Sounds like an idiot boss. Prob doesnt pay well. Smart folks figure out their worth eventually and would not stay if all the trouble and hoops this boss makes them jump through is worth the pay
This guy sounds like a bad boss. Its your job to set the quality standards, and if people arent used to them then its your job to train them up. He says "theres nobody out there" as if fully trained staff are supposed to fall from the sky...
I just left a job working for a micro-manager. My job was in the office, and in the eight years he had been in business, with a current staff of four, he had clocked up 29 former staff. I have never seen such turnover before! It wasn't them. It was him. Even when he had capable people who could do quality work, he would not leave them alone to just get on with it.
Retired, ........47 years in construction. Job superintendents who never actually did any construction work are mostly clueless. They don't know good from bad. They pick things that don't matter and let big problems pass. The old guy who quit school and has worked since he was 14 is 100X better than the 40 year old with no experience who just got a degree in construction management.
Many construction leaders lack the necessary leadership skills and training, leading to ineffective management practices.
14 дней назад+5
I was on a hiring board to interview job applicants. We were hiring college graduates for office positions that involved dealing with the public. We were not allowed to hire anyone with an online degree. (We verified things too). The reason for this guidance was that we found that when students attended classes in person, they developed better people skills and worked better as a team. Face to face learning was found to be superior.
11 дней назад+2
Online convenience at the cost of credibility is no bargain. Since someone could readily cheat by having an imposter take the online course then online courses have less credibility. Besides, face to face learning helps develop better people skills. Imagine having surgery from a doctor who had taken only online courses. Many things are better learned in person.
Meyers-Briggs isn't based on any science. There is no reason to use it for anything and the fact that he is doing that, and thinks it's a good idea implies that he's not really testing his hiring process.
Your problem is you hire people who are good on paper but not in practice. I’m an engineering manager who hires based on personality fit that has the ability to/ desire to learn. I had a former manager who hired based solely on resume and they were utter failures
That's what I did as well. If the personality was good and the person had a knack for solving problems I didn't really care if they were up to speed on this technology or that platform. Stuff like that is easy to teach. What you can't teach is personality and passion.
Either he is paying less than market and the good people leave, or he is a micromanager and he is not setting them up for success. I work in B2B and I see this everyday
Honestly, some people can be amazing in management, but also bad at teaching. Some people can be amazing at what they do and know it inside and out, but be bad at explaining it, or be too busy to help explain it fully! I'm a slow learner, but once I have it down, I have it DOWN. I know it takes a lot of patience to teach me than my bosses/coworkers sometimes have, and some of the time I end up having to teach myself. Not sure if that's what's happening here, but F-type cheerleading people CAN be bad at explaining things, myself included. Glad they recommended getting someone who has some "T" and might be better at the hiring, and possibly the training, part of it.
I have found that is an issue in the administrative field in general. People lie to get jobs. I have seen people say they are computer savvy and they can barely turn on a computer.
I worked for a company that hired a guy like this. For 2 months while being trained he was fine. After that, every single time he provisioned services for a customer he got it wrong in some way. Another staff member would always have to either fix or redo the work. He was a really nice guy and tried really hard, but something about reading documentation and configuring IT services from that didn’t work. Maybe he just couldn’t read properly or something. But when he quit we all breathed a sigh of relief.
Nobody is qualified to do any job in reality. You learn what you need to do after you are there. If they go in the field and learn fine and everyone gives them a thumbs up but they come back and cant do the office studd with you, i guarantee you its a you problem. You dont know how to teach them, you arent consistent with expectations, you suck at communicating. My work has had its share of trash workers get fired. In every case the person was terrible in every aspect. They were bad workers in the field, on trips, un the office, they couldnt learn from anyone, and were unqualified accross the board. Ive never seen people repeatedly fail to do office work but be good everywhere else. What i have seen is bad managers/sypervisers who dont know what they are doing and have some weird specific idea in their head that they fail to explain to their employees and end up deciding its the employees who arent meeting standards. Lots of people have lots of very clear directions and thoughts in their heads and are terrible at vocalizong them. And many of those people will swear to you thru explained it but in reality they gave the most vague, unhelpful dieections imaginabme. Im guessing thsts who this guy is.
