Motivate new Staff

[Anonymous]

Anonymous wrote:

Anonymous wrote:What is the problem you are trying to solve? People taking the job or staying the 90 days? Are these professional positions? What are the rules?

Surviving the 90 days. These people I hired have MBAs and CPAs. But I am going to chain then to desk 90 days.

The professionals I hired won’t realize they are clocking in and out like a HS kid on camera till next week.

I warned them both twice in interviews about 90 day rule. After they clear probation HR approves WFH and they will pull time clock info and you won’t get it if you has issues.

That doesn’t make sense. Either you warned them during interviews in which case this question is stupid (they know they agreed to it) or you’re stupid for being dishonest during the hiring process.

[Anonymous]

Anonymous wrote:Dude, you can’t motivate people to replicate your life path for your satisfaction unless you give them what they want in life (money, flexibility, elephants) now. They’re not you; whatever motivated you won’t necessarily motivate them.

If you’re talking about how to recruit people, be clear and honest about your expectations and if you want share your story of why you think it’s a good opportunity. They can decide for themselves. If they think they want to give it a go, you don’t have to fuss yourself about their motivations; if they don’t, you still don’t have to worry about it. Stop considering your junior colleagues your dolls.

I don’t but they will get fired or pushed out if they break rules.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Dude, you can’t motivate people to replicate your life path for your satisfaction unless you give them what they want in life (money, flexibility, elephants) now. They’re not you; whatever motivated you won’t necessarily motivate them.

If you’re talking about how to recruit people, be clear and honest about your expectations and if you want share your story of why you think it’s a good opportunity. They can decide for themselves. If they think they want to give it a go, you don’t have to fuss yourself about their motivations; if they don’t, you still don’t have to worry about it. Stop considering your junior colleagues your dolls.

I don’t but they will get fired or pushed out if they break rules.

They’re adults, that’s their problem. Stop trying to play puppet master.

[Anonymous]

Anonymous wrote:

Anonymous wrote:What is the problem you are trying to solve? People taking the job or staying the 90 days? Are these professional positions? What are the rules?

Surviving the 90 days. These people I hired have MBAs and CPAs. But I am going to chain then to desk 90 days.

The professionals I hired won’t realize they are clocking in and out like a HS kid on camera till next week.

I warned them both twice in interviews about 90 day rule. After they clear probation HR approves WFH and they will pull time clock info and you won’t get it if you has issues.

I'm amazed your company needs to have punch in & punch outs with MBAs and CPAs.

I'm the person who asked about rigid start times. I am a Gen X high performer. I work long hours. But every day running like clockwork is a bit tough for me. Plus traffic is unpredictable. I hope you have unlimited parking.

That said, I understand rules and I could be perfect for 90 days. You just need to communicate the expectations clearly and if people can't meet them, it's fine if it doesn't work out. Be aware that if you have parents of young kids, they especially need to be prepared. White-collar work culture has shifted towards tolerance for handling kid issues that come up unexpectedly. You should also point out the vacation issue again because school spring break and Easter are coming up. People might want to skip starting or alternately cancel vacations if this 90 day rule is firm.

I would really question the punch in/punch out. I only had to do that at one teen job once. In the 1980s! Is it because your work is done with billing codes?

2 days per week work from home is a lot different than 5 days per week. That means other colleagues will be around a lot. That makes things look better for the employer/less unreasonable.

Don't worry how people judge the opportunity long-term. Most people move around a lot now and that is usually better for their salary. People will either like the company or not. The 90 day experience will be a blip either way.

[Anonymous]

Anonymous wrote:OP first 90 days is 100 percent in office. No home computer access allowed.

We have set start and end times. You have to punch in and punch out plus punch in and out lunch.

We also want no sick days, vacation days, personal days, lateness, leaving early in first 90 days.

After 90 days it is WFH two days a week.

And the rule is people you directly manage on probation you have to come in every day as well as staff training them. I am bringing in two so I am also blocked from WFH the next 90 days.

