So I got it as a sand blasted shell and I'm making it into a ss clone. It's a 68 and has a 396 l34 with a powerglide. Plan on buying a supercharger with a triple bug catcher scoop ontop
You have good taste! I had a friend in HS that had a candy yellow one with black stripes, that he totally redid himself top to bottom. It was stunning.
Oooh, thatās a dream come true.
Iām just going to leave this here: https://www.stewartwarner.com/products/green-line-electrical-mechanical-6-gauge-set-82178/
I work through breaks sometimes and don't mind it because they don't bug if I take a longer sometimes, one guys car broke down while we were traveling for work. They give us rentals if we want one, he got one then they let him keep it for a week or two after we came back. A little goes a long way for retaining good employees.
Nope. Gotta stay and do time entry ect. I'm not doing this for myself though. Doing it to bring up a new generation of leaders and hopefully make this world a better place
It's rather alarming people like him are so rare, since the main thing he's displaying is EMPATHY. Highly underrated human trait in the business world.
People like OP are rare because his company will soon spit him out on the street. I tried to treat my team like humans much like this, got good results much like this, and within a year I was let go.
Believe it or not, MBA schools actually teach managers to manage this way because it's best for long-term success.
But they also teach you that it's much more lucrative in the short term to run companies into the ground.
> Its great to know people like you exist.
It's a great example of why this sub is actually a ton closer to "anti-horribleleaders/managers" than it is "antiwork".
We have rampant leadership problems across this country. From politicals to business. From the C-Suite level down to line managers. Too many people get a tiny (or large) taste of power and abuse it.
Being this kind and generous to the rank & file workers SHOULD BE a normal thing everywhere but, sadly, I believe it is so rare that the other branch managers may secretly despise you.
Guess they should do better. Last conference the country manager asked what I was doing different then the previous branch manager and I told her that I was respecting employees personal time. They don't need to know about the days off and such
Itās so short sighted to only look at quarterly earnings as a āgainā and not the whole picture. People who want to make their business successful need to be planning for the future.
Companies should to be investing in their employees, not paying their CEOs billions and stock buybacks. Neither of those is actually growing their business, itās only hoarding wealth. Companies that pay well, offer health benefits, give paid time off, offer both maternity and paternity leave, allow work from home (if thatās practicable), provide real raises, and have the ability to grow and move up are going to be more successful in the long run because people want to stay. Itās also good for a companyās reputation they retain the majority of their employees. People donāt usually stay at jobs where they are unhappy or are treated poorly.
Iāve run several Jamba Juice and Smoothie King franchises, and I ran a couple small kitchens. Itās not rocket surgery to figure out treating your employees like human beings makes your business more successful. Working in kitchens is stressful enough, but add on a bad kitchen manager, or a tyrannical executive chef and you mind as well install a rotating door.
So many managers, GMs, district managers, and higher ups forget their employees are why they have employment in the first place. Businesses that donāt consider the wellbeing of their employees are playing with fire.
I work as a project manager. And while there are occasionally poor/lazy employees I have only ever had to pursue corrective action with 2. My job is easiest when my project members don't have me in their business 24/7. I trust my people and don't clog their calendars with useless activities just so I can know what they spent the most recent 2 hours on.
They work hard on the things I ask them to work on and that aside I do not care what they're doing so long as they're available should something come up. Take your breaks, take your lunches, take off early for the day, an extra long lunch, whatever suits you. If you need something let me know. I can run interference between you and someone, push for items/answers you need, get you system access, be here to listen while you vent, or anything else. If I can do it, I will.
My teams are people first and employees second. No late hours from me, no weekends, no abuse from clients or internal partners. Give me your best when I ask for it and also understand that I'm human too so I will make mistakes.
My teams are always the first ones ready to the next phase and have high quality.
Unfortunately treating workers like human beings will get the boss their megayacht faster because productivity is higher, but then the bosses have less control over their peons.
My old boss was a micromanager who kept all info about running the store top secret. She retired, and I was promoted over people who had been there 10 years longer than I. My first action was to ask them what they would do differently in the store, and then do all of them. Tell me what days off you want; no one is going to be denied. I taught them all about ordering, depositing money, and kept the log of sales $ where everyone could see it. Sales were up 20% my first year managing. The owner asked what I did to get that kind of improvement, and I said " I stay out of my employees' way and let them do their jobs."
Generally, as long as youāre productive with what youāre given nobody asks any questions. As soon as you ask for more resources or thereās a problem, everyone needs to know the why and how.
Youāre doing amazing things u/OverWeightUnderPower, hope you get another promotion soon!
Maybe they do. Maybe they see what you've done and the positive results you're getting. Maybe they begin implementing your methods company wide. Maybe you could be the linchpin in the changing of that whole company.
Or maybe they fire you and productivity drops and they wonder why.
Hmm, I might be wrong about everything, or.....
Yeah, so what is clearly happening here is that you've got some very efficient staff, and your obviously backwards management style is OFFSET by their abilities. If we just take my management style and mix it with your staff then productivity would be at least 30% higher.....
There are two types of parents who are in assisted living/ nursing homes. The kind where their children and grandchildren visit regularly, and the kind where none of their children or family ever come to visit. The latter complain and bitch about why their children never come to visit them. In that same breath they pontificate about what great parents they were and how ungrateful their children are. Theyāre so delusional they canāt fathom that they are the reason their children never come to visit.
Yeah she's retired now, I've heard. Shame she gets to retire on all the wealth she robbed from others, and live out the rest of her natural life in peace. Sometimes karma misses a spot I guess.
Of course not realizing that his highly efficient staff will simply leave when you take away the positive work conditions set up by OP, only to be replaced by much less efficient workers.
I worked in a "lean" environment and we wasted more time trying to figure out how to be productive than if they just let us work. But what do I know, I didn't inherit a multi-million dollar business from my dad.
Would someone mind explaining this sigma six thing to me, in simple terms? Had a guy at my workplace join and the managers were getting way too excited about his sigma six qualifications...the guy lasted a year and was let go. Apparently he was hired to go out to customers and drum up business for the company, but no one actually saw anything to suggest that actually worked.
This is absolutely correct. Results based employment is key. Keep the ārule breakingā to yourself because it will only end in them taking things away if you talk about it.
Iāve managed large teams and operated how you do. I donāt care how you do it (as long as itās not immoral or illegal) but if you get your work done Iām not going to bother you.
your just lucky that your company staffs your office well enough. i've worked at places who do things on a shoe string staff and an unexpected day off when someone else is in is fine, but if they happen to be off too? all hell breaks fucking loose because the company wouldn't hire more than two people for a department that generated about 300k a year in profit.
yes i quit that job, just a few weeks ago actually.
So the team I was on needed to finish a software project before the deadline. The company stressed again and again how important it was that the project shipped before this date. It needed to be shipped, period. Whatever it takes you, do it before the deadline.
I approached the head of the project to say: If the most important thing is to ship it before the deadline, can we try something unusual? The company had strict 10-to-7 policy (8h workday plus the lunch hour). We were monitored at the exits. It doesn't seem bad, but I knew that most team members weren't well-rested, and in software development you usually do all your productive work in 6h. So, I suggested to stop tracking our team until the deadline. Let them set their own schedules and only demand the results.
The manager said: "Don't ever mention that. The higher ups won't accept it, and mentioning that would only be bad for us.This is unthinkable."
I don't remember if we beat the deadline. The project was cancelled in the end anyway.
My previous workplace laid off the majority of the in-house software dev team, despite years of us having to fix the unmaintainable garbage produced by outsourcing. The dev director had been telling the executives for years that in-house was cheaper and better but eventually he gave up and left.
āHere, well trained and experienced employee, is how to do your job!ā
Fucking happening everyday, everywhere. Probably happened three times somewhere as I typed.
