Timeline for Having Trouble Managing In My Family Business
Current License: CC BY-SA 3.0
15 events
| when toggle format | what | by | license | comment | |
|---|---|---|---|---|---|
| Apr 14, 2016 at 10:47 | history | tweeted | twitter.com/StackWorkplace/status/720564028049911810 | ||
| Apr 12, 2016 at 6:56 | vote | accept | Bryan C. | ||
| Apr 12, 2016 at 6:56 | vote | accept | Bryan C. | ||
| Apr 12, 2016 at 6:56 | |||||
| Apr 12, 2016 at 6:43 | comment | added | Bryan C. | Thanks everyone for your help. In my case, the 'way it's always done' has been for the people at the top to take on all the responsibility and work and for the people at the bottom to delegate back said responsibility and work as well. I've been using lots of web-based technology to improve our processes and to reduce number of staff needed, and so I suspect I may appear to be somewhat of a threat. I often explain why doing what I ask will help make work easier down the road but I suspect my position as the owner's son and perceived 'serious' demeanor may be holding me back. | |
| Apr 11, 2016 at 21:31 | comment | added | Kilisi | @RichardU key people who don't follow orders? No loss. Without discipline it all descends into chaos and that sort of behaviour feeds on itself. Make an example of someone while being professional, and morale will actually rise in the end. Can do the beauty pageant stuff and make friends later. At the start it's important to make a firm no nonsense impression. Just my opinion though, lots of ways to handle the situation, I just tend to be direct. Which is why I just put it as a comment. | |
| Apr 11, 2016 at 17:01 | comment | added | Xavier J | Maybe you can't fire them, but you can cut their hours. | |
| Apr 11, 2016 at 13:53 | comment | added | Old_Lamplighter | @Kilisi That's a good idea if you want to destroy morale and lose key people. | |
| Apr 11, 2016 at 13:39 | comment | added | MealyPotatoes | How many people are you managing? (The number changes the approach) | |
| Apr 11, 2016 at 13:17 | comment | added | Migz | Very often in a family business, people will have strong opinions and stick to saying such as "but we've always done it like this". However when you wish to implement something or change something this doesn't always work unless they 100% understand WHY something has to change. If you don't wish to explain why you want to do something, then you'd need to change the business's culture. which could take months/years. Instead, try to understand the business's culture and play into that. Instead of working against you, they will work with you. (there are many different studies about this) | |
| Apr 11, 2016 at 12:48 | answer | added | Old_Lamplighter | timeline score: 2 | |
| Apr 11, 2016 at 11:43 | comment | added | Kilisi | you only need to find a reason to fire one, discipline is a priority in such a case, not following instructions is a good enough reason for primary disciplinary measures, not doing it more than once is a good enough reason for firing, so long as they're documented. Give someone enough rope to hang himself/herself. | |
| Apr 11, 2016 at 10:31 | answer | added | Andy K | timeline score: 0 | |
| Apr 11, 2016 at 10:30 | answer | added | TrueDub | timeline score: 5 | |
| Apr 11, 2016 at 9:57 | review | First posts | |||
| Apr 11, 2016 at 10:40 | |||||
| Apr 11, 2016 at 9:51 | history | asked | Bryan C. | CC BY-SA 3.0 |