How to deal with careless technicians ?

You have to take the time to explain to them what the mistakes are and how they should be done properly. It will take a bit of time, but is best for everyone in the long term. If they don't improve, then unless they're the boss' sons, you have to let them go.

Rather than think climate change and the corona virus as science, think of it as the wrath of God. Feel any better?

-Dik

@dik : I do but they don't seem to care at all. Also, they have way more experience me than so I think they already know what needs to be done (5 vs 30 years).

If you're sure it's a real problem, then you have to address it with them, first. Explain what the issue is, and explain that if there is not an improvement you will address the issue with the superiors. If still no improvement then you have to address the issue with the 'boss' (I'm a bit odd in that respect, in 50 years, I've never had a boss, only employers... it's an attitude problem I have with authority). If the boss does nothing, then you might consider finding alternate employment, or live with the issue. It's a tough position to be in... about 40 years back I had a 'junior' engineer that I was his 'unofficial' mentor; it was frustrating because I enjoy detailed explanations about technical stuff... I'd spend half an hour explaining something and would ask him if he understood... he did, and then he would turn around and ask a question which indicated he didn't have a clue about the explanation.

Rather than think climate change and the corona virus as science, think of it as the wrath of God. Feel any better?

-Dik

It would seem to be that accuracy of their work was not properly valued by their previous supervisors. If you can't offer a proper reward for accurate work with recognition, promotions and raises in pay, or other incentives, you may have to resort to demonstrating that there can be negative consequences. Discuss the situation with your boss.

Perhaps you can try a recognition aspect first. Many employees respond equally as well to recognition and respect as they do to a raise in pay. At least in the short term. A competitive scenario can also work. A 15 minute monthly recognition assembly? Or offer a paid dinner to the person that reaches the highest level of production (units produced/number of errors), or any other incentive of your choice.

Failure to be recognised has a surprisingly high place on the list of things that make employees think about leaving. Number 2. The #1 spot, realising they reached a dead end. Money is usually #3, if it enters the picture at all. Most of us just want to be appreciated for our work and that can take many forms. Often it only has to be a word from their supervisor at the right time. When they do good work, sometimes no matter how small, take a second and tell them how that one tiny thing helped you out.

You might also try turning the tables on them. If both do the same type of work, then make each one correct the errors of the other. It's a bit on the negative side, but it can be effective. Keep your eye on how that works, or doesn't. It can go off track, if it gets too serious.

Generally we all want to contribute to the team effort and if you make the success of the team dependent on the work of each member, the team automatically applies the necessary heat or oil, in one form or another, exactly where its needed to get the best results for the team. It's the loners that are responsible for only their own work alone that get caught in the "I don't care" attitude trap that will bring everyone down.

To see if someone really understands an instruction, or learned a lesson, ask them to explain to you, in their own words, what you just told or taught them.


A black swan to a turkey is a white swan to the butcher.

10 lashes for each mistake...

Performance reviews and if performance and attitude doesn't improve then let them go

It's like the old saw, "Fool me once, shame on you; fool me twice, shame on me." If you've told them what to do and they still won't or can't do it, then any future error is YOUR fault, not theirs.

If you keep using a broken clock to tell time, is it really the clock's fault that your estimate of time is inaccurate?

TTFN (ta ta for now)
I can do absolutely anything. I'm an expert! faq731-376 forum1529 Entire Forum list

Redline the drawings and keep a record, and let them know there is a consequence.

I remember an old story once told to me about a new boss going round the shop floor looking at various stages of numerous jobs, he was told when he enquired about several jobs that there were mistakes made and the job was on hold till xxxx sorted it out. The boss came back into the office and asked if only xxxx was the only one doing work around here.
What we don’t know is how work loaded these two guys are and how complex is there particular job to that of the others.

“Do not worry about your problems with mathematics, I assure you mine are far greater.” Albert Einstein