Hi everyone,
It seems that every time I want to use certain measures to let's call it (improve staff performance), when it is likely more (discipline staff), I am told I can't do it. Frankly, it is irritating.
Staff are doing something which I find untolerable, which I find out because they are used to copying me on emails and forget not to.
I have an office manager/practice consultant, which I pay who does a fantastic job. SHE WORKS FOR ME. I PAY HER. But, the staff considers her over them and, frankly, she kind of is. It also works nicely, because they aren't supposed to go to her for office issues (like say Employee A won't work for me this Friday). That should go to me. But, she is available to talk about sexual harassment of hostile work environment, which works great, because she is independent of me and they feel comfortable going to her with that. (SO FAR THEY NEVER HAVE).
But, there are times, they will tell her things that she should absolutely not know about the office. Let's say I take an afternoon off, someone will email her and tell her. Then there will be a conversation with them about it. Again, they copy me on this.
Anyway, it is bonus time again. I have asked every year how people do it. I really don't want to get into how everyone does it. I want to ask about my idea and is it legal.
If everyone knows they will get a base bonus of $400 and they can go up from there. Can I tell them in advance that work performance will determine this increase? And, can I be specific? Like any information sent out of this office via voice, phone, email, Facebook, Twitter or other forms of social media to anyone without my knowledge will be considered insubordination and will affect their bonus? It won't in effect take away from their bonus (I guess you could make an argument that they would have had a higher bonus), but I look at it like they simply did not get a larger bonus due to not following office policy.