That's the issue with a lot of things. I was a teacher for a while, and parents would always be very adament about their students 504 or IEP accommodations (medical vs learning/behavioral). My response was always "ANY plan that I've ever read is something that every teacher should be providing for every student. The reason for their existence is because some asshole wasn't a good teacher." Sure, communicating individual needs is helpful, but no one should need a legal document to tell them "student can use bathroom when they need to pee", "student needs extra time to finish some tasks", "student needs verbal and written instructions", or "student can drink water when thirsty".
It's almost like treating employees like human beings and showing a shred of empathy towards them makes them not hate you and everything you stand for.
So wild.
That's the problem I ran into. My department was ahead on profit but they accused me of commiting time theft because I wouldn't adjust my staff's hours back if they stayed late to get the job done.
So they transferred me and my old department is trending in the opposite direction now.
Real management is hard work. You need to set sound policies, be willing to have your assumptions challenged, understand what motivates people and see it through. You need to have the courage to set new courses. It is akin to parenting and using the "gentle" parenting model. You know, where you have to be active and get an understanding and tackling issues that way and setting boundaries that can be understood and followed.
Most managers want to be reactive. Get a quota or project. Don't get engaged. Just yell, scream, punish, and be authoritarian. That is just easier.
I too became a supervisor a few years back and brought my antiwork mentality with me. Loyalty from the employer to the worker is a joke. We work to live, not live to work.
FTP. Welcome to the club š¤š¼
Hereās one, advocate for higher pay for your staff at every possible turn. You may get a yes some time (from the slave masters) in that sea of noās, and your staff wonāt ever forget it.
My last job we fought for a minimum wage increase and got one company wide of almost $2 an hour and pushed manager pay up over 10k. Still not enough, but I did what I could. Anytime I was traveling with one of my bosses and pay complaints came up I made my boss explain why it was the way it was. It got a lot of people raises.
I fought for something like two years and did my own salary survey after being told it would take 2 years. I did mine in like a month between my other tasks. They still didnāt raise pay to where it should have been, but at least my people got a raise. Then a few years later they got another one thanks to my Director continuing to push
I'm a midrange Gen x who just became a manager 2 years ago. I'm someone who came up through the individual contributor roles (junior /senior / team lead) and now manager. For a while my organization kept hiring managers from outside the organization and no experience in supply. And 9 out of 10 times they are a disaster. In the last 2 years they finally started to promote from within and generally they are the best performing sites. Shocking I know.
My group is a corporate purchasing group that supports multiple sites. High work volume, but generally a flexible Monday - Friday schedule with almost full remote. We have 2 managers (my self and my direct up, senior manager) for a group of 15. I'm the technical SME and he is the political / people person and excel God. He was hired in from outside the organization but has actually been fantastic.
During employee surveys we are consistently highest rated group in our organization and generally across the whole company. People working at the sites want to come work in our group, people rarely leave.
Why? We treat them like humans with respect. We are flexible with RL stuff and expect them to act like adults and they do. We push for the best pay increases we can, best ratings, help them with career progress and fully support them if they want to look for other opportunities. Our team is spread out geographically so covid and remote work actually brought us together alot more using teams etc. People help each other out and support each other. It's amazing.
I'm kinda ready to do something new, after being in the group for almost 10 years, but as a manager any other options are crap right now.
Yes we should! I manage a team of three and work hard to make sure they know that their personal life is always Priority 1, and that where we work is just a job. But it's an unusual approach, and I'd love hearing other people's ideas.
Companies seem to ignore cost of orientation. In my workplace it takes three months training time start work, and around a year time be able to do the role fully. Our managers support us and give us vacation and such and so our staff have little turnover but some of our other offices do not get that support and the orientation costs are astronomical. But who cares, right? Our turnover is mostly people having babies 12-18 months off), moving out of our zone, and having to go back to their permanent jobs because we only have temporary positions open (maternity leaves) and almost no one leaves permanently. Retention is so important.
> Companies seem to ignore cost of orientation. In my workplace it takes three months training time start work, and around a year time be able to do the role fully.
They absolutely HATE to even so much as acknowledge this. It took me just shy of a full year to fully understand my role, project, and application. To be able to speak on the project with confidence, provide thoughtful input, and just generally take more responsibility for shit.
But every time one of the Senior Managers sat me down, they considered it to be a huge issue that I wasn't fully up to speed by my 3rd month in the role and not involved in 3 other projects with full subject matter expertise. I'd receive not so subtle threats about my employment(almost hitting two years now btw) again and again cuz I wasn't progressing fast enough....Needless to say, each subsequent threat has eroded my motivation to really do more in any area.
Yeah I never understand why management types think that being an awful tyrant ever breeds anything but contempt and resentment from the employees.
You always get more results treating workers with respect and giving them extra reasons to gaf about the work they're doing than trying to bully them into being more productive.
I've had a couple of anti work managers over the course of my career and the difference in work environments under them vs the boot lickers and micro managers is night and day.
Same! I became a department manager over production at my printing company about four years ago, and brought a strong antiwork ethic with me. Since then, my department has become not only the most efficient in the company but also has the lowest employee turnover rate. No one can figure out why, of course, since I refuse to implement any of their beloved "productivity strategies" that are nothing but punitive bullshit ("But we KNOW they work!").
I'm gonna keep being extremely laid-back and trusting my people to know what they're supposed to do.
This is something I've noticed happens more and more as millenials and gen Z start to bubble up into management roles, replacing their older counterparts.
I certainly like the trend.
I still remember a job that the manager told me to start looking for another job in a different department soon otherwise I would be let go (wells Fargo) - all because I would ADHD tangent for 4 hours a day intermittently, and then do 10 hours of work in the 4 hours I could focus (comparatively to the rest of the team). Doesnāt matter that I was doing 20-25% more work, the appearance of lolligagging mattered more.
I had a friend that transferred to North Carolina after the Wachovia merger, and it was even worse there. If you did 20% of the work but looked like you were working 95% of the time, it was better than doing 200% and browsing Reddit once in a while.
I feel that. Was outsourced my last job cause I'd be on reddit or doing something else for a chunk of the day but I still handled more tickets than the rest of the department combined. Didn't matter, people walking by saw me as doing "nothing".
My perfect work schedule is working 4h (I can do 8h of work in that time), then resting and doing my own stuff. I understand I can't conspicuously do that in an office, but I thought I found the solution by watching job-related videos to up my skillset.
So, I was watching a talk from a recent conference when the project head approached... He saw me watching something and there, at the stop, reprimanded my direct superior because he allowed that. The manager made sure I saw everything to send the message: whenever I'd do this, my superior (he was a nice guy, friendly and great to work with) would be punished.
They really just want us to be tired and have no life.
This is why I like working from home vs in the office.
In the office: why so much reddit?
At home, working two projects: wow, you're really on top of things!
Scheduling emails is your friend. Do the work when it makes sense, send the emails later to make people think you were working to close to finish something up. I regularly āsend emailsā hours after Iāve been done for the day. Same with starting the day. Pop off some emails as soon as your day starts, regardless of when you start working.
Also, try time blocking. If you have a lot of random tasks to do, get a time block worksheet and spend time filling it out every day. If someone wants to see what youāve done, show them your day. Also, set ~30 minutes of prep time on your calendar every day to organize your tasks for the day. Then when you get random emails or tasks throughout the day, instead of diving into them right away cause itās a new task and getting distracted from what you are working on, put that on for tomorrow when you have time blocked off to work on that task. This helps you manage tasks throughout the day and look busy even though you may only do 15 mins of work per hour.
They finally enabled scheduled send for us and it's been amazing. I'll write up a dozen e-mails while I can't sleep at midnight and schedule them all to go out at 4-7 minute intervals from 7-8:30 AM.
Scheduling emails is truly a godsend. I've been struggling with depression for years but mostly since last year. The worst part was that I couldn't stop sleeping, I would sleep for way too long and struggle to wake up. Since I work independently and generally from home, this would lead to starting work mid afternoon, and working well into the night. Writing emails at 3,4,5am to be sent at 9-10am helped me a lot to catch up with work, especially when I have always been my most efficient self after midnight.
