Wednesday, February 26, 2014

How to Manage Someone Who does not cheat

Managing the "black" or "white" easy decision. Some employees just caught red-handed, with their hands in the cookie jar, embezzling, lying, stealing, overstating costs or act in some other irregularities or omissions in violation of company policy. But how to manage people do not cheat? Or rather - Who would not violate the company's policy to punish someone will reinforce the importance of following company guidelines plus send a clear message to all other employees: Violators will be prosecuted?! To "slap people on the wrist" sends a message that some rules are meant to be broken, or at least bent. Or that a first offense will be punished with law.What do? This week, Tiger Woods one dropped the ball on the 15th hole at The Masters. Controversial rule violation has been disqualified him, but for him is worth 2 points penalty. Competitors - his colleagues - rather surprised. 

According ".. When told that the two-stroke penalty assessed, but there is no loss of rights, Els stopped and asked how it was possible then, he shook his head, threw his arm, and walked "When I was managing a $ 1 million project, I spent the day combing through timesheets and expense reports before billing the client. I manage a budget and want to (a) the applicable fees and (b) ensure that every person charging just the right amount of time and expense. I found a guy that extraordinary costs. They charged $ 25 (maximum IRS rate without a receipt) for items such as daily breakfast or coffee and then charged $ 3.50 for coffee.Huh Starbucks? I know people who try to game the system. But, I do not really have evidence. And, unless the person is admitted, I do not have proof. So we talked on the phone - his sudden amnesia. Amount of memory loss. Just do not think what has happened. Therefore we chalked it up to a clerical error. But I finished the conversation rather bluntly: not worth starting sacked for $ 25. Do not break the rules. We manage budgets and profitability. Conversation.Fortunately end, it's not going to happen again.So what do you do when an employee makes a gray area - if you do not have proof, and you can consider the balance of employee morale and future actions and disciplining employees today? 1. Get FactsThis may be easier said that done. Maybe there are a lot of rumors and "he", "she said." It may be necessary to verify the story. IT may need help in removing some emails, texts and conversations. 

You may need to "smooth" talking to customers without letting you investigate the problem. Take your time and gather a lot of evidence possible.2. Communicating problem HRSome business decisions and violated federal laws and company policies. HR is a wonderful, underused resources in the enterprise. HR should be your business partner. If you have a problem that affects other employees and may result in termination, discuss issues - and all your findings - with HR. If the problem is quite complicated, HR can even consult legal. You do not want to leave any stone un-turned.3. Determine the solution that you can apply to all situationsThe impact your decisions affect other employees. Whatever you decide, you send a "message". If you follow the steps above, you will send the message that you are fair and thorough. If the behavior is disgusting and intolerable, easy closure decision. 

If the behavior of gray - error ignorance - difficult.Some decision over a black and white decision and the decision not to follow astounding. Pernetti should be fired immediately Rutgers coach Mike Rice. But Rutgers combined dice because the money involved in the basketball team - he wants to win the season. PGA to follow the rules in place and allow Tiger to stay in the game with a 2 point penalty. It is not always easy to implement 2 point penalty to the employee. But the decision was not necessarily to stop or not. Being investigated, and a meeting with HR laws and may impose performance evaluation plan can be quite punishing as well.