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This week it was discussed that 64.7 percent of all involuntary terminations in an industry group were due to attendance and tardy problems. That is a huge number, a situation that we, as employees can control! Hi all, I’m Marty and thank you for checking in with our Podcast Warehouse and Operations as a Career again. I feel there’s quite a bit that we associates, how do I say this, well, that we do wrong or don’t do right!
I myself know of at least 5 people that were dismissed over attendance. I felt so bad for one young woman. She was in a production environment and had missed like 5 days in 7 weeks. She honestly and whole heartly did not think that was a bad record. Her supervisor had spoken to her, and documented occasion 3, and 4, warning what would have to happen if she called in again over the next 30 days. She wasn’t struggling with childcare issues or transportation problems; she just didn’t feel like there should be such rules to keeping a job.
Oh, and here is one that I didn’t agree with because of how his management team handled it but that’s not my call! So, an individual was called in and let go because of him having 19 tardies in just 45 days. The supervisor didn’t speak to the individual until tardy number 17 and then released him after number 18. My two cents were that management had allowed the first 15 of them before they felt it was a problem and then wanted to enforce a rule, a rule that wasn’t a problem until that week! The facts here was that either his immediate supervisor wasn’t on top of their game or maybe this guy was a friend of his or hers and they thought they were helping a friend. I hope that wasn’t the case though, because they would have helped him out of his job! Attendance and tardies is just nothing to lose a job over. If we haven’t abused our time off, then when we have that emergency come up or when we really need to take a day off it won’t be as big an issue because that history won’t be there to be considered. We kind of terminated ourselves, I guess. We knew the rules and expectations. We just went to work late or not at all too many times!
I had a young man come through one of my PIT classes. You know, a powered industrial truck class. I take them out to our warehouse and observe them on the equipment even though there not working here with me. I want to ensure they can properly operate the equipment before sending them to their facility where myself or another instructor will perform the observation or on-site where they’ll be working. So, this guy cruised through the classroom portion, and we had a good time-sharing experiences. I knew he’d be fine with the equipment. I was very familiar with the facility he’d been hired for so as I was giving him the demonstration of operating the equipment and the showing him what I’d like for him to show me skills wise I explained that this facility was a pretty tight environment, that they would be looking at how focused and in control at all times he could be. After I finished up with my demonstration, I asked him to do the same. I immediately could tell that he was an experienced operator and knew how to be safe and perform the task that would be required of him. But he was overconfident. Well maybe not overconfident, he was good, so I should’ve said he was just driving too fast. Very safely but too fast for the environment he’d be working in. I spoke to him about it, and he said he understood. He stated that in this environment he just felt that he could operate a little quicker, so he did. I reminded him of the facilities expectations and sent him on his way.
Well, on his first week he was cautioned to slow down when lifting. And once he was caught moving his lift before the forks had been lowered to the ground. His second week there his supervisor called him into the office and again cautioned him on his disregard for the rules. The new associate expressed that he was operating the lift safely and could just outperform, and safely outperform, the other associates. That they shouldn’t be concerned about him having an accident! The supervisor not only expressed his concern regarding those statements but warned him that the next time he was observed not following the rules he would be dismissed. I’m sad to say that he was dismissed that next week. I think it’s important to note here that our employers concern was not his productivity. They just wanted him to, they had instructed him to slow down. From what I heard his skills or abilities to safely perform the task never was a concern. They wanted their rules followed. They were paying for their rules to be followed. Again, I think it’s safe to say that he terminated himself! We have to follow the directions given to us.
Here’s one I heard about just this morning. An employer had noticed a job seeker on one of the job boards. I believe it was a young gentleman and although he did not list a lot of experiences relating to the position the hiring agent gave him a call. The phone interview went well, and a face-to-face interview was set up with the department manager. That went well also. One of the questions ask was how soon could you start should you be selected. The answer given was immediately. With that being said the manager told him that he had 1 more person to interview but that he was on the short list. That he would hear something, either way, by tomorrow afternoon. That was on a Thursday. The next morning the manager, having made his decision went to HR and requested that they send the guy an offer letter, call him and set up a Monday morning orientation for his new team member. Well, the new prospect said he could not accept the position until he ran it by his mentor. Evidently the mentor would not be available until late that afternoon. HR shared that news with the manager and his response was to rescind the offer and offer the position to his second choice. He wanted someone to start Monday. I don’t necessarily agree with the managers expectation of an immediate yes or no answer, however the candidate could had mentioned that he was working with a coach or mentor and would like to discuss any offer with them before accepting any forthcoming offers. I think better planning and being better prepared could have helped us out here.
Towards the end of last week, I heard about a long-time supervisor losing her job. She was performing well, the company had been doing a bit of we’ll say, organizational rearraigning over the last few months. A new President had come aboard from the corporate office and to be honest it appeared was bringing quite a few members of his previous team over with him. This happens, it’s normal, but it does not have to affect us. I’ll expand on that!
From what I hear she was good at her job. Her opportunity was that she was a bit adverse to change. Most things that had been brought up to try was met with a but by her and her department. As you know I’m pretty outspoken. In these situations, I agree it’s better to be a team player and go along with these resets. If asked, certainly share our thoughts. However, it may be better to roll with the flow for a few months. Up our team mentality, we should be that positive teammate the new management team is looking for. It may very well be our best move.
Now sadly to say this advice sometimes will not help us keep our position. When new management comes in they may have an agenda or they may just like their previous team members, they’re comfortable with them. It’s going to be our best shot. Be respectful, professional, and see how things turn out. The alternative is to, well, help them to decide to replace us!
I had jotted down a few don’t’s earlier, here’s a couple.
Don’t get too comfortable at work. I see some peoples desk with pictures and knick knacks, posters, plants, I’ve even seen fishbowls on people’s desk. It’s not home, your work area should not be all cozy and comfortable. In the office anyway, you should have an ergonomically positioned work area, in my opinion. I don’t feel that we should ever need more than a shoe box to pack up with should we be leaving!
Don’t ever bow up to the boss. As long as the ask is legal and ethical, do it. We can always mention it or go over their heads after we’ve followed the directions given us. Bowing up never ends good for us.
Don’t think our way is the best way. If we are equipment operators, no matter how we’ve done things in the past or at other facilities, do it the way we’re directed. The new processes and procedures are what we’re being paid to do.
Don’t be the attendance and tardy problem! We’ve talked about how much it can cost in time and resources when we forget to punch in or out before. If we can’t be responsible enough to perform the first step in our pay cycle, I can see how some employers will worry about us performing our hired to do task right!
And the most serious don’t. Don’t break or disregard any safety rule, process or procedure. Even if we don’t understand it. It is there for a reason I assure you.
I know I’m going to hear from the grammar police about using all these don’t but I’m just not a do not guy.
I hope we mentioned something that helps you out next week. Oh, I heard from a listener that usually waits until we post the episode on our Facebook page to listen each week! Yes, sometimes we’re behind posting there by a few days. Please subscribe using Apple Podcast, Google Podcast, or whatever app you get your podcast from, you can even subscribe right on our website. That way you’ll receive the show each week first thing Thursday morning!
Until next week, follow the rules, do as instructed. I think we’ll find a lot less stress within our work life if we can be that employee. And as always, think about our families and friends throughout the day, it’ll remind us to be safe in all we do.