The Solid Point Between Chef And Buddy

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-- Allen B.

A: One reason I'm so certified to disp...

Q: Certainly one of my key personnel is giving me trouble. He has started turning up late for work and has developed a negative attitude in general. The others of my workers are complaining simply because they are being forced to use up his slack. I have tried talking to him, but h-e doesn't appear to hear. To make matters worse, he's become one of my best friends since I employed him five-years ago, therefore shooting him is going of the issue. Exactly what do I do?

-- Allen B.

A: One reason I am so qualified to furnish sage business guidance every week, Allen, is that I have made nearly every business mistake imaginable. I am like the Evel Knievel of the small world of business, if Evel Knievel wrote a regular column on motorcycle safety.

Among the more unpleasant things I've had to do is fire a great friend who was not performing I used him to perform. He needed employment, I needed an employee, so I thought I would give a shot to him. I-t proved to become a match made in operation hell. He took advantage of our friendship by spending time goofing off instead of working, turning up late for work, and creating a joke from my complaints about his behavior. Because of our friendship I defended his actions to my other employees, but after having a couple weeks I knew I had to show him the door. We're still friends, but certainly not like we were before.

The blunder I made was employing a friend in the very first place. I let feeling, i.e. the want to support my friend gain employment, get-in the way of my business sense. That's what you are doing today, Allen, and I dislike to be the bearer of bad news, but you are likely to need to cope with this situation soon or your whole operation could be affected by the steps of this one individual.

The blunder you've made is that you have befriended an employee, which is something you should not do. I am not saying you can't be helpful with your employees, but you've attached a considerable amount of emotional baggage to the relationship and the result may be the condition you are faced with today.

Friends expect preferential treatment simply because they are your friends. The workplace, but, has to be an even playing field for all your employees, friends or-not. While employees deserve your respect (if it's gained), giving one staff preferential treatment over still another is never a good idea. It is a problem experienced by many business people and managers who allow themselves to become too near to their workers.

I am aware that he has become your friend over the years and you had rather eat rocks than fireplace him, but you have to consider how his behavior is impacting your organization over all. What effect is h-e having on employee morale, on work schedules, on customer relationships, on time spent fixing his problems, and above all, the bottom line?

You've two options: get him right back on the right track or get him off the payroll, period. That'll seem cool and politically incorrect, but those are your only options. Either way, you must be his employer first and friend second. He may have private reasons for his efficiency, but as his manager you are officially limited as to just how much prying you can-do into his home life. As his friend, however, I expect that you have recommended what the issue is. If you can help him go back to being a productive member of the team, then do therefore. Or even, wish him well, let him go, and proceed.

Here are a couple of ideas that will help you create and enforce the limitations of the relationship.

Determine the relationship. Keep your seat, Dr. In case people want to be taught more about go here, we recommend many databases you should investigate. Phil, this will not take long. The relationship must be well-defined from your start and the variables recognized by all parties. Some call it 'defining the pecking order' or 'developing the meals chain.' What-ever colorful expression you put it to use all comes down to this: You can be their manager or you can be their friend. It is possible to maybe not be both.

Don't employ friends or relatives. This principle is unquestionably flexible if you are who owns the business enterprise and you hire your kids to work with you. Odds are your offspring already recognize you because the ultimate authority figure and controlling them in a business environment is second nature. However, even this situation may have a negative effect on your company as non-related workers usually expect the employer' daughter, girl, or best buddy to work less, earn more income, and be treated a lot better than everyone else. Whether that's true or maybe not, nepotism and cronyism can create an underlying tension among the ranks.

Establish and stick to business policies. It is recommended to have published guidelines regarding every part of the business, including staff behavior and performance objectives. The employer/employee relationship is susceptible to favoritism by it is very nature. Executives can't help but prefer those employees who work harder, longer, and faster, but in regards to staying with business policies, there should be no preferential treatment of preferred employees. Every employee should get a copy of one's printed business policies and sign an application stating that they have read, understand, and concur with the same.

Underneath Line: treat everyone else the same. It doesn't matter if the worker is just a vice-president or a janitor; everyone within your company should be treated the same when it comes to sticking to released company policies and performance expectations.

While it is true that a vice president might be of more value for the company than a janitor, it is also true that a vice president who is running amok can perform far more damage to your company than a janitor who allows a toilet backup every once in awhile (there's an example there that I'll allow you to determine all on your own).

It is perhaps not individual, it's only business. This is what the movie crooks say to the other person prior to the shooting starts. 'Hey, Paulie, it is perhaps not particular. It's just business.' BLAM! BLAM! This is actually the relationship exact carbon copy of saying, 'It's perhaps not you, it's me.' Most of these statements are not going to make anyone feel better once they are getting dumped or shot. Just ask any former employee or old girlfriend you have used this line on.

For those who have to fire an employee - also a friend - get it done by the book in an expert manner.

It will maybe not be easy, but you have to get rid of the sensation and do what's best for your business.

Listed here is for your success..