"I thought maybe I could get away with it"

[2chatter]

I have two directs that have uttered this phrase to me. They didn't exactly execute what I requested, they cut a corner (a big one, that kind of misses the point of their respective projects)  . Then they ADMITTED to corner cutting. I cannot really relate to either getting it wrong willfully or telling your boss you knew you were doing it.

How would you manage to this?  It's like I cannot even process this scenario.

[somebabiesmom]

I think my response would be, "Now you know." Only if they cut corners again (or have a history of cutting corners) would I do anything further.

[helenahhandbasket]

Yikes.

I can't say I could ever imagine saying something like that to someone I directly report to. I will admit to cutting corners in the sense of doing things maybe the quick way-- then having to go back and fix any issues it caused.

If they are direct reports and the problem happens again, maybe you can have a sit down and go over their job descriptions/ duties with them?

[k3am]

No advice for you. I have the same problems with my support staff.

I just think of Aristotle; you don't do good things because you're a good person - you're a good person because you do good things. How do they expect to be viewed as good employees, get paid/promoted eventually, when they don't have the behaviors of a good employee? (I am running on about 2 hours sleep and suddenly haunted by my ethics class. Awesome)

[Deleted]

In my mind you have 2 options. If you chose the gentler option it would involve "retraining your staff" and then just moving on afterwards. The second option would require some kind of verbal/ written reprimand followed by retraining and a probation. If you chose the second option and it happened again, I might request termination. That depends on other factors too of course.

[mommyatty]

If this hasn't happened before, I would go full-on Mom on them. I have guilt on tap I can turn on whenever needed. Important key phrases?
- I am so disappointed that you would do something like this
- I expected so much more of you
- It is going to take time for you to earn back my trust

If this isn't a first offense? Hmmm. This would go on their evaluation. And be communicated to my boss.

[indyrowergirl]

Mar 4, 2015 11:38:58 GMT -5 mommyatty said:

If this hasn't happened before, I would go full-on Mom on them. I have guilt on tap I can turn on whenever needed. Important key phrases?
- I am so disappointed that you would do something like this
- I expected so much more of you
- It is going to take time for you to earn back my trust

If this isn't a first offense? Hmmm. This would go on their evaluation. And be communicated to my boss.

Totally going to have to print out mommyatty's phrases for future use in discussions with my staff.  Love them.

As for OP, my first reaction was WTAF.  I can't imagine.  I've got no advice.  Sorry you're having to deal with this.

[sissykate21]

Wow. I'm with you - I don't relate to that mindset at all!

Our organization is very focused on leadership and investing in each other toward success. Perhaps, these people need a dose of the Mom phrases like "this is disappointing" and "I expected more" with some specific direction thrown in. You mentioned that the corners they cut actually undermined the purpose of the projects. I say, lay out this information in plain speech (I notice a lot of people aren't intuitive when it comes to this stuff) and let them know why that short cut was inappropriate (aka "disappointing") . Also, in the "I expected more" category, you can then explain to them what you expected out of their performance and the result of the project. Finally, if there's time, have them redo or make adjustments to their projects as an immediate practice of what they've learned.

I don't have direct reports and I don't know your business environment - so I'm taking a stab in the dark here. If it's appropriate, keep your own record of these errors and what steps you took to correct and encourage the employees. I'm all for covering your bases if this becomes an ongoing problem but I would hate to put something in their permanent file for making a stupid mistake - depending on the magnitude and consistency of the mistake. (If that makes sense in your business environment.) I, for one, learn from my errors. This is a huge error by both of them. They need to learn from this (desperately). If they show that they aren't improving and have a recurring problem with this type of direction, then further action should be taken.

That's my professional answer. On the inside I'm screaming, "Are they really that stupid?!"

[alli2672]

I am sorry. This makes me laugh.
I have only given thought on how not to humiliate someone in this scenario. I have never had to go the other way and had to tell someone they needed to be embarrassed.

[2chatter]

So that's the thing for me - empathy is one of my lowest dimensions on almost all tests, so I tend to be really factual and task based and don't think a whole lot naturally about how people will FEEL. IDGAF, so I always have to stop and MAKE myself care about feelings, etc. But things like this - I really struggle and will totally be employing the disappointment/correction strategy. In this case, one was time sensitive, so I kicked it back for a re-do with a full markup and set up time to discuss tomorrow. I didn't think I could talk about it today without being really b-tchy about it.

I still don't know how to overall manage someone who would admit to corner cutting. They do great work when they don't cut corners. Line in sand will be drawn, but that seems like an inherent personality trait kind of thing. Some days I wish I could manage all type A achievers. Would make life simpler.

[Deleted]

Mar 4, 2015 14:44:43 GMT -5 2chatter said:

So that's the thing for me - empathy is one of my lowest dimensions on almost all tests, so I tend to be really factual and task based and don't think a whole lot naturally about how people will FEEL. IDGAF, so I always have to stop and MAKE myself care about feelings, etc. But things like this - I really struggle and will totally be employing the disappointment/correction strategy. In this case, one was time sensitive, so I kicked it back for a re-do with a full markup and set up time to discuss tomorrow. I didn't think I could talk about it today without being really b-tchy about it.

I still don't know how to overall manage someone who would admit to corner cutting. They do great work when they don't cut corners. Line in sand will be drawn, but that seems like an inherent personality trait kind of thing. Some days I wish I could manage all type A achievers. Would make life simpler.

I manage all type A achievers and love it.  Sorry you have to deal with this. 

[2chatter]

@clarypax, lucky you! Jealous. And I just connected that Waverly=Clarypax and explains why you seemed familiar.

[Deleted]

Mar 4, 2015 15:46:01 GMT -5 2chatter said:

@clarypax, lucky you! Jealous. And I just connected that Waverly=Clarypax and explains why you seemed familiar.

 

[k3am]

All these name changes are driving me nuts

[Deleted]

I would document in their employee files and then next time give an official warning. As a manager, I tend to document a lot

[Deleted]

my thought is, if they are admitting that to you, what else are they doing that they are NOT admitting

[Deleted]

maybe I have just had bad employees (or been a bad leader :-)