Employee Questions
"I'm not feeling well. Can I go home?"
Take employee aside and ask if there is anything immediate that could be offered to relieve them. If the choice remains to leave, instruct employee to clock out and notify supervisor.
Situation: Machine/line will not turn on at start of shift.
Investigate for solutions within reason. Call for maintenance after quick investigation. Communicate with maintenance on estimated time to fix. Adjust schedule accordingly and/or contact WFC/supervision for info on where to move people.
You have been informed a person's hair is hanging too low.
Evaluate situation using the handbook as your guide. Speak with the person and refer to the handbook passage in question so they understand why the decision was made.
Employee is speaking about an incident that occurred between other employees earlier.
Stop spread of gossip and drama on floor as soon as possible. There is the possibility of investigations or internal reviews that could be ongoing and spreading word about the incident could make it harder to find the facts.
Employees form a group at the front of the line and talk when the bell rings at 3:25pm.
We have to remind the employees of their responsibilities of 5S. This is a part of their process and failure to comply with productivity expectations is a minor infraction. Coach and counsel forms have failure to 5S selection as well.
"I'm out. What should I do?"
First step is to make a call on the radio. If that fails reach out to Ivy, WFC, or supervisors to see if there is any indirect work that may need done. Should all else fail, 5S is the way to go!
Situation: Material tech cannot locate board needed to pull their order.
Follow the process. Request for them to check again and then to check in any other area where board could have been used. Check sign out book. Check schedules to see if board is already with another picked kit. Exhaust all options before reaching out to Quality.
Employee is showing up late to the line.
This is a minor infraction in the handbook. "Being away from designated work area during assigned work time without supervisor approval." Coach and counsel will need done. Pattern of behavior can lead to disciplinary.
Employees are fighting over whether to have fan off or on.
Often time a vote will be taken as to what the majority wants. Be sure to remind employees to dress accordingly in layers to try to prevent such incidents
Employee playfully throws something at another employee.
Whether playful or not, horseplay is not permitted on the floor as it can result in safety concerns or become an actual hazard. Immediate coaching can be provided. Patterns could lead to further discipline.
"I have a broken part. What should I do with it?"
Broken parts will be thrown out and count added to the scrap report. Describe how you handle this.
Situation: Employee is not following processes as laid out in work instructions.
Remind in employee of process. If not following the process is blatant or intentional, the next step would be a coach and counsel.
Employee is asked to do a task and they say, "I'm not doing that."
What is repeat what they say with a question "Did you just tell me you aren't going to do that?" You can further ask, "Can you help me understand why you are not going to do it?" With refusal, this becomes insubordination, which is a major infraction
An employee is cursing in the team meetings but they are your friend, What would you do?
Immediately break it up and stop the conversation immediately.
Employee is talking with friends during work hours. Time exceeds 5 minutes with no productive work activities being done.
While this is a minor infraction, a coaching conversation followed by documentation will be the first step. Repeat patterns will lead to coach and counsels and to disciplinary action
"Can I go talk to HR about a missed punch I had?"
Appointments with HR for missed punches can be set up using the Missed Punch Review Form at the supervisor desk. Employees should not be going to HR for such a thing during work hours.
Situation: Trainer tells you trainee is not doing well in the position they are training for.
What is investigate difficulties that the trainee may be having and speak to them aside to better understand their struggles.
It is told to you that an employee allowed another employee to piggyback into the building.
Speak with employee in question to verify whether incident occurred. Depending on the situation, coaching in the moment would be the first step. If employee knew the other should not be in the building, a greater discipline would occur. Piggybacking is allowed under no circumstances.
Employees are arguing in the break room during break. It is alarming to other employees.
Whether on break or not, it is still expected of leadership to break up these incidents whenever and wherever they happen.
Employee did not verify when refilling parts, resulting in a lot of rework. (Minimum 2 hours with a small group)
A coach and counsel should be utilized in these situations.
"Why can't you send someone else?"
What is asking employee why they don't wish to make the move. Let them know that it is a reasonable request to ask any employee to do something within their role, which means transferring to a different position at times.
Situation: Employee says, "If I'm assigned to this spot, I'm leaving."
Ask employee why they feel so strongly about their position on the matter and see how we can work together. If this still does not work, remove employee from the floor and document.
You overhear employees bullying another employee.
Bullying is a major infraction and supervision and/or HR should be notified immediately. Squash any bullying in the moment.
What would you do if two employees are screaming and fighting by the lockers
Immediately take control of the situation by removing one of them and taking them into a room and have another supervisor of WFC take the other person into a different room. Diffuse the situation quickly. Document what was witnessed.
You notice a material / warehouse tech driving erratically on equipment.
This is a huge safety concern. Stop them immediately and remove them from the floor. Alert supervisor immediately. Disciplinary action will be taken.