Which are the main limit(s) for tolerance? [closed]

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As a manager we have enough situations which we do not like. However our 'gut feeling', a book, lessons learned etc. tells us to be tolerant.



However I don't found a clear bullet list on which are the main signs/factors/limits that our tolerance should stop and we should act with an axe.



I don't search for a definitive answer on this matter; I know that it cannot be done. Also, I don't imply that I (the manager) is always right. Just to learn some hints till when I should be patient/tolerant.



EDIT: I'm speaking about the (mainly) European culture. Our company profile is high-quality/performance, fast paced, rapid development of new products and keeping ourselves in the top of a competitive, (inter)national-wide industry.



We see our company as a family but we don't want to have some side-effects which come from here.







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closed as too broad by Philip Kendall, GreenMatt, IDrinkandIKnowThings, nvoigt, Joel Etherton Sep 23 '15 at 18:05


Please edit the question to limit it to a specific problem with enough detail to identify an adequate answer. Avoid asking multiple distinct questions at once. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.










  • 3




    Voting to close as too broad - this is going to be very dependent on the culture at your workplace.
    – Philip Kendall
    Sep 23 '15 at 17:02






  • 3




    1. Co-workers eating the brains of their superiors is an issue that should be resolved with an axe.
    – John Hammond
    Sep 23 '15 at 17:09










  • @jmorc: Usually we're pretty tolerant with our workers. However sometimes this should stop. Are there some general guidelines when the tolerance should stop?
    – John Thomas
    Sep 23 '15 at 17:17






  • 4




    "Our company profile is high-quality/performance, fast paced, rapid development of new products and keeping ourselves in the top of a competitive, (inter)national-wide industry." Are you implying that other companies strive to low-quality products, general slowness and aim to be last in the competition with other industries ? It may surprise you but what you describe is probably not specific to your company but rather pretty common.
    – ereOn
    Sep 23 '15 at 17:22






  • 2




    What specifically are you talking about. There are innumerable situations that would be too much in the right circumstances. Currently this question is too broad to addess here properly with the quality of answers that we strive for.
    – IDrinkandIKnowThings
    Sep 23 '15 at 17:36
















up vote
0
down vote

favorite












As a manager we have enough situations which we do not like. However our 'gut feeling', a book, lessons learned etc. tells us to be tolerant.



However I don't found a clear bullet list on which are the main signs/factors/limits that our tolerance should stop and we should act with an axe.



I don't search for a definitive answer on this matter; I know that it cannot be done. Also, I don't imply that I (the manager) is always right. Just to learn some hints till when I should be patient/tolerant.



EDIT: I'm speaking about the (mainly) European culture. Our company profile is high-quality/performance, fast paced, rapid development of new products and keeping ourselves in the top of a competitive, (inter)national-wide industry.



We see our company as a family but we don't want to have some side-effects which come from here.







share|improve this question














closed as too broad by Philip Kendall, GreenMatt, IDrinkandIKnowThings, nvoigt, Joel Etherton Sep 23 '15 at 18:05


Please edit the question to limit it to a specific problem with enough detail to identify an adequate answer. Avoid asking multiple distinct questions at once. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.










  • 3




    Voting to close as too broad - this is going to be very dependent on the culture at your workplace.
    – Philip Kendall
    Sep 23 '15 at 17:02






  • 3




    1. Co-workers eating the brains of their superiors is an issue that should be resolved with an axe.
    – John Hammond
    Sep 23 '15 at 17:09










  • @jmorc: Usually we're pretty tolerant with our workers. However sometimes this should stop. Are there some general guidelines when the tolerance should stop?
    – John Thomas
    Sep 23 '15 at 17:17






  • 4




    "Our company profile is high-quality/performance, fast paced, rapid development of new products and keeping ourselves in the top of a competitive, (inter)national-wide industry." Are you implying that other companies strive to low-quality products, general slowness and aim to be last in the competition with other industries ? It may surprise you but what you describe is probably not specific to your company but rather pretty common.
    – ereOn
    Sep 23 '15 at 17:22






  • 2




    What specifically are you talking about. There are innumerable situations that would be too much in the right circumstances. Currently this question is too broad to addess here properly with the quality of answers that we strive for.
    – IDrinkandIKnowThings
    Sep 23 '15 at 17:36












up vote
0
down vote

favorite









up vote
0
down vote

favorite











As a manager we have enough situations which we do not like. However our 'gut feeling', a book, lessons learned etc. tells us to be tolerant.



