Boss you Forget That I Am the Creator and Owner of the Program that Runs Your Company r/ProRevenge
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- Опубликовано: 20 сен 2024
- Boss you Forget That I Am the Creator and Owner of the Program that Runs Your Company r/ProRevenge
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Boss you Forget That I Am the Creator and Owner of the Program that Runs Your Company r/ProRevenge
Never *ever* fire the one guy who knows how to keep your systems running. Also, never *ever* only have one guy who knows how to keep your systems running. Companies who fail to follow these two simple rules deserve what they get.
Yeah, the 'it's too expensive to hire a backup for the department' thinking has probably caused more lost profit than just about any other screwup I can think of.
@@stoopingfalcon891 penny wise, pound foolish.
@@sourisvoleur4854 Yep that's the one.
I agree with you, Charles, but only if the company is a small to medium-sized one. A large multinational company as in the story should definitely go several steps further than that by implementing clear policies and norms for systems development AND documentation. Not only can they afford it, they CAN'T afford NOT to have those policies and norms in place for mission-critical systems like that one. That company was asking for it and they got what they deserved. Also, what if none of that had happened, but the OP had died from a heart attack or a car crash, for example? Such things can happen and you can't cause the company and its shareholders a lot of avoidable losses, not to mention risking the jobs of a lot of people that depend on those processes.
Never ever have a critical system maintained by one guy with no change control and no standardization. When I saw this story all my RISK alarms went off (I have been a developer, analyst and manager for over 40 years).
Having "that guy" just do what he wants and how he wants to is an invitation to disaster. Letting him anywhere NEAR the system after termination is idiocy and insanity.
This story is not so much a revenge story but a cass srudy of what NOT to do when deploying and maintaining enterprise critical systems.
There is a story told throughout the military about the two lieutenants (or ensigns in the navy). These second lieutenants are both freshly minted from OCS, Academy, ROTC, doesn't matter. The commanding officer tells them to conduct the annual inventory of the company's stores. Lieutenant #1 goes to the quartermaster and says, "It's time to do the inventory. You are going to do this, and that corporal is going to do that," and so on. Net result: total chaos that the NCO has to fix up. Officer is shamed and gets a dressing down from commanding officer. Lieutenant #2 goes to the quartermaster and says, "It's time to do inventory. You've done this before?" Sgt: "Yes sir." Lt: "You know what to do?" Sgt: "Yes sir." Lt: "Get started then. Call me if you need my help." Net result: Inventory gets done properly and on time.
I've heard a similar story regarding flagpoles.
Nothing more worthless than a "butter bar" who thinks they know anything.
@@brianeleighton AAAAMMMMEEEENNNN!!!!
The only thing worse was a midshipman who thinks they have actual authority on a summer cruise. (I'm Navy, I think they are called cadets by the other branches).
Our freshly minted 2LT thought he would show us the proper way to set up our highly technical equipment in a more proficient manner. He didn't listen about start up procedures needing to be followed exactly and shut down a device that can't be just shut down without executing a series of commands first. That piece of equipment was about $5000 and had to be replaced, and our FTX failed.
@@Farmer_El 😥😠
I don't think those new bosses want to "make it better." I think they want to come in and mark their turf, and show dominance. They don't think about what may happen.
Like a dog lifting his leg to pee on everything around. It's pathetically funny until you think of the real damage these "alpha" managers (male and female) cause to careers and companies.
Yes you are right its a case of the big dog lifting his leg and marking. Had one that wanted me to change everything up I said okay. So i just changed up his computer with out even looking at another terminal he goes " That's better " I'l li did was change his background and tweaked his icons.
Like Activision with blizzard
If you stay at one organization long enough you'll see a "new idea" that they've already tried and rejected come around again. God help you if you mention "We did this a few years ago, and X happened. Do we expect a different result this time?" The "new guy" is unaware of what he's stepping in, and experienced worker bees (who didn't get the promotion) know better from experience.
"A new broom sweeps clean", as my father puts it.
