The connectedness that is an essential element of a Generation X worker’s life can become a distraction and liability on the job. We all know that unacceptable work behavior can be displayed by any generation as well. As mentioned in an earlier post about Work Ethic, we’re talking about very important basics like showing up on time, and showing up at all.
A simple system for holding workers accountable.
Change the contents of the contract to meet the needs of each workplace. Reducing or eliminating the number of warnings allows for a stricter accountability.
EMPLOYEE CONTRACT
Name:
Date:
I will focus on my job as my top priority when I am scheduled to work.
I will not allow anything to interfere with my job when I am on duty.
I will not socialize with friends beyond five minutes, listen to music on earphones, or play games during work shifts.
If all work has been done, I will straighten the work area or find other work that needs done. If I can’t find anything to do, I will check with a supervisor.
I will be on time when I am scheduled to work. My time sheet will reflect actual time worked.
Being ten to twenty minutes late will result in a warning in my record. Three warnings will result in a ticket in my record. Being late over twenty minutes without calling with an explanation is a violation and will result in a ticket in my record. *
If I am unable to come to work for an important reason, I will call my supervisor as soon as possible. If I need to change my schedule I will provide as much advance notice as possible.
Failing to call when unable to work is a violation and will result in a ticket in my record. Failing to come to work for an unimportant reason is a violation and will result in a ticket in my record.
Important reasons include: illness, school conflicts, death in the family, transportation difficulties, etc.
They do not include: haircuts, shopping, massages, etc.
I will dress appropriately for work. If I am not dressed appropriately I will be asked to go home and change. Not appropriate: low-cut tops or pants, short shorts or skirts, torn or dirty clothing.
Dressing inappropriately three times will result in a ticket in my record.
I understand that helping people comes first, and I will help all customers as soon as possible. I will treat all customers with politeness and respect. I will call a supervisor if I need help.
Failing to help customers promptly and politely will result in a warning in my record. Three warnings will result in a ticket in my record.
I will treat my coworkers with politeness and respect. I will complete tasks or special projects that are assigned to me by any supervisor.
Failure to complete assigned tasks in a reasonable time period will result in a warning in my record. Three warnings will result in a ticket in my record.
*I understand that any supervisor who sees a contract violation may issue a ticket. I will receive a copy and my direct supervisor will receive another copy. These will be a part of my record.
I understand that three ticket violations will result in a week suspension with no pay. Upon return there will be a month probation period.
I understand that four violations will result in the loss of employment.
Signature:
March 26, 2007 at 5:46 am
It seems rather school like. I guess maybe it would be good to give employers the ability to fire someone because they could clearly show how the employee failed to live up to expectations, but if someone is pushing things enough to actually get three tickets in this system, I’d expect there would be many other problems that weren’t covered. They probably should have been let go way before they get to four violations.
It depends on the industry I supposed. I’m thinking of smaller businesses where if someone doesn’t pull their own weight they need to be let go as soon as possible. If they can’t follow basic rules they are more of a liability than a help.
March 26, 2007 at 11:14 am
I wouldn’t work for a company that made me sign anything like this. I have a contract of employment that states core hours, certain expectations etc. but nothing like the above.
What would happen if I spoke to a colleague for 7 minutes instead of 5? Would I get fired?
Where’s the motivation in that? Surely sitting down and talking to an employee is just as, if not more effective than stating the number of toilet breaks they can have in a day (an extreme example I know).
Sure, you get employees that flout the rules and so you give them a talking to, a verbal warning, written warning and then bring them up on gross misconduct charges (or whatever terminology your company uses) but limiting certain areas of their social life at work (and it is possible to have one!) such as cross-employee interaction or listening to music is a recipe for disaster - you’ll just end up butting heads with the employee(s) and push them the wrong way.
March 26, 2007 at 11:36 pm
Half baked ideas=poor food for thought
I have not had much experience as a direct supervisor (perhaps there’s a reason for that?!) and have been frustrated by some behavior I’ve seen in the workplace. Both of these things probably showed a bit in the post. Of course we all socialize at times…the difficulty is being clear about when it’s over the line. It causes friction with co-workers when some don’t contribute as much as the others. I was just throwing some ideas out there, but will stick to things I know more about now!
March 27, 2007 at 12:37 am
Please keep throwing ideas out there.
I think that sometimes organizations focus to much on the undesired behavior and not on the desired behavior. Sometimes this ends up causing the very thing they are trying to prevent.
March 27, 2007 at 11:59 am
I didn’t mean to come over sounding all “grr”… sorry!
It’s better to sit and have a friendly chat with the person in question, maybe they’re acting this way for a reason? Perhaps they’re chatting to a colleague for 10 minutes about a sick relative or a bullying co-worker.
Having a nice chat will relax them, make them appreciate you more and they’ll know that you’re not simply “out to get them”. If there is a reason then take steps to help them out, if there’s not then let them know what you expect of them and in a friendly way let them know you’ll be “monitoring” the situation (a polite way of saying “big brother is watching you”).
If the behaviour still continues, bring them in for a less formal chat by sending them a letter telling them who will be attending and give them the opportunity to bring someone along too. Let them know that if their behaviour continues they will receive a formal written warning. If they still carry on then (they’re obviously not an employee you want around) give them the written warning and state in the letter the next stage will be a full discipliary hearing which may lead to the sack on the grounds of gross misconduct. If that doesn’t work then fire away!
The main point of my mini-rant above is to at least initially be caring, interested and most of all calm. I doubt you’ll need the other two stages with the sympathetic approach.