Readers' Comments
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Ten Critical Mistakes Made by Supervisors Dealing with Federal Employees in Trouble at Work
Total Comments: 20
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November 7, 2009
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10 Supervisory Mistakes
Oaklandon
Wed Dec 19, 2007 7:49 AM
Post Reply
This article should be printed and placed on the desk of every supervisor and should be required reading every six months.
Bruce Berry
Re: 10 Supervisory Mistakes
Dept. of Veterans Affairs.
Wed Dec 19, 2007 11:52 AM
Real Critical Mistake #1
Federal Agency
Wed Dec 19, 2007 8:07 AM
Post Reply
In my opinion, the REAL Critical Mistake that I deal with the most was the Failure to Document. Without the hard evidence, most formal corrective actions fall apart. Anecdotal evidence and statements like, "he's done it a million times." don't prove a thing and can't support anything.
Smart Move #8-Professional Help
NARA
Wed Dec 19, 2007 8:50 AM
Post Reply
In addition to our HR staff, another resource that is available is the Employee Assistance Program. The EAP is a wonderful source of help for supervisors and employees with problems--work related and non work related. Supervisors aren't professional counselors, but the EAP folks are. Sometimes a gentle reminder about the availability of the EAP can help an employee with a problem. EAP services are confidential and are provided free or on a sliding price scale based on income. The EAP was an invaluable resource to me as a supervisor when dealing with a drug-addicted employee and an employee with a mental illness. Anyway, it's another source of professional help for supervisors working with their employees!
Re: Smart Move #8-Professional Help
DFAS
Thu Jan 17, 2008 12:24 PM
THANKS FOR CONTINUING TO PROVIDE GUIDANCE
DON
Wed Dec 19, 2007 9:00 AM
Post Reply
This is an excellent article. The problem I see, in large part, is that supervisors/managers know their respective programs. They know little about supervising, LER, etc. Training is through online sources, if any, or possibly a CD on civilian personnel procedures they get handed by HR at check-in. There is no remedial training and certainly noone looking hard at what training they've even had during their career in this respective area. The web is full of great sources but "you don't know what you don't know". By taking LIVE supervisory (and related training such as labor and employee relations), you learn what you didn't know you didn't know. Make sense? I learn alot by reading the FedSmith articles. But how many really MAKE the time to even do that? I've learned over the years because I got tired and frustrated by not knowing. I may not know it all but I now, at least, have the resources, references, contacts, and even lesson learned. We need more good LER experts in the field.
Evil Supervisors
ICE
Wed Dec 19, 2007 9:53 AM
Post Reply
You left out that some supervisors (i.e. Deputy Special Agents in Charge) are just evil people. Evil people have existed all through history. They exist now. When dealing with evil people, logic, rules, and morality do not apply.
It doesn't matter why they are evil, it could be that they are bitter because they were demoted/transferred and now they are taking it out on their employees.
It could be that their own sins have clouded their judgement.
They usually select their targets based on the employee's weaknesses. For example, if you have an employee who has a serious medical condition (i.e. needing a quadruple bypass) this employee is a good target for the evil supervisor because they know the employee is not in the position to really fight back.
Upper management rarely does anything about these evil people because they can be of value to the organization. What better "hatchman" than an evil supervisor that is already hated by all the employees?
Stephen Coffman
Re: Evil Supervisors
DOD
Thu Dec 20, 2007 5:05 AM
Smart Move #8
NARA
Wed Dec 19, 2007 10:56 AM
Post Reply
Another source of professional help for supervisors can be the Employee Assistance Program. Supervisors aren't professional counselors, but the EAP folks are. They can be a tremendous help for supervisors and employees with personal or work-related problems. Some agencies have a process where supervisors can refer employees to the EAP as a condition of their employment. This can be helpful for serious situations such as drug addiction or mental illness. The EAP can also make suggestions about options for employees who need help. There's usually an EAP Coordinator in your HR office.
your article on ten things
Social Security Administration
Wed Dec 19, 2007 10:59 AM
Post Reply
I am not a government worker in trouble for not working . I am a government worker in trouble for wanting to work. Yes, wanting to ..I have close to twenty years of experience in telecommunication and I am sitting here biting my nails. I have done everything to tell these folks that I am willing, able and ready. They are wasting a valuable resource. They seem to do this on a constant basis not just with me but with other people. My next step is to see the commissioner. Your articles centered around mangers. why not center it around mangers who spend a lot of time crossing t's and dotting i's but not really conerned about getting the work done professionally and in a timely manner.
Re: your article on ten things
Oaklandon
Wed Dec 19, 2007 4:46 PM
But maybe not. Your manger comments may be seasonal, but your spelling is questionable.