A somewhat similar story. I did five years on communications work (designing, planning, installing and delivering fiber optic cables and end systems) for Air Force contracts. I traveled three weeks almost every month for five years. Among other things, I supervised five installation crews and managed purchasing , materials, and equipment for three programs. Completed every project under budget and ahead of schedule. One Monday, while working near company HQ, I was told to attend a mandatory meeting at 4 PM. My direct boss told three of us Friday that week was our last day, then told me to see him in his office. He said, “I need you to …” I smiled and said”No, you don’t. You just told me you don’t need me.” He said,”But by Friday, you need to…” ```I interrupted, still smiling,”By Friday I have to use the three sick days I would not get paid for. Cough cough. See ya Friday!” I smiled as I walked out. People shook their heads at him as he followed me, whining,”But what about loyalty?” I smiled at him and said”Yeah, What about that?” He stood there, looking confused as I left.
That last story was my life in parrallel. My new boss wanted to (cough) improve my system that I and my coworkers developed ina 30,year spam. We knew what needed to be done and how to do it and keep it running.
It crashed shortly after he started demanding changes. I retired and left with my data. It crashed and they had to $rebuild over 30 years of data, processes and records. I hear they are still trying to fix it 12 years later.
I never went back to give them my backup copy of the system and data I took with me, that would have put it all in working order in less than 15 minutes.
And they deserved it. If the execs in a company are too stupid to understand how things really work and who's laying the golden eggs that keep their business running well, f**k 'em. They wanna hire f**kwad managers that want to kill the goose that's laying the golden eggs, then f**k 'em.
Hahahaha good for you! I can't count how many times we had a good team meeting or exceeding production goals and some idiot came in and screwed everything up.
Unfortunately the last one did the major retailer in permanently. Cost the job of thousands of people and the memories of a lot more.
yeah sure but why? ask for 100k for your 1hr work and be done with it.
Same here. It's amazing how short-sited and proud they are to not ask for help or say they were wrong. Part of the problem is that their boss should see this and fire them for causing the problem in the first place.
It makes you wonder how they are still in business?
Regarding the software segment: If OP had been asking for a backup to be trained for so long and the company had been constantly denying his or her request, they were setting themselves up for disaster even before new boss messed things up. That system would have fallen apart the same way if OP had been hit by a truck or had a fatal heart attack. I don't believe in the saw that "Failure to plan is planning to fail," but it sure isn't planning to succeed, either.
Well if those things happened to him then the new guy would have read all the files etc so wouldn’t have deleted those accounts
If they had kept OP on longer to actually train the "backup" (replacement) then it probably wouldn't have been so bad, but hey, they kinda deserved it anyway.
So true. New hires, boss, are coming in and going to show everyone how it should be done! Well you go for it skippy!
I think this is a universal law. People with experience or who think they have more experience dealing with their subject matter than other people at the job want to change things. They just assume that if anybody was truly competent that the organization would have hired from within and not brought them in to oversee their particular operation. So instead of asking why something is the way it is or spend their first couple of weeks reading through reams of documentation and business policies and practices that would explain the reason behind why "this is the way it is", they simply want to change the entire business practice before they even understand the existing one.
12:32
"If hired by a company you have to enforce dominance. Change a rule. It does not matter what that rule is and it does not matter if things are more efficient. Just change it."
Not exactly verbatim but this crap gets actually taught in business schools. Often it is under the guise of making that new manager believe the new procedures they are taught is soooo much more effective that whatever it is that is in their new company that it is impossible to fail.
The point mostly is called "Enacting dominance" or similar.
Ayup. And what the schools all forget to teach is that in order to know what rule to change, you have to understand why those rules exist. Otherwise you risk taking down a major company for the sake of your ego.
I wonder if this is the thought process behind some interviews that happened at my local college a couple of years ago. Part of my 2-year program involve a course regarding making resumes, cover letters, doing interviews etc, and also on-the-job training.
Some of the companies that did interviews for the on-the-job training were asking questions that basically boiled down "how confident are you in management/lead positions OR do you see yourself in a management/lead position in 5 years".
This was a community college class going through a 2-years program. College did teach the class stuff but all it did was got us past the beginner phrase of the field.
No one there had enough experience to make the correct important decisions that they would need to make if being a team leader or manager in the field. That requires experiences and good mentorship.
Wow, they teach that? Today I learn of another class of useless degree!
I never heard anything like that in my MBA program. However, in my experience new senior managers make changes because if they don't they can't take credit for any positive results that happen after they take over. Unless they're changing things, they're not justifying their freakish inflated salaries.
@@AcmeRacing
You never heard about the thing you just gave a personal example for?
Yeah right ...
Some excuse always is found.
Justifying the hiring.
Dominance.
Cost Saving.
Application of new methods.
...
