Marty T Hawkins back with you and another episode of Warehouse and Operations as a Career. Is everyone having a fabulous week so far? Today let\u2019s talk about a few of the things that we as employees sometimes have to deal with, many times things we possibly bring on ourselves. Throughout my travels each week I hear about lost jobs, NCNS, layoffs, and a lot of reasons why individuals have loss those jobs. This isn\u2019t probably something we like talking about but I guess it is a part of the job cycle or career cycle so let\u2019s look at it for a bit.
\nOk, Being a Manager for over 30 years I\u2019ve had the fortune of meeting and hiring many an associate, mainly in the realm of operations only to see them move on to something else voluntarily and non voluntarily. Some found better positions or greener pastures and moved on and some through terminations. I like to believe I\u2019ve never actually ended someone\u2019s job, well I guess I\u2019d have to say I have ended 3, all 3 we\u2019re due to a position actually being done away with due to a loss of cases, through a customer loss or once a particular product line, the selectors job was to pull that one line of product only. In all 3 cases I helped them seek gainful employment at another company or made the effort and offered anyway.
\nA V.P. of mine, kind of a mentor to me for several years, once told me, that he\u2019d never terminated an associate, that they\u2019d always terminated themselves. He honestly looked at it as the rules, or processes and procedures weren\u2019t being followed and as the associate knew that, that they had terminated themselves. I guess that\u2019s one way to look at it but I subscribe to the belief that I\u2019ve failed in some way or another every time I\u2019ve lost an employee. I always wonder if they we\u2019re given the Orientation properly and received the welcoming they needed, had they received the training they needed, had management supported them in every way? In previous episodes I spoke to the Corrective Action Process, what I prefer to call the coaching process and presented the question to young managers as \u201cDid we give them every chance to succeed, did we discuss any job related deficiencies\u2019 we were experiencing with their performance & offer solutions to help them succeed? Personally I think the Orientation of a new associate is the one thing we as managers have to get right. It\u2019s where we have a chance to express how important they are to the organization, learn a little about them and share the expectations, rules, processes or procedures of the company with them. It\u2019s intimating walking into a new job & managers need to make us feel welcome and allow us to leave that first day wanting to come back early for the second one right?
\nOk, I\u2019ll step down off the soap box now you can see how easily I get side tracked. Let\u2019s look at a few of the reasons I\u2019m given by associates and managers each week from a few different industries I deal with, all types of positions and regions as to why a term form ends up being turned into our HR departments.
\nLet\u2019s start with the simplest, this is one I\u2019ve never been able to get my arms around, the infamous NCNS. I mean we as new hires have filled out the application, went through all the hoops to get the job, the interviews, background checks, maybe drug screens, we\u2019ve filled out all the onboarding paperwork, had the job descriptions explained to us, maybe even met our coworkers and bosses and then don\u2019t show up for our first day on the job, don\u2019t call anyone, just kind of disappear? Don\u2019t get me wrong, things certainly come up sometimes and I don\u2019t want you to think I\u2019m being or going negative today at all but this one I\u2019ve never figured out. If we\u2019ve decided the position just isn\u2019t for us, and it\u2019s going to happen sometimes, maybe something comes up in the job description that we figure woah, this isn\u2019t going to be for me. But why don\u2019t we just speak up right there and then?