Dear Check-out Cashier(s), Don’t You Care if You Get Fired or What?
I am NOT Going to
condemn, judge, or talk harshly to you or your manager, provided that you do have employees at your place of business who do hold the position of “manager,” and can do something about the negativity that you, the young teenage cashier is producing.
And this negativity is not a new animal. This animal has been around since mankind once stepped upon the earth, then found out that if the first guy had to work to get food to carry to his wife and kids, then he (the First Grocery Employee) seemingly got the idea that he could goof-off, talk to other employees and just didn’t follow the manager’s orders of following the store’s plans on “What Not to Do,” and “What to Do,” with the emphasis being on the latter.
So the Evolution of Manager(s) and Employee(s) began to roll. Not to the liking of the employees to start with, but with time, patience, and a few raises (on the employees’ checks), things were going pretty well—wildcat strikes included. This was in the time when men and women liked their jobs because they had to have money to pay their mortgages, car payment, and “Junior’s” first semester of college.
A Lot Has Changed Since That Time
and I wager that both the managers and employees, say, a huge grocery store, have had Employee’s Handbooks, The Manger’s Work plan and other beneficial information for the employees and managers to have a happy, successful life.
And so as America grew and prospered, and society became sensitive and tolerant, so did the Employee Base and “we” began to take a stand on how much an employee was able to withstand or not withstand, and so we either formed a union or just left “that” awful job with terrible conditions, and went to see other occupations.
But a short stint to the Old, Tried and True, Agricultural Years of America when a mule and it’s owner was The Perfect Picture of an Employer (the farmer) and the Employee (his mule.) This worked for a long time. Then somehow, a group of well-meaning folks sought legal action on behalf of the poor mule, so things became easier and more-tolerant for the mule—after all, the ONE mule is all the poor farmer had to cultivate his acreage and harvest his crops which meant food for his family on his table.
But still, