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Stubborn employees
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Stubborn employees
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
I just went from being a retail manager, to a practice manager at a small health clinic that is open 7 days a week. Being brought in as a new-hire manager has already made some of the employees questi
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Forums » Topic Forums » General Forum » Stubborn employees
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Re: Stubborn employees
posted at 4/26/2013 6:30 AM EDT
on Workforce Management
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Posts: 2
First: 4/23/2013 Last: 4/26/2013 |
Well after observing your problem. Three thoughts came into my mind. 1. you can change your clinic time from 10 to 7pm. Beacuse evening time is the rushy time and i know people visit doctor for checkups after there office timing of 5pm. 2. You offer extra amount for two hours to your worker. So they will get there money for that time. 3. You can hire some other persons. Who will work for you from 5 to 7 pm. Through this you can do workforce management.
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Re: Stubborn employees
posted at 4/26/2013 10:53 AM EDT
on Workforce Management
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Posts: 215
First: 9/20/2011 Last: 5/14/2013 |
In Response to Re: Stubborn employees: Well after observing your problem. Three thoughts came into my mind. 1. you can change your clinic time from 10 to 7pm. Beacuse evening time is the rushy time and i know people visit doctor for checkups after there office timing of 5pm. 2. You offer extra amount for two hours to your worker. So they will get there money for that time. 3. You can hire some other persons. Who will work for you from 5 to 7 pm. Through this you can do workforce management . Posted by serviceproz Well after observing your response. Three thoughts come to mind 1. NO SOLICITING 2. NO SOLICITING 3. NO SOLICITING!! |
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Re: Stubborn employees
posted at 5/7/2013 3:52 PM EDT
on Workforce Management
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Posts: 12
First: 2/24/2013 Last: 5/7/2013 |
In Response to Re: Stubborn employees: In Response to Re: Stubborn employees : Well after observing your response. Three thoughts come to mind 1. NO SOLICITING 2. NO SOLICITING 3. NO SOLICITING!! Posted by howard7 Haha thanks - when I was reading that comment I didn't realize it was spam at first and my thought was - has this guy never worked for a corporation before? I sure wish I could just make the clinic hours whatever the heck I want them to be! Same goes for paying my people!
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Re: Stubborn employees
posted at 5/13/2013 1:07 PM EDT
on Workforce Management
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Posts: 1
First: 5/13/2013 Last: 5/13/2013 |
Are they stubborn employees? Or are they realistic employees who have reasonable concerns about an outsider and corporate newbie coming in like a bull in a china shop? Very few people are open to having change forced down their throats from above, without first even allowing the input of the people who actually know the work best. That does not make them negative nancies. I would suggest a more constructive approach, one that might actually get their buy in, is to let them take some real ownership of the solution. Instead of you as a newcomer telling the veteran people what to do (or getting rid of people who visibly don't appreciate that) bring them to the table to develop a solution themselves. If the solution you want is in fact the best solution, they will come to that themselves - and not resent you for it. Approach it as a Lean process. In my experience, most of your negative nancies will shock you with how quickly they become fully engaged positive pollies. |
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Re: Stubborn employees
posted at 5/13/2013 4:10 PM EDT
on Workforce Management
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Posts: 2
First: 5/13/2013 Last: 5/13/2013 |
In Response to Re: Stubborn employees: Quick update on this situation (also related to another post, about associate's concerns with our main Dr) - After going to HR regarding the associate's concerns with our main Dr, I was asked to gather written accounts from the employees detailing specific instances where they felt uncomfortable. After more than a week of proding, only one associate sent an e-mail to HR. All the others seemed to stay away from putting their name behind any written records. I told them without it, there wasn't much I could do to help them as I had never witnessed any of these situations first-hand. Their lack of documenting the situations when help was offered makes it seem that their issues may not be as big as they voice them. Still, it's an issue to me that the associates don't feel comfortable using our primary physician. Instead they'll wait until a relief Dr is available. One in particular is very outspoken (behind the Dr's back, of course) of her refusal to go to the Dr for anything. It's really creating a toxic environment, and with some new staff coming on board, I don't want them getting the negative influence from current employees. When I came on board I had heard many things about the Dr, mostly negative. I know had I not come in with an open mind, things would be MUCH different now, and we wouldn't be working together and moving forward as a hospital. But now I need to get the associates on board, and I don't know how to repair whatever damage was done in the past. On top of that, I've had some serious issues in the past couple of weeks with certain associates being completely unprofessional with their conduct. Being rude, going behind my back and the Dr's to teach associates things outside their position, and a complete lack of accountability for themselves. I have not written anyone up just yet, but this week we are having a meeting that I am devoting entirely to talking about inter-hospital issues and *my* expectations of conduct and professionalism at work. I feel now that I have begun pulling people aside and holding them accountable for their actions, I'm being put in the same box of evil-people-we-hate that they put the Dr in. I'm a little concerned with how things will be after this meeting, so wish me luck :) Posted by anonymouse |
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Re: Stubborn employees
posted at 5/13/2013 4:20 PM EDT
on Workforce Management
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Posts: 2
First: 5/13/2013 Last: 5/13/2013 |
In Response to Re: Stubborn employees: Are they stubborn employees? Or are they realistic employees who have reasonable concerns about an outsider and corporate newbie coming in like a bull in a china shop? Very few people are open to having change forced down their throats from above, without first even allowing the input of the people who actually know the work best. That does not make them negative nancies. I would suggest a more constructive approach, one that might actually get their buy in, is to let them take some real ownership of the solution. Instead of you as a newcomer telling the veteran people what to do (or getting rid of people who visibly don't appreciate that) bring them to the table to develop a solution themselves. If the solution you want is in fact the best solution, they will come to that themselves - and not resent you for it. Approach it as a Lean process. In my experience, most of your negative nancies will shock you with how quickly they become fully engaged positive pollies. Posted by Laurik Laurik is giving you sound advice -- if you are open to receiving it. You might want to review your posted comments and highlight every negative comment you have made. You may be one of the Negative Nellies. Look in the mirror before pointing your finger at others. The days of top-down management are numbered. Have you met Gen Y? Collaboration is key. Invite employees to design the schedule to meet the needs of your business hours.Have faith they can do it. You say your employees are not open to change. Are you?
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Re: Stubborn employees
posted at 5/13/2013 4:39 PM EDT
on Workforce Management
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Posts: 12
First: 10/22/2011 Last: 5/13/2013 |
I strongly suggest that you read the Frauenheim column on "Is Bullying the New Sexual Harassment?" I think you are ignoring the elephant in the room with the doctor in favor of chasing the mouse. I'm guessing that the refusal to work the evening hours is related to the abuse by the doctor of nurses in that time.
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