However I don't found a clear bullet list on which are the main signs/factors/limits that our tolerance should stop and we should act with an axe.



I don't search for a definitive answer on this matter; I know that it cannot be done. Also, I don't imply that I (the manager) is always right. Just to learn some hints till when I should be patient/tolerant.



EDIT: I'm speaking about the (mainly) European culture. Our company profile is high-quality/performance, fast paced, rapid development of new products and keeping ourselves in the top of a competitive, (inter)national-wide industry.



We see our company as a family but we don't want to have some side-effects which come from here.







share|improve this question














As a manager we have enough situations which we do not like. However our 'gut feeling', a book, lessons learned etc. tells us to be tolerant.



However I don't found a clear bullet list on which are the main signs/factors/limits that our tolerance should stop and we should act with an axe.



I don't search for a definitive answer on this matter; I know that it cannot be done. Also, I don't imply that I (the manager) is always right. Just to learn some hints till when I should be patient/tolerant.



EDIT: I'm speaking about the (mainly) European culture. Our company profile is high-quality/performance, fast paced, rapid development of new products and keeping ourselves in the top of a competitive, (inter)national-wide industry.



We see our company as a family but we don't want to have some side-effects which come from here.









share|improve this question













share|improve this question




share|improve this question








edited Sep 23 '15 at 17:15

























asked Sep 23 '15 at 16:55









John Thomas

681269




681269




closed as too broad by Philip Kendall, GreenMatt, IDrinkandIKnowThings, nvoigt, Joel Etherton Sep 23 '15 at 18:05


Please edit the question to limit it to a specific problem with enough detail to identify an adequate answer. Avoid asking multiple distinct questions at once. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.






closed as too broad by Philip Kendall, GreenMatt, IDrinkandIKnowThings, nvoigt, Joel Etherton Sep 23 '15 at 18:05


Please edit the question to limit it to a specific problem with enough detail to identify an adequate answer. Avoid asking multiple distinct questions at once. See the How to Ask page for help clarifying this question. If this question can be reworded to fit the rules in the help center, please edit the question.









  • 3




    Voting to close as too broad - this is going to be very dependent on the culture at your workplace.
    – Philip Kendall
    Sep 23 '15 at 17:02






  • 3




    1. Co-workers eating the brains of their superiors is an issue that should be resolved with an axe.
    – John Hammond
    Sep 23 '15 at 17:09










  • @jmorc: Usually we're pretty tolerant with our workers. However sometimes this should stop. Are there some general guidelines when the tolerance should stop?
    – John Thomas
    Sep 23 '15 at 17:17






  • 4




    "Our company profile is high-quality/performance, fast paced, rapid development of new products and keeping ourselves in the top of a competitive, (inter)national-wide industry." Are you implying that other companies strive to low-quality products, general slowness and aim to be last in the competition with other industries ? It may surprise you but what you describe is probably not specific to your company but rather pretty common.
    – ereOn
    Sep 23 '15 at 17:22






  • 2




    What specifically are you talking about. There are innumerable situations that would be too much in the right circumstances. Currently this question is too broad to addess here properly with the quality of answers that we strive for.
    – IDrinkandIKnowThings
    Sep 23 '15 at 17:36












  • 3




    Voting to close as too broad - this is going to be very dependent on the culture at your workplace.
    – Philip Kendall
    Sep 23 '15 at 17:02






  • 3




    1. Co-workers eating the brains of their superiors is an issue that should be resolved with an axe.
    – John Hammond
    Sep 23 '15 at 17:09










  • @jmorc: Usually we're pretty tolerant with our workers. However sometimes this should stop. Are there some general guidelines when the tolerance should stop?
    – John Thomas
    Sep 23 '15 at 17:17






  • 4




    "Our company profile is high-quality/performance, fast paced, rapid development of new products and keeping ourselves in the top of a competitive, (inter)national-wide industry." Are you implying that other companies strive to low-quality products, general slowness and aim to be last in the competition with other industries ? It may surprise you but what you describe is probably not specific to your company but rather pretty common.
    – ereOn
    Sep 23 '15 at 17:22