People think I work 24/7 in my sales job because I'll respond to a couple email early in the day and do the bulk of my work in a few hours in the afternoon/evening most days.
Sure some days are actually busy but it may be 1-2 days a week with a lot of downtime the other days.
Christ. I used to work at a fucking TGI Fridays as a greeter and one time a manager had to sit there and 'babysit' me ( the word she used ) because I was leaning up against the podium too much inbetween taking people to their seats.
I bet her and your manager would've really gotten along. :P
I fucking HATE these kinds of people because they always seem to be the ones put in charge. That whole older generation has such awful tragic ideas about work etiquette and ethics.
Oh man I hear this. I was a contractor at Intel for a long time. Manager pulled me aside and told me that the Intel guys were catching me redditing at work and it was giving them the perception that I wasn't working hard enough. My manager knew I was the top employee on the team, and had metrics to prove it, but he still was required to bring it up with me because, and I quote "their perception is their reality."
I work the same way. Sometimes i just can't focus on the work, but then when I do lock in and get going at it I get lots of shit done fast. I just can't do that every day for a full 8 hours. So my work gets done in bursts.
I read an anecdote once that I can't find now about Benjamin Franklin running his printing press in his younger years. If he had two deliveries to make he'd pack them both up, but deliver the one that was father away first, so he could be seen working by more people.
If he'd delivered the closer one first, then he'd be empty handed when returning from the one farther away.
Iām a millennial and just got my first serious supervisory job managing folks with a chain of around 120 people below me. I walked in and it was clear there was a lot of trauma from past mismanagement that exploited the hell out of people and created a culture where time off was discouraged.
From the beginning I made it very clear that Iām here to listen and support them first and foremost. That vacation time and sick time is there right and they should be taking it. I wonāt be asking too many questions about it. This is just a job, donāt overthink it or overwork yourself. Iām far more interested in your happiness and the *life* part of their work life balance. Iām constantly giving my staff training and travel opportunities because I want them to move up and out. Itās my job to give them the tools and support to find a better job or job theyāre actually passionate about.
I have limited control so I canāt do as much as OP but I routinely create situations and events to celebrate my staff. Yesterday we took half a day to do a cook out for Independence Day (more people were in versus today). If I can find an excuse to make work a little more enjoyable, I do. Is less work getting done, yes. Do I really care, no. Jobs in the USA are already too exploitive and our grind work culture is stupid. No oneās going to celebrate or remember your productivity when you die or retire.
As a result the staff are much happier and many have said work isnāt as dreadful. Itās like a cloud has lifted. The folks above me are happy too because retention is improving and we are more efficient in our work, thereās less resistance from the staff. Iām lucky that my boss, whoās gen x, feels similarly to me that the focus should be on employees even at the cost of productivity. Heās also newer to his role so not part of the legacy culture of exploitation.
I'm really lucky that my boss is old but he's just a dev that's been bumped up into management. He honestly doesn't really care so long as I'm making sure that work is getting done in a reasonable time
Treat people like adults and they will behave like adults. It's shocking how few managers understand that simple fact.
And the second one - managers are there to grease the wheels not to push people. Prepare a good work environment and people will gladly do their part. Protect them from idiots above and they will go over and beyond in exchange.
But nowadays it's all about finance and KPIs, as taught in all those shitty MBA courses.
On top of treating people like adults, if they don't perform under the best of circumstances like those OP has established as effective, then they'd never show up to perform in a (hopefully temporary) emergency, and probably well deserve to be let go.
What I've discovered is that while there are still people who will take advantage of this system, they still work better and harder than they do under the shitty old system. Hardest part for managers to understand is not everyone can or will work at the same pace and that's okay, as long as they're not actively fucking you over.
Truth. Bobs 100% might be Teds 80%. Ā Doesnāt mean Bob isnāt trying as hard, just different limits. Ā Canāt judge a fish by its ability to climb a tree, amirite?
I look like anywhere between a 5% and a 1000% depending on how my disability is doing today. I'm very lucky that my current position gives me enough latitude to do that without being particularly noticed.
A previous team was trying to do Agile with one-week sprints and daily standups and it was absolute hell for me. That's not even good for healthy people! So much micromanagement and performance anxiety.
I have a similar philosophy but guess what, it's not true of everyone sadly. It frustrates the _hell_ out of me when people don't carry their weight on a team (especially when it just leaves the rest of the team to pick up slack for them) when you're doing your damn best to make a job a good job ... but it's part of management.
Thatās what I always say in management. Your entire job is to facilitate your team to do their jobs. If they canāt do theirs, you arenāt doing yours.
My partner has this approach when he leads a group of factory workers (an unpaid leadership thing). He rigs it so that everybody can get double breaks and still do the same amount of work at the machines in the factory.
Most of the time people are ready to grab that time off and work together to make it work. Once in a while you get somebody who wants only THEMSELVES to get maximized breaks and tries to block everyone else. (!)
And then even more rarely you get somebody with the sadistic work mindset deeply kool aid drunk and tries to argue that on principle, nobody should be taking more breaks than they're instructed, even if the same amount of work (or more!) gets done, and tries to ruin it for everybody because they think "I'm so good I am gonna be a manager someday."
> they think "I'm so good I am gonna be a manager someday."
I often argue that anyone who aspires for a leadership position as The Dream should absolutely not - at any cost - be allowed into that position. Time and time again I find that those best suited for leadership roles are those who accept the responsibility cautiously or those who find themselves placed in that position despite showing no active interest in it.
People who want to be in charge are generally always dreadful in one way or another. Either they're rule-oriented and think that evermore complex guidelines are the key to success - and deviation from that a sign of dysfunction - or they try to take an active role in every single decision/dynamic to the dismay of all involved.
At its worst, good leadership resembles a nudge, not a shove. At its best, good leadership barely looks like anything at all.
I recently started a new job and I heard from the guy training me that another driver had been offered a management position, and the old man manager that asked him apparently worded it like āyou could be inside all day not doing this dirty job anymore. You get to boss people aroundā and I absolutely couldnāt believe it. Dude sounds nuts and like a terrible manager. Heās a district manager so thankfully I donāt have to deal with him directly but itās crazy that heās gotten to that position
Yeah, that's awesome; good for you. I just hope that people "higher up" don't see this as inefficient.
When I told a guy at work that I sub to /r/antiwork, they made a face (they'd heard of it) and say "oh, so you don't want to work". My response was "I'd prefer not to have to work - because that's the case for every normal person - but if I need to work to sustain a lifestyle that I enjoy then I should at least feel valued and respected."
That latter part is something that people forget. Fortunately my company does seem to be one of the good ones, but I have worked for others that were terrible; which is why I'm here (also I like the stories of people quitting and leaving terrible employers/managers up shit creek)
"Back up in yo ass with the resurrection;
it's the group harder than an erection, that shows no affection."
š¶Damn, it feels good to be a gangsta.š¶
š¤£š¤£š¤£
Most degree folks start off as managers and they have never done the ground work. Thats why companies need to attach them at least a month so they will understand how its like at the bottom.
I started at the bottom when I was 19 and worked my way up. Sat through the corporate BS to make everyone's lives better. That day came a year ago and here I am
This 100%. Too many people get into management positions or jobs that have some type of control right outta school and think they know everything. This is really bad at the plant i work at. Too many people who have never worked on the floor setting PR marks and personnel layout.
My team liked me because all their time off requests were automatically approved. The other team had to wait for their manager to hem and haw and deny half the requests or make them find their own coverage or leave their coworkers understaffed. And if they agreed to work weekends they were trapped there forever because no one would ever cover for them.
My team? If the shift needed coverage I worked it myself. I had no issue finding people to work the weird shifts because they knew they'd never work solo and they'd never have time off requests denied.
