Difference between revisions of "User:RahalMccall69"

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(Marlin detective on administrative leave after Facebook rant)
(Q&A- Confronting new boss over changes is an unwise move_0)
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A post on Marlin detective Rob Douglas鈥?Facebook page centered around how it frustrates him to go grocery shopping at the first of the month with people who receive public assistance or food stamps but have tattoos or expensive tire rims on their vehicles.
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By Marie G. McIntyre / McClatchy-Tribune News Service
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The rant ended with: 鈥淚 promise, if I ever snap and go on a killing  spree, it will be in a supermarket on the first.鈥?
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Q: Recently, a new manager was transferred to our store from a different location. 鈥淕wen鈥?apparently <a href=http://www.saclouisvuittonhomme.com/lv-cuir-suhali-58>LV Cuir Suhali</a> wants everything to be just like it was at her previous workplace. Instead of trying to understand how we do things here, she has turned the place upside down with one change after another.
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City officials are unsure when the post was first published, but Marlin City Manager R.C. Fletcher said he was made aware of the post Sunday. The Tribune-Herald received a screenshot of the post over the weekend. The paper has been unable  to locate Douglas for comment.
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The employees constantly complain that they can鈥檛 keep up with all these changes. Morale is at an all-time low, and customer service is declining. I would like to help solve this problem, but I鈥檓 not sure what to do. Should I confront Gwen and let her know how everyone feels?<br>
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Douglas, who has been with the department for five years, was placed on administrative leave Monday and will remain on leave until the internal police investigation concludes, Allen said.
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A: When dealing with a new boss, 鈥渃onfront鈥?is a dangerous word to use. Even if Gwen鈥檚 changes are misguided, an adversarial approach will only damage your relationship with her. New managers always have fresh ideas, and they tend to regard critics as obstructive and resistant to change.
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The department doesn鈥檛 plan to request aid from the Texas Rangers because it appears there鈥檚 nothing illegal about the post, Fletcher said.
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Nor should you volunteer to 鈥渓et her know how everyone feels,鈥?because that will make <a href=http://www.saclouisvuittonhomme.com/lv-monogram-denim-60>LV Monogram Denim</a> you look like a rabble-rouser. If the whole group is upset, then the whole group needs to discuss the problem. The key, however, is not to focus on feelings, but to explain the business issue.
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Fletcher said Douglas may have violated the city鈥檚 policy regarding appropriate online publishing, but the situation is still under investigation. The Tribune-Herald requested a copy of the city鈥檚 policy on online publishing and were told to request it under the state鈥檚 public records laws. The paper has done so. A copy of the policy has yet to be furnished by the  city.
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For example: 鈥淕wen, we want you to know <a href=http://www.saclouisvuittonhomme.com/lv-monogram-mini-64>LV Monogram Mini</a> that we appreciate the experience you bring from your previous store. However, learning so many new procedures at once has been difficult and has slowed our service to customers. Do you think we could have a meeting to review all the changes, then wait a few weeks before making any more?鈥?
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鈥淲e鈥檙e at the very beginning of the investigation concerning this,鈥?Fletcher said.
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If your concerns are presented in a supportive, helpful manner, Gwen might actually listen. But if you begin criticizing her leadership style, you will only start an argument that you are undoubtedly going to lose.
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Submit questions to Marie G. McIntyre at .

Revision as of 11:35, 11 August 2014

@@@ By Marie G. McIntyre / McClatchy-Tribune News Service Q: Recently, a new manager was transferred to our store from a different location. 鈥淕wen鈥?apparently <a href=http://www.saclouisvuittonhomme.com/lv-cuir-suhali-58>LV Cuir Suhali</a> wants everything to be just like it was at her previous workplace. Instead of trying to understand how we do things here, she has turned the place upside down with one change after another. The employees constantly complain that they can鈥檛 keep up with all these changes. Morale is at an all-time low, and customer service is declining. I would like to help solve this problem, but I鈥檓 not sure what to do. Should I confront Gwen and let her know how everyone feels?
A: When dealing with a new boss, 鈥渃onfront鈥?is a dangerous word to use. Even if Gwen鈥檚 changes are misguided, an adversarial approach will only damage your relationship with her. New managers always have fresh ideas, and they tend to regard critics as obstructive and resistant to change. Nor should you volunteer to 鈥渓et her know how everyone feels,鈥?because that will make <a href=http://www.saclouisvuittonhomme.com/lv-monogram-denim-60>LV Monogram Denim</a> you look like a rabble-rouser. If the whole group is upset, then the whole group needs to discuss the problem. The key, however, is not to focus on feelings, but to explain the business issue. For example: 鈥淕wen, we want you to know <a href=http://www.saclouisvuittonhomme.com/lv-monogram-mini-64>LV Monogram Mini</a> that we appreciate the experience you bring from your previous store. However, learning so many new procedures at once has been difficult and has slowed our service to customers. Do you think we could have a meeting to review all the changes, then wait a few weeks before making any more?鈥? If your concerns are presented in a supportive, helpful manner, Gwen might actually listen. But if you begin criticizing her leadership style, you will only start an argument that you are undoubtedly going to lose. Submit questions to Marie G. McIntyre at .

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