It is never that cover excuse, in the end it always boils down to "I am better than you. I KNOW better than you. You are less than maggots. Now slave away!".
To varying degree of course. Some managers are actually pretty good and able to resist that part of the teachings. But those are actually few and far between.
Ah, yes, the "Bosses breaking things" situation again. Yeah, this happens because someone with more ambition than sense steps in and wants to make waves. They think if they change things and it sticks, they will get recognized and get a big fat promotion. Of course, if something is working efficiently and effectively already, they don't realize they have very good odds of breaking it and putting themselves on the chopping block
The company I wish for allows employees to make suggestions to save money. Usually it works, (I mean who knows my job better than me right) I know where I can take shortcuts, I know what can be fixed in my department sand what should be sent back. But we had a boss from another department suggest a cost saving idea for my department. Nobody ever asked us if it would work. It doesn't. So now when we get rework. We repair the damage, it damages another part that we used to remove. We fix the damage, they see the bad part, then remove that so we can fix both issues again. But they won't change back to the old way because they'd have to admit they made a mistake.
Egomaniacs really, here is one who other management likes/loves the work they do with the system. Yet the egomaniac come in thinking this underling surly needs to be managed. For they cannot do the work with out proper guidance. And when shit goes bellyup, think their shit smells like roses. If lucky even higher ups realize the problem and take action. 0
@@Michigan_Tactical I know two fixes for that. 'Inspect' the part that gets damaged by the repairs and make a note of issues spotted that would cause a failure or you could just do it the old way and put in the paperwork otherwise.
That last boss needed to hear this.
Are you a new boss? Use the 9month rule. (This is an investment in success)
First 3 Months, work with your people when you can. Learn how they make the company move forward.
Next 3 months, Start using your notes to formulate a game plan (should be similar to how it's already WORKING and add in the training that has a 1.5x or greater impact) and take notes on how to improve the work culture and environment.
Last 3 months, start rolling out the improved environmental changes and filter in training.
The last 3 months of the year do a review and see where the best benefits came from. Most people want to respected and heard, good working environments lead to better communication and better work being done. You're no longer a BOSS because you've become a Leader.
Wish I heard this the first time I was a manager.
This is why you don't delete, only disable. If shit breaks you know there are dependencies.
and why you dont disable/delete everything at once. 1 at a time.
You should also do a backup because no one really knows what's going on with programs
EXACTLY! Had a practice manager ask me to delete old doctors and locums from the clinical filing system at the facility I ran. I said they are disabled, he said no, the doctors are complaining when they need to manually select their username the list is too long to search through. They need to be deleted.
I said it will mess with clinician entry in the medical record of consultations. *I refuse.*
It went to CCG level; guess who was correct?
@@tuluppampam I'd say 2 backups one of which is on a separate storage device in case a change messes up the system to the point you can't access the backup on the first.
@@kanedaku CCG?
I can't stop laughing at the developer admin story. What happens when people don't do things right by employees and knows the technology.
One of my coworkers was rebuilding a tool. I took a spare screw from the parts bin and added it to the repair, knowing that he'd go crazy trying to figure out where the extra screw went. Well, as it turned out, I had to finish the job the next day, and I went crazy trying to figure out where the extra screw went.
I know that feeling. I work with assy and config of fairly complex multi part machines. I am super anal about sorting everything during unboxing and assy. A colleague added one screw when I wasn't looking. At the end of the assy I was left with one extra screw. I took everything apart again and reassembled it TWICE trying to find what I missed before the colleague laughingly showed up like "GOTCHA!". His free trial at life nearly expired at that time.
That last story reminds me of my bosses. "If it ain't broke, fix it until it is".
Lmao! Ain't that the truth.
You know that old saw about "If it aint broke, don't fix it"? Even managers should take note.
Yep.
Or the alternative "If it's not broke, fix it till it is."
"Even"? Especially!
I'm guessing manager realised that his underling had more influence in the company than he did. A *lot* more.
