How to make someone quit

[LoganBlade]

OK how do I get someone to quit. I can't fire him because you need to kill someone were I work to fire them. One person worked 8 days the first month of January and didn't get fired. Realy, no they didn't have vacation days they called in sick. So how do you get someone that thinks they know what they are doing but realy doesn't grasp the needs of the shop.

I guess I really wish I didn't have to worry about his work getting done on top of just gettting all the work that needs to be done.

AUUUUUUGGGGGGGHGHGHGHGHGHGHHHHHH!!!!

that felt good

thanks

[Pointyhat]

Stop worrying about getting his work done. Do your work, if you can do both jobs let the PTB see him for the 'git he is and then go in and say "for 1/2 his paycheck more a week I'll do his job too". Get rid of him. Too many qualified workers without jobs in this profession to be dealing with the fucktards.

[seratne]

You could start with the mind games, have him come in on the weekend, sundays usually piss people off more than saturdays. Then when he gets there tell him that you actually finished up the work that needed to be done, and sorry for the inconvenience .

But the simplest way to get anyone to quit is to mess with their money. You could cut back his hours, send him home early every other day, or simply decrease his pay.

Of course have a meeting with him first if you're going to permanently cut his hours or decrease his pay, just to prevent lawsuits.

[GTrev]

Do they already clean the plate processor? - If not, delegate that job to them - always a good way to get someone to jump!

8O

[LRob]

If you are the supervisor just give him all the shit jobs. Works every time :twisted:


Pointy I Love this:

dealing with the fucktards

[Pointyhat]

LOL, LRob, it's really a fun word!

[mattbeals]

Careful with the idea of calling him on weekends. You'd know your circumstances better than I would. But I will tell you that at a couple of shops that I was at if you were called in on a weekend and you showed up you were guaranteed to be paid for four hours time. Even if there was no work when you got there.

Freezing someone out can be effective if handled well. If layoffs occur by seniority then if he's low man on the totem pole you can pretty effectively lay him off and redistribute the work to more efficient employees.

Plenty of ways to play games with employees to "encourage" them to move on.

[fredieZ]

Dude

What a bitch, been there-done that. The last two companies I've worked with have had total phobias about terminating sub-standard employees, so you end up doing what 'ya gotta do. I hate to admit that I sink this low.

It's easier when you always document any policy manual infractions. My favorite is lateness, In Colorado I only need three of these and I can fire and they won't collect unemployment, it's documented on a time card, owners love that. I've key-stroked target employees, I know every thing they do all day long, every email, every time they go on line, every screw up they make. I was able to remove one woman(she'd worked here 12 years and did about half as much as anyone else), she was shopping on line almost an two hours every day, when I documented this to the owner and showed what she was costing him, she was gone the next morning. We're in a ski town, you'd be blown by how many will call in sick on a powder day and go make turns, come in the next day with raccoon eyes. I changed company policy here to dictates that if you call in sick more than three days you must have a doctor's excuse, more than a week and you a need a doctor permission to return to work, come back to work without either of these and you don't have a job. Policies like these have always weeded out the zits who really don't care about the company or their jobs.

You also must achieve total alienation of the target employee from the prepress group. He's undoubtedly is not carrying his weight in the department, it needs to be emphasized to the group how much harder and how much more responsibility they have to carry when "he's not there". As a supervisor give him every shit job that comes a long, a few at first, but an ever increasing number. I had one guy who didn't type worth a shit, I helped him out the door by giving him day on end of typesetting. I contended that a good employee will become a better typist, a zit will become disgruntled and leave. Manage it so the target will be doing an uninterruptible job, and dump his revisions, corrections, or screw ups on another prep employee. "He can't seem to get this done right now, you gotta do it for me". It does take long with your help for the group to see him as a zit. You know how cold prepress employees can be when their emotional or pissed off.

Our bindery forman is a close friend and confidant, I have him manage to need a little help in the bindery, alot, target employee is gonn'a get a lot of bindery time and always the most boring, monotonous, mindless repetitive tasks. What ever it takes, I only what the best working with me, my brain drain and damage is minimized by great co-workers.

David

[born2print]

Originally Posted by mattbeals

Careful with the idea of calling him on weekends. You'd know your circumstances better than I would. But I will tell you that at a couple of shops that I was at if you were called in on a weekend and you showed up you were guaranteed to be paid for four hours time. Even if there was no work when you got there.

Used to be the case in CA, but recently law changed and we DO NOT HAVE TO PAY 4hrs minimum any longer. Some companys still may on their own valition.

[born2print]

Originally Posted by fredieZ

I changed company policy here to dictates that if you call in sick more than three days you must have a doctor's excuse, more than a week and you a need a doctor permission to return to work, come back to work without either of these and you don't have a job. Policies like these have always weeded out the zits who really don't care about the company or their jobs.

Yeah, but ever notice some slackards have perfected the art of staying just inside of policy violation. 3 unexcused absences in 1 month = termination?
They'll be out 2 days every month.