Reply to thread

Message

<blockquote data-quote="Janx" data-source="post: 5991185" data-attributes="member: 8835">On whether the OP had the authority or responsibility to kick the Flumph out of the group, aside from the fact that it was his house and he had the most legal authority to grant/deny access over any other group member, consider this:I heard this tale on NPR.&nbsp; Hurricane Irene whacked a good junk of new england (or somewhere).&nbsp; This guy named Geo gets the idea to start fixing up his neighbor's houses because they are all in shock (so is he, can't bear to look at his house).&nbsp; He figures out the first step to organizing is to wear Orange Vests.&nbsp; Because everybody thinks you're in charge.&nbsp; Before you know it, this guy's got command of the whole recovery effort for the town.Somebody asked him how he got the job to be the recovery organizer.&nbsp; He says he just did it, because nobody else was doing anything.Same thing here.&nbsp; The OP just bought himself an Orange Vest.We don't know why Flumph isn't liked&nbsp; For all we know it's a racism thing, and not likely to be corrected.&nbsp; That could mean the OP's friends are racists or that Flumph is racist.&nbsp; We don't know.&nbsp; It's just an example of something the OP might not want to delve into.&nbsp; I suspect he'd have given an example if it was as simple as not flushing the toilet.I would treat the problem like dealing with a problem employee.&nbsp; We're already at the last stage, firing.&nbsp; Try to be nice about it.&nbsp; Don't give lots of reasons to be argued.&nbsp; Just say, &quot;I'm sorry that there's not a fit for you here.&nbsp; Good luck in your future endeavors.&quot;Normally, I have a simple catch-phrase: Correct, Deflect, Eject.&nbsp; Try to correct the problem before it gets out of hand.&nbsp; If that doesn't work, try to keep the employee from the area he's not good at (if he's not good at dealing with end users, don't make him do that).&nbsp; That way you can still get work out of him.&nbsp; If that don't work, because he just isn't working out, eject him from your group or company.&nbsp; Carrying a problem person hurts team morale as everybody else sees him as an expense and hassle to getting stuff done.That relates to what&nbsp; [MENTION=177]Umbran[/MENTION] says, which is be diplomatic, explain problems before they escalate and give the person advance notice and a chance to change.&nbsp; Treat them like you'd want to be treated.</blockquote>

[QUOTE="Janx, post: 5991185, member: 8835"] On whether the OP had the authority or responsibility to kick the Flumph out of the group, aside from the fact that it was his house and he had the most legal authority to grant/deny access over any other group member, consider this: I heard this tale on NPR. Hurricane Irene whacked a good junk of new england (or somewhere). This guy named Geo gets the idea to start fixing up his neighbor's houses because they are all in shock (so is he, can't bear to look at his house). He figures out the first step to organizing is to wear Orange Vests. Because everybody thinks you're in charge. Before you know it, this guy's got command of the whole recovery effort for the town. Somebody asked him how he got the job to be the recovery organizer. He says he just did it, because nobody else was doing anything. Same thing here. The OP just bought himself an Orange Vest. We don't know why Flumph isn't liked For all we know it's a racism thing, and not likely to be corrected. That could mean the OP's friends are racists or that Flumph is racist. We don't know. It's just an example of something the OP might not want to delve into. I suspect he'd have given an example if it was as simple as not flushing the toilet. I would treat the problem like dealing with a problem employee. We're already at the last stage, firing. Try to be nice about it. Don't give lots of reasons to be argued. Just say, "I'm sorry that there's not a fit for you here. Good luck in your future endeavors." Normally, I have a simple catch-phrase: Correct, Deflect, Eject. Try to correct the problem before it gets out of hand. If that doesn't work, try to keep the employee from the area he's not good at (if he's not good at dealing with end users, don't make him do that). That way you can still get work out of him. If that don't work, because he just isn't working out, eject him from your group or company. Carrying a problem person hurts team morale as everybody else sees him as an expense and hassle to getting stuff done. That relates to what [MENTION=177]Umbran[/MENTION] says, which is be diplomatic, explain problems before they escalate and give the person advance notice and a chance to change. Treat them like you'd want to be treated. [/QUOTE]

Verification