Decision Making – Satisficing

You are working at your desk when an employee enters. The Employee has an urgent problem that needs you attention. You distractedly listen to the problem and come up with the first solution that comes to mind that solves the problem and allows you to get back to the work on your desk. This is
Satisficing.

Wikipedia defines (a portmanteau of satisfy and suffice) satisficing as a decision-making strategy that attempts to meet criteria for adequacy, rather than to identify an optimal solution.

When the employee left they were probably satisfied because their problem was solved. You were satisfied because you got back to your work which in the moment was more important.  By solving a problem with the first solution that came to mind, you have created an unwritten policy in the mind of an employee.  A policy the employee will use in the future in similar situations. If it is adequate in the moment and not optimal then you have created a policy that costs you resources each time it is applied.

When you are presented with a problem you should ask yourself first is this an isolated incident or is it a problem that occurs frequently or likely to recur in the future. If the problem is isolated then your quick solution is likely fine. However, if the problem is frequent you should either put off the decision until you have more time to consider the options or take the time at the moment to consider the alternatives.

Make sure you understand the issue fully. Talk to the employee and have them describe in detail the issue. I have found putting it in writing helps because if you cannot write it down clearly them there is likely a misunderstanding of the problem somewhere. Make a list of possible solutions, yours and the employees. If necessary do additional research by either you or the customer talking to the customer to get more background. Explore the cost both in financially and non-financial such as customer relations. Pick the best solution not the first solution that comes to mind. If it is a frequent problem take steps to correct the issue and make a written policy to handle similar situations.

Original Content copyright 2010 Thomas Robinson

Drug and Alcohol Policy

Unfortunately a policy on the use of drugs and alcohol in the work place is an essential part of an Employee Manual. Your policy should be clear and in plain English not legalese.  The policy should state why you have a policy, what your policy is and the consequences of violating those policies. Below is a a simple Policy you can adopt to your needs.

Policy on the Use of Drugs and Alcohol in the Work Place.

·         Drugs and Alcohol are disruptive and unsafe on the job.

·         Use or sales of illegal drugs at any time by any employee on the job or off is strictly prohibited.

·         Use of alcohol on the job or prior to the job or at any time such that the employee is under the influence when they report to work is prohibited.  This policy shall extend to all company facilities, vehicles, customer's facilities, company functions whether work of social and any place the employee may be seen as representing the company.

·         The company has the right to test for  drugs and alcohol prior to hiring, at any time there is a reasonable suspicion of intoxication and after any work place accident whether the accident results in injury or not.  Reasonable suspicion may include but not be limited to physical evidence or use, erratic behavior or drop off in work productivity.

·         Use of over the counter drugs that impact the employee's ability to perform their assigned tacks safely and efficiently are also prohibited. Employees are required to inform their supervisor of any prescription or over the counter drugs which may cause unsafe conditions or limit the employee's effectiveness so the supervisor can take appropriate steps to protect the individual and the company.

·         The employee will cooperate with reasonable searches by the company of company property and employee's property brought onto company property.

·         At the company's option the company may but is not required to cooperate with treatment and employment may continue as long as treatment is completed and the company has a position for the individual upon completion of the treatment. The company is not obligated to pay in whole or in part for any treatment.

·         The company has the right to suspend or terminate any employee for violation of its drug policy.  

·         Use of illegal drugs or Alcohol or reporting to work under influence will result in immediate suspension or discharge.

·         The company will report illegal drugs to appropriate law enforcement and turn over any suspected drugs or paraphernalia to said law enforcement.

If you have government contracts or union contracts make sure you policy is compliant with those agreements.  If you do work at a customer's workplace make sure your policy conforms to the customer's policy.

Remember if your employees are "at will" you can terminate them for violation of your drug policy even if you do not tell them that is why you are terminating them.  If you chose to suspend them your level of proof might actually need to be higher. For example if an employee's work production falls off and you find a half empty bottle of liquor in their desk you can terminate them and you do not have to even tell them why. If you suspend them you will need to tell them why they are being suspended or there will be no benefit of the suspension.  You may expose the company and you personally to legal arguments (not my bottle) and therefore liability.

Original content copyright 2010 Thomas Robinson