  • 2




    What specifically are you talking about. There are innumerable situations that would be too much in the right circumstances. Currently this question is too broad to addess here properly with the quality of answers that we strive for.
    – IDrinkandIKnowThings
    Sep 23 '15 at 17:36







3




3




Voting to close as too broad - this is going to be very dependent on the culture at your workplace.
– Philip Kendall
Sep 23 '15 at 17:02




Voting to close as too broad - this is going to be very dependent on the culture at your workplace.
– Philip Kendall
Sep 23 '15 at 17:02




3




3




1. Co-workers eating the brains of their superiors is an issue that should be resolved with an axe.
– John Hammond
Sep 23 '15 at 17:09




1. Co-workers eating the brains of their superiors is an issue that should be resolved with an axe.
– John Hammond
Sep 23 '15 at 17:09












@jmorc: Usually we're pretty tolerant with our workers. However sometimes this should stop. Are there some general guidelines when the tolerance should stop?
– John Thomas
Sep 23 '15 at 17:17




@jmorc: Usually we're pretty tolerant with our workers. However sometimes this should stop. Are there some general guidelines when the tolerance should stop?
– John Thomas
Sep 23 '15 at 17:17




4




4




"Our company profile is high-quality/performance, fast paced, rapid development of new products and keeping ourselves in the top of a competitive, (inter)national-wide industry." Are you implying that other companies strive to low-quality products, general slowness and aim to be last in the competition with other industries ? It may surprise you but what you describe is probably not specific to your company but rather pretty common.
– ereOn
Sep 23 '15 at 17:22




"Our company profile is high-quality/performance, fast paced, rapid development of new products and keeping ourselves in the top of a competitive, (inter)national-wide industry." Are you implying that other companies strive to low-quality products, general slowness and aim to be last in the competition with other industries ? It may surprise you but what you describe is probably not specific to your company but rather pretty common.
– ereOn
Sep 23 '15 at 17:22




2




2




What specifically are you talking about. There are innumerable situations that would be too much in the right circumstances. Currently this question is too broad to addess here properly with the quality of answers that we strive for.
– IDrinkandIKnowThings
Sep 23 '15 at 17:36




What specifically are you talking about. There are innumerable situations that would be too much in the right circumstances. Currently this question is too broad to addess here properly with the quality of answers that we strive for.
– IDrinkandIKnowThings
Sep 23 '15 at 17:36










2 Answers
2






active

oldest

votes

















up vote
3
down vote













In my opinion the deciding factor for tolerance will be whether the negative situation is going to be a lesson learned or a continuing trend.



Several years ago in the plant where I work one of the control system technicians decided to fix a loose wiring bus without shutting off the cabinet he was working in. It was low voltage and would generally have worked out without any negative consequences. This time it did not work out fine and his action led to the plant's control system detecting a false dangerous condition tripping the plant off. The lost production capacity was equivilent to several years salary for the tech.



This led to a management decision: be tolerant or drop the axe. In this situation management sat down with him and figured out if this was a learning experience. He was truly repentent about the mistake that he made and in the years since has earned a reputation as a conscientious worker. Had he not been repentent and not learned from the experience then management would have been right to let him go as he would have been a liability to the organization.






share|improve this answer



























    up vote
    3
    down vote













    Immediate reason for coming down really hard on someone are:



    • The person who has caused deliberate physical damage to people or high value company property (My mom worked somewhere for instance where a person got fired for taking a hammer to a multi-million dollar mainframe computer.)

    • There is a possible safety issue (like a pilot who is drunk, he may
      not have caused any damage yet, but it is highly likely he will)

    • Credible threats issued by the employee

    • Loss of business directly attributable to his actions (especially if the actions themselves were out of line)

    Reasons for immediate performance counseling and possible coming down hard if the person does not improve:



    • Refusal to do the tasks of the job

    • Insubordination

    • Failure to correctly complete tasks or completion of them in a way specifically forbidden

    • Failure to keep people informed of critical information

    • Harrassment of other employees

    • Failure to follow critical company policies (Definition of critical
      depends on the company, HIPAA compliance policies at a company that handles health care records would be critical, failure to complete timesheets that are used for client billing could be critical elsewhere, being five minutes late is likely to be less critical)

    • Not showing up for scheduled shifts without informing the supervisor beforehand (particularly in a business where the number of people there is critical)

    • Displaying inappropriate behavior especially out-of-control anger





    share|improve this answer



























      2 Answers
      2






      active

      oldest

      votes








      2 Answers
      2






      active

      oldest

      votes









      active

      oldest

      votes






      active

      oldest

      votes








      up vote
      3
      down vote













      In my opinion the deciding factor for tolerance will be whether the negative situation is going to be a lesson learned or a continuing trend.