This too reminded of of new "butter bars (ensigns/2nd lieutenants)" trying to fix what isn't broke... And also reminded me of the only brand new Ensign to ever learn the axiom "lead by example." Our squadron was requested to send a working party to the hangar bay to help move a bunch of supplies the carrier and air wing needed down below decks to be properly stowed (all sqdrns had to provide these parties, "humping" parties as we called them because we moved stuff around the boat like camels). Each sqdrns party consisted of an officer (Ensign) and one or two non-commissioned officers (Petty Officers - USN, USCG, Corporals or Sergeants - everyone else), and then regular enlisted E-3 and below. So as we get to work I'm the only PO on our crew, and only the new butter bar as the officer in charge who had never been on a carrier before. We got our instructions from the ships supply officer and I start breaking up out party into several groups to move the material. The officer also starts humping material and following me to where it needs to go. I tell him "sir, you don't, nor are expected to help us out. That's why they sent me with you." He asks me "well what am I supposed to do then?" I point out the officer and very senior NCO's standing in a group off to the side of the staging area and tell him that that is where all the OIC's prior to him have gone while all the E-5's and below hump everything to storage. He looks at them then back at me and says to me, "Petty Officer S, my granddaddy served in WW2 and before I deployed he told me "son, you must take every opportunity to lead by example so the men can see that you're willing to work besides them, and that'll make them WANT to follow when you lead!"" I grinned at him and said, "Sir, that is the exact same thing my grandfather said to me when I joined!" 33yrs later and he and I are still friends....
Nice, love that. Don't think I could not try to help.
Good example. Been there done that. :-). 1SG, USA, Ret
Another advantage to getting your hands dirty as an officer is you learn the job and what it takes so you don't just go yessir yessir to the next boss up and get youself in a crack because you promised the impossible, and you learn the job so you know when NCOs are blowing smoke up your skirt.
New Managers start changing things to show their bosses that they were right in hiring them, most of the time it's just busy work and usually just makes things complicated. But it makes them look good on paper.
Until you turn the page that is.
Oh MY GOD!!!! The revenge story is ME!!! I have been treated with distain and contempt since the new admin came in. I grew up with this program and have been the ONLY ADMIN for 18 years. I have always advocated that there is a back up for all levels of access. I had a back up for me that I had been traning for 3 years. The new boss removed her and asigned her to answering the phone. ????? I have built this system up for 18 years. I was devastated and cried for days. I too am exiting. They have no idea what they are doing.
Hi RedWheel hope you are well. Thanks for sharing. Please stay safe.🏴😷😁👍. Hi everyone hope you are all well and safe too. Have a great day everyone
The first story reminded me of one I was told where a person was really finicky about his new car and did not want anyone to even get the matts dirty. A co-worker in the machine shop took a sheet metal screw and opened his door and dropped it on the floor under the dashboard when the owner was not in the car. Then they watched as the owner got in after work, saw the screw and then panicked and started to look under the dashboard vainly looking for where this lost screw belonged. His new car was RUINED according to him and he took it back to the dealer.
My two brothers and I worked for Aramco. I was in Engineering and my younger brother work as a mechanic at the auto shop. Anyway, everytime the Sudanese guys do a repair, they usually lay all parts up so that they know which part goes in first and so on.
Like in the first story, the Saudi guys who like my brother better would pass by, drop a part from some other car or truck into the laid out parts and watch the guys go around arguing where that extra part goes. He said his Saudi friends love it, since they can always have a lot of fun watching.
I noticed over time that a lot managers like the guy from the last story tend to come into well established departments thinking they know what they're doing and make changes just to make changes so they can go too their boss and say look what I did like a 5 year old seeking approval from an adult. They also tend to see employees integral to the operation as a threat to any recognition they may receive and try to push them out.
True, and that last part is stupid as sh*t. Many key staff employees are only interested in doing their job well, which translates in the department running well, which reflects positively on the department manager.
A new department manager that attacks his/her own key employees is like buying a new sports car and replacing the most important, high-performance parts with home-made scab parts. Good luck on winning the drag race afterwards.
Yes yes so true
One man stold money from company i knew he was not trustworthy but did not believe me about him
Regarding the IKEA segment: Oh, that extra screw will bedevil the buyer, all right. Remember, this was a just-disassembled unit, not a new one, so the likelihood of an extra from the factory is almost nil. Five would have spoiled the trick, but one? Genius.
Lol thanks for that laugh!. I hadn't considered it from that point of view. Nice one!
Notification Squad!👍
Good Mornin All!
Hello from Phoenix Arizona!🔥
I live by the words, "If it's not broken, do not fix it." So many bosses who think sh** needs fixing to make themselves look good didn't learn that.
Another set of good words to go by. 'If you don't understand how it works do only what you need to use it until you can learn.'
New bosses do not try to improve working systems, they try to change the systems so that it becomes “theirs” and not anybody else’s.