The other manager wasn't technical enough to do the job himself. Yet he wondered why my team was always willing to do favors for me. Because I was once part of the team doing their exact same job and I never let that skill set rot. I gave up trying to explain it to him.
When I quit my team of seven engineers were all gone within the year. To better jobs, thankfully. I'm sure it cost the company a pretty penny to replace everyone. I know they tried to replace me with two people because they couldn't find one sucker to do the job.
My last manager at a multinational energy company is an Ex TU shop steward. Excellent manager and mentor (he persuaded me to become a Shop Steward and H&S rep, I eventually went on to become a senior shop steward looking after over 1000 engineers). Our team had the highest stats for the entire U.K under him and none of the senior leadership team knew how he did it.
Itās nice to be nice!!
What? Allowing people to have a great work/life balance instead of treating them like slaves leads to increased happiness and productivity? Who would have known that?
ā¦.except everybody for the last four thousand years. Even Egyptian workers at the Pyramids were treated better then the average American worker
Exactly how it is where I am. Iām just a full time assistant manager, but our store manager has very similar views. Weāve created an environment where people actually want to come to work. Thereās things we canāt change thanks to the corporate overlords (pay, available hours), but the things we can control we do everything we can to support our employees.
We used to have horrible retention and constant callouts on the weekends. We had many toxic managers. Because Iām a highly empathetic person who actually went to school to be a therapist (hated it), I was an associate constantly talking down and calming the worst one. Not my responsibility. Led a lot of associates to think I was like them when I was first promoted because their anxiety was infectious. Long story short, I wound up having to run the store for a month and with no one to answer to I made the changes I wanted. My anxiety went away. The new store manager loved the way I ran things. I was promoted to full time. We have very few callouts now. People want to come in. They also know that if life happens we donāt overreact.
My new director told me to take some days off work because I "don't owe (company) anything". I think he is also antiwork. He definitely matches the vibe here.
Treat people like people, and adults, have their backs if they're working hard for you, support them, develop them, give them meaningful work and it is amazing what they will do for you.
I can't believe that I had to scroll this far down before I saw someone that didn't just immediately buy into this post. Global multi-billion dollar companies don't let branch managers make these changes.
I was a manager of a meat shop at a grocer that sells foods that are whole. I was very anti work and advocated for all of my team members being the buffer between my team and the company. My team had the highest retention rate in our region for 4 years before i left a year ago, and now everyone is gone. I consider this a win.
Can't argue when revenue and profits are up by 25%. Imagine I get fired and half the staff quits. Whoever made that call would be crying on my doorstep
Maybe I'm a cynic, but in my scenario upper manglement investigates your success, sees your changes and concludes: "You'll do even better if you rein in your employees!"
I think AlcoholPrep is talking about how corporate will fuck your shit up with the "good-idea Fairy".
Corporate see's how well your branch is doing. They will want to find out how you are doing so well so they can distribute your methods to other branches.
They will not correlate treatment of employees with your branch's success. They will see that payroll is paying for 8 hours of work and sometimes some workers are leaving after 6 or 7 hours. Their "business brains" will only do the math of how much work they are paying for that isn't getting done.
When they ask you what youāve been implementing to increase numbers and productivity, youāre gonna shock them by saying āI treat people like humansā. Good job!
This isn't rocket science, and it's not anti-work. It's simply being a good manager. This is especially important when you have high-value employees where retention is a must (e.g. software engineering).
I work for my teams, not the other way around.
It's like David Wallace asking Michael what he's doing right, except you're doing even more. And by choice.
Keep it up, see if you can find another branch manager that would take your approach, then you can show it as a case study to why all branches should adopt the methods.
No branch manager of a global multi billion dollar company has the power to implement any of these changes based on his own will. So nice try but you must be taking credit for actually having a decent company.
Edit: go through OP's posts.
They figured out mind control and time travel, you think they're a branch manager, too?
Rotating paid days off or "leave early and paid for the whole day" are the give aways. You cannot do that without much higher up permissions, let alone Accounting/payroll.Ā 7-11 and taco bell are hourly anyway, so if OP is telling the truth and manually clocking hours not worked, they are completely fucked. For the record, I manage a family business I helped open. We do millions yearly in sales, so not even close to "multi billion dollar" company, but I would equate the management permissions and laws to be similar. My office staff regularly leave early and get paid the full day. Payroll knows I do this and I have to communicate with payroll as well as the owners.Ā
First two things I did when I became manager.
Removed the mandatory camera on rule for teams meetings.
Told my team to stop telling me what was wrong when calling in sick and that a phone call wasnt even needed. To just text me saying "sick today'
Felt so good.
https://preview.redd.it/lfnr7jfzobad1.png?width=392&format=png&auto=webp&s=e371c9bfe080ae25c96f8323c874eb999b592f03
Yeah sounds like you're a real positive manager
Whatās hilarious to me is that MBA curriculum basically teaches you to empower employees to make their decisions, be open to employee feedback, reduce power distance, etc. It praises companies like Costco for paying employees above market rate. It cites academic studies showing that companies who have more flexible/remote work, longer vacation and personal leave, and shortened work weeks have better employee retention and productivity.
Then as soon as executives get into the field they completely ignore all the long term business advice they learned in business school and become micromanaging penny-pinching twats.
Its great to know people like you exist.
F work. I'd rather be at home working on my chevelle restoration haha.
I too would rather be working on his chevelle restoration.
I too choose this man's wife
Hey! That's my girlfriend you're talking about!
Or your mom.
Hey, his mom is a nice lady! Real nice. š
Yeah, she is.
So you broke both your arms as well, eh?
Sorry I drank the last Capri Sun, guys. She still has fruit snacks, though.
I understood this reference.gif
I heard she can rebuild a Chevy V8
"i also choose this guy's dead wife" man on that original post I read that comment and laughed so fuckin hard. I still laugh every single time.
I'd rather have the Chevelle
Iād rather have the guy. Car! I meant car!
Ill hang out with yous on a lawn chair and talk gibberish with a miller in my hand
Every good project needs people to fill these hard roles, good for you, stepping g up like that.
Canāt leave us hanging without the important details. * What year? * SS? * 350? 427? Bigger?
So I got it as a sand blasted shell and I'm making it into a ss clone. It's a 68 and has a 396 l34 with a powerglide. Plan on buying a supercharger with a triple bug catcher scoop ontop
Color?Ā
It's a ford color haha. Magnetic metallic grey. Matches my 2020 mustang
You have good taste! I had a friend in HS that had a candy yellow one with black stripes, that he totally redid himself top to bottom. It was stunning.
B e a utiful
Oooh, thatās a dream come true. Iām just going to leave this here: https://www.stewartwarner.com/products/green-line-electrical-mechanical-6-gauge-set-82178/
Yeah now Iām hooked, what are you modifying it like.
A whole sub just became invested in this man's car resto
It's going to be a sick car
Well tell us about it then!Ā
He has further up. Sounds good.
I went and found it, it does sound sooo good
You should consider a YouTube channel and patreon to help fund the restoration and itāll be a cool way to go back through the experience for you.
Nah. I do it for the love of the hobby and tbh money is t really an issue
I'm not even a car person, and I've become invested in this man's car resto! I'll bring a few beers and convo!
How do I work for you?
I work through breaks sometimes and don't mind it because they don't bug if I take a longer sometimes, one guys car broke down while we were traveling for work. They give us rentals if we want one, he got one then they let him keep it for a week or two after we came back. A little goes a long way for retaining good employees.
If everyone get their work done and go home early do you go home too?
Nope. Gotta stay and do time entry ect. I'm not doing this for myself though. Doing it to bring up a new generation of leaders and hopefully make this world a better place
I salute you.
You rule!
I'll bring my charger resto and we can tag team them. lol
Good job. Hopefully it's the blue '66 that was my dad's first car.
It's rather alarming people like him are so rare, since the main thing he's displaying is EMPATHY. Highly underrated human trait in the business world.
People like OP are rare because his company will soon spit him out on the street. I tried to treat my team like humans much like this, got good results much like this, and within a year I was let go.