      Several years ago in the plant where I work one of the control system technicians decided to fix a loose wiring bus without shutting off the cabinet he was working in. It was low voltage and would generally have worked out without any negative consequences. This time it did not work out fine and his action led to the plant's control system detecting a false dangerous condition tripping the plant off. The lost production capacity was equivilent to several years salary for the tech.



      This led to a management decision: be tolerant or drop the axe. In this situation management sat down with him and figured out if this was a learning experience. He was truly repentent about the mistake that he made and in the years since has earned a reputation as a conscientious worker. Had he not been repentent and not learned from the experience then management would have been right to let him go as he would have been a liability to the organization.






      share|improve this answer
























        up vote
        3
        down vote













        In my opinion the deciding factor for tolerance will be whether the negative situation is going to be a lesson learned or a continuing trend.



        Several years ago in the plant where I work one of the control system technicians decided to fix a loose wiring bus without shutting off the cabinet he was working in. It was low voltage and would generally have worked out without any negative consequences. This time it did not work out fine and his action led to the plant's control system detecting a false dangerous condition tripping the plant off. The lost production capacity was equivilent to several years salary for the tech.



        This led to a management decision: be tolerant or drop the axe. In this situation management sat down with him and figured out if this was a learning experience. He was truly repentent about the mistake that he made and in the years since has earned a reputation as a conscientious worker. Had he not been repentent and not learned from the experience then management would have been right to let him go as he would have been a liability to the organization.






        share|improve this answer






















          up vote
          3
          down vote










          up vote
          3
          down vote









          In my opinion the deciding factor for tolerance will be whether the negative situation is going to be a lesson learned or a continuing trend.



          Several years ago in the plant where I work one of the control system technicians decided to fix a loose wiring bus without shutting off the cabinet he was working in. It was low voltage and would generally have worked out without any negative consequences. This time it did not work out fine and his action led to the plant's control system detecting a false dangerous condition tripping the plant off. The lost production capacity was equivilent to several years salary for the tech.



          This led to a management decision: be tolerant or drop the axe. In this situation management sat down with him and figured out if this was a learning experience. He was truly repentent about the mistake that he made and in the years since has earned a reputation as a conscientious worker. Had he not been repentent and not learned from the experience then management would have been right to let him go as he would have been a liability to the organization.






          share|improve this answer












          In my opinion the deciding factor for tolerance will be whether the negative situation is going to be a lesson learned or a continuing trend.



          Several years ago in the plant where I work one of the control system technicians decided to fix a loose wiring bus without shutting off the cabinet he was working in. It was low voltage and would generally have worked out without any negative consequences. This time it did not work out fine and his action led to the plant's control system detecting a false dangerous condition tripping the plant off. The lost production capacity was equivilent to several years salary for the tech.



          This led to a management decision: be tolerant or drop the axe. In this situation management sat down with him and figured out if this was a learning experience. He was truly repentent about the mistake that he made and in the years since has earned a reputation as a conscientious worker. Had he not been repentent and not learned from the experience then management would have been right to let him go as he would have been a liability to the organization.







          share|improve this answer












          share|improve this answer



          share|improve this answer










          answered Sep 23 '15 at 17:32









          Myles

          25.4k658104




          25.4k658104






















              up vote
              3
              down vote













              Immediate reason for coming down really hard on someone are:



              • The person who has caused deliberate physical damage to people or high value company property (My mom worked somewhere for instance where a person got fired for taking a hammer to a multi-million dollar mainframe computer.)