Best manager I ever had rarely spoke to his team. He did a weekly "check-in" for everyone's status and was there if we had anything we needed help with but otherwise literally left us alone. He handled all the team admin stuff and kept the higher-ups from interfering with us. We were left to do our jobs because he knew we knew what we were doing. If any problem arose that we couldn't handle we could go to him. But if we just came to him with a problem and just asked what to do, he would send us away with a "come back with your first solution and we'll figure it out." We had to think for ourselves first, and then he would help figure out if our solution was the right one or if we needed to do something different. He didn't just manage the team, he helped us develop as people and as professionals.
the mistake they made here was this is not a software development company. its a manufacturing companies. it does not need Jira, git, sdlc, etc...
I remember working at a place and they hired this female (BOSS). First thing she said to me was I have my degree from Princeton University. I said go for you how's that working out for you? She got pissed off and walked away. Next thing I know I am up in HR. ( Who I knew real well and golfed with all the time ). He said I will tell her never to have contact with you again. They needed me a lot more than they needed her. Her job was to make sure simple problem's did not get funneled to her bosses and a few of us gave her zero help. She was fired shortly after that.
We had a new boss sent from our parent company to replace our old boss who was 'stepping down'. The reason he stepped down is because they 'disagreed on the direction the company should take' in an irreconcilable way. New boss immediately fires lots of the staff to 'streamline' the workforce. Customers were NOT happy with the new direction they were taking, and the company went belly up only a couple of years later.
Managers, small changes first. Big changes later. If you don't understand why something works the way it does then you're not qualified to 'improve' it. Take your time, learn about how and why the things work and then implement changes where improvements can be made.
WHY would you disassemble a wardrobe without taking a deposit for the labor? In addition to the purchase price?
I wouldnt dissemble it at all. I sold a wardrobe, not a flat pack. If you want it disassembled, pay me to do it. And that needs a bank transfer before collection, or put your hand in your pocket now.
Good morning RedWheel have a great day 👍 Have a great day everyone 👋😃🤗😎
Moral of this story: "If it's not broke... Don't 'Fix' it."
Aussie here, same if something ain’t broken don’t change it, if it can fixed with duck tapes and a mallet do it, if it can’t be fixed with those two then you replace it.
I ain’t a tradie
Obviously in the second story the company has never heard of a business continuity plan.
Too many multiple syllable words for them to take on board do you think? lol
Same thing happened at the art school I used to work for at the collegiate level. Dude, who i believe had aspergers as well, built this amazing system that allowed you to generate a link for an employer to see your art portfolio and allowed your teachers to grade your work. Might be pretty common now, but it wasn't 15 years ago.
Dean wanted him to work help desk in his downtime and people start complaining because he's off, so he gets fired. Later, the system starts breaking down and they hire two new developers to fix the issue. None of the code was annotated. One guy quit after a month, and the other guy milked it for a year just looking at memes all day until they canned him. In the end, the whole system was torn out and some generic school service product was implemented.
Of course, in that case the system was always shit even when it was working. Not the same thing as things that are properly documented and then the documentation gets lost through incompetence.
A truly good boss SUPPORTS employees. They should be there to provide the resources an employee needs in order to best perform their work. You never go in and just change for change’s sake. That’s a sure-fire recipe for disaster.
And yet, companies keep hiring and retaining/promoting bad bosses who wreck their business from the inside.
Guess they don't teach that at Ivy League business schools.
Best thing a new manager can do is spend their days having an affair with Jackie from PR and leave stuff that works alone.
nah, the best thing a manager can do is spend the first month figuring out how everything works. That way they know who's doing their job and figure out where the problems really are.
@@KMCA779 You're right - the most important thing for the smart new manager to do is learn, learn, learn. Processes, people, company history (what's been tried before and whether it worked) and so on. After work is the time to boff Jackie from PR.
@@KMCA779 Then he can have an affair with Jackie from PR.
Last story - If the OP had been truly smart, they would have contacted a business attorney, set up the basic framework for a business, called the company's legal office and offered to come back as a contractor to fix everything for an exorbitant price and set their own terms for doing so. You =know= that management can ram through just about anything they want in an emergency. Only two questions for them to answer, how much are we losing and how much to fix it?
Disagree. The company itself should have realized what had really happened, apologized profusely, and offered him his job back at a much increased salary and not under the supervision of the @$$hole boss.
The fact that the company was unwilling to do that, meant that it was a sh*thole company, mired in sh*thole office politics, and it got what it deserved.
