My little dilemma

Hello everyone! I just have a dilemma that I would like your opinion of. We are gearing up for our summer season in the Rockies (our busiest time) and we have alot of new staff arriving. Most of these are just 18 yrs old, first time away from home. The new member in my department is such. He seems to be more interested in partying than the work he does. He talks about apprenticeship all the time yet, he comes to work hung over EVERY day!! I have to pick up his slack to get our work done. I have tried to get him to think twice about coming to work hung (I stand him in front of a grill for the whole day!) but nothing. He's very young and cocky (the "I know already" attitude) and I am at my wits end already. How will I be able to survive the summer like this?? Any ideas on what to do?

[kokopuffs]

If you have fired him in your mind, then it's time to fire him. At least threaten him with dismissal. It might do him a world of good as far as discipline is concerned.

[thebighat]

Go to www.boston.com. there was a long story in yesterday's paper about how to handle firing an employee..all the legal ramifications and so forth. I don't know what the deal is where you are, but Massachusetts is an at-will employment state. You can be let go for no cause. For someone with the problem you are describing, "tough love" is the only way to go.

[kuan]

Bleh,

What you describe is very typical of 18 year olds. I'm not saying all 18 year are like that, well, you get what I mean. I'm not defending this kid either, but I believe that everyone should be given a chance to find a spot where they fit in. I once worked in a place where half my staff was from work release. At the end of 2 years, all the dishwashers had become at least prep cooks. The trick is being able to communicate with them and seeing where they fit in terms of their level of skill and commitment. The least you can do is talk and try and find out what his deal is. Give the kid some responsibility and keep reminding him and asking him about the soup. Maybe he doesn't like standing in front of the grill all day. Maybe ask him to make soup or something. Who knows, sometimes all it takes is a little prodding. At least talk to the kid. More often than not, a sit down session will make him realize that something's up. If THAT fails, call his parents

Kuan

[kokopuffs]

Kuan! Call his parents!?!?!? THE KID IS 18 YEARS OLD. Old enough to be responsible for himself. The kid needs a dose of adult-style reality. Then, he just might wake up.

[Linda Smith]

Showring: Be careful. U.S. employment law issues not the same as Canadian. Please check your email.
Linda

[coolJ]

Sounds to me like a one on one is needed. Sit your employee down and set out your guide lines and let him know that's what you expect, give him a month and if he hasn't improved, then fire him.

[kuan]

To add to my last comment, maybe it's the kid's first job. Koko, eighteen might be old enough for some people but it certainly isn't for him. For some people it takes a coupla years of screwing up after moving away from home to settle down. I'm just talking from my own experience.

Kuan

[Mezzaluna]

I agree with Cape Chef: expectations for performance need to be made clear, and evaluation must be tied to the expressed performance criteria. "Fire his *ss" may sound good, but it does nothing for employee morale for those remaining. No, I am not for coddling people; I am for clear expectations and punishments fitting the offense. 18 year olds are adolescents, and not necessarily adults who "ought to know better".

[KyleW]

I agree with KoKoPuffs, Fire his a**!
Sounds like yoooou already doing his work

[cape chef]

showringchef.

If you are in a position to discipline I would suggest that you make it very clear to this employee what is exspected of him. I would even have a written job description for your employees that they read,understand and sign.There is nothing more unerving that an employee that doesn't carry his/her weight.After you have made it clear what your expectations are,just follow up on his proformence,if you do not see marked improvement by such and such a date then it can be grounds for dismissel. Just be sure you follow the proper proscedures for your workplace so nothing comes back to bite you.

One thing else,Document everything

Goodluck
cc

[Linda Smith]

Showring:
I agree. Nothing good will come of this. When one is starting new employment one usually puts a best foot forward. If this is his best foot, it is going to be a long summer. Set him on a new career path. Bartending Perhaps?
Linda

[monpetitchoux]

Showring. I agree with Cape Chef. Make sure you read up on the proper rocedures. If you are his peer, then you must report to his supervisor. I fyoua re his supervisor, then document episodes when he has been irresponsible (showing up hungover is one major one). Definitely let him know that you are documenting his performance. Give him one warning that if he has a second (or third if you are generous) documented case of irresponsibility, then it is time for him to be dismissed. To totally be fair, you can allow him to submit his own written account to defend his sorry *****, but that would only go as an appendix to your report. It's no fun to have to do this. But I had to do it before and this is the best way to protect yourself. Good luck.

Thanks everyone, some great advice. I talked with my Chef de Partie yesterday but he had no idea since it's usually just him and I in the department. He said he would keep an eye on the situation and may have a talk with him. I am not saying that I want him fired, he's a good kid after all, but something should be done. Especially if it's affecting his work, in my opinion anyway. Thanks guys!

[thebighat]

Also get him the phone number for Alcoholics Anonymous. That works too.