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.

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!

????

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!

????

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.

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 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.

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.

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.

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.

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.

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.

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.