Pain in the ass employees... do you have a Company Handbook?

jmizzle

jmizzle

New member
Aug 15, 2007
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I know a of you here have employees. Have any of you put together a Company Handbook or even any kind of written down policies they have to live by? It seems I have been a bit too lenient with my employees and they're really starting to be a bunch of little fuckers.

They are good at their job, show up on time but fuck around way too much. I'm pretty forgiving of kid's doctor appointments, the "hey, mind if I come in late so I can go to the dentist" stuff, and I have one employee who's wife has MS and is at the Dr every other week, but they're starting to take advantage now. They need to get slapped back into place before things get out of hand.

And I know a couple of them are actively look for other jobs... which really, is fine by my, but on their own time, not on my dime.

Since most of our days revolve around computers and internet use, that's where I'm starting. I'm trying to dig up some decent Internet Access and Computer Use Policy examples.


And some titties...

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Fuck employee handbooks. If they're fucking around, fire them. I'm sure there are 1000 other people who would kill to have a job right now. Sit them all down and lay down the law. Tell them you're monitoring their traffic, and anyone seen on certain sites will be written up or fired.
 
tell them they only get paid when they are at work and then install some kind of productivity monitor on their comps to make sure they not fucking around on skype all day.
 
onlinemoniez said:
Fuck employee handbooks. If they're fucking around, fire them. I'm sure there are 1000 other people who would kill to have a job right now. Sit them all down and lay down the law. Tell them you're monitoring their traffic, and anyone seen on certain sites will be written up or fired.
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^^^

You can't be their friend and their boss.
 
Hav3n said:
^^^

You can't be their friend and their boss.
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I'm definitely the opposite of their friend. I can't be bothered to get all the monitoring shit set up right now. I'm just going to write up a quick Computer and Internet Use Policy, give everyone a copy and have them sign it. The only reason they are even getting that is so that if I fire them, they can't claim they had any 'expectation of privacy' due to no previous policy.

Fuck them. I have people lined up for pretty much every position should anyone get up and leave, which is why I don't care if they look for other jobs - just don't want to be bothered with training someone again.
 
While fuck the handbook is one way to go, you'll find that actually having one can take a lot of pressure off of you.. This way it doesn't become a personal thing when you have to bust someone's ass, you simply point to the book and say, the books say and you read it and signed it..

And, in some places you can't just fire people.. At least not without running the risk of them suing you or going after unemployment.. Having a written policy and procedure for terminating an employee makes it far easier to deal with these issues..
 
I recommend that you get an hour or two with a labour lawyer - maybe someone you know knows one. This will cover your ass in case you fire them for reason xyz.

Second, I recommend that you work with them on this one instead of against them. Most employees fuck around, even super productive ones. Tell them that you expect a, b and c to be done by these dates - and that you don't care how they do it. Let them work at home, or have the option to come into the office. If they feel like playing flash games at the office, fine - as long as all the work gets done by the deadline.

You think they'll enjoy getting monitored and talked down to any more than you did when you worked for someone?
 
I think you should bring in some "efficiency experts". Namely..."The Bob's".

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RescueTime is FTW.

If you can't be bothered to install the monitoring shit etc, then you kinda deserve the slacking.

Find the slack, confront them with it then either deduct some pay / block that shit.
 
zany zoroaster said:
I recommend that you get an hour or two with a labour lawyer - maybe someone you know knows one. This will cover your ass in case you fire them for reason xyz.
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Employees are at-will. You can fire them for any reason, good or bad, as long as you don't violate their implied-in-law rights.
 
^^ Like many laws, that is going to depend on the state. Some states' employment laws are very unfriendly to the employer who doesn't have their ducks in a row on a termination.

OP, ALL people good or bad will test the limits. It's human nature and everyone needs to be checked at some point.

You don't have time to set up time tracking or somesuch, but you have time to hire and train new employees? Doesn't make a whole lot of sense.

Get the policy drawn up (sorry don't have any examples), set the ground rules (attendance policies will alleviate most of the doc and dentist appt bullshit), and figure out why your employees don't respect you.
They don't. If they did, they wouldn't be "actively looking for other jobs"
 
OP, if you don't mind me asking, what in the world are you utilizing such a large team for? Development, inside sales? Maybe you've only got a few people and I got the wrong impression. I've been fighting the battle of whether to outsource more work or hire but your post is driving me away from the latter.
 
[ame="http://www.youtube.com/watch?v=y-AXTx4PcKI"]YouTube - Alec Baldwin - Best performance[/ame]



/THREAD
 
You are leaving out a lot:

what is their job about?

I mean, is it sales, creative thinking, design, mind numbing data input? Also how much training is it to hire new crew? How much is your brand diluted by intelligence going out?

What type of ROI do you see from their work? (if it is high and it is sales, and there is a good pool of employees and having ex-employees being picked up by competitors isn't too much of a concern for you, you might want to keep an extra person around and just fire the lowest producing one constantly and keeping the group with constant fresh blood and god fearing)

Of course if it is design or creative thinking, you aren't going to get a very good result by pushing people into a corner.

How to manage employees depends on the type of work they do and many other factors.

Oh, and of course, as stated by other posters, legal counsel is recommended before any endeavor that might violate some type of right/legislation or create a situation where people might want to take legal action against you (like monitoring people and firing them over things you found while monitoring them)
 
This is the most beta shit I've ever read. The fact that they're openly looking for other jobs shows the blatant contempt they have for you. You must be feared by them, not loved or laughed at.

If you do stupid things like make a "company handbook" soon they'll start demanding handjobs from you. Forcibly keylog & vnc their computers, put surveillance software on their phones and start whipping them or cutting pay for every mistake. Make sure you pay at least 150% what others may be paying already, so that they have incentive.
 
zany zoroaster said:
I recommend that you get an hour or two with a labour lawyer - maybe someone you know knows one. This will cover your ass in case you fire them for reason xyz.

Second, I recommend that you work with them on this one instead of against them. Most employees fuck around, even super productive ones. Tell them that you expect a, b and c to be done by these dates - and that you don't care how they do it. Let them work at home, or have the option to come into the office. If they feel like playing flash games at the office, fine - as long as all the work gets done by the deadline.

You think they'll enjoy getting monitored and talked down to any more than you did when you worked for someone?
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This.

Don't be that douchebag you've always wanted to kick in the balls when you were an employee. I remember seeing a TED video that showed how companies actually get better results when their employees work on a performance basis.
 
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