I've always thought that time-management reporting was a sign that management had no clue what staff was doing. In this case maybe it could be forgiven, since the guy was hired only last week and obviously couldn't know what staff is doing. He loses his "get out of jail free" card, though, for mentioning ISO certification in the same staff meeting.
I keep repeating to anyone who'll listen that I want more staff on tech support. Having "numbers" to back up the request would surely help the new Director make the case, but I've already moved beyond the "numbers" stage to the beer stage.
I don't think it's an effort to fire anyone. Our group survived losing 1/3 of us recently because I was available to step up and take more hours and replace some (not all) of the lost skill set. If we lost 2/3 (or 3/3), then the organization is basically on hold for a few months until another batch of people learn the job... while paying much higher fees to vendor specialists to do our job during the interim.
I was always the best one on the team to document my activity in the reporting system (such as it was) that we used to have. These days, we have nothing but emails color-coded with who deals with them. During the last month, I noticed (and felt) the nearly 10:1 disparity in email dispatches. I was hoping that my taking over day-to-day support that way would help later by getting me closer to a server infrastructure that I like. The other guy did make progress. We now have Server 2008 R2 domain controllers, so I can use Powershell to do interesting things... *long dramatic pause*... if only I had any spare time in which to do them. *sigh*
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Re: As a supervisor I can say......
Date: 2011-Feb-08, Tuesday 03:31 am (UTC)I keep repeating to anyone who'll listen that I want more staff on tech support. Having "numbers" to back up the request would surely help the new Director make the case, but I've already moved beyond the "numbers" stage to the beer stage.
I don't think it's an effort to fire anyone. Our group survived losing 1/3 of us recently because I was available to step up and take more hours and replace some (not all) of the lost skill set. If we lost 2/3 (or 3/3), then the organization is basically on hold for a few months until another batch of people learn the job... while paying much higher fees to vendor specialists to do our job during the interim.
I was always the best one on the team to document my activity in the reporting system (such as it was) that we used to have. These days, we have nothing but emails color-coded with who deals with them. During the last month, I noticed (and felt) the nearly 10:1 disparity in email dispatches. I was hoping that my taking over day-to-day support that way would help later by getting me closer to a server infrastructure that I like. The other guy did make progress. We now have Server 2008 R2 domain controllers, so I can use Powershell to do interesting things... *long dramatic pause*... if only I had any spare time in which to do them. *sigh*