              • There is a possible safety issue (like a pilot who is drunk, he may
                not have caused any damage yet, but it is highly likely he will)

              • Credible threats issued by the employee

              • Loss of business directly attributable to his actions (especially if the actions themselves were out of line)

              Reasons for immediate performance counseling and possible coming down hard if the person does not improve:



              • Refusal to do the tasks of the job

              • Insubordination

              • Failure to correctly complete tasks or completion of them in a way specifically forbidden

              • Failure to keep people informed of critical information

              • Harrassment of other employees

              • Failure to follow critical company policies (Definition of critical
                depends on the company, HIPAA compliance policies at a company that handles health care records would be critical, failure to complete timesheets that are used for client billing could be critical elsewhere, being five minutes late is likely to be less critical)

              • Not showing up for scheduled shifts without informing the supervisor beforehand (particularly in a business where the number of people there is critical)

              • Displaying inappropriate behavior especially out-of-control anger





              share|improve this answer
























                up vote
                3
                down vote













                Immediate reason for coming down really hard on someone are:



                • The person who has caused deliberate physical damage to people or high value company property (My mom worked somewhere for instance where a person got fired for taking a hammer to a multi-million dollar mainframe computer.)

                • There is a possible safety issue (like a pilot who is drunk, he may
                  not have caused any damage yet, but it is highly likely he will)

                • Credible threats issued by the employee

                • Loss of business directly attributable to his actions (especially if the actions themselves were out of line)

                Reasons for immediate performance counseling and possible coming down hard if the person does not improve:



                • Refusal to do the tasks of the job

                • Insubordination

                • Failure to correctly complete tasks or completion of them in a way specifically forbidden

                • Failure to keep people informed of critical information

                • Harrassment of other employees

                • Failure to follow critical company policies (Definition of critical
                  depends on the company, HIPAA compliance policies at a company that handles health care records would be critical, failure to complete timesheets that are used for client billing could be critical elsewhere, being five minutes late is likely to be less critical)

                • Not showing up for scheduled shifts without informing the supervisor beforehand (particularly in a business where the number of people there is critical)

                • Displaying inappropriate behavior especially out-of-control anger





                share|improve this answer






















                  up vote
                  3
                  down vote










                  up vote
                  3
                  down vote









                  Immediate reason for coming down really hard on someone are:



                  • The person who has caused deliberate physical damage to people or high value company property (My mom worked somewhere for instance where a person got fired for taking a hammer to a multi-million dollar mainframe computer.)

                  • There is a possible safety issue (like a pilot who is drunk, he may
                    not have caused any damage yet, but it is highly likely he will)

                  • Credible threats issued by the employee

                  • Loss of business directly attributable to his actions (especially if the actions themselves were out of line)

                  Reasons for immediate performance counseling and possible coming down hard if the person does not improve:



                  • Refusal to do the tasks of the job

                  • Insubordination

                  • Failure to correctly complete tasks or completion of them in a way specifically forbidden

                  • Failure to keep people informed of critical information

                  • Harrassment of other employees

                  • Failure to follow critical company policies (Definition of critical
                    depends on the company, HIPAA compliance policies at a company that handles health care records would be critical, failure to complete timesheets that are used for client billing could be critical elsewhere, being five minutes late is likely to be less critical)

                  • Not showing up for scheduled shifts without informing the supervisor beforehand (particularly in a business where the number of people there is critical)

                  • Displaying inappropriate behavior especially out-of-control anger





                  share|improve this answer












                  Immediate reason for coming down really hard on someone are:



                  • The person who has caused deliberate physical damage to people or high value company property (My mom worked somewhere for instance where a person got fired for taking a hammer to a multi-million dollar mainframe computer.)

                  • There is a possible safety issue (like a pilot who is drunk, he may
                    not have caused any damage yet, but it is highly likely he will)

                  • Credible threats issued by the employee

                  • Loss of business directly attributable to his actions (especially if the actions themselves were out of line)

                  Reasons for immediate performance counseling and possible coming down hard if the person does not improve:



                  • Refusal to do the tasks of the job

                  • Insubordination

                  • Failure to correctly complete tasks or completion of them in a way specifically forbidden

                  • Failure to keep people informed of critical information

                  • Harrassment of other employees

                  • Failure to follow critical company policies (Definition of critical
                    depends on the company, HIPAA compliance policies at a company that handles health care records would be critical, failure to complete timesheets that are used for client billing could be critical elsewhere, being five minutes late is likely to be less critical)

                  • Not showing up for scheduled shifts without informing the supervisor beforehand (particularly in a business where the number of people there is critical)

                  • Displaying inappropriate behavior especially out-of-control anger






                  share|improve this answer












                  share|improve this answer



                  share|improve this answer










                  answered Sep 23 '15 at 17:45









                  HLGEM

                  133k25226489




                  133k25226489












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