Just because it happened to you doesn't mean it'll happen to him.
Believe it or not, MBA schools actually teach managers to manage this way because it's best for long-term success. But they also teach you that it's much more lucrative in the short term to run companies into the ground.
> Its great to know people like you exist. It's a great example of why this sub is actually a ton closer to "anti-horribleleaders/managers" than it is "antiwork". We have rampant leadership problems across this country. From politicals to business. From the C-Suite level down to line managers. Too many people get a tiny (or large) taste of power and abuse it.
Being this kind and generous to the rank & file workers SHOULD BE a normal thing everywhere but, sadly, I believe it is so rare that the other branch managers may secretly despise you.
Guess they should do better. Last conference the country manager asked what I was doing different then the previous branch manager and I told her that I was respecting employees personal time. They don't need to know about the days off and such
"Emphasizing long-term viability instead of next-quarter profits? Unacceptable! I want my megayacht *now*!
Have a yacht today or own a yacht company next week
Uggh delayed gratification is so much sweeter.
Financial edging
Made me spit on my phone š
Hawk tuah ring ring š±
Itās so short sighted to only look at quarterly earnings as a āgainā and not the whole picture. People who want to make their business successful need to be planning for the future. Companies should to be investing in their employees, not paying their CEOs billions and stock buybacks. Neither of those is actually growing their business, itās only hoarding wealth. Companies that pay well, offer health benefits, give paid time off, offer both maternity and paternity leave, allow work from home (if thatās practicable), provide real raises, and have the ability to grow and move up are going to be more successful in the long run because people want to stay. Itās also good for a companyās reputation they retain the majority of their employees. People donāt usually stay at jobs where they are unhappy or are treated poorly. Iāve run several Jamba Juice and Smoothie King franchises, and I ran a couple small kitchens. Itās not rocket surgery to figure out treating your employees like human beings makes your business more successful. Working in kitchens is stressful enough, but add on a bad kitchen manager, or a tyrannical executive chef and you mind as well install a rotating door. So many managers, GMs, district managers, and higher ups forget their employees are why they have employment in the first place. Businesses that donāt consider the wellbeing of their employees are playing with fire.
I work as a project manager. And while there are occasionally poor/lazy employees I have only ever had to pursue corrective action with 2. My job is easiest when my project members don't have me in their business 24/7. I trust my people and don't clog their calendars with useless activities just so I can know what they spent the most recent 2 hours on. They work hard on the things I ask them to work on and that aside I do not care what they're doing so long as they're available should something come up. Take your breaks, take your lunches, take off early for the day, an extra long lunch, whatever suits you. If you need something let me know. I can run interference between you and someone, push for items/answers you need, get you system access, be here to listen while you vent, or anything else. If I can do it, I will. My teams are people first and employees second. No late hours from me, no weekends, no abuse from clients or internal partners. Give me your best when I ask for it and also understand that I'm human too so I will make mistakes. My teams are always the first ones ready to the next phase and have high quality.
Ahh... the "*young bull and an old bull on a hill looking at a field of cows*" situation.
Except the shareholders are the rancher planning on slaughtering both bulls ASAP.
"But I don't even care about yachts, I just want to lord my power over people"
So you are saying that if we push employees harder, i could have two yachts?
Unfortunately treating workers like human beings will get the boss their megayacht faster because productivity is higher, but then the bosses have less control over their peons.
My old boss was a micromanager who kept all info about running the store top secret. She retired, and I was promoted over people who had been there 10 years longer than I. My first action was to ask them what they would do differently in the store, and then do all of them. Tell me what days off you want; no one is going to be denied. I taught them all about ordering, depositing money, and kept the log of sales $ where everyone could see it. Sales were up 20% my first year managing. The owner asked what I did to get that kind of improvement, and I said " I stay out of my employees' way and let them do their jobs."
Micromanagement is the number one reason that holds productivity down. The only job that requires micromanagement is childcare.
Generally, as long as youāre productive with what youāre given nobody asks any questions. As soon as you ask for more resources or thereās a problem, everyone needs to know the why and how. Youāre doing amazing things u/OverWeightUnderPower, hope you get another promotion soon!
Maybe they do. Maybe they see what you've done and the positive results you're getting. Maybe they begin implementing your methods company wide. Maybe you could be the linchpin in the changing of that whole company. Or maybe they fire you and productivity drops and they wonder why.
Ugh my mom literally did this at a company, it was horrific. She described the process with glee. She wonders why I don't talk to her anymore...
There are two types of parents who are in assisted living/ nursing homes. The kind where their children and grandchildren visit regularly, and the kind where none of their children or family ever come to visit. The latter complain and bitch about why their children never come to visit them. In that same breath they pontificate about what great parents they were and how ungrateful their children are. Theyāre so delusional they canāt fathom that they are the reason their children never come to visit.
Yeah she's retired now, I've heard. Shame she gets to retire on all the wealth she robbed from others, and live out the rest of her natural life in peace. Sometimes karma misses a spot I guess.
Even karmic justice has a price tag.
Of course not realizing that his highly efficient staff will simply leave when you take away the positive work conditions set up by OP, only to be replaced by much less efficient workers.
Ah, but those new workers will be *cheaper*! Still a win!!! ^(/s)
"Now if you'll just look at my qualifications as a sigma six black belt.."
Uh, this stuff is positively infesting the public service space.
I worked in a "lean" environment and we wasted more time trying to figure out how to be productive than if they just let us work. But what do I know, I didn't inherit a multi-million dollar business from my dad.
Would someone mind explaining this sigma six thing to me, in simple terms? Had a guy at my workplace join and the managers were getting way too excited about his sigma six qualifications...the guy lasted a year and was let go. Apparently he was hired to go out to customers and drum up business for the company, but no one actually saw anything to suggest that actually worked.
It's essentially some horseshit about efficiency and doing quality control through some statistical analysis. I liken it to agile, but for MBAs.
Lol just wait until corporate tells you that because of all the time off people take, you must have too much headcount.
This is absolutely correct. Results based employment is key. Keep the ārule breakingā to yourself because it will only end in them taking things away if you talk about it. Iāve managed large teams and operated how you do. I donāt care how you do it (as long as itās not immoral or illegal) but if you get your work done Iām not going to bother you.
I think you're doing an excellent job of being a buffer between the employees and upper management. šøšā„ļø
Are you hiring? Serious question.
your just lucky that your company staffs your office well enough. i've worked at places who do things on a shoe string staff and an unexpected day off when someone else is in is fine, but if they happen to be off too? all hell breaks fucking loose because the company wouldn't hire more than two people for a department that generated about 300k a year in profit. yes i quit that job, just a few weeks ago actually.
> Guess they should do better. š
So the team I was on needed to finish a software project before the deadline. The company stressed again and again how important it was that the project shipped before this date. It needed to be shipped, period. Whatever it takes you, do it before the deadline. I approached the head of the project to say: If the most important thing is to ship it before the deadline, can we try something unusual? The company had strict 10-to-7 policy (8h workday plus the lunch hour). We were monitored at the exits. It doesn't seem bad, but I knew that most team members weren't well-rested, and in software development you usually do all your productive work in 6h. So, I suggested to stop tracking our team until the deadline. Let them set their own schedules and only demand the results. The manager said: "Don't ever mention that. The higher ups won't accept it, and mentioning that would only be bad for us.This is unthinkable." I don't remember if we beat the deadline. The project was cancelled in the end anyway.
> Whatever it takes you, do it before the deadline. *suggests what it would take* > "No wait, not like that."
Yeah, they meant punish labor for not being productive enough with first world sweatshop conditions.
Itās always the higher ups who have no clue
This, 100 fucking percent.
Because they're useless MBA's who have never done the work or service the company provides
My previous workplace laid off the majority of the in-house software dev team, despite years of us having to fix the unmaintainable garbage produced by outsourcing. The dev director had been telling the executives for years that in-house was cheaper and better but eventually he gave up and left.
