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Employee Trouble..... Need help....

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Jenesis

Well-known member
Advertiser
Joined Jul 14, 2020
Messages 56
As most people know, I own a mainstream business outside of the escort industry.

I am having some trouble with an employee since the pandemic hit and I don’t really know what to do about it. Well I do, but I am having a hard time with it and I guess I am looking for other options.

So here is the story,

When the pandemic hit, we went totally remote. It was pretty easy for me based on my line of work. I saw an upswing in contracts and it was good. Everyone was able to get onboard with the work and zoom and all the stuff I changed to remote working except one employee. Which made no sense really because we are all tech savvy, we need to be, but this employee took awhile to get with program, often siting internet issues. Modem this, speed that, blah, blah, blah. Finally they get all that fixed. No more issues.

Then we go back to the office part time, things are ok, but on days that this employee is not in the office, work is not getting done. Deadlines are not being met. To counter this, I changed all deadline dates to correspond with that employees in-office days.

COVId numbers started rising again, so I went back to total remote working a few weeks ago and this employee has now gone back to missing deadlines. Saying they are working on it, but often have not being able to be reached. If they are available, it is at the end of the day and then the famous line is “First thing in the morning, I will finish.” I often don’t get the work until 5 minutes before the end of the next day, not in the morning and the last two times, it as been the morning but the day after.

This employee handles a niche part of our business. Something that was actually created just for them. Something I can do without in the business personally but we have clients now that will need this maintained. Which I can learn the basics, but if something major happens, I can’t do anything. I would have to hire out.

I’m already struggling with keeping our reception since I am not renewing my office lease. We have all been successful at remote working, I am transitioning to total remote working from now on. It saves me money in the long run and I find all the other employees actually work better. My basement will become the new ”office” for filing, etc and I can host meetings at home if need be once the pandemic is over. So I won’t be needing our receptionist any longer. I am trying to find them a new position to keep them employed with me.

But this part- time slacking, pain in my butt is going to completely slack off now and I know it. I don’t want to be an ass and fire this person right after Christmas, during a pandemic and when there is no new help from the government except regular EI now. I mean CERB was not as much as their salary but it was more then EI I believe.

Is there a way to motivate an employee that maybe I am missing? Remote work has really changed the employee/employer dynamic. Some of the usual techniques don’t seem to be working.

Anyone got an idea so I don’t have to this person?
 

ROBERTSON

Senior Member
Joined Mar 27, 2018
Messages 1,395
As most people know, I own a mainstream business outside of the escort industry.

I am having some trouble with an employee since the pandemic hit and I don’t really know what to do about it. Well I do, but I am having a hard time with it and I guess I am looking for other options.

So here is the story,

When the pandemic hit, we went totally remote. It was pretty easy for me based on my line of work. I saw an upswing in contracts and it was good. Everyone was able to get onboard with the work and zoom and all the stuff I changed to remote working except one employee. Which made no sense really because we are all tech savvy, we need to be, but this employee took awhile to get with program, often siting internet issues. Modem this, speed that, blah, blah, blah. Finally they get all that fixed. No more issues.

Then we go back to the office part time, things are ok, but on days that this employee is not in the office, work is not getting done. Deadlines are not being met. To counter this, I changed all deadline dates to correspond with that employees in-office days.

COVId numbers started rising again, so I went back to total remote working a few weeks ago and this employee has now gone back to missing deadlines. Saying they are working on it, but often have not being able to be reached. If they are available, it is at the end of the day and then the famous line is “First thing in the morning, I will finish.” I often don’t get the work until 5 minutes before the end of the next day, not in the morning and the last two times, it as been the morning but the day after.

This employee handles a niche part of our business. Something that was actually created just for them. Something I can do without in the business personally but we have clients now that will need this maintained. Which I can learn the basics, but if something major happens, I can’t do anything. I would have to hire out.

I’m already struggling with keeping our reception since I am not renewing my office lease. We have all been successful at remote working, I am transitioning to total remote working from now on. It saves me money in the long run and I find all the other employees actually work better. My basement will become the new ”office” for filing, etc and I can host meetings at home if need be once the pandemic is over. So I won’t be needing our receptionist any longer. I am trying to find them a new position to keep them employed with me.

But this part- time slacking, pain in my butt is going to completely slack off now and I know it. I don’t want to be an ass and fire this person right after Christmas, during a pandemic and when there is no new help from the government except regular EI now. I mean CERB was not as much as their salary but it was more then EI I believe.

Is there a way to motivate an employee that maybe I am missing? Remote work has really changed the employee/employer dynamic. Some of the usual techniques don’t seem to be working.

Anyone got an idea so I don’t have to this person?
This would obviously only work in an office environment, but start training another employee for the slackers job, don't try make it obvious, but don't attempt to hide the fact either.
If the person can't take the hint, fire their ass.
 

SillyGirl

Queen of Boots and Cupcakes
Joined Apr 7, 2017
Messages 7,250
Maybe the reception person can be trained to replace the slacker.

Although if I'm understanding correctly, Jenesis doesn't yet know the deep ins and outs of what the slacker does. So how to get the slacker to train their own replacement? Or are there other training options available?

I envy people who can work from home. I hate the tech so much, but I would master it if it meant I could work in my jammies and not deal in-person with that FUCKING BITCH every day!
 

Jenesis

Well-known member
Advertiser
Joined Jul 14, 2020
Messages 56
Maybe the reception person can be trained to replace the slacker.

Although if I'm understanding correctly, Jenesis doesn't yet know the deep ins and outs of what the slacker does. So how to get the slacker to train their own replacement? Or are there other training options available?

