I am second assistant manager at a convenience store. In the absence of the first 2 managers I am acting manager.
So last night we had staff changeover. Many of these young people have grown up together and when I say young I mean between the ages of 20-30. Most are parents, so not 16 year olds.
One girl is very disruptive. Very loud voice, when she is in the kitchen you can hear her throughout the store. She talks constantly - even when no one to talk with she has a sort of running dialogue "now I am going to clean this and oh isn't it gross!" Etc.
Last night at shift change there were about 4 employees standing talking. I let them talk for about ten minutes and then went over to redirect them into working - we were not very busy but still - they were all bring paid to work and there is always cleaning that can be done.
So the first time I asked things got a bit quieter - the departing employee left but the remaining kept talking. I tried a 2nd time - a few of the employees were on break so they could chat quietly but the girl who had just came in and was chatting away just kept on talking. Finally I called her out by name in a 3rd attempt and she was all "you mean I can't talk" but finally things quieted down and I clarified that if she did talk please make it at a volume level that could not be heard in the whole store.
So my question. This girl is known to not get her work done on time (she gets it done but is always running late - because she is always talking) She has a ten year old daughter (single parent) so she is not a teen. Any suggestions on how to focus her or get her to understand how the talking is a problem?
She works night shift so is often on shifts where there is not alot of oversight. I get frustrated at the lack of work ethic but most of our employees are pretty good people.
I hate the office talkers. I don't mind chit chat but there are specific people I avoid because I know it means a good 30 minutes out of my day. And they don't usually want to converse with you, they want to monopolize the convo.
But you have to speak with her, many times. Enlist the help of the other managers. Ask them for some words you can use. etc
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Sometimes you're the windshield, and sometimes you're the bug.
Those who worked hard, stayed busy, wasn't disruptive, and were not late, got more hours. They got optimal break times.
Those who were late, didn't finish tasks, was disruptive and such got fewer hours and breaks when they got them.
I know it can be difficult setting boundaries and sticking to rules when you expect adults to behave and work like adults.
But they are adults. This is your job on the line as much as theirs.
I suggest a change in shift change procedure.
I got to work early enough to set a position chart with all duties I expected done before they could leave along with their regular duties, that was up when my shift came in.
I expected everyone there, clocked in, and on task when their shift started. Not 2 or 10 minutes after it started. That means working, not settling in.
The break order was determined by the order in which they arrived to their shift.
I always had a list of extra jobs to keep people busy. You got time to lean, you got time to clean.
If someone got loud, I told them they were being too loud. Straight out.
Those leaving from a previous shift had to be out of the store within a very short amount of time after clocking out. Clock out, got to the bathroom, get your stuff, leave.
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A flock of flirting flamingos is pure, passionate, pink pandemonium-a frenetic flamingle-mangle-a discordant discotheque of delirious dancing, flamboyant feathers, and flamingo lingo.
You should have a clearly spelled out list of rules for new hires. No checking your cell phones. Idle and personal conversation kept to a minimum, especially if there are customers in the store. If you are not busy helping a customer, then your job is clean, stock, etc and be specific about what is to be cleaned and stocked.
As Lilly said, be straight up. Tell them what you expect. If they are argue or give you disrespect such as eye rolling etc, then give them a warning and next time fire them. And, if you are true to your word and then do fire someone, the rest of the employees will take note as well.
My office is extreamly quiet. I mean, pindrop quiet. We used to have a gal that was constantly humming, chatting, singing, or just letting sound come out her mouth. I finally started letting her know that her humming was distracting. She eventually got it, but I think the quiet drove her nutts.
the most important phrase in your post(from a management perspective) is " in the absence...."
what goes on when the other two managers are present?--are employees disruptive/slacking in the other manager's presence?--if they are(or are allowed to be)then you need to discuss it with the other two managers and all come to an agreement--you need some backup--either the managers run the asylum or the inmates do
i manage the dealership but i have staff who manage our employees--they know what i expect as far as a professional environment for our customers and they handle things(and staff) in accordance with my guidelines--and i always back them up
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" the only thing necessary for the triumph of evil is for good men to do nothing. "--edmund burke
If she is talking all of the time, I'm wondering if she is
desperate for "adult" conversation, rather than talking
only with her ten-year-old daughter.
If I had a group of staff standing around chatting I would assume that they didn't have enough work to do and I would send some of them home. Likely the most annoying ones. Unless the good ones wanted a night off. I'd leave it up to them to decide if they wanted hours or not. (and not obviously - I wouldn't be like 'you're a better worker - do you have a preference?')
If she is talking all of the time, I'm wondering if she is desperate for "adult" conversation, rather than talking only with her ten-year-old daughter.
She might be, but who cares? It isn't the job of our employer to address that.
First - what do they get away with on the store manager's shift? I can tell you it doesn't pay to be the strict one and enforce rules your supervisor doesn't. There is no ribbon for "most rules followed". If the store manager allows it and you don't -- you are going to come across as the bad guy. The staff will eventually not want to work with you and they can make your shifts pure hell if they choose to. Find out what your store manager allows or what he/she does in a similar situation and follow his/her lead.
If you choose to proceed - be direct. Approach the loud talker and say "you probably don't realize this but we can all hear you talking and it's a bit distracting to others. We have had a few customer complaints and it's something so fixable, I thought you would want to know right away." If she doesn't correct it that night, approach again from the "not getting all her work done" standpoint and mention that you would hate to see get written up for not finishing her work when you know she is capable to doing it!
Approach the chatters while they are in mid chat and ask "did you need something to do?" That always worked for me. Or you can simply give each one a direction. "Hi Fred. I need you to take the trash out. Can you get started on that right away please?" And stand there. Don't leave. Turn to the next person and say something similar until you have given each one a very specific task to do. They will get the hint. Do this each time they clock in and have a chat session and they will eventually cut it out.
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Out of all the lies I have told, "just kidding" is my favorite !
If they don't get the hint - that's when you go with the "I pay you to work not stand around and chat" angle. Try it the nice way first and if it doesn't work increase your severity. Can't go gangbusters out of the gate. Remember that they deserve a chance to fix their behavior. If they don't, get tough.
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Out of all the lies I have told, "just kidding" is my favorite !
