I’m looking for any advices how to stay sane on training incompetence coworker, this person still can not perform a simple task after six months. It really makes me so angry every time talk to this person. There is nowhere on my job description with any info to train others. I don’t know when is end. PS: manager knows the situation, but I doubt anything will change.
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Last new year I committed to no longer enabling peers who are not doing their job. They must own what I assign them and everyone involved now knows when they mess up and why. It has been pretty fun actually.
Some people here are working way to hard to make up for their teammate’s incompetence.
Stop doing this. Let the DEI fail on its own and stop trying to prop it up.
I never once cared what happened when I was on PTO, and everyone else needs to adopt this mindset.
You are being replaced. Don’t make it easy for them to do.
Just keep repeating ‘diversity is our strength, diversity is our strength’ and it will get easier.
Many Managers at Wells Fargo cannot act as the training mentor because they do NOT actually know how to do the job themselves. They just delegate to their subordinates to do the real work. Many Wells Fargo Managers are just there to boss the people who actually do the work and have no clue how to do the job themselves. Then they give the real workers a "Needs Improvement" performance review.
I know how you feel especially when you know they are about to lay you off and these people are taking over your job because they pay them less.
Do they speak English? I just remember this one dude that could not read/write English. Every time I would send him an e-mail, he would call me. It was so annoying!! They don't care though. UGH!
Work with many H1B visa workers for a long time, I have to go through this too many times. There is just no easy way to avoid it, worse if we are the only few American left in the team.
To say we are busy will work at first, then manager will remove our projects to make sure we are not that busy.
Just ignore them until they go to someone else for help. Sorry, was to busy. Not your problem, it’s your bosses, you know, the one who hired said person.
Years ago I worked with a WF employee who is still here that could not do any task that wasn't written down in a list of steps. That person now works in Operational Risk.
Are there written desktop procedures for the task? Send her back to those every time - if no that is her new task to develop so she learns
Remember, Wells Fargo is a "who you know" company and not a "what you know company". This person may have a relationship with the boss. You are screwed and will probably loose your job at some point.
Tell the person that while you think they seem like a nice individual, you are no doubt having some frustration/struggle with training them effectively. Sandwich your criticism of them in between the possibility that it could be that your own training skills aren't superior or that you aren't entirely clear on the objective, etc --- this will make it sound as if you're open to the idea that you might be the problem (even if you're sure that you aren't). Then circle back around with some pointed examples of how they don't seem to be picking up on what you feel they would need to do in order to be successful.
Use examples like --- when I've covered this stuff, you didn't have any questions at all, which is a red flag as it's unlikely that my training so was incredibly awesome that I answered every single thing you could've asked.
So often when people are trained on things in this company, they are only seeking to understand how to execute the task. But as the managers or trainers, we are wanting them to take some ownership in their understanding of the task such that they can not only execute it, but they can identify if something is wrong, understand the upstream/downstream impacts to what they are doing, etc. That sh*t is hard to teach as you can tell it to someone, but it's up to them if they want to grab ahold of that accountability/ownership of it. It's rare. Most people here want to check boxes and own nothing.....as owning something requires a greater sense of accountability and responsibility and unfortunately, there isn't necessarily more pay for that, just more headache.
Just play d-mb. Or turn the tables around and start asking this individual for help often then watch how confused and uncomfortable they get 🍿🥤
Next time tell them to speak with your manager about having them assigned a mentor. If your boss asks you to be the mentor decline. It's your bosses job not yours.
I was on a team that had two people like this. They are stupid like a fox. Play d-mb, do nothing, get paid. They work 8 hours only and don’t have any stress when they’re on PTO because they have nothing on their plate and no one is depending on them to get anything done.
If your manager doesn’t see this and start a performance improvement plan they are part of the problem. They are also risking losing the people who know what they’re doing and are frustrated in training this person. Chances are good they don’t care about either.
Get out of there - good luck.
it sounds like the problem is you and your team not the person that was hired.
It sounds like you and your colleagues aren't very good at training people and you want to blame someone and, of course, you cannot blame yourselves. You should let your manager know that you aren't cut out for training or management.
OP here. we have several people to train her not just me and all of us get tired of it. You can repeat over and over again for 20 times, and this person will ask you the same question again!
Just say that you don't know how else to explain the job to her, and someone else will have to try something different.
Or, keep showing her the same thing over and over, and make her feel uncomfortable asking the same question over and over. Say things to her in a demeaning manner such as "remember when we talked about right? Do that again."
you must be with technology connection. that seems to be par every time i call in that they have nfc and have to create an incident for everything
I’m training a dimwit who has been here three years and has accomplished nothing in that time. I’m the fourth person trying to teach her how to do her job. Thanks to DEI, it’s virtually impossible to fire her.
You are training your "cheaper" replacement. Then you will be given a performance rating of "Needs Improvement". Maybe performance review will state that you are not cooperative in training new employees and are not doing a good job training new employees. Then NOT bonus eligible. Then fired or laid off. Yep.