Blog Post: Joan Lloyd answers: When employees ignore health and safety standards and other reader questions

Dear Joan:

I've encountered a problem in an office environment were several people and departments share restroom facilities.  I have a situation where an employee has taken it upon herself to leave behind personal hygiene (used) products as well as "fluids" and feces on the floor of the restroom. 

This has only occurred one other time, however I feel that I need to address the (female) workforce about professionalism and sanitary conditions.   We've posted signs in the restroom stalls that notify employees that the area is being monitored for sanitary conditions, to at least place the person on warning.

Any advice on talking points?

Answer:

This may seem like a far-fetched situation, but after consulting several Human Resources executives, I was surprised—and disgusted-- to learn it’s fairly common. In fact, they told stories about similar incidents that occurred outside of the rest room!

I recommend that you keep the talking points short and straightforward. For example, “All of us want our restrooms to be clean and sanitary. Intentional, serious acts of disrespect for fellow workers could be grounds for disciplinary action or dismissal.”

In fact, you probably already have something in your handbook that references respectful treatment of co-workers and the need to abide by health and safety standards. If your monitors catch anyone in the act, you don’t need a special warning to give you the ammunition to discipline or fire the person.

Whoever is doing this has contempt for the organization and her colleagues. If she could stoop to this level to display her anger, there is no question she is also demonstrating her venom on the job.

Loss of jobs due to cutbacks does not qualify as job hopping

Dear Joan:

I’ve spent over fifteen years in the restaurant/bar management field. I’ve been in central Pennsylvania for my entire career, I've recently moved to Jersey City, N.J. and I'm finding that most of the employers are stating that anyone that has had more than two to three jobs in the past five years need not apply.

Here's where my problem lies.... The past two jobs I've held, the businesses have gone under or are in such financial despair that they made HUGE cut backs. Unfortunately, because of this I lost my position within the company.

How can I address this situation up front in my cover letter?  If you could please assist me with this problem, it would be greatly appreciated.

Answer:

I don’t think these employers are worried about someone in your situation. They are worried about job hoppers who jump from job to job because they can’t get along with the manager, don’t have good customer service skills, or aren’t reliable enough to show up when they’re scheduled to work.

To alleviate their concerns, mention your reliability, excellent reputation for service and partnership with owners. Use results language. For example, “I built a strong, trusting relationship with both the owners and employees. Unfortunately, economic conditions caused the business to close and another to lay off 70 percent of the staff.”

“I have demonstrated my ability to build a loyal clientele, and my manager often commented, ’I can trust you to take care of the customers as if you were the owner’.”

“As business waned, I was able to negotiate more favorable arrangements with vendors and the owner of the building.”

“New recruiting and training strategies reduced turnover 10 percent within six months and resulted in a more professional staff.”

With emphasis on your results, and an explanation that quiets their concerns, employers will be less concerned with the number of jobs you held.

My former, older manager is now my employee

Dear Joan:

I’ve been with a public service company for 25 years: I began with a part-time position for four years, moved to full-time status for 19 years and became a manager four years ago. I have a few unusual circumstances:

I supervise four part-time male retirees and three full-time female assistants. All of them are 60+ years, and I’m 41. One of the full-time assistants was my supervisor when I was 15. I sometimes feel resentment from her, since I am now her supervisor.

One of my part-timers gives me difficulties regarding accurate time-keeping—he likes to donate his time and believes in giving to the organization. He doesn’t seem to understand that we can get into a lot of hot water regarding wages and hours.

I feel like I’ve botched up enough that no matter what positive things I attempt, it’s still going to be inadequate. I went back to school for a business management degree, but they didn’t cover a lot of what I experience in my day-to-day job.

Is it possible to start from scratch? Can I fix this and how?

Answer:

Botched? Hardly! It seems that you are blowing up the age difference in your own mind to be bigger than it really is. Would you feel this way if your employees were in their twenties?

It’s unfortunate for your former supervisor that you passed her by, but senior management feels that you have what it takes to be a leader (and perhaps she doesn’t). Her outward resentment of you only speaks to her own insecurity and character flaws. As her manager, she owes you respectful treatment and satisfactory performance. Anything less than that should result in a meeting where the expectations are kindly but firmly spelled out. In the case of the altruistic gentleman, he needs to be educated about wage laws and held to the standard, or risk losing his position.

Perhaps you could seek out a mentor, with a successful leadership track record, who could help you gain the confidence and security to do what is right for the organization, and help you overcome the fear that you shouldn’t be supervising your elders. Whether they are old enough to be your grandfather or babysitter doesn’t matter. You are all there to get the job done and you were the one chosen to lead.

Joan Lloyd is an executive coach, management consultant, facilitator and professional trainer.  Email your question to Joan at info@joanlloyd.com.  Visit www.JoanLloyd.com to search an archive of more than 1300 of Joan’s articles.  (800) 348-1944  © Joan Lloyd & Associates, Inc.

Confronting poor performance, or difficult behaviors, is difficult.  Joan Lloyd’s How to Coach & Give Feedback CD is a step-by-step approach to giving feedback to your employees, your coworkers, or even your boss.  Actually reduces defensiveness and encourages open communication. 

Do you need answers to tough job hunting questions?  Are you looking for some added punch to help you stand out from the crowd?  Joan Lloyd’s has developed job hunting tools that can help you to maximize your job search:

Savvy Negotiation Strategies to Get Paid What You’re Worth on a New Job (Detailed, 8-page PDF by email – no shipping charge)
Easy, Step-by-step Guide to Using the Internet to Land a Great Job (10-page PDF by email – no shipping charge)
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