Motivate new Staff

[Anonymous]

“Coffee clocking” is a thing. Where employees show up swipe have a cup of coffee
then leave. Exempt employee do this at hybrid places on in person days.

The on the clock forces 8 hours in person on in person days.

You hear people saying they “coffee clock” all the time so firms cracking down

[Anonymous]

Anonymous wrote:“Coffee clocking” is a thing. Where employees show up swipe have a cup of coffee
then leave. Exempt employee do this at hybrid places on in person days.

The on the clock forces 8 hours in person on in person days.

You hear people saying they “coffee clock” all the time so firms cracking down

One has nothing to do with the other.

[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.

This sounds like a horrible culture. Are you an ER that's saving lives? Get over yourself.

I'm a high performer whose kids got Covid shortly after I started a new job. No sick days or WFH? Good you would have been happy to fire me during the 90 day period.

Unless you are hiring 22yo recent grads, no one has patience for this stuff anymore.

[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.

This sounds like a horrible culture. Are you an ER that's saving lives? Get over yourself.

I'm a high performer whose kids got Covid shortly after I started a new job. No sick days or WFH? Good you would have been happy to fire me during the 90 day period.

Unless you are hiring 22yo recent grads, no one has patience for this stuff anymore.

Indeed, he just made a thread a couple of days ago about how he hires 22yo recent grades to do "in person WFH" in Manhattan.

[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.

This sounds like a horrible culture. Are you an ER that's saving lives? Get over yourself.

I'm a high performer whose kids got Covid shortly after I started a new job. No sick days or WFH? Good you would have been happy to fire me during the 90 day period.

Unless you are hiring 22yo recent grads, no one has patience for this stuff anymore.

Indeed, he just made a thread a couple of days ago about how he hires 22yo recent grades to do "in person WFH" in Manhattan.

Wait so there's two trolls? J1/J2/J3 guy and Manhattan troll. I thought they were the same person.

[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.

This sounds like a horrible culture. Are you an ER that's saving lives? Get over yourself.

I'm a high performer whose kids got Covid shortly after I started a new job. No sick days or WFH? Good you would have been happy to fire me during the 90 day period.

Unless you are hiring 22yo recent grads, no one has patience for this stuff anymore.

When I started this job I knew rules. I had a Covid shot, shingles shot etc, had physical and dental cleaning prior to start date. Had oil changed car ready. Had my childcare lined up and kids vaccinations up to date also took vacation the month before.

Shows lack of planning your kids were not vaccinated, you exposed them to Covid and had no back up child care set up.

And where was Spouse? Probation is a thing. I mean you literally can get let go. My last three firms had probation.


All three did quick hires. Decision right away then we use probation as a trial period. We let people go all the time.

But some new hires confuse it with govt probation.

[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.

This sounds like a horrible culture. Are you an ER that's saving lives? Get over yourself.

I'm a high performer whose kids got Covid shortly after I started a new job. No sick days or WFH? Good you would have been happy to fire me during the 90 day period.

Unless you are hiring 22yo recent grads, no one has patience for this stuff anymore.

Indeed, he just made a thread a couple of days ago about how he hires 22yo recent grades to do "in person WFH" in Manhattan.

Wait so there's two trolls? J1/J2/J3 guy and Manhattan troll. I thought they were the same person.

It's the same guy. He just switched from where he is the J1 guy with multiple remote jobs to where he is the boss of a place that requires in person, often with strange stipulations like clocking in and out.

[Anonymous]

Showing up to work on time is a strange stipulation?

[Anonymous]

Anonymous wrote:Showing up to work on time is a strange stipulation?

You don't find it unusual to have to punch in and out at a professional job? Including lunch?

[Anonymous]

Anonymous wrote:

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.

This sounds like a horrible culture. Are you an ER that's saving lives? Get over yourself.

I'm a high performer whose kids got Covid shortly after I started a new job. No sick days or WFH? Good you would have been happy to fire me during the 90 day period.

Unless you are hiring 22yo recent grads, no one has patience for this stuff anymore.

Indeed, he just made a thread a couple of days ago about how he hires 22yo recent grades to do "in person WFH" in Manhattan.

Wait so there's two trolls? J1/J2/J3 guy and Manhattan troll. I thought they were the same person.

It's the same guy. He just switched from where he is the J1 guy with multiple remote jobs to where he is the boss of a place that requires in person, often with strange stipulations like clocking in and out.

That's what I originally thought. His grammar was a lot better this time around. Maybe he upgraded his chat GPT to the newer version.

[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.

This sounds like a horrible culture. Are you an ER that's saving lives? Get over yourself.

I'm a high performer whose kids got Covid shortly after I started a new job. No sick days or WFH? Good you would have been happy to fire me during the 90 day period.

Unless you are hiring 22yo recent grads, no one has patience for this stuff anymore.

When I started this job I knew rules. I had a Covid shot, shingles shot etc, had physical and dental cleaning prior to start date. Had oil changed car ready. Had my childcare lined up and kids vaccinations up to date also took vacation the month before.

Shows lack of planning your kids were not vaccinated, you exposed them to Covid and had no back up child care set up.

And where was Spouse? Probation is a thing. I mean you literally can get let go. My last three firms had probation.


All three did quick hires. Decision right away then we use probation as a trial period. We let people go all the time.

But some new hires confuse it with govt probation.

I'm LMAO bc you are obviously a troll but really have you not heard of ppl getting Covid after being vaccinated??

Also they were to young at the time actually - the under-5 vac had not been approved. I guess I should have found a bootleg version bc this job is soooo important?!

[Anonymous]

Honestly that’s really depressing that there’s no flexibility for 90 days. What if you get sick? What if school has a snow day?

I’m a very hard worker but I’d quit this place.

I don’t see why it’s a game and they can’t immediately work 2 days a week telework. Or even 1 day.

[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.

This sounds like a horrible culture. Are you an ER that's saving lives? Get over yourself.

I'm a high performer whose kids got Covid shortly after I started a new job. No sick days or WFH? Good you would have been happy to fire me during the 90 day period.

Unless you are hiring 22yo recent grads, no one has patience for this stuff anymore.

When I started this job I knew rules. I had a Covid shot, shingles shot etc, had physical and dental cleaning prior to start date. Had oil changed car ready. Had my childcare lined up and kids vaccinations up to date also took vacation the month before.

Shows lack of planning your kids were not vaccinated, you exposed them to Covid and had no back up child care set up.

And where was Spouse? Probation is a thing. I mean you literally can get let go. My last three firms had probation.


All three did quick hires. Decision right away then we use probation as a trial period. We let people go all the time.

But some new hires confuse it with govt probation.

You’re totally J1 J2 J3 guy! Your way of writing is distinct. Knock it off already!

[Anonymous]

OP sounds like a brainwashed salesman. It gives off weird MLM vibes. You can make 4x your salary if you stick it out for 10-15 years!!!! THere is something so off about the posts but I can't put my finger on it.

[Anonymous]

What are you paying them? I'm very curious what their salary is.