I envy people who can work from home. I hate the tech so much, but I would master it if it meant I could work in my jammies and not deal in-person with that FUCKING BITCH every day!
Oh, sounds like you’re having work trouble too.

I have until the end of the weekend to figure out what I am going to do but my receptionist as expressed interested in learning the slackers job, so we are looking into her training starting next week. She will need to go to actual school for this to fully replace the slacker but it is something I would be able to assist with.
 

LTO_3

2
Joined Dec 19, 2009
Messages 817
As the boss you have some options, some good and others not so good.
1. Since the "employee" is missing deadlines, etc even though his home system has been upgraded then it's a matter of you having a boss/employee chat with him about why he's suddenly and consistently missing deadlines and costing you and the company money and business. Tell him he's either got to get assignments done on time or be written up for HIS failure to do his job.
His job attitude hasn't changed because there hasn't been any repercussions to "him" not doing his job.
2. Are there others that are or can do his "niche" job? If yes then parcel out some of the work to them to learn how it's done. And they can help to train whomever you hire.
3. Look into hiring a qualified person to do his job. That may initially cost you more money but in the long run will save you money because the job(s) are getting done.
4. Start cross training so if someone needs to help with "his" or other jobs, they have the understanding of what need to be done.

All of these seem to apply but how you utilize these suggestions determines how soon you can terminate "him", especially if "he's" indifferent to that boss/employee discussion. That, will be the toughest part because how long does your company's reputation, you and your other employees suffer because of one bad apple in the basket.

LTO_3
 

Jenesis

Well-known member
Advertiser
Joined Jul 14, 2020
Messages 56
Thanks for the advice,

Today is the big talk, wish me luck
 

LTO_3

2
Joined Dec 19, 2009
Messages 817
Hopefully things turn out OK for all involved. And if you don't mind let us know how things go. Best of luck.

LTO_3
 

Jenesis

Well-known member
Advertiser
Joined Jul 14, 2020
Messages 56
Ok so the update

First, I am glad I didn’t just fire him out right and I am glad that I talked with him.

The internet problems where true. I believe that.

The problem with working at home apparently is two women who consistently ask for things during the day.

Since the pandemic, his MIL moved in so that she can be cared for as she is elderly and they did not want her in LTC. I get that.

He is the only one to go outside, unless it is for their daily walk. So he has to do all the shopping, and anything else dealing with outside the home. He had to arrange the entire move of his MIL on his own. Only his brother was allowed to help move. There was a list of other things he gave examples of. Like cleaning out the garage and small home repairs and renos to make wife and MIL happy. They would insist that he do this during the day when they are awake and would keep saying that he can do his work ”later” as in doing it in the evening. Which his says he tries to do but by the end of the day he is exhausted.

I get his issue, but of course I need work done when I need it done. He says he is going to have a talk with his wife and tell her his job is now on the line. He wants me to actually email him about it so he can show it to his wife. Which I would have done anyway for record keeping, but hopefully it works.

So the plan;

We are coming up with a check-in reporting system. Something like a punch clock but different to accommodate our business.
He is creating a dedicated office space where he can close the door and let the women know that means do not disturb for any reason other then death or fire.
He is going to train the receptionist with the basics and she is going to obtain proper education to learn everything properly. She is interested in the field.
For all employees, yearly salary increases are based on a performance review. Not just given because it is the end of the year.
Weekly progress reports will now be required which will be given in in-person meetings weekly when the pandemic is over. For now it will be remote over zoom and email.

For him, we will be doing bi-weekly reviews until I am sure we have his remote working under control. His yearly performance review is in April. I have explained that one more missed deadline will mean he doesn’t even make to that yearly review. He understand and accepts this.

It is hard because I understand his problem. He understands my position. I don’t want to fire him, he doesn’t want to lose his job. We work well together. When we are working. It just seems like the women in his life need to stop taking advantage of him and me. I am not paying him to move MIL into the house.

I know to some this may sound like I went soft on him. And maybe I did, but I feel for him. And I need him still until my receptionist, who will have a new title soon, is able to take over the job. Which won’t be for awhile. So I hope he is able to seriously convey to his wife how serious this is. If I have to, I will fire him and outsource temporarily.

Anyway, I wish I knew if he hobbies. I would gift him a session with a woman of his choosing. He really sounds like he needs it.
 
Last edited:

LTO_3

2
Joined Dec 19, 2009
Messages 817
Thanks for the update. It's a good read! Your chat with the employee appears to be quite an eye opener.

What puzzled me is why his SO and MIL think his "day job" is doing errands for them and not his real job that pays the bills and puts food on the table.
Thankfully that seems resolved even though you, the employer, has to send an e-mail to him to prove to his SO the consequences of him not doing his job.

But if your solutions work and things get back on track then it's a WIN for everyone.

LTO_3
 

Jenesis

Well-known member
Advertiser
Joined Jul 14, 2020
Messages 56
Thanks for the update. It's a good read! Your chat with the employee appears to be quite an eye opener.

What puzzled me is why his SO and MIL think his "day job" is doing errands for them and not his real job that pays the bills and puts food on the table.
Thankfully that seems resolved even though you, the employer, has to send an e-mail to him to prove to his SO the consequences of him not doing his job.

But if your solutions work and things get back on track then it's a WIN for everyone.

LTO_3

I think they just figure he is home, so lets get him to do our stuff and he can work later. Like they don’t understand deadlines, and seem to feel that working from home means working at anytime.

I would have had to send him a letter anyway, but I get what you are saying. I think he is under the thumb of the wife in his relationship.

Letter has been sent off to him, so figured crossed, the wife and MIL get the message.

Thanks for your feedback
 

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