To the all knowing business minds of DFWMustangs

[slow06]

I submit a question: Who wins in the war of People Vs. Process

There is a situation at work where we are developing some software that will allow us to track the bulk of our operational processes. One of the parts of the process, usually the last, is shipping supplies to the customer.

I work closely with the guy who handles all of the shipping. He is very resistant to change, and the last time we went through this process (new system) he completely ignored his part and continued using his old system. Nobody forced him to use it, and as a result there are over 12,000 unfulfilled “orders” in our system. (Clearly management failure there, but in all reality it did not negatively affect our business.)

As we start this process again I start to think about this guy. He has worked at this company for over 25 years, in this position for over 20. He does his job well and his opinion is respected for the most part, but his inability to roll with change is becoming more apparent by the day. I say this only to say I think he has earned a certain amount of consideration and respect, but even I am nearing a point where I think a decision should be made.

I am curious at what point, from a managerial perspective, do you go from making the process/system fit an individual (Which I feel like we are having to do now) to making the process/system what you want it to be and hiring a new individual if necessary? I am not his manager , just curious why we continue to put up with some of these things, and how much weight each side of the coin should really hold.

[Baron Von Crowder]

Well, as an employee, I would argue that the way it has been done is working and shouldnt be changed, since it is working.

As a manager/employer: Your job is to do whatever tasks you are assigned, and if that includes learnig and using a new system, so be it.

[bcoop]

I submit a question: Who wins in the war of People Vs. Process

There is a situation at work where we are developing some software that will allow us to track the bulk of our operational processes. One of the parts of the process, usually the last, is shipping supplies to the customer.

I work closely with the guy who handles all of the shipping. He is very resistant to change, and the last time we went through this process (new system) he completely ignored his part and continued using his old system. Nobody forced him to use it, and as a result there are over 12,000 unfulfilled “orders” in our system. (Clearly management failure there, but in all reality it did not negatively affect our business.)

As we start this process again I start to think about this guy. He has worked at this company for over 25 years, in this position for over 20. He does his job well and his opinion is respected for the most part, but his inability to roll with change is becoming more apparent by the day. I say this only to say I think he has earned a certain amount of consideration and respect, but even I am nearing a point where I think a decision should be made.

I am curious at what point, from a managerial perspective, do you go from making the process/system fit an individual (Which I feel like we are having to do now) to making the process/system what you want it to be and hiring a new individual if necessary? I am not his manager , just curious why we continue to put up with some of these things, and how much weight each side of the coin should really hold.

If I were his boss, he'd have been fired the last time. You can't manage a business based on the personality of your employees. In this case, his resistance to change. The bottom line is what is best for the compay.
Sure, you can try to make things easier. Give detailed people detail oriented tasks, etc. But you shouldn't take any bullshit from an employee, because he is afraid of change.


Then again, I'm probably not the best person to ask. I have no patience for nonsense when it comes to business. I don't give a fuck about your personality, I don't give a fuck about your life, and I don't give a fuck about the case you are trying to make, or your excuses. You're here to do a job, and you're going to do it correctly, in a timely manner, and how I told you to do it; or you've rendered yourself worthless to me, and you'll be out on your ass .2 flat.

[Forever_frost]

At 20 years in that position, he has to be open to adapt to the times. Give him a set period to adjust and if he doesn't or can't, replace him.

[mustang1200]

If I were his boss, he'd have been fired the last time. You can't manage a business based on the personality of your employees. In this case, his resistance to change. The bottom line is what is best for the compay.
Sure, you can try to make things easier. Give detailed people detail oriented tasks, etc. But you shouldn't take any bullshit from an employee, because he is afraid of change.


Then again, I'm probably not the best person to ask. I have no patience for nonsense when it comes to business. I don't give a fuck about your personality, I don't give a fuck about your life, and I don't give a fuck about the case you are trying to make, or your excuses. You're here to do a job, and you're going to do it correctly, in a timely manner, and how I told you to do it; or you've rendered yourself worthless to me, and you'll be out on your ass .2 flat.

I agree 100%.

[yellowstang]

Time for early retirement, for him.

[Big A]

At 20 years in that position, he has to be open to adapt to the times. Give him a set period to adjust and if he doesn't or can't, replace him.

Yep, he has to realize that tenure is only worth so much, and that EVERYBODY can be replaced. He is ignorant not to realize that someone new is much more capable of stepping in at the point in which a brand new system is being implemented, as that is when all of those years of experience with the old ways aren't worth much.

I say give him every opportunity to accept the change, but be firm that he WILL change. If he still resists at that point it's time to give him the boot.

[sc281]

If I were his boss, he'd have been fired the last time. You can't manage a business based on the personality of your employees. In this case, his resistance to change. The bottom line is what is best for the compay.
Sure, you can try to make things easier. Give detailed people detail oriented tasks, etc. But you shouldn't take any bullshit from an employee, because he is afraid of change.


Then again, I'm probably not the best person to ask. I have no patience for nonsense when it comes to business. I don't give a fuck about your personality, I don't give a fuck about your life, and I don't give a fuck about the case you are trying to make, or your excuses. You're here to do a job, and you're going to do it correctly, in a timely manner, and how I told you to do it; or you've rendered yourself worthless to me, and you'll be out on your ass .2 flat.

Spot on, Chap.

[BMCSean]

Well, as an employee, I would argue that the way it has been done is working and shouldnt be changed, since it is working.

As a manager/employer: Your job is to do whatever tasks you are assigned, and if that includes learnig and using a new system, so be it.

As a manager/employer you shouldn't use that word!

[Baron Von Crowder]

As a manager/employer you shouldn't use that word!

I do what I want!

[MustangPoser]

He needs to learn the new system. It sounds like the orders are being shipped, he is just not marking them as shipped.

That makes it impossible for everyone else to do their job. Client calls in wondering why their supplies are two weeks late.. and someone has to check with HIM to see if they were shipped or lost?

I would do what is best for EVERYONE in the organization, not what is best for this one guy. That being said, the shipping process should be as efficient as possible, but not optimized only to his personality.

short answer: learn the new system or fuck off.

[Ted]

Look Dwight, as assistant TO the regional manager, you have no ability to fire Darryl from the warehouse.

[BERNIE MOSFET]

Recognizing that someone failed to enforce the last change, I'd restart the process by including the guy's input - what he didn't like and why he didn't use the old system. Involve him because it serves two purposes; he might have a bit more interest if it's something he's part of from the beginning, and he might actually have insight into improving efficiency since he's the one doing it.

Then, with the new system in place, make it clear to him that he uses it or you'll document his willful misconduct to have any unemployment claims denied, and find someone who will. If he stays on and works within the new system, you save the cost of training someone new from the ground up.

[DallasSleeper]

If I were his boss, he'd have been fired the last time. You can't manage a business based on the personality of your employees. In this case, his resistance to change. The bottom line is what is best for the compay. Sure, you can try to make things easier. Give detailed people detail oriented tasks, etc. But you shouldn't take any bullshit from an employee, because he is afraid of change.

I agree 100%

That employee should never be given an option of which policies he will and wont follow. Piss poor management allowed him to do what he wanted the first time around so this time will be no different. His paycheck and his livelihood depend on his ability to follow procedures at work.

[yellowstang]

The Pony Express was a good idea a long time ago. Thank gawd they all adapted to those jeeps nowadays!