10/9/2012–Out of the honeymoon stage
It lasted almost 3 months. Now that I’m out I notice each day the petty issues (headaches) that I would guess lead managers to complain about long hours and little pay. I’d understand and be one of them were I not only here for a short time and using this job to learn and grow. I actually enjoy the challenge presented by these issues, mainly because following up with them usually ends with them telling me how much they appreciate how approachable I am. I really have to be because my boss isn’t. What I’ve learned from working with him so far is that while yelling gets instant results, their benefits are soon overshadowed by festering ill-will and ineffectiveness from employees. Couple this with the extra time spent apologizing–which, given his temper I give him big kudos for ability to ask forgiveness–were left with a negative return on investment. Worse (more ineffective) yet, yelling/short temper combined with a lack of warmth/approachability is a catalyst for turnover both voluntary and terminal. Case-in-point: Tramell (new dishwasher) quits on his 2nd day saying his trainer is cutting corners. Letting him walk, my boss asks, “what can I say? Go ahead and quit.” He had a good point–complaining on your 2nd day isn’t promising. But we’re desperate for staff and after speaking with Josh he admitted slacking and agreed to apologize and speak to Tramell. Of course, while this proves more communication can save a job, we won’t know the real benefit until tomorrow, when they work together again.
My boss’s strength is his organization and foresight–he can see future implications of a present decision. He is patient with developing employees as well. I have a duty to find my peers’ strengths so I may be more effective in coordinating mine with theirs. This week was trying–in addition to five people telling me our partner hates them, I learned my hostess stand has a cancerous tumor. I’ve done a one on one with the tumor and I thought she was just misunderstood. I’ve since learned she’s a liar and just mean. I will tread lightly but swiftly as I plan on losing her, though I will do some coaching. Maybe I’ll have her do an article summary on effective communication. As we promote two key managers, I plan on having them do this anyway. Maybe I could have them find an article on a topic, then give it to the tumor and be responsible for collecting and analyzing the results.
Speaking of keys, one is questioning whether or not to pursue a manger position with our company. (Great week to bring it up for discussion). She isn’t making enough serving and is interviewing for small-operation manager positions. I try to be as frank as possible with everyone so I told her what short experience I’ve had–the good, bad, and ugly. I am thinking more about who would/wouldn’t be a good fit as a manager and a recent event–an old, recurring issue–has me questioning the ROI I’m getting. I can’t imagine how a certain guy I work with could be more unprofessional, arrogant, or inconsiderate. He, from Day 1, has been consistent in his cold demeanor. His role involves developing people and said people acknowledge his lack of interpersonal relations. The “inconsiderate” label stems form multiple times in the 9 months I’ve been on his payroll in which he has neglected paying me. Not exaggerating, I haven’t got a bonus that I’m owed. After twice contacting him (phone/email) I finally saw him in person (10 days later) and had to bring it up. He still, nonchalantly, only said he reported it and it should be “a 24-hour” thing. Fool me once, shame on you; fool me twice, shame on me. We’re at about the 5th time I’ve expected some character from him and he’s fooled me by acting no differently than when I first met him. Shame on me. Were I a manager who was unsure of the position or just trying it out, or if I was desperate for money as so many are, I would surely be vigorously searching for another job. A person must take ownership of their situation, and if I’m not sure if–let alone–how much–I’ll be paid when I’m supposed to be, I best make sure I’m covered. My resume will be updated soon. It’s a shame–I love the job and the people as much as Day 1. But current situation with him is unreasonable, and I must look out for me. It’s not a huge deal yet, but I’m stupid if I wait to act until it is.
QOTW: “I just want to know what/if I’m messing up!” –Domenica
?FNW: Will I get my bonus? Yes, after calling payroll
11/11/2017 review–These are important insights to keep track of as a new member of any team, let alone a manager. Learning your peers’ tendencies and strengths is a very helpful habit to leverage as you tailor your own behavior.