I can’t change HR rules but staff needs motivation.

I don’t want them to focus on anything but this is an amazing career opportunity. They literally could make 5x their salary if they put the 10-15 years of work in.

I know that sounds crazy, but we are like big 4 you work your way up and lower level people do grunt work. I was in big 4 and I moved from staff to Director and was hard but worth it. But I was motivated. That magic I want to recreate.

You did a good job with the OP. I almost thought it was you, but the grammar was decent enough to make me believe otherwise. But here, when you write too much you reveal yourself.

[Anonymous]

I work for a gov’t agency and even we have 50% remote from Day 2. Day 1 you have to show up for your badge, introductions, and to sign your telecommuting agreement/get your laptop.

Does your company offer in-person training/networking during the onboarding? The promise of an amazing salary in 10-15 years isn’t enough for most people to stick with a place with such ridiculous rules.

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP first 90 days is 100 percent in office. No home computer access allowed.

We have set start and end times. You have to punch in and punch out plus punch in and out lunch.

We also want no sick days, vacation days, personal days, lateness, leaving early in first 90 days.

After 90 days it is WFH two days a week.

And the rule is people you directly manage on probation you have to come in every day as well as staff training them. I am bringing in two so I am also blocked from WFH the next 90 days.

I can’t change HR rules but staff needs motivation.

I don’t want them to focus on anything but this is an amazing career opportunity. They literally could make 5x their salary if they put the 10-15 years of work in.

I know that sounds crazy, but we are like big 4 you work your way up and lower level people do grunt work. I was in big 4 and I moved from staff to Director and was hard but worth it. But I was motivated. That magic I want to recreate.

You did a good job with the OP. I almost thought it was you, but the grammar was decent enough to make me believe otherwise. But here, when you write too much you reveal yourself.

+1. J1, J2, J3 guy strikes again!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:What is the problem you are trying to solve? People taking the job or staying the 90 days? Are these professional positions? What are the rules?

Surviving the 90 days. These people I hired have MBAs and CPAs. But I am going to chain then to desk 90 days.

The professionals I hired won’t realize they are clocking in and out like a HS kid on camera till next week.

I warned them both twice in interviews about 90 day rule. After they clear probation HR approves WFH and they will pull time clock info and you won’t get it if you has issues.

I'm amazed your company needs to have punch in & punch outs with MBAs and CPAs.

I'm the person who asked about rigid start times. I am a Gen X high performer. I work long hours. But every day running like clockwork is a bit tough for me. Plus traffic is unpredictable. I hope you have unlimited parking.

That said, I understand rules and I could be perfect for 90 days. You just need to communicate the expectations clearly and if people can't meet them, it's fine if it doesn't work out. Be aware that if you have parents of young kids, they especially need to be prepared. White-collar work culture has shifted towards tolerance for handling kid issues that come up unexpectedly. You should also point out the vacation issue again because school spring break and Easter are coming up. People might want to skip starting or alternately cancel vacations if this 90 day rule is firm.

I would really question the punch in/punch out. I only had to do that at one teen job once. In the 1980s! Is it because your work is done with billing codes?

2 days per week work from home is a lot different than 5 days per week. That means other colleagues will be around a lot. That makes things look better for the employer/less unreasonable.

Don't worry how people judge the opportunity long-term. Most people move around a lot now and that is usually better for their salary. People will either like the company or not. The 90 day experience will be a blip either way.

It is rigid as HR allows ZERO OT. You can’t stay one second late. And lunch is mandatory. We give work and want to see you can do on time allocated. A good worked could probably get it don’t with time to spare.

Some people love zero OT and set hours. Some people hate it.

I love it. I like to work in person and leave on time everyday and take no work home with me.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP first 90 days is 100 percent in office. No home computer access allowed.

We have set start and end times. You have to punch in and punch out plus punch in and out lunch.

