In my case , i believe i created it by taking care of him well beyond what I should have but my thought process was he makes us good money and is reliable and I can’t afford to lose him.
We don't because it's a collectively bargained labor agreement. Guys get pissed off about it but what they don't understand is the price of their holiday is built in to their negotiated labor rate. The negotiated labor rate is also based off of 1,500 hour work year so there's a higher compensation for that is intended to pay for vacation for full time employees. That seems to be quickly forgotten as well. In my experience anything you do with Christmas bonuses and or perks to the employees have a very short appreciation span and quickly becomes the new expectation for the following year.
Take one of the higher-ranking employees that's the worst offender and make a public example out of him at the other employees are aware of. Then make your policy changes immediately after that, that's the only way you're going to get respect out of long-term employees that have been set in their ways.
This seems more like Union labor, then I can see the difference. As a non union labor we pay the major holidays and typically a week off during Christmas to New Years.
Such an epic show!
This has nothing to do with feelings. maybe over the top would be him telling me yesterday that a weeks vacation is 7 working days. This was no joking matter.
Ummmmm…. You guys got issues…….kind of not the same thing….
Same at my company. Employee satisfaction is down compared to pre-Covid surveys.
I sit on the committee that gets tasked to come up with ideas to address issues communicated in the survey.
Had a call last week and I said, “we can’t give everyone a raise (raises are earned through performance), so if your idea is to just pay everyone more, please delete that idea and come up with another one”. That did not go over well with other committee members and they are trying to get me removed from the committee. Those that want me gone are meeting with the CEO staff member who sponsors the committee this week to ask that I be removed. I already talked to the sponsor and told them, “I will not resign from the committee, I was voted to be on this committee by my peers in sales engineering for 2 years and I plan on honoring that commitment”.
My ideas that the committee will not present to CEO staff (did not get enough votes).
1 - remove the mandatory PTO week between Christmas and New Years. Replace with a requirement that during the holiday season (starting with Thanksgiving week, ending the friday after New Year), all employees are required to take 40hrs of PTO. Accomplishes the same goal, but gives the employees flexibility over when it is taken.
2 - after 4 years of service, your PTO accrual is apx 6.5 hours per pay period (18 days). Non-OT positions have unlimited PTO for people managers or equal level individual contributors. I stated we should allow those OT eligible and non-unlimited to accrue more PTO - after 7 years (21 days) after 10 years (25 days).
3 - offer a cash out on PTO. Max PTO you can carry is 144 hours. Allow all employees to cash out PTO when they take PTO. Take 4 hours PTO, you can cash out 4 hours PTO.
4 - instead of having a ‘day of volunteering’ for each office. Give each employee 16hr of volunteer hours and allow them to use those hours for volunteer activities they support
If I was to leave the committee, it will be due to folks only thinking money matters and not finding ways to rewards folks outside of pay raises and training days
Appreciate that.
Lol, fire him or punch him in the face. No reason to walk on eggshells. It’s your company. Be a boss and do what you have to do.
Go and talk to them about a raise. They don’t know what you’re thinking.
Those that don't move companies I find are often outpaced in duties vs salary. I have been at my company 11 years and worked from ground up, literally from a fake intern position on a 10 week contract. I had much more qualification and talent than the original position and have been behind ever since. The company on its own would never give the drastic increases it had to, to put me at market rate, let alone an experienced subject matter expert within the company. Anyway, 2 years ago I put it out there to the bosses to look at the going rate to replace me if I leave very soon, and got a 30% bump and doubled my bonus % to 20% cap, still not where I needed to be, but let's start there and let me tune up the resume and certifications. This year I just did the same thing again to them after forwarding some of the headhunter letters as well as job postings and industry guides. Now I am close to what I should be, still room to go, but this is about what my replacement would accept the job for, and take a few years to get up to speed.