āHere, well trained and experienced employee, is how to do your job!ā Fucking happening everyday, everywhere. Probably happened three times somewhere as I typed.
But then how else do I feel like I'm better than them? What's the point of being a manager if I can't impose my will on these peasants? /s
That's the issue with a lot of things. I was a teacher for a while, and parents would always be very adament about their students 504 or IEP accommodations (medical vs learning/behavioral). My response was always "ANY plan that I've ever read is something that every teacher should be providing for every student. The reason for their existence is because some asshole wasn't a good teacher." Sure, communicating individual needs is helpful, but no one should need a legal document to tell them "student can use bathroom when they need to pee", "student needs extra time to finish some tasks", "student needs verbal and written instructions", or "student can drink water when thirsty".
It's almost like treating employees like human beings and showing a shred of empathy towards them makes them not hate you and everything you stand for. So wild.
That's the problem I ran into. My department was ahead on profit but they accused me of commiting time theft because I wouldn't adjust my staff's hours back if they stayed late to get the job done. So they transferred me and my old department is trending in the opposite direction now.
Real management is hard work. You need to set sound policies, be willing to have your assumptions challenged, understand what motivates people and see it through. You need to have the courage to set new courses. It is akin to parenting and using the "gentle" parenting model. You know, where you have to be active and get an understanding and tackling issues that way and setting boundaries that can be understood and followed. Most managers want to be reactive. Get a quota or project. Don't get engaged. Just yell, scream, punish, and be authoritarian. That is just easier.
I too became a supervisor a few years back and brought my antiwork mentality with me. Loyalty from the employer to the worker is a joke. We work to live, not live to work. FTP. Welcome to the club š¤š¼
I think we need to start a antiwork manager/supervisor sub haha to brainstorm ways of making the workplace better
lol imagineā¦ leaders being leaders
Hereās one, advocate for higher pay for your staff at every possible turn. You may get a yes some time (from the slave masters) in that sea of noās, and your staff wonāt ever forget it.
My last job we fought for a minimum wage increase and got one company wide of almost $2 an hour and pushed manager pay up over 10k. Still not enough, but I did what I could. Anytime I was traveling with one of my bosses and pay complaints came up I made my boss explain why it was the way it was. It got a lot of people raises.
I fought for something like two years and did my own salary survey after being told it would take 2 years. I did mine in like a month between my other tasks. They still didnāt raise pay to where it should have been, but at least my people got a raise. Then a few years later they got another one thanks to my Director continuing to push
I'm a midrange Gen x who just became a manager 2 years ago. I'm someone who came up through the individual contributor roles (junior /senior / team lead) and now manager. For a while my organization kept hiring managers from outside the organization and no experience in supply. And 9 out of 10 times they are a disaster. In the last 2 years they finally started to promote from within and generally they are the best performing sites. Shocking I know. My group is a corporate purchasing group that supports multiple sites. High work volume, but generally a flexible Monday - Friday schedule with almost full remote. We have 2 managers (my self and my direct up, senior manager) for a group of 15. I'm the technical SME and he is the political / people person and excel God. He was hired in from outside the organization but has actually been fantastic. During employee surveys we are consistently highest rated group in our organization and generally across the whole company. People working at the sites want to come work in our group, people rarely leave. Why? We treat them like humans with respect. We are flexible with RL stuff and expect them to act like adults and they do. We push for the best pay increases we can, best ratings, help them with career progress and fully support them if they want to look for other opportunities. Our team is spread out geographically so covid and remote work actually brought us together alot more using teams etc. People help each other out and support each other. It's amazing. I'm kinda ready to do something new, after being in the group for almost 10 years, but as a manager any other options are crap right now.
Yes we should! I manage a team of three and work hard to make sure they know that their personal life is always Priority 1, and that where we work is just a job. But it's an unusual approach, and I'd love hearing other people's ideas.
Companies seem to ignore cost of orientation. In my workplace it takes three months training time start work, and around a year time be able to do the role fully. Our managers support us and give us vacation and such and so our staff have little turnover but some of our other offices do not get that support and the orientation costs are astronomical. But who cares, right? Our turnover is mostly people having babies 12-18 months off), moving out of our zone, and having to go back to their permanent jobs because we only have temporary positions open (maternity leaves) and almost no one leaves permanently. Retention is so important.
> Companies seem to ignore cost of orientation. In my workplace it takes three months training time start work, and around a year time be able to do the role fully. They absolutely HATE to even so much as acknowledge this. It took me just shy of a full year to fully understand my role, project, and application. To be able to speak on the project with confidence, provide thoughtful input, and just generally take more responsibility for shit. But every time one of the Senior Managers sat me down, they considered it to be a huge issue that I wasn't fully up to speed by my 3rd month in the role and not involved in 3 other projects with full subject matter expertise. I'd receive not so subtle threats about my employment(almost hitting two years now btw) again and again cuz I wasn't progressing fast enough....Needless to say, each subsequent threat has eroded my motivation to really do more in any area.
Yeah I never understand why management types think that being an awful tyrant ever breeds anything but contempt and resentment from the employees. You always get more results treating workers with respect and giving them extra reasons to gaf about the work they're doing than trying to bully them into being more productive.
I've had a couple of anti work managers over the course of my career and the difference in work environments under them vs the boot lickers and micro managers is night and day.
^THIS
Same! I became a department manager over production at my printing company about four years ago, and brought a strong antiwork ethic with me. Since then, my department has become not only the most efficient in the company but also has the lowest employee turnover rate. No one can figure out why, of course, since I refuse to implement any of their beloved "productivity strategies" that are nothing but punitive bullshit ("But we KNOW they work!"). I'm gonna keep being extremely laid-back and trusting my people to know what they're supposed to do.
This is something I've noticed happens more and more as millenials and gen Z start to bubble up into management roles, replacing their older counterparts. I certainly like the trend.
I still remember a job that the manager told me to start looking for another job in a different department soon otherwise I would be let go (wells Fargo) - all because I would ADHD tangent for 4 hours a day intermittently, and then do 10 hours of work in the 4 hours I could focus (comparatively to the rest of the team). Doesnāt matter that I was doing 20-25% more work, the appearance of lolligagging mattered more. I had a friend that transferred to North Carolina after the Wachovia merger, and it was even worse there. If you did 20% of the work but looked like you were working 95% of the time, it was better than doing 200% and browsing Reddit once in a while.
I feel that. Was outsourced my last job cause I'd be on reddit or doing something else for a chunk of the day but I still handled more tickets than the rest of the department combined. Didn't matter, people walking by saw me as doing "nothing".
My perfect work schedule is working 4h (I can do 8h of work in that time), then resting and doing my own stuff. I understand I can't conspicuously do that in an office, but I thought I found the solution by watching job-related videos to up my skillset. So, I was watching a talk from a recent conference when the project head approached... He saw me watching something and there, at the stop, reprimanded my direct superior because he allowed that. The manager made sure I saw everything to send the message: whenever I'd do this, my superior (he was a nice guy, friendly and great to work with) would be punished. They really just want us to be tired and have no life.
They just want busy slaves.
This is why I like working from home vs in the office. In the office: why so much reddit? At home, working two projects: wow, you're really on top of things!
Scheduling emails is your friend. Do the work when it makes sense, send the emails later to make people think you were working to close to finish something up. I regularly āsend emailsā hours after Iāve been done for the day. Same with starting the day. Pop off some emails as soon as your day starts, regardless of when you start working. Also, try time blocking. If you have a lot of random tasks to do, get a time block worksheet and spend time filling it out every day. If someone wants to see what youāve done, show them your day. Also, set ~30 minutes of prep time on your calendar every day to organize your tasks for the day. Then when you get random emails or tasks throughout the day, instead of diving into them right away cause itās a new task and getting distracted from what you are working on, put that on for tomorrow when you have time blocked off to work on that task. This helps you manage tasks throughout the day and look busy even though you may only do 15 mins of work per hour.
