixes whatever problems come up.

He also very rarely finishes a task completely because he doesn't put himself in the shoes of the end user so doesn't antipicate their problems. i.e. he may set up a piecs of software under the admin account without testing it with the users account.

This approach is part of his personality but is really effecting his productivity. I can't trust him to complete a task so constantly have to check up and have also had to resolve issues myself that he has not completed. The majority of IT personnel i've met have an analytical and methodical approach that they naturally apply to tasks such as the above.

Is there a general method to problem solving or that I can try to train him in? or is there any advice anyone can give to help me get the most from this employee?

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Recommended Reading for I.T. Managers

by Why Me Worry? In reply to A Suggestion

"How Not To Get Shot by Former Disgruntled Employees" by I. M. Looney & U. R. Jerkovsky

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This is cool

by CuteElf In reply to Formal performance improv ...

I remember this stuff from a supervisory class I had to take.
Gawd I hated that one :) but I see some of it here.

I also remember...
Make a plan (as above)
stick to it (as above)
have a date for ending
go over results with that person/date

Is it possible that there are no policy/procedures on HOW TO DO X when he has to do X?
It sounds liek someoen is sending him to do a task but he forgets parts of it.
If he has a checklist to himself (not to create more paperwork) he may understand it better.
Heck, why not have him "create"the check list before your eval/training program, and have him create one at the end...see if he sees the difference?


CuteElf

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Yes Checklists help

by BHunsinger In reply to This is cool

Sounds like someon trying to do too much too fast. If the manager has a checklist or a policy proceedure for reaccurring tasks, it helps a LOT. The post about he is not performing- ack. His attitude is good and he needs to be trained/given tools to be more effective. That is a managers job. He may believe that he is being evaluated on how many tickets he closes, not on how well.

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Agreed with Steve

by j.lupo In reply to Formal performance improv ...

I have to agree with Steve. This is the best way to work with both poor employees and good employees.

When I was managing large projects I had these types of plans for everyone on the project including the consultants. I had everyone help write their own. That is, I worked with each member to develop a personal plan that algned with our project goals. Since I worked on all of them with each member, I was also able to include ways the plans would support each other.

This also, gave me the opportunity to keep a check on performance without affecting the project too much. If an area became troubled, I could see it sooner and evaluate why. By including the people in building the plan, I achieve "buy-in" and varying levels of ownership and accountablity of success.

I think it is commendable for anyone to actually put the time and effort into helping their employees succeed. I think, and this is personal opinion, that most people want to succeed. We as managers/leaders need to provide them with the tools to achieve that success.

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by Synthetic In reply to Formal performance improv ...

I do agree the an important aspect for each of the employees you manage, is goal setting with follow-up. Based on years, initial goals, interim report, and year end review. This allows for measurable progress on areas the employee is either deficient, or in areas you both would like to see growth in. Just apply any new process to all employees in kind. You have to look at yourself as well, your the manager, so where are you failing this employee, and you clients? Again, my humble opinion, take it slow and focus on what works with this employee. Sounds like a positive person who just needs some positive coaching, not threating paperwork (sign off on these or we have documents to fire you with will most likely not go over well with most employees, especially those a little left of center).

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I think you are speaking about . . .

by j.lupo In reply to

360 degree feedback. It works great as long as people can accept constructive critism and objective reviews. I have a manager that admits he can't take any kind of feedback.

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That is so bizarre....

by Synthetic In reply to I think you are speaking ...

people who state they are incapable ( translated=unwilling to learn or even try) of something, they know is important, as though you just need to live with it, even though it is their short coming. Instead of the person being humble, they wear it like a badge. In the instance of a manager who states they can't take feedback, this person should realize it is their job, and they will only grow by learning such skills. How does this person expect to field a strong, positivity team, as well as learn and grow, if they can't/are unwilling to hear both accolades and irritants?

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He doesn't

by j.lupo In reply to That is so bizarre....

He is one of the reasons, I am back on the market looking. Including the fact that my contract is up. I had a big lesson learned with this contract. Everything looked wonderful when I signed on, then I learned that they don't want a knowledgeable worker- especially a female who supports their position with good backup - technically.

They flat out told me they feel I am too opinionated (for asking questions, and taking a stand on solutions I recommend). They actually gave me an example of expected behavior which is the only other female in the office who is very submissive, never speaks up, and basically is a yes person. During this conversation was when he mentioned how he envied my ability to accept feedback, and that it was his weakness that he couldn't. Ugh.

At any rate, I try my best to remain professional, do my job to the best of my ability (or as far as they will let me) and continue to hunt for the right "home".

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Good Ole' Boys Club..A classic example of control freaks

by Why Me Worry? In reply to He doesn't

I can relate to what you are saying because I have seen women in such situations where they were expected to follow the stupidity and ignorant culture of the bandwagon. The whole notion that they expect you to be "submissive" is disgustingly cheuvanistic on their part and comes dangerously close to them commiting what is known as "sexual harrasment" in the workplace. Sexual harrasment does not need to be physical or verbal intimidation of sexual nature. Just the fact that they expect you to act like Susie Sunshine and be "submissive" and not challenge their decision or authority says quit a lot about their own insecurities and confidence. I am not a pyshologist and do not claim to be, but what I have noticed is that the managers who are the worst control freaks are the ones that have deep seated self image and low self esteem issues, so they have to yell or intimidate others to get a feeling of empowerment. Control freaks are a sign of weakness and cowardness. Do not back down and certainly do not to be afraid to voice your opinion and concerns. This is the U.S.A., not the middle east, and women in my book should demand the same respect and equal treatment as men in any workplace. More power to you!

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Thanks - - -

by j.lupo In reply to Good Ole' Boys Club..A cl ...

It is cultural here. The department has 2 women (I am US, the other is from India), 4 US men, 12 men from India, 1 man from China.

I recognize the issue for what it is. I just deal with it and move on. I will always do my best to keep my professionalism. I appreciate the suggestions and the encouragement. It helps on the days when I am really getting "picked on". :)

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