We also want no sick days, vacation days, personal days, lateness, leaving early in first 90 days.

After 90 days it is WFH two days a week.

And the rule is people you directly manage on probation you have to come in every day as well as staff training them. I am bringing in two so I am also blocked from WFH the next 90 days.

I can’t change HR rules but staff needs motivation.

I don’t want them to focus on anything but this is an amazing career opportunity. They literally could make 5x their salary if they put the 10-15 years of work in.

I know that sounds crazy, but we are like big 4 you work your way up and lower level people do grunt work. I was in big 4 and I moved from staff to Director and was hard but worth it. But I was motivated. That magic I want to recreate.

You did a good job with the OP. I almost thought it was you, but the grammar was decent enough to make me believe otherwise. But here, when you write too much you reveal yourself.

+1. J1, J2, J3 guy strikes again!

????

[Anonymous]

You don't want people to be sick for three months straight?!! What on earth?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:What is the problem you are trying to solve? People taking the job or staying the 90 days? Are these professional positions? What are the rules?

Surviving the 90 days. These people I hired have MBAs and CPAs. But I am going to chain then to desk 90 days.

The professionals I hired won’t realize they are clocking in and out like a HS kid on camera till next week.

I warned them both twice in interviews about 90 day rule. After they clear probation HR approves WFH and they will pull time clock info and you won’t get it if you has issues.

I'm amazed your company needs to have punch in & punch outs with MBAs and CPAs.

I'm the person who asked about rigid start times. I am a Gen X high performer. I work long hours. But every day running like clockwork is a bit tough for me. Plus traffic is unpredictable. I hope you have unlimited parking.

That said, I understand rules and I could be perfect for 90 days. You just need to communicate the expectations clearly and if people can't meet them, it's fine if it doesn't work out. Be aware that if you have parents of young kids, they especially need to be prepared. White-collar work culture has shifted towards tolerance for handling kid issues that come up unexpectedly. You should also point out the vacation issue again because school spring break and Easter are coming up. People might want to skip starting or alternately cancel vacations if this 90 day rule is firm.

I would really question the punch in/punch out. I only had to do that at one teen job once. In the 1980s! Is it because your work is done with billing codes?

2 days per week work from home is a lot different than 5 days per week. That means other colleagues will be around a lot. That makes things look better for the employer/less unreasonable.

Don't worry how people judge the opportunity long-term. Most people move around a lot now and that is usually better for their salary. People will either like the company or not. The 90 day experience will be a blip either way.

It is rigid as HR allows ZERO OT. You can’t stay one second late. And lunch is mandatory. We give work and want to see you can do on time allocated. A good worked could probably get it don’t with time to spare.

Some people love zero OT and set hours. Some people hate it.

I love it. I like to work in person and leave on time everyday and take no work home with me.

So why are you trying to motivate people? Be really clear about the strict hours on the job postings so as to select for the other people who feel as you do.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP first 90 days is 100 percent in office. No home computer access allowed.

We have set start and end times. You have to punch in and punch out plus punch in and out lunch.

We also want no sick days, vacation days, personal days, lateness, leaving early in first 90 days.

After 90 days it is WFH two days a week.

And the rule is people you directly manage on probation you have to come in every day as well as staff training them. I am bringing in two so I am also blocked from WFH the next 90 days.

I can’t change HR rules but staff needs motivation.

I don’t want them to focus on anything but this is an amazing career opportunity. They literally could make 5x their salary if they put the 10-15 years of work in.

I know that sounds crazy, but we are like big 4 you work your way up and lower level people do grunt work. I was in big 4 and I moved from staff to Director and was hard but worth it. But I was motivated. That magic I want to recreate.

You did a good job with the OP. I almost thought it was you, but the grammar was decent enough to make me believe otherwise. But here, when you write too much you reveal yourself.

+1. J1, J2, J3 guy strikes again!

????