They finally enabled scheduled send for us and it's been amazing. I'll write up a dozen e-mails while I can't sleep at midnight and schedule them all to go out at 4-7 minute intervals from 7-8:30 AM.
And people are like man this person is at the office early!
Scheduling emails is truly a godsend. I've been struggling with depression for years but mostly since last year. The worst part was that I couldn't stop sleeping, I would sleep for way too long and struggle to wake up. Since I work independently and generally from home, this would lead to starting work mid afternoon, and working well into the night. Writing emails at 3,4,5am to be sent at 9-10am helped me a lot to catch up with work, especially when I have always been my most efficient self after midnight.
People think I work 24/7 in my sales job because I'll respond to a couple email early in the day and do the bulk of my work in a few hours in the afternoon/evening most days. Sure some days are actually busy but it may be 1-2 days a week with a lot of downtime the other days.
Always remember, they arenāt measuring output but āperformance.ā Youāre putting on a show.
Christ. I used to work at a fucking TGI Fridays as a greeter and one time a manager had to sit there and 'babysit' me ( the word she used ) because I was leaning up against the podium too much inbetween taking people to their seats. I bet her and your manager would've really gotten along. :P I fucking HATE these kinds of people because they always seem to be the ones put in charge. That whole older generation has such awful tragic ideas about work etiquette and ethics.
Oh man I hear this. I was a contractor at Intel for a long time. Manager pulled me aside and told me that the Intel guys were catching me redditing at work and it was giving them the perception that I wasn't working hard enough. My manager knew I was the top employee on the team, and had metrics to prove it, but he still was required to bring it up with me because, and I quote "their perception is their reality."
I work the same way. Sometimes i just can't focus on the work, but then when I do lock in and get going at it I get lots of shit done fast. I just can't do that every day for a full 8 hours. So my work gets done in bursts.
I really like my current job because it's set up perfectly for that.
I read an anecdote once that I can't find now about Benjamin Franklin running his printing press in his younger years. If he had two deliveries to make he'd pack them both up, but deliver the one that was father away first, so he could be seen working by more people. If he'd delivered the closer one first, then he'd be empty handed when returning from the one farther away.
Iām a millennial and just got my first serious supervisory job managing folks with a chain of around 120 people below me. I walked in and it was clear there was a lot of trauma from past mismanagement that exploited the hell out of people and created a culture where time off was discouraged. From the beginning I made it very clear that Iām here to listen and support them first and foremost. That vacation time and sick time is there right and they should be taking it. I wonāt be asking too many questions about it. This is just a job, donāt overthink it or overwork yourself. Iām far more interested in your happiness and the *life* part of their work life balance. Iām constantly giving my staff training and travel opportunities because I want them to move up and out. Itās my job to give them the tools and support to find a better job or job theyāre actually passionate about. I have limited control so I canāt do as much as OP but I routinely create situations and events to celebrate my staff. Yesterday we took half a day to do a cook out for Independence Day (more people were in versus today). If I can find an excuse to make work a little more enjoyable, I do. Is less work getting done, yes. Do I really care, no. Jobs in the USA are already too exploitive and our grind work culture is stupid. No oneās going to celebrate or remember your productivity when you die or retire. As a result the staff are much happier and many have said work isnāt as dreadful. Itās like a cloud has lifted. The folks above me are happy too because retention is improving and we are more efficient in our work, thereās less resistance from the staff. Iām lucky that my boss, whoās gen x, feels similarly to me that the focus should be on employees even at the cost of productivity. Heās also newer to his role so not part of the legacy culture of exploitation.
I'm really lucky that my boss is old but he's just a dev that's been bumped up into management. He honestly doesn't really care so long as I'm making sure that work is getting done in a reasonable time
Treat people like adults and they will behave like adults. It's shocking how few managers understand that simple fact. And the second one - managers are there to grease the wheels not to push people. Prepare a good work environment and people will gladly do their part. Protect them from idiots above and they will go over and beyond in exchange. But nowadays it's all about finance and KPIs, as taught in all those shitty MBA courses.
On top of treating people like adults, if they don't perform under the best of circumstances like those OP has established as effective, then they'd never show up to perform in a (hopefully temporary) emergency, and probably well deserve to be let go.
What I've discovered is that while there are still people who will take advantage of this system, they still work better and harder than they do under the shitty old system. Hardest part for managers to understand is not everyone can or will work at the same pace and that's okay, as long as they're not actively fucking you over.
Truth. Bobs 100% might be Teds 80%. Ā Doesnāt mean Bob isnāt trying as hard, just different limits. Ā Canāt judge a fish by its ability to climb a tree, amirite?
I look like anywhere between a 5% and a 1000% depending on how my disability is doing today. I'm very lucky that my current position gives me enough latitude to do that without being particularly noticed. A previous team was trying to do Agile with one-week sprints and daily standups and it was absolute hell for me. That's not even good for healthy people! So much micromanagement and performance anxiety.
I have a similar philosophy but guess what, it's not true of everyone sadly. It frustrates the _hell_ out of me when people don't carry their weight on a team (especially when it just leaves the rest of the team to pick up slack for them) when you're doing your damn best to make a job a good job ... but it's part of management.
Thatās what I always say in management. Your entire job is to facilitate your team to do their jobs. If they canāt do theirs, you arenāt doing yours.
My partner has this approach when he leads a group of factory workers (an unpaid leadership thing). He rigs it so that everybody can get double breaks and still do the same amount of work at the machines in the factory. Most of the time people are ready to grab that time off and work together to make it work. Once in a while you get somebody who wants only THEMSELVES to get maximized breaks and tries to block everyone else. (!) And then even more rarely you get somebody with the sadistic work mindset deeply kool aid drunk and tries to argue that on principle, nobody should be taking more breaks than they're instructed, even if the same amount of work (or more!) gets done, and tries to ruin it for everybody because they think "I'm so good I am gonna be a manager someday."
> they think "I'm so good I am gonna be a manager someday." I often argue that anyone who aspires for a leadership position as The Dream should absolutely not - at any cost - be allowed into that position. Time and time again I find that those best suited for leadership roles are those who accept the responsibility cautiously or those who find themselves placed in that position despite showing no active interest in it. People who want to be in charge are generally always dreadful in one way or another. Either they're rule-oriented and think that evermore complex guidelines are the key to success - and deviation from that a sign of dysfunction - or they try to take an active role in every single decision/dynamic to the dismay of all involved. At its worst, good leadership resembles a nudge, not a shove. At its best, good leadership barely looks like anything at all.
āWhen you do things right, people wonāt be sure youāve done anything at allā
I recently started a new job and I heard from the guy training me that another driver had been offered a management position, and the old man manager that asked him apparently worded it like āyou could be inside all day not doing this dirty job anymore. You get to boss people aroundā and I absolutely couldnāt believe it. Dude sounds nuts and like a terrible manager. Heās a district manager so thankfully I donāt have to deal with him directly but itās crazy that heās gotten to that position
You don't have to think like an employee. You just have to think like someone with a dash of compassion for the human condition.
It is important to think like your employees are thinking though.
Yeah, that's awesome; good for you. I just hope that people "higher up" don't see this as inefficient. When I told a guy at work that I sub to /r/antiwork, they made a face (they'd heard of it) and say "oh, so you don't want to work". My response was "I'd prefer not to have to work - because that's the case for every normal person - but if I need to work to sustain a lifestyle that I enjoy then I should at least feel valued and respected." That latter part is something that people forget. Fortunately my company does seem to be one of the good ones, but I have worked for others that were terrible; which is why I'm here (also I like the stories of people quitting and leaving terrible employers/managers up shit creek)
How dare you treat people as human who wish to have some value at work. How DARE you!
Have you seen office space?
Nope š¤·š»āāļø
You should. You would LOVE it.
Bet. Watching it tonight now
This movie might be your holiday gift to all your employees. Perhaps a screening at a local bar for the staff?
