What to say in an interview?

[MrCodeDude]

A little bit of background. Student-run business, screens T-Shirts, we have a CEO (already decided) and four VPs of Graphics, Finance, Production and Marketing. I'm running for VP of Marketing, a good friend is the CEO. Anyway, I haven't been interviewed yet, but I'm running against a teachers pet. I've never had the teacher before, so it's already going to be an uphill battle.

My friend, the CEO, told me that of all questions that were asked, no one managed to give a good answer for "How would I get an off-task worker on-task?"

Now, I have to be practical here. I can't fire them, I can't dock their pay, so the only other option I see is basically babying them. But no one wants a soft person in management and I don't like to have people get a free ride just because their lazy.

So, I need a different way to approach answering the question.

My answer so far is:

I would find out their reason for slacking off, whether it be they're lazy or they've grown a hatred to marketing. If the former, I would have consult the CEO and the teacher supervisors about an appropriate form of action. Whether it be somehow docking their overall pay or lowering their grade, not everyone is self-motivated and finding out what motivates people. If the latter, I'd try to arrange something with another one of their team members. Perhaps find out if anyone in their group would be interested in trying a position in marketing and finding out if the unhappy student would be interested in switching roles.

Is there more I should add? As far as I see it, there aren't a whole lot of solutions.

Any ideas/suggestions will be very much appreciated.

 

[MedicBob]

Sounds pretty good to me.

Punishment as a last/later step.

 

[slurmsmackenzie]

demote him... and give the kid busting his ass that's next in line the oppurtunity at the job. make sure new kid knows how he got there, too. just to motivate him

 

[MrCodeDude]

Originally posted by: slurmsmackenzie
demote him... and give the kid busting his ass that's next in line the oppurtunity at the job. make sure new kid knows how he got there, too. just to motivate him

Other than the CEO and VP's, everyone makes the same amount.

 

[Kibbo]

Try using path-goal theory to help his motivation.

Find out what the worker wants from the job, and tailor your rewards and punishments around that. If he wants more hours, promise him more when he performs well, and restrict them when he performs poorly.

If he just wants to punch in and out every day, make him work late when he performs poorly. Or send him home early, depending on what he wants. Be sure to create clear standards and tasks for him, so that he knows what is good performance and what isn't. And make your evaluation proceudure as clear and objective as possible.

 

[MrCodeDude]

Originally posted by: Kibbo
Be sure to create clear standards and tasks for him, so that he knows what is good performance and what isn't. And make your evaluation proceudure as clear and objective as possible.

Thanks! This should be a good opening sentence.

 

[woowoo]

Buy them beer.....

 

[GasX]

Keep in mind that your best answer is going to be the one with the most college text theory rather than the one based on real world experience - especially since the slacker in question is working for an almost theoretical business and the person judging you has no real world experience.

real world answer: Tell them they are not performing to expectations and that they have to improve performance to remain employed. Then, discuss specific flaws they can be addresed by either your effort or his.

mad real world answer: Get real, son. You gots to get your work on iffen you wanna get yo payday on. Ya hear me, playa?

 

[minendo]

Originally posted by: slurmsmackenzie
demote him... and give the kid busting his ass that's next in line the oppurtunity at the job. make sure new kid knows how he got there, too. just to motivate him

Retaliation is a harrassment issue and would not fly with HR.

Sit down with the employee and outline the job details. Also find out if there are some problems with the position, work environment, ergonomics, etc. Communication is key. Docking pay or demoting can be considered retaliation and you do not want that happening.

 

[FoBoT]

Originally posted by: MrCodeDude

Originally posted by: Kibbo
Be sure to create clear standards and tasks for him, so that he knows what is good performance and what isn't. And make your evaluation proceudure as clear and objective as possible.

Thanks! This should be a good opening sentence.

using situational leadership, that is "S1" leadership style which is what is needed for the "R1" employee

use high task and low relationship, meaning what Kibbo says, give them a specific list of stuff with specfic deadlines to do each task

 

[MisterJackson]

Just buy an assualt weapon (legal now) and give it the moniker "Motivator".

Hang it above your desk.