| Job Issue
Posted: 7/24/2008 7:49:24 AM | I work as an Executive assistant for a home delivery company based out of Toronto. We have locations across Canada. My job entails me to ensure that each location is following policy and procedure. I am currently having a issue from our market in Calgary. Calgary is a hard market to find good dedicated employees.
They don’t respond to emails, follow policy and procedures and just have an excuse for just about everything. This is one of the reasons why the personnel down there hasn’t been fired.
How do you manage someone in another province? | |
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| Job Issue
Posted: 7/24/2008 8:12:14 AM | Advertise in the local paper and trades that there is a job fair for the company for ALL positions. Then make an official surprise visit and produce copies of unresponded emails, and proof that policy and procedures were not followed. Do career councelling and write ups if that is part of your companies internal diciplinary actions and spare no excuses!
I hear that the job market is plentiful in Alb, but I am sure that with the proper conditions and incentives, qualified people will respond favourably. You can't let some people dictate how the company should be run and hold 'hostage' of the situation just because head office is far away. No one is irreplaceable! | |
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Posted: 7/24/2008 8:44:26 AM | Do you currently have someone positioned there thats from your office in TO? how long has that office been open?
I'd say that someone from here has to move there for a while. all the businesses that I know where they openeed in another province (or country), someone had to go over for a year or two. its the only way to instill the company phylosophies and procedures, Also, interviews and training can be done face to face by someone with the proper experience, and understanding of what is expected of them.
how often do you, or someone else from management, travel down there? your post doesn't state much, just complains about the work ethics down their? if you, as management (Executive Assistant, wow), are not happy with the work quality in another office, you should be flying there every month, holding face to face monthly meetings.
you open up by saying that your the boss, then you say your not happy with the work quality, then you ask what to do. if your the boss, then you kick ass. light the fire around them, if they cant improve, then fire them, and then personally hold the interviews to hire someone that you like. if your the boss then you should do this
If your not the boss, then your complaining? or ranting? not sure | |
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Posted: 7/24/2008 9:44:23 AM | I live in Edmonton and there is a huge employee deficiency out in this province. Everyone is only working menial jobs tell they find something better. Normally this does not take to long. So many companies are having the same issue.
It comes down to what is the actual job? How much are they getting paid? The cost of living in Calgary is very high, do they make enough to survive in the Calgary economy?
I was a manager for a small company here, due to a health issue I had to leave but our company felt the sting as well. So we implemented better pay, better benefits, showed more respect to the employees, gave them a reason to stay with us. We have a very low turnover rate now as compared to quite a few of the other small companies that are our competition. As well, paying well but treating them like peons will not help either.
You should also look to who your manager there is. Are they truly capable of managing a team? | |
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| Job Issue
Posted: 7/24/2008 1:06:22 PM | | Probably because the job isn't paying enough, cost of living is crazy. I don't know why anyone would want to live in Alberta with all the pollution. You might do better if you hire Asians they tend to be hard workers. | |
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| Job Issue
Posted: 7/24/2008 1:21:18 PM |
I work as an Executive assistant
Well.... if you're the assistant.... advise the executive.
They don’t respond to emails, follow policy and procedures and just have an excuse for just about everything. This is one of the reasons why the personnel down there hasn’t been fired.
^^^ That is a poor executive attitude. There is always someone willing to take their job... prove it to them. | |
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Posted: 7/24/2008 1:36:43 PM | You might do better if you hire Asians they tend to be hard workers.
Says the asian 
How do you manage someone in another province?
It's not easy. Is there a daily routine/procedure in place to report what they're doing? | |
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Posted: 7/24/2008 2:22:09 PM | | Try "promoting" people from other provinces to Calgary... and of course there would have to be a pay increase. | |
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Posted: 7/24/2008 5:03:14 PM | try putting one person in charge and if he or
her doesnt perform get rid of them and promote the next in line
you need to form some kind of understanding with them
they need to know exactly where they stand or if they screw up
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Posted: 7/24/2008 5:58:04 PM | LOL
Oh come now if you don't know how to deal with slackers at work then maybe you should be checking to see if your not slacking off also at your job!
Any boss would go to calgary and clear the house out and hire new people asap.
No sense trying to get slackers to work as you just said they have an excuse for everything.
So email or cal each one and tell them clear out their desks and hit the road.
As in alberta it should be easy to replace anyone who is not doing their job. | |
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| Job Issue
Posted: 7/24/2008 6:26:13 PM |
I work as an Executive assistant for a home delivery company based out of Toronto. We have locations across Canada. My job entails me to ensure that each location is following policy and procedure. I am currently having a issue from our market in Calgary. Calgary is a hard market to find good dedicated employees.
They don’t respond to emails, follow policy and procedures and just have an excuse for just about everything. This is one of the reasons why the personnel down there hasn’t been fired.
How do you manage someone in another province?
Are your policies and procedures that these workers are not following illegal, ridiculous, or dangerous ?
Give examples. | |
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Posted: 7/24/2008 8:47:15 PM | If that office is causing so much trouble.. why has no one from the head office been down there to investigate the situation?
You also have to question why the employees are acting as they are.. have they been trained properly? Have the policies and procedures been communicated to them properly? Is there documentation supporting this? Are the employees happy in their jobs? What could make their jobs better and more fulfilling, where they will want to do their jobs properly?
As executive assistant, you should be notifying the executive as to what the problem is. Document it. At that point it is up to them what to do with the information. Do your job well, and at least you will be able to deal with the frustration better, knowing that you are doing your job correctly. | |
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| Job Issue
Posted: 7/26/2008 10:43:11 PM | About a year ago, I was worried about this same issue . . . I was moving here and leaving my "well oiled machine" in Calgary. I brought this up with my boss, and all he said was "I guess we'll see just how good you are, because you are only as good as the people you manage." I know that may come across as an insult . . . sorry, that is NOT my intention.
To be honest, I have this happen quite often. However, I know they they are busy, and they do their job well (I'm able to measure this when ever I choose to). If I get no reply to an e-mail, and it is important I hear back from them . . . I call them. However, I try not to raise a fuss. I'm also go out there every 4 weeks or so. I find that it is important to know how you are dealing with. I find people appreciate it when you walk in and say hi, calling them by there first name, especially in the workplace. Your managers have to be more then letters you read on a monitor, they have to be people that they can associate with.
I'm lucky in the fact that I have a good crew out there, and I do not really have to, nor do I want to try and replace them. In that market, it is easier said then done.
Good luck, hopefully everything works out. | |
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