| T.R | Title | User | Personal
Name | Date | Lines |
|---|
| 626.1 | | VAXRT::CANNOY | Convictions cause convicts. | Wed Nov 16 1988 14:26 | 14 |
| My advice:
GO TO PERSONNEL. That's what they are here for. Escalate this as
far as you need to to get satisfaction. Document everything in a
bound engineering type notebook. Date and time every incident. Save
all mail, etc.
This person needs help and needs it soon. This is a serious case
of burnout. Even though he doesn't like it, his management is going
to have to do something.
But first, go to Personnel.
Tamzen
|
| 626.2 | I agree | DECSIM::TOTO | Colleen | Wed Nov 16 1988 16:45 | 3 |
| I agree with the Tamzen - go to personel.
|
| 626.3 | Maybe someone should sit him down.... | NYEM1::COHEN | aka JayCee...I LOVE the METS & #8! | Thu Nov 17 1988 08:46 | 16 |
| I don't know that giong to Personnel as the first step is a good
idea - wouldn't want to alienate him even further...the question
is, is there someone in the group that can talk to him, tell him
the effect that he is having on everyone, and let him know that
the possibility exists that people will start going to personnel
if something doesn't change...
I always try to give someone the benefit of the doubt before I call
in the "higher ups"!
If that doesn't seem to change his behavior, then I think I would
go to Personnel...but not before giving him a chance to change his
behavior, himself!
JayCee
|
| 626.4 | Talk to him (BUT be ready to DUCK!!) | SNOC01::KAY | Bruce @ Canberra, Oz | Thu Nov 17 1988 20:08 | 10 |
| Once (at a different employer - I was about 22 at the time) I got
myself into the very state you describe. A very kind person pulled
me aside, pointed out my close-to-burnout state, and talked me into
having a long holiday. I came back refreshed and able to cope.
I also learned to recognize the signs, so that I didn't get myself
so stressed again.
I appreciated that person's comments, and hold that person as a dear
friend to this day.
Maybe you should talk to your boss, privately.
|
| 626.5 | | NRADM::CONGER | | Wed Nov 30 1988 15:02 | 3 |
|
If not personnel, maybe EAP could help instead.
|
| 626.6 | helpful resources other than personnel? | POOR::MAYANK | I am working on - am I ? | Thu Jul 06 1989 15:39 | 27 |
| Hi,
This is an old note, but the topic is relevant so I'm asking the
question here rather than open a new topic.
The last few replies said: go to personnel - that's what they are here
for !! Does anyone know what to do and whom to approach if the local
personnel manager does not seem enthusiastic about giving *real* help -
by that I mean only pays lip service but is not interested in solving
the problem permanently ?
The situation I know of is not exactly what is described in .0, but the
symptoms are the same: the manager's behavior has very bad effect on
employee(s) in the group.
I know the most obvious reply is: escalate it up the chain of command.
But in many cases, that is not practical and one needs a impartial,
unconnected resource (not the EAP!!!) to solve the problem in the
context of Digital philosophy (and policies & procedures).
Does any noter have any personal experience where a "pretty bad"
situation had a "very happy and satisfying" ending ? whom did they
approach to solve it ?
thanks
- mayank
|