It’s very challenging to find people that are highly skilled in human capital and technical. It’s generally easier to teach someone how to support their direct reports and soft skills. It’s harder to teach technical skills in a short period of time to achieve the break even point and start generating results for the company. My suggestion would be to screen harder technically. Then setup 1:1 coaching sessions with the leaders and provide monthly and quarterly feedback on leadership and personal development. I hope this helps! Dennis
Maybe he's trying too hard with the books/summits/personality tests that he's removed the natural element from the hiring process and in doing so is making bad decisions. In other words, the best person on paper is not always the best person in reality. Additionally just because you've hired somebody who seems great doesn't mean that's where it stops. As they enter in they need guidance and mentorship and orientation to learn "This is how we do things at XYZ company."
When the trainee leaves the owner’s tutoring, they are left to their own devices regarding quality vs cost. Every time work must be re-done, it cost money, and it costs profit. I’m betting that this owner’s team sees his reactions on the expense side of things, and are somewhat concerned to spend his money on rework, and have prioritized that over quality.
? Are you setting adequate time to do the job rite. and making sure things are prepared ahead of time. Or trying to hurry through jobs and hold High standards.
Sounds like a training issue to me. He's talking about these programs and assessments, like wtf is any of that? Dude doesn't know how to do actual on the job training, which every single job requires, regardless of experience.
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I don't really blame people who panic. Lack of information can be a big hurdle. I've been making more than $200k passively by just investing through an advisor, and I don't have to do much work. Inflation or no inflation, my finances remain secure. So I really don't blame people who panic.
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I know what the problem is, all of these assessment test for what? I know people are not good at test but he or she was a great employee. Myself, I hate these assessments test they are useless. Some people are smart and know what to say but suck in every other aspect in work.
Training video and online assessments are just him passing the responsibility for training people off. Its lazy. Personal, on the job training is the only training thats relevant. Nobody has ever watched a webinar and become qualified to do anything. Dude probably paid a fortune to some firm to implement modern management techniques and they gave him all these nonsense programs and courses. I'm listening to all the things he's saying they've done and it all sounds like HR bs to me.
@dash4800 this 100%. Definitely a "well they did the training well" when it was probably some video they watched 1 time and never actually were taught anything. The red flag is doing all the personality tests and crap. Appeal to authority that these "tests" actually mean anything
Sounds like an idiot boss. Prob doesnt pay well. Smart folks figure out their worth eventually and would not stay if all the trouble and hoops this boss makes them jump through is worth the pay
This guy sounds like a bad boss. Its your job to set the quality standards, and if people arent used to them then its your job to train them up. He says "theres nobody out there" as if fully trained staff are supposed to fall from the sky...
I just left a job working for a micro-manager. My job was in the office, and in the eight years he had been in business, with a current staff of four, he had clocked up 29 former staff. I have never seen such turnover before!
It wasn't them. It was him. Even when he had capable people who could do quality work, he would not leave them alone to just get on with it.
Retired, ........47 years in construction. Job superintendents who never actually did any construction work are mostly clueless. They don't know good from bad. They pick things that don't matter and let big problems pass. The old guy who quit school and has worked since he was 14 is 100X better than the 40 year old with no experience who just got a degree in construction management.
Education is important but experience is always king.
Many construction leaders lack the necessary leadership skills and training, leading to ineffective management practices.
I was on a hiring board to interview job applicants. We were hiring college graduates for office positions that involved dealing with the public. We were not allowed to hire anyone with an online degree. (We verified things too).
The reason for this guidance was that we found that when students attended classes in person, they developed better people skills and worked better as a team. Face to face learning was found to be superior.