I've read more than one story on this & similar reddits where the big wigs in the company did just that, realizing their mistake and apologizing & rehiring the fired employee.
It would opened him to lawsuit. The company might accused him for sabotage. OP was right. He played safe.
Not bad, but i would rather see them going through hell for fired me.
This old adage applies to the last story "If it's not broke, fix it till it is".
The thing that gets me is they get hired. I can't even get an interview for anything good and I'm the kind who sticks with what works or I find out what will work. If we can make it work better, we'll go with it. Everyone gets a say in everything and everyone is included in the job. Maybe I'm just a dreamer that believes too much.
Getting hired is all about how well an applicant can hype themselves to the employer and not about how well an applicant can actually do the job. As an employment consultant/recruiter once told me, "fake it till you make it".
@@rocketraccoon1976 totally agree
@@rocketraccoon1976 Yep. As IT coordinator I had a hand in hiring a new practice manager, he had some good things to implement; the best was a custom intranet he built himself, where we didnt have (or need) an intranet before. I was actually one of the more positive persons out of the six people who interviewed him.
Did it work out in my benefit? No. He hired staff he had previously worked with and knew they could each do an aspect of my job, and then gave me mandatory severance and ended my role and had all the other staff combined to do my role.
And the intranet thing never happened.
Happy Humpday!! As we take another spin of the RedWheel!!
I agree with op in the last story. It is truly amazing how many bosses will shoot themselves in the foot.
Good morning RedWheel
It’s 15:30 in South Africa 🇿🇦 It’s wonderful to receive a new Red Wheel!!!!
Good morning nothing like a lil pro revenge with my coffee
It's my morning wake an bake
A cup of coffee + a bowl of weed + Pro Revenge = a good morning. 😀
Its the old adage of always having to put thier stamp on things. No matter the consequence
This reminds me of a story about a friends father who was an electrial engineer. The entire family moved to Egypt for 3 1/2 years in the early 60s so the father could oversee the electrical turbines installation at the Aswan Dam. Years later basically driven from job because technology was "overtaking him". Nice payout and pension. A number of years later hydro electric goes a bit wonky in Egypt. Non of the high flyers could decipher an old fashioned blueprint. Which ended with him returning to the compan for 18months to computerise it on a consultancy basis. He made more in that 18months than he had made in his previous 5 years. Sweet.
IOW, the new manager was right. The company had allowed itself to become completely dependent on one dude who acted with no oversight. New manager should have handled things better, but he was right to be incensed at how wrong the situation was.
Yup, that's how IT works at so many companies. Gland I'm out of that game.
I get that a person would be pissed by a clueless new boss implementing ridiculous changes, but what Mr Aspergers did was just wrong for the sake of being spiteful. Instead of gleefully allowing the new boss to burn down the company (which is essentially what he did) he should have written up a simple one-page document explaining the real-world consequences of the new boss's plan and sent it to all of the top brass. Then, if they still did nothing, the company's ruin would be on them. In the end, how many jobs were sacrificed for the sake of a spiteful employee?
Last story...have seen too many bosses that know they are to put their spin on the group...before they have any idea on what is being done...I had worked for you at the IRS. And you're welcome.
Remember BOSS stands for Bringer Of Shit Storm.
Thanks again RedWheel
2 pieces of common sense were not used in the 3rd story.
1. If it's not broke then don't fix it.
2. Take care of your people and your people take care of your business.
The incompetent boss was right that the employee had too much control. Even if things didn't go down like they did, what if he simply left because he got another job offer? There should be multiple people in any IT department that can fill any void should it come up. Very stupid to just let one guy do whatever he wants for years.
Last story: I'm looking for a management position, and listening to these, I know:
1, when I come in, talk to all my people and learn what they do
2, no changes for change's sake
3, talk to everyone and get their opinions on proposed changes and any ideas they may have to make things run smoother
4, if it's running smooth already, leave it the hell alone.
The screw for the Ikea thing was just to small
Good morning RedWheel
Good morning everyone 😊😊
GOOD MORNING RED WHEEL AND ALL OF NEVERLAND!!!! 😁😁👋👋👋
HAPPY HUMP DAY!!!
Halfway through the work week. We can make it to Friday. I believe it! 😁
Stay safe. Stay hydrated. Stay blessed.
