DEAR HARRIETTE: I hired a new teacher at my school recently. He left brand-new computer equipment unattended in his classroom for several hours. The teacher did not notify anyone that he left the equipment unattended until the next school day. Naturally, it was stolen. I'm upset that we have to replace the computer equipment because of his negligence. I really want to fire him, but I think that's an extreme action. Can you offer a way for me to reprimand him without losing my temper? -- Being the Boss, Park City, Utah
DEAR BEING THE BOSS: Unless you have a written policy in place stating that such an act of negligence will lead to dismissal or even reimbursement, you cannot go to that extreme. Sit the teacher down, and talk about safety and the value of equipment. Perhaps he didn't imagine that anyone would steal from the school because he had never had such a thing happen where he previously worked.
He needs mentoring and a reprimand. Calm down and guide him. That will be your most effective next action.
DEAR HARRIETTE: Yesterday, one of my managers walked out of an important meeting for about 30 minutes, and he was nowhere to be found. He returned eventually. After the meeting was over, I pulled him aside and asked him about his disappearance. He responded that he went to another department to talk to a co-worker. What should I do? I needed him to be in meetings, and not wasting time visiting a co-worker in another department. -- About to Blow My Top, Chicago
DEAR ABOUT TO BLOW MY TOP: Don't assume that he was wasting time visiting the co-worker in another department. Call him into your office and dig deeper. Ask him what the nature of his meeting was.
Ask him why he thought it was acceptable for him to leave what you deemed an important meeting. Find out if he understand the nature and value of the meeting in your eyes. I don't know how many meetings you have, but many companies are overrun by meetings, and sometimes it's hard for work to be completed because meetings seem to get in the way. Could this be true at your office?
Rather than assuming that your employee intended to disregard your meeting, talk to him until you are clear about his thinking. Then, make your expectations crystal clear. If you expect your staff to stay in meetings until they end, tell him as much. If you prefer to know if there are conflicts in advance, make that clear. Finally, in cases of emergency, let this man and your other staff know how to inform you of their need to leave.