I’m probably in line for a promotion to management, and this is something on my radar. The GM genuinely doesn’t believe in people coming in sick and will herself be the extra work or hands needed to replace them. I’m the same way. But the example she sets is having Lupus and being some kind of unwell too often to never be sick at work. The other manager, recently promoted, is frustrated by the fact that we legitimately have people who don’t take care of themselves and take advantage of our relatively lax on time and attendance policy. But she’s a good friend of mine who I think can be inspired to grow and move past that, especially if we could manage to filter out a few problem employees. The advent of rec market realities has shaken out several people already, including three out of four members of the management team. It’s just not the job it was a year ago.
They should be bothered by people who take advantage of lax systems. The system can only be lax when everyone is trustworthy. The entire culture of being chill is at risk if a few people start abusing it. Use, and abuse, are not the same thing. Being able to roll in an hour late without issues because you were fighting insomnia, or your kid had a problem in the middle of the night is a luxury. It’s a really nice benefit. Rolling in an hour late every single day because it’s a lax system, is abuse, and should be dealt with.
Yeah, and it’s being monitored and addressed. I just don’t think we should have people working while genuinely sick to cover for people who just aren’t reliable. We’d be able to get rid of some of them, but we keep having people quit. The changes in the industry and the workplace from rec legalization have caused high turnover at a lot of dispensaries. It’s so much busier and more challenging than before, and not everyone from the med only times can handle it. We just hired some newbies, but we lost some management and are expecting to lose a budtender or two. It’ll even itself back out in time, once we’ve fully sorted the old crew and everyone left can handle it or came into it like this.
Any good manager should easily be able to tell the difference, and step both if someone is abusing the “lax system” and if team members aren’t using it when they should.
I’m probably in line for a promotion to management, and this is something on my radar. The GM genuinely doesn’t believe in people coming in sick and will herself be the extra work or hands needed to replace them. I’m the same way. But the example she sets is having Lupus and being some kind of unwell too often to never be sick at work. The other manager, recently promoted, is frustrated by the fact that we legitimately have people who don’t take care of themselves and take advantage of our relatively lax on time and attendance policy. But she’s a good friend of mine who I think can be inspired to grow and move past that, especially if we could manage to filter out a few problem employees. The advent of rec market realities has shaken out several people already, including three out of four members of the management team. It’s just not the job it was a year ago.
They should be bothered by people who take advantage of lax systems. The system can only be lax when everyone is trustworthy. The entire culture of being chill is at risk if a few people start abusing it. Use, and abuse, are not the same thing. Being able to roll in an hour late without issues because you were fighting insomnia, or your kid had a problem in the middle of the night is a luxury. It’s a really nice benefit. Rolling in an hour late every single day because it’s a lax system, is abuse, and should be dealt with.
Yeah, and it’s being monitored and addressed. I just don’t think we should have people working while genuinely sick to cover for people who just aren’t reliable. We’d be able to get rid of some of them, but we keep having people quit. The changes in the industry and the workplace from rec legalization have caused high turnover at a lot of dispensaries. It’s so much busier and more challenging than before, and not everyone from the med only times can handle it. We just hired some newbies, but we lost some management and are expecting to lose a budtender or two. It’ll even itself back out in time, once we’ve fully sorted the old crew and everyone left can handle it or came into it like this.
Any good manager should easily be able to tell the difference, and step both if someone is abusing the “lax system” and if team members aren’t using it when they should.