A few years ago Brachs candy I think it was made Thanksgiving dinner flavored Candy Corn. They had turkey, stuffing, cranberry sauce, greenbean, apple pie, and gravy candy corns mixed in a bag. The cranberry apple pie were great but the stuffing tasted like vomit. Everything else was just meh. I never bought a bag again.
Would this include airplanes flying into NC? Like, if I have a layover in Charlotte and I’m only gonna be at the airport a few hours, I can’t wear a mask on the plane to Charlotte, or at the Charlotte airport? I know planes are owned by the airlines so they’re not “public”, but what about inside an airport?
It sounds like this person isn’t remembering the procedures then, even when you’ve explained it to them and they’ve already done the task before (Or they’re just a lazy fuck that doesn’t care one way or the other and maybe never will). There is no “fixing” the individual, you need to correct their behavior while also giving them plenty of opportunity to get it right and with all the tools and guides they need readily available. How long have they been working in that position? Maybe they just need more time.
As others have stated, if the directions aren’t already in writing, you should either write them down for the employee or, better yet, make the employee write them down, then review it for accuracy. This should in theory help them commit the process to memory, plus now they have their own guide to refer to.
Another bonus (for you, not the employee) of getting the process in writing is that if/when this person messes up again, now you have something to point back to and say “Remember when we went over this and you wrote it down and I verified that your notes were correct? Did you follow those notes this time? If yes, why did (mess up) happen anyway? If no, why didn’t you follow the notes?” Make this person explain themselves, don’t just sit there and be mad and say nothing to them.
This could also be a case of weaponized incompetence/ learned helplessness. If they fuck up a lot, you stop giving them work, but they’re still there getting paid anyway, right? Now you’re just paying them to either stand around or do menial tasks and not what you actually hired them for.
Start documenting their fuck ups, and tell them you’re doing so. You’re better off having a paper trail to point to when you have to fire them.
Is he maybe just a really literal person and took the forwarded email with instructions “send THIS to them” as “send this email to them”, but then he knows his work responsibility is to send the product, hence why he sent both the product and the email?
Do you have an SOP or exact steps to follow written down in a very clear, concise manner (yes, even something as simple as “after employee A sends the email, employee A will notify employee B to send out the product by forwarding the customer email to employee B”; I’m talking reaaaallly literal steps here)?
Can you give other examples of times he’s messed up in a similar way?
Does he have poor reading comprehension? ADHD?
I train employees a lot in my current job and jobs prior and I’ve learned that everyone interprets things differently and learns at their own pace. Most times you can adapt to their style, but sometimes people are just mentally out to lunch 24/7 and not fit for the job.
From a woman who’s father failed in many ways: Be present, be willing to listen, and actually give a damn. My father wasn’t any of those things when I was growing up, he just sorta came and went as he pleased and if he cared, he sure didn’t show it. I went NC with him from my teens until my 30s, and we now have a semi-decent relationship, but man, I will be forever jealous of those “Daddy’s girl” women who adore and admire their fathers and their fathers love them so much everyone can tell.
Right? The problem is, sometimes I’m like, “Wow, do I drink too much” but then I’m like “Naaah, I drink way less than (insert the name of an alcoholic you personally know here)”, but sometimes it still feels like I drink too much anyway?