Critical example of a company using a home grown system-bad idea-instead of COTS. Eventually those people will leave, retire whatever. No one will know how to support it properly. I've seen this several places.
This is a problem not only for private companies but is also prevalent in government as well,not to mention the military…incompetence and hubris is the bane of efficiency and sound management…!!!
Who takes furniture back apart?
Yeah who has screws leftover did I say that
Probably a big reason new bosses *really* want to 'fix' something that isn't broken? Combination job security and not wanting to progress further in the company. See, if nothing is broke and doesn't need them to do anything then, from the perspective of the individual boss, the company don't need that boss there *and* the boss has no real ability to show what they deserve a raise/promotion/etc. This causes them to try to look for ways to improve things, but they go about things in all the wrong ways.
The problem does arise though in that by not taking if you would a 2-3 month 'adjustment' period of laying low and doing almost nothing and just learning how things run and why, it makes it a lot harder to tell who is a critical asset who is carrying the company from dead weight trying to exaggerate their importance to maintain their own job security, but if everything was going well before you got there you've got a grace period where not rocking the boat would benefit you a lot to keep the employees on your side (and if the department is nothing but dead weight, you don't rock the boat for your own safety unless you're a covert executioner, where you *still* want to get on the employees good side as the only reason you're there is to get an inside perspective on if it's actually dead weight or not).
One thing I learned many years ago is, if you are appointed to a new boss position, first thing to do is ask the old hands what they think needs fixing, and do whatever is needed. In this case getting a backup IT worker for the OP would have stamped him as a boss, and someone you would quite happily work for.
Ikea story: I'd wait until an HR before A$$hat is due to pick it up and take my SO out to dinner and a movie. When they call, tell them:Sorry, I don't sell to Beavis' buddy.
If it ain't broke, don't fix it.
New bosses breaking things? Yeah. Same story in the US Army. Having been in for 12 years, I had a few changes with supervisors. They always thought they could make things better, but they usually ended up making things worse. They would never listen and would order you to shut up and do as you're told.
"QRM Interplanetary", a science-fiction story first published in 1942: A vital communications relay station gets a new manager determined to make things more "efficient". Hilarity ensues.
I never understand why some people who got appointed to elevated positions or roles always try to shake up the apple cart when everything's been going smoothly even before they work there. I was once hired as a marketing supervisor and the first few things I asked around were "how do you guys usually do your job here?", "is everything going well so far?", "do we need to change or improve things?". The answers to the 2nd and 3rd questions were yes and no (in that order), so I knew damn well that I simply have to follow the routine and it was a no fucking brainer to do so.
Where I worked the company thinking was it was easier to permote someone than it was to fire them. That is why management was full of people that could not handle the job.
My place of work had a similar problem. New bosses, they got the brilliant idea of adding a weekend shift, hired 30+ people, badly trained them then threw them to the weekend shift. Out of the 30+ people only 6-8 remained and we don't have a weekend shift anymore.
So it's not ALL a negative if there were a half dozen worth keeping
@@michaelsorensen7567 Not so great, because work place drama is on going. Noticed that the 26year girl of those six that stayed keeps getting her shift moved around and this week, they placed her in the back to do menial temp work, which isn't what she signed on for. In other words management is trying to get her to quit voluntarily, to avoid paying Unemployment.
I wouldn’t have taken it apart at all. I would’ve dragged it outside uncovered the day he was coming to pick it up and not let him use my tools, tape, cardboard or anything else. Please tell your wife not to let anyone in the house while she is all alone 🙏🏼. It’s so scary if you don’t know the guy.
Buyer is rude to his wife, demands his way into his house, and is so demanding that.... wait for it... he complies completely but 'adds a single screw'. 🙄 I am very curious about this couple's dynamics.
If it ain't broke, fix it til it is.
It is unfortunate but I worked for a major hospital for 16 years and I saw this scenario play out more than once with it costing the company tens if not hundreds of thousands of dollars. What is amazing is how these incompetent managers will move from one position to another wreaking habit and yet they'll stay with the company for 20 years.
havoc
New boss: everything seems to be running completely smooth and soundly not an issue in site. It’s perfect. Well I know how to make it even better.
I was a senior executive of an ERP application software supplier. Very typical of management not knowing what the IT guys were doing and didn’t give them the required support.
In regards to that exit statement that's what growing number of idiots want to do with countries, "things are working and people are earning a living? Let's create chaos... wait why is that chaos affecting me!". It's one of the many mysteries of the human mind, the ability to see something functioning as it should and say "Ima break that so my name will be known".
