10. Broken Promises: They applied for the job because you promised “flexible hours,” but it turns out that “flexible hours” means that they are flexible to work the hours you need them. Not that you are flexible for the hour they have available.

9. Lack of Recognition: Don't give them any positive feedback for fear they might ask for a raise.

8. Given All the “Dirty Work”: When it comes to job assignments, you give the worst jobs to her best people because they can be depended on to do it right and not complain.

7. Lack of Respect: The manager has his wires crossed – he praises in private and criticizes in public.

6. No Chance for Advancement: When an opportunity for advancement arises, you hire from the outside rather than promoting from within because you need to keep that great employee doing a great job and are afraid you will not be able to replace them.

5. No Training: You don't believe training people is a good investment because “they’ll leave in three months anyway.”

4. No Attention or Authority: You are so busy fighting fires and doing “important things” that you never have any time to listen to employees, yet you don't give them the authority to solve problems themselves either.

3. Mind-Numbing Tasks: The work itself is boring and repetitive and you fails to find ways to make it more fun or more challenging for employees.

2. Failed to Hire Tough: The employee you hired was not a good fit for the position because you just put out the “Help Wanted” sign and chose the person who interviewed best or could start immediately because you were short handed.

1. Substandard Co-Workers: The great employee isn’t paid enough to put up with the hiring mistakes and poor management that will put up with– the people who turn out to be lazy, indifferent, or undependable co-workers.

Views: 5

Tags: Management, communications, motivation, profitablity, training

Comment

You need to be a member of FohBoh to add comments!

Join FohBoh


Non-Operator
Comment by Mark Frank on December 1, 2008 at 9:51am
Mel,

Good post; how true. These and perhaps a few others that might be added follow up the position chart as well and know no positional boundaries. All of us need some introspection here, often times the people screaming the most for better treatment are guilty of the problem they blame their superiors for. We all need to look in the mirror and make sure we are practicing those behaviors we wish to see in others. Thanks again. I love the quote I recently heard, “become the person your dog thinks you are”.

Mark
Comment by pubmaster on December 1, 2008 at 9:32am
We always seem to tap our best people to be our Trainers - and they do pay a price. It takes a lot of extra time and patience to train and follow-up new hires. In the past, I've always worked on developing more trainers, in order to bring more diversity and spread out the workload.
We do work our best people, don't we?

Cheers

Non-Operator
Comment by Connie, One Fat Frog on December 1, 2008 at 5:22am
Mel, I really love the "failed to hire tough" and "substandard co-workers." I assumed management of an organization where the previous administrator had very lax hiring standards and equal ambivalence about performance. Let's just say it was a tough transitionary period but during that time I had numerous great employees thank me for taking control of the situation and sifting through the dead weight.

In ANY economy we should strive to hire the best possible candidate and NOT drop our standards. Once your reputation precedes you great employees will find you.
Comment by Bill Baumgartner on November 30, 2008 at 2:08pm
Mel,

I can't agree more. An underappreciated, underchallenged and utterly abused employee won't stick around for too long.

Great post.

Bill

Advertisments

 

DEPARTMENTS

Social Wine Club for Craft Wineries

Smartbrief

QSRs squeeze into unconventional locations

Nontraditonal quickservice units are popping up wherever people are, moving beyond street-side and mall locations to military -More

Optimize efficiency with an applicant tracking system

Businesses increasingly are turning to software programs that make applicant tracking more efficient.  -More

Read the NRA statement on NLRB's joint employer decision

 -More

All-new pasta dish features Grand Cru® Alpine-style cheese
Roth® Grand Cru® cheeses have a complex and full-bodied flavor that's crafted to achieve excellence in your menu applications. Try it in Manicotti en Croute with Brandied Fig Dipping Sauce. This elegant and inventive dish recently won our recipe contest for postsecondary culinary students, and is perfect as a sophisticated appetizer, passed hors d'oeuvre or savory dessert.

JOBS & CAREERS

Posting a job or finding a job starts here at FohBoh. Call us about special $50 posting packages to syndicate across all major jobs boards.

National News

Darden Announces Leadership Succession Plan

Darden Restaurants, Inc. (NYSE: DRI) announced that Clarence Otis is stepping down as Chairman and Chief Executive Officer of the Company. Darden's Board of Directors has appointed the Company's current Independent Lead Director, Charles A. Ledsinger, Jr., as Independent Non-Executive Chairman of the Board, effective immediately. The Company also announced that it has amended its corporate governance policies to provide for the separation of the Chairman and Chief Executive Officer roles.

National Restaurant Association Statement on NLRB Joint Employer Decision

Today the National Restaurant Association issued the following statement regarding the National Labor Relations Board’s (NLRB) decision asserting McDonald’s Corporation is a joint employer of its franchisees:

National Restaurant Association Issues Support for Clearer ACA Definition of Seasonal Employment

The bipartisan legislation will align the definitions of seasonal employment in the Affordable Care Act and streamline the applicable large employer determination process.

Rising India, Inc. Announces Acquisition Strategy Toward a Sizable Slice of the QSR Pizza Pie

Rising India, Inc. (OTC: RSII), announces today it will immediately begin work toward the acquisition of up to 5 profitable stores in the popular Quick Serve Pizza Restaurant segment. Current targets are currently earning about $450,000 in revenues per year, per store. Acquisition of targets would provide immediate cash flow identified from profitable longstanding, absentee owner operations with proven model success.

Panera Bread Company Reports Q2 2014 Diluted EPS of $1.82

Q2 2014 Revenue increased 7% to $631 million - Q2 2014 Company-owned comparable net bakery-cafe transactions up 0.4%

CROWD FUNDING

If you are looking for capital to start or grow your restaurant, create the next 501c3, develop and launch the next app for the restaurant industry,or want to help your peers in some meaningful way, we want to know about it.

TED TALKS VIDEO

TED: Ze Frank: Are you human? - Ze Frank (2014)

Have you ever wondered: Am I a human being? Ze Frank suggests a series of simple questions that will determine this. Please relax and follow the prompts. Let's begin …

TED: Heather Barnett: What humans can learn from semi-intelligent slime - Heather Barnett (2014)

Inspired by biological design and self-organizing systems, artist Heather Barnett co-creates with physarum polycephalum, a eukaryotic microorganism that lives in cool, moist areas. What can people learn from the semi-intelligent slime mold? Watch this talk to find out.

TED: Shih Chieh Huang: Sculptures that’d be at home in the deep sea - Shih Chieh Huang (2014)

When he was young, artist Shih Chieh Huang loved taking toys apart and perusing the aisles of night markets in Taiwan for unexpected objects. Today, this TED Fellow creates madcap sculptures that seem to have a life of their own—with eyes that blink, tentacles that unfurl and parts that light up like bioluminescent sea creatures.

TED: Nikolai Begg: A tool to fix one of the most dangerous moments in surgery - Nikolai Begg (2013)

Surgeons are required every day to puncture human skin before procedures — with the risk of damaging what's on the other side. In a fascinating talk, find out how mechanical engineer Nikolai Begg is using physics to update an important medical device, called the trocar, and improve one of the most dangerous moments in many common surgeries.

© 2014   Created by FohBoh.

Badges  |  Report an Issue  |  Terms of Service