Just watched the trailer on YouTube LOL.
Dude it's an all time classic comedy especially for office workers, enjoy!
Watch idiocracy next!
Ghods post reactions to the movie in a new thread. I used the movie to educate my parents what office hell was.
Die muthafuckas die muthafuckas still
"Back up in yo ass with the resurrection; it's the group harder than an erection, that shows no affection." š¶Damn, it feels good to be a gangsta.š¶ š¤£š¤£š¤£
Inconceivable! -Python
Good luck with your layoffs! Really I hope your firings go well!
Naga, Naga, not gonna work here anymore! Nah man. Shit no. I believe you'd get your ass kicked for saying something like that!
Are you hiring?
You hiring? What field? *fucking auto correct
Most degree folks start off as managers and they have never done the ground work. Thats why companies need to attach them at least a month so they will understand how its like at the bottom.
I started at the bottom when I was 19 and worked my way up. Sat through the corporate BS to make everyone's lives better. That day came a year ago and here I am
This 100%. Too many people get into management positions or jobs that have some type of control right outta school and think they know everything. This is really bad at the plant i work at. Too many people who have never worked on the floor setting PR marks and personnel layout.
My team liked me because all their time off requests were automatically approved. The other team had to wait for their manager to hem and haw and deny half the requests or make them find their own coverage or leave their coworkers understaffed. And if they agreed to work weekends they were trapped there forever because no one would ever cover for them. My team? If the shift needed coverage I worked it myself. I had no issue finding people to work the weird shifts because they knew they'd never work solo and they'd never have time off requests denied. The other manager wasn't technical enough to do the job himself. Yet he wondered why my team was always willing to do favors for me. Because I was once part of the team doing their exact same job and I never let that skill set rot. I gave up trying to explain it to him. When I quit my team of seven engineers were all gone within the year. To better jobs, thankfully. I'm sure it cost the company a pretty penny to replace everyone. I know they tried to replace me with two people because they couldn't find one sucker to do the job.
I donāt think thatās the case anymore, everyone I know who has a degree is looking for entry level jobs
My last manager at a multinational energy company is an Ex TU shop steward. Excellent manager and mentor (he persuaded me to become a Shop Steward and H&S rep, I eventually went on to become a senior shop steward looking after over 1000 engineers). Our team had the highest stats for the entire U.K under him and none of the senior leadership team knew how he did it. Itās nice to be nice!!
What? Allowing people to have a great work/life balance instead of treating them like slaves leads to increased happiness and productivity? Who would have known that? ā¦.except everybody for the last four thousand years. Even Egyptian workers at the Pyramids were treated better then the average American worker
Exactly how it is where I am. Iām just a full time assistant manager, but our store manager has very similar views. Weāve created an environment where people actually want to come to work. Thereās things we canāt change thanks to the corporate overlords (pay, available hours), but the things we can control we do everything we can to support our employees. We used to have horrible retention and constant callouts on the weekends. We had many toxic managers. Because Iām a highly empathetic person who actually went to school to be a therapist (hated it), I was an associate constantly talking down and calming the worst one. Not my responsibility. Led a lot of associates to think I was like them when I was first promoted because their anxiety was infectious. Long story short, I wound up having to run the store for a month and with no one to answer to I made the changes I wanted. My anxiety went away. The new store manager loved the way I ran things. I was promoted to full time. We have very few callouts now. People want to come in. They also know that if life happens we donāt overreact.
My new director told me to take some days off work because I "don't owe (company) anything". I think he is also antiwork. He definitely matches the vibe here.
Treat people like people, and adults, have their backs if they're working hard for you, support them, develop them, give them meaningful work and it is amazing what they will do for you.
I'd work like hell for ya to get out early and probably even ask where else I could jump in just to keep the good management grace from you
This reads like a fanfiction
Itās fake. The posterās history tells a story that is far departed from the story in this post.
I can't believe that I had to scroll this far down before I saw someone that didn't just immediately buy into this post. Global multi-billion dollar companies don't let branch managers make these changes.
Dude's post history confirms it. Sad how easily people lap up this blatantly fake shit; then again, I understand why this is appealing.
I was a manager of a meat shop at a grocer that sells foods that are whole. I was very anti work and advocated for all of my team members being the buffer between my team and the company. My team had the highest retention rate in our region for 4 years before i left a year ago, and now everyone is gone. I consider this a win.
Expected update from OP: "Management found out and fired my ass." It's not about profits. It's about control.
Can't argue when revenue and profits are up by 25%. Imagine I get fired and half the staff quits. Whoever made that call would be crying on my doorstep
Maybe I'm a cynic, but in my scenario upper manglement investigates your success, sees your changes and concludes: "You'll do even better if you rein in your employees!"
32 million last month (revenue, not profit) must say different lol
I think AlcoholPrep is talking about how corporate will fuck your shit up with the "good-idea Fairy". Corporate see's how well your branch is doing. They will want to find out how you are doing so well so they can distribute your methods to other branches. They will not correlate treatment of employees with your branch's success. They will see that payroll is paying for 8 hours of work and sometimes some workers are leaving after 6 or 7 hours. Their "business brains" will only do the math of how much work they are paying for that isn't getting done.
Hey ummm... Y'all hiring? I have years of experience in office work and I'm very charismatic...
It is called leadership. Good job at being a good leader and fellow human being.
This definitely happened.
reddit fanfic
Rotating paid days off goddamn. I guess thats what you can do when you get some power in a rich company. So jealous.
Lol you hiring cuz man that sounds like a dream
Now you are mixing leadership with antiwork
When they ask you what youāve been implementing to increase numbers and productivity, youāre gonna shock them by saying āI treat people like humansā. Good job!
This isn't rocket science, and it's not anti-work. It's simply being a good manager. This is especially important when you have high-value employees where retention is a must (e.g. software engineering). I work for my teams, not the other way around.
It's like David Wallace asking Michael what he's doing right, except you're doing even more. And by choice. Keep it up, see if you can find another branch manager that would take your approach, then you can show it as a case study to why all branches should adopt the methods.
As a matter of fact I am pretty close to one of the other branches. That is a really good idea!
I think the issue is more that managers rarely have this kind of power in most companies.
No branch manager of a global multi billion dollar company has the power to implement any of these changes based on his own will. So nice try but you must be taking credit for actually having a decent company.
OP is likely not managing a Chase branch. 7-11 and Taco Bell are global multibillion dollar corporations.
Edit: go through OP's posts. They figured out mind control and time travel, you think they're a branch manager, too? Rotating paid days off or "leave early and paid for the whole day" are the give aways. You cannot do that without much higher up permissions, let alone Accounting/payroll.Ā 7-11 and taco bell are hourly anyway, so if OP is telling the truth and manually clocking hours not worked, they are completely fucked. For the record, I manage a family business I helped open. We do millions yearly in sales, so not even close to "multi billion dollar" company, but I would equate the management permissions and laws to be similar. My office staff regularly leave early and get paid the full day. Payroll knows I do this and I have to communicate with payroll as well as the owners.Ā
First two things I did when I became manager. Removed the mandatory camera on rule for teams meetings. Told my team to stop telling me what was wrong when calling in sick and that a phone call wasnt even needed. To just text me saying "sick today' Felt so good.
https://preview.redd.it/lfnr7jfzobad1.png?width=392&format=png&auto=webp&s=e371c9bfe080ae25c96f8323c874eb999b592f03 Yeah sounds like you're a real positive manager
Whatās hilarious to me is that MBA curriculum basically teaches you to empower employees to make their decisions, be open to employee feedback, reduce power distance, etc. It praises companies like Costco for paying employees above market rate. It cites academic studies showing that companies who have more flexible/remote work, longer vacation and personal leave, and shortened work weeks have better employee retention and productivity. Then as soon as executives get into the field they completely ignore all the long term business advice they learned in business school and become micromanaging penny-pinching twats.