Have been in the same situation as last story, worked at same job 30+ years, had new manager every 5-7 years, they always seem to think they knew the job better.
New managers always want to make an imprint. If-BIG IF-I was ever to have been put in a managerial position(I'm retired-that ain't happ'nin'), I'd get everybody together and tell them "keep doing what yer doing" for at least a month while seeing if any procedures needed to be modified.
Yeah that's what I learned to do as a boss as well. Sit and learn till you know what NEEDS changed, THEN change it.
The last story is a classic example of a "if it ain't broke don't fix it" scenario, why people do stuff like that is beyond and they should really leave things alone sometimes
An extra screw after I have taken something apart and put it back together was not all that unusual, everything worked, so no big deal, right?
In the first story I would have made sure I was missing only one screw when I sold it to the guy.
Depends on the manual, most have list of items.
So he could have checked if all pieces were there.
Than he probably would not have checked after insisting on all that.
Companies that do stuff like this- fire decent, competent employees- deserve exactly what they get!
I got to say that second story is how you should never ever run a company, it just a showcase of what happens when you give one user waaaaaaaay to much leeway and it never ends well. Anyone responsible and knowing (including the asperger admin) what he does should have known that and should have never let it get that far . That said its always a nice security policy if you can get away with it.
my man fired his former boss by doing nothing but leaving the company
The last one is funny since i built a program run on excel to handle vital processes as an employee... now im the supervisor position and MY boss has experience using my system and thd client likes it too its written in a semi-dead computer language
Let me guess VBA?
It seems this practice is rife and the 'norm' in America (if this story is from there) the work practices seem so wierd and very unfair and why does no one converse with each other, especially those at the top. Are they above speaking to their minions?
Ninety days notice 06:30 unless mutually agreed? Definitely not the U.S. Here you might get two weeks notice - if you're lucky.
Forget adding screws. Scan one of the manuals and edit a few details. A few favourites include "It is very important that the screwdriver does not cross streams with the allen key", "insert the byarneyderdinosoar tab into the teyli toobi slot" and "if you open this closet and a cenobite is summoned to assasinate you, dial.*%^$^^(*!¬(*$¬(!*!%(%(!(4 and scream."
Don't even need to do that. IKEA manuals are infamous for vague and/or incorrect instructions.
@Zockblatt Shickleblender Take it a step further with bad translation. My favorite ones come from a car repair manual. The best ones were "Check the head melting. I haven't taken a bath" and "Front Liquor Consumption." Or as I call it, "Clocking In" and "Clocking Out" in no certain order.
Number one rule: If it ain't broke, don't fix it! You can eff up more than you can fix if you don't know what you're doing and nobody knows it all except the person who built it!
5 extra screws? I'd have gone down to the hardware store and picked up a random selection of impressively important looking screws, bolts and fasteners. $10 well spent.
Didn't really understand computer part of the 2nd story, but understood enough that you don't mess with or fire the creator/operator or the system that they created! Great story!
So many managers do not understand the value of tacit knowledge and get rid of important people. I have heard this story before.
I watched an inept manager fire of $40,000 a year technician and then pay an outside company $140,000 a year to take his place and somehow he was able to convince his bosses that it was a good idea??
The second one can probably be written off in tax somewhere and show as a net loss to the company.
After forty-seven years of working, I have found that no mater at what level the new boss comes in , he will always try to show that he is the boss and how it has always been done is not good enough
MY RESPONCE TO THE ENTITLEMENT WOULD BE DO IT YOURSELF
Sounds like OP from the last story is from my hometown. He uses several terms that our local area use where others rarely do.
Dear Boss If it is NOT broken....don't fix it!
Rule No 1 If it ain't broke don't fix it !!!!
Everything is always done for a reason. Even if on the surface it seems silly or inefficient.
Sometimes the reason is "cause that's how they told me to when I started", and you can actually make things better. But you have to have systems to check, measure, and adjust your potential "improvements" and deep enough knowledge to know what "better" actually is. Most places fail on those two criteria
@@michaelsorensen7567 and ask questions and actually listen to people. I used to work for a radio communications company. I would ask lots of questions why we do things a certain way and almost everytime there was a legitimate reason for it. And a "solution" to something I thought was an issue would take much more thinking to mitigate other issues involved.
If the guy in software story was in the USA he's run afoul of the "work for hire" rules.