There's a guy that trolls on here talking about working multiple remote jobs and how he required all people to be in person with rigid hours blah blah blah. Normally he has atrocious grammar but maybe he found chat GPT to do a better job with his posts.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP first 90 days is 100 percent in office. No home computer access allowed.

We have set start and end times. You have to punch in and punch out plus punch in and out lunch.

We also want no sick days, vacation days, personal days, lateness, leaving early in first 90 days.

After 90 days it is WFH two days a week.

And the rule is people you directly manage on probation you have to come in every day as well as staff training them. I am bringing in two so I am also blocked from WFH the next 90 days.

I can’t change HR rules but staff needs motivation.

I don’t want them to focus on anything but this is an amazing career opportunity. They literally could make 5x their salary if they put the 10-15 years of work in.

I know that sounds crazy, but we are like big 4 you work your way up and lower level people do grunt work. I was in big 4 and I moved from staff to Director and was hard but worth it. But I was motivated. That magic I want to recreate.

You did a good job with the OP. I almost thought it was you, but the grammar was decent enough to make me believe otherwise. But here, when you write too much you reveal yourself.

+1. J1, J2, J3 guy strikes again!

????

I had to figure this out. Job 1, Job 2, Job 3. They are referring to a previous poster who claimed he was working 3 white-collar work from home jobs at once.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:What is the problem you are trying to solve? People taking the job or staying the 90 days? Are these professional positions? What are the rules?

Surviving the 90 days. These people I hired have MBAs and CPAs. But I am going to chain then to desk 90 days.

The professionals I hired won’t realize they are clocking in and out like a HS kid on camera till next week.

I warned them both twice in interviews about 90 day rule. After they clear probation HR approves WFH and they will pull time clock info and you won’t get it if you has issues.

I'm amazed your company needs to have punch in & punch outs with MBAs and CPAs.

I'm the person who asked about rigid start times. I am a Gen X high performer. I work long hours. But every day running like clockwork is a bit tough for me. Plus traffic is unpredictable. I hope you have unlimited parking.

That said, I understand rules and I could be perfect for 90 days. You just need to communicate the expectations clearly and if people can't meet them, it's fine if it doesn't work out. Be aware that if you have parents of young kids, they especially need to be prepared. White-collar work culture has shifted towards tolerance for handling kid issues that come up unexpectedly. You should also point out the vacation issue again because school spring break and Easter are coming up. People might want to skip starting or alternately cancel vacations if this 90 day rule is firm.

I would really question the punch in/punch out. I only had to do that at one teen job once. In the 1980s! Is it because your work is done with billing codes?

2 days per week work from home is a lot different than 5 days per week. That means other colleagues will be around a lot. That makes things look better for the employer/less unreasonable.

Don't worry how people judge the opportunity long-term. Most people move around a lot now and that is usually better for their salary. People will either like the company or not. The 90 day experience will be a blip either way.

It is rigid as HR allows ZERO OT. You can’t stay one second late. And lunch is mandatory. We give work and want to see you can do on time allocated. A good worked could probably get it don’t with time to spare.

Some people love zero OT and set hours. Some people hate it.

I love it. I like to work in person and leave on time everyday and take no work home with me.

So strange that they wouldn't make such professionals Exempt employees. Almost like this post is fake.

[Anonymous]

No J1 guy. But my firm is very strict in this. It won’t change.

Sick days I probation you better be very sick. The last one got sick second week on job, but then car broke down on way to work, emergency repair on house, sick kid then a death in family along, 2-3 doctors appointments then traffic issues.

The sick days up front set her up to fail.

And HR totally does not care about child care issues. It would open a Pandora’s box if one person gets it they all want it. The staff all gossips and if one person gets something they all want it. I have seen it first hand. Like a fool I was flexible to staff and they all were in my office asking for more till HR called me out.

The rules are the rules. Come to work on time, do your work leave on time. Punch exactly 40 hours not any more or any less. Even CEO, CFO and everyone at top has same rules.