tag:blogger.com,1999:blog-4156928519268765430.post4479954272115235384..comments2024-01-08T01:16:24.358-08:00Comments on Everyone Hates HR: Overheard #1: Setting PrecedentMatt Cholertonhttp://www.blogger.com/profile/16909260019422204841noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-4156928519268765430.post-28377763216497602902009-06-09T08:26:27.026-07:002009-06-09T08:26:27.026-07:00Thanks for the comment HR Good Witch! You are righ...Thanks for the comment HR Good Witch! You are right! <br /><br />It's hard to make the first move and unless these employees are good performers, switching to a focus on results will be a struggle. Unpleasant intially, but great long term. <br /><br />I think I've been dealing with Exempt employees too long, cause if someone actually meant "I can't do that, I'm on break" I'd be peeeeaved. I also know we are oversimplfying a likely complex situation, but seems like something that oozes from someone not committed to company or team.Matthttp://www.everyonehateshr.comnoreply@blogger.comtag:blogger.com,1999:blog-4156928519268765430.post-11529087140500590612009-06-08T16:16:34.898-07:002009-06-08T16:16:34.898-07:00I (almost) completely agree with you here! I can&...I (almost) completely agree with you here! I can't imagine being in an environment where there isn't flexibility and support for individual needs.<br /><br />Where I struggle with this is ... when the employees themselves are driving the rigidity. "I stayed a half hour extra yesterday, so where's my overtime pay?" Or, "I'm sorry, I can't do that for you, I'm on break."<br /><br />I have a hard time 'giving' when it isn't reciprocal. I do think however in those cases, it's up to the boss to make the first move, offer up a more flexible approach and shift to managing results. I just think that unfortunately it doesn't always work.HR Good_Witchhttps://www.blogger.com/profile/15096887846281219563noreply@blogger.com