Online convenience at the cost of credibility is no bargain. Since someone could readily cheat by having an imposter take the online course then online courses have less credibility. Besides, face to face learning helps develop better people skills. Imagine having surgery from a doctor who had taken only online courses. Many things are better learned in person.
Meyers-Briggs isn't based on any science. There is no reason to use it for anything and the fact that he is doing that, and thinks it's a good idea implies that he's not really testing his hiring process.
He's testing it inefficiently.
Sounds like a lot of assessments for homebuilding and office work.
Your problem is you hire people who are good on paper but not in practice. I’m an engineering manager who hires based on personality fit that has the ability to/ desire to learn. I had a former manager who hired based solely on resume and they were utter failures
That's what I did as well. If the personality was good and the person had a knack for solving problems I didn't really care if they were up to speed on this technology or that platform. Stuff like that is easy to teach. What you can't teach is personality and passion.
I agree with that approach as well. My focus was attitude and aptitude, the rest of the 'experience' can be taught.
Either he is paying less than market and the good people leave, or he is a micromanager and he is not setting them up for success. I work in B2B and I see this everyday
How do you score well on Myers Briggs? It's a personality test lol.
that was a joke 😂
Honestly, some people can be amazing in management, but also bad at teaching. Some people can be amazing at what they do and know it inside and out, but be bad at explaining it, or be too busy to help explain it fully! I'm a slow learner, but once I have it down, I have it DOWN. I know it takes a lot of patience to teach me than my bosses/coworkers sometimes have, and some of the time I end up having to teach myself. Not sure if that's what's happening here, but F-type cheerleading people CAN be bad at explaining things, myself included. Glad they recommended getting someone who has some "T" and might be better at the hiring, and possibly the training, part of it.
Need more info on what he means by dumb stuff. Are they going to 2 hour lunches instead of working?
I have found that is an issue in the administrative field in general. People lie to get jobs. I have seen people say they are computer savvy and they can barely turn on a computer.
The "theres nobody out there" is a giveaway, he probably doesn't pay enough for a top experienced worker and wants a newbie to be that right away.
I worked for a company that hired a guy like this. For 2 months while being trained he was fine. After that, every single time he provisioned services for a customer he got it wrong in some way. Another staff member would always have to either fix or redo the work. He was a really nice guy and tried really hard, but something about reading documentation and configuring IT services from that didn’t work. Maybe he just couldn’t read properly or something. But when he quit we all breathed a sigh of relief.
Perhaps dyslexia? If he was a nice guy, perhaps moving him to another role would have been an idea?
He should hire a temp agency
If they are with him for six weeks how do they not know the quality standard?
Nobody is qualified to do any job in reality. You learn what you need to do after you are there. If they go in the field and learn fine and everyone gives them a thumbs up but they come back and cant do the office studd with you, i guarantee you its a you problem. You dont know how to teach them, you arent consistent with expectations, you suck at communicating. My work has had its share of trash workers get fired. In every case the person was terrible in every aspect. They were bad workers in the field, on trips, un the office, they couldnt learn from anyone, and were unqualified accross the board. Ive never seen people repeatedly fail to do office work but be good everywhere else. What i have seen is bad managers/sypervisers who dont know what they are doing and have some weird specific idea in their head that they fail to explain to their employees and end up deciding its the employees who arent meeting standards. Lots of people have lots of very clear directions and thoughts in their heads and are terrible at vocalizong them. And many of those people will swear to you thru explained it but in reality they gave the most vague, unhelpful dieections imaginabme. Im guessing thsts who this guy is.
Sounds like a great boss, I'm sure it is hard to find people for custom home building.
It’s very challenging to find people that are highly skilled in human capital and technical. It’s generally easier to teach someone how to support their direct reports and soft skills. It’s harder to teach technical skills in a short period of time to achieve the break even point and start generating results for the company.
My suggestion would be to screen harder technically. Then setup 1:1 coaching sessions with the leaders and provide monthly and quarterly feedback on leadership and personal development.
I hope this helps!
Dennis
I like that because I’m not very smart. I’m not an f’ up but I’m not smart enough to advance myself up in the company.
This guy sounds like he is his own problem.
Maybe he's trying too hard with the books/summits/personality tests that he's removed the natural element from the hiring process and in doing so is making bad decisions.
In other words, the best person on paper is not always the best person in reality.
Additionally just because you've hired somebody who seems great doesn't mean that's where it stops. As they enter in they need guidance and mentorship and orientation to learn "This is how we do things at XYZ company."
Reupload???
When the trainee leaves the owner’s tutoring, they are left to their own devices regarding quality vs cost. Every time work must be re-done, it cost money, and it costs profit. I’m betting that this owner’s team sees his reactions on the expense side of things, and are somewhat concerned to spend his money on rework, and have prioritized that over quality.
? Are you setting adequate time to do the job rite. and making sure things are prepared ahead of time. Or trying to hurry through jobs and hold High standards.
The common denominator here is Tom.
Pay more to hire experienced.
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probaly are not really skilled they have college degree but no experience.
Ywah..a degree in gender studies 😂
Yeah, it's almost like it's not reasonable to demand that people act like seasoned experts when they're literally just starting their career.
They need a BS degree in Construction Management. That’s who he should hire
Sounds like a training issue to me. He's talking about these programs and assessments, like wtf is any of that? Dude doesn't know how to do actual on the job training, which every single job requires, regardless of experience.
Love Dave but he needs to stop interrupting people, it’s rude.
This is another repost I wish they'd say that.
This guy is psycho analyzing the workers. He wants to be a therapist, he needs to change careers.
3 minutes in, but dude sounds like the real problem
Dave's co-host is much better than the others.
The inflection of this guys voice gives me bad vibes. I think there's more to this problem than he's saying.
!!I am at the beginning of my "investment journey", planning to put 385K into dividend stocks so that I will be making up to 30% annually in dividend returns. any good recommendation on great performing stocks or Crypto will be appreciated
As a newbie investor, it’s essential for you to have a mentor to keep you accountable.
Ruth Ann Tsakonas is my trade analyst, she has guided me to identify key market trends, pinpointed strategic entry points, and provided risk assessments, ensuring my trades decisions align with market dynamics for optimal returns.
I managed to grow a nest egg of around 120k to over a Million. I'm especially grateful to Adviser Ruth Ann Tsakonas, for her expertise and exposure to different areas of the market..
I don't really blame people who panic. Lack of
information can be a big hurdle. I've been
making more than $200k passively by just
investing through an advisor, and I don't have
to do much work. Inflation or no inflation, my
finances remain secure. So I really don't blame
people who panic.
Without a doubt! Ruth Ann Tsakonas is a trader who goes above and beyond. she has an exceptional skill for analysing market movements and spotting profitable opportunities. Her strategies are meticulously crafted on thorough research and years of practical experience.
how would you recommend i enter the crypto market? I am also looking at studying some traders and copying their strategy rather than investing myself and losing money emotionally.. What's your take on this approach? and How can i reach her, if you don't mind me asking?
Dude things that personality tests mean anything. Hes the problem and his training sucks.
I know what the problem is, all of these assessment test for what?
I know people are not good at test but he or she was a great employee. Myself, I hate these assessments test they are useless. Some people are smart and know what to say but suck in every other aspect in work.
Training video and online assessments are just him passing the responsibility for training people off. Its lazy. Personal, on the job training is the only training thats relevant. Nobody has ever watched a webinar and become qualified to do anything. Dude probably paid a fortune to some firm to implement modern management techniques and they gave him all these nonsense programs and courses. I'm listening to all the things he's saying they've done and it all sounds like HR bs to me.
@dash4800 this 100%. Definitely a "well they did the training well" when it was probably some video they watched 1 time and never actually were taught anything.
The red flag is doing all the personality tests and crap. Appeal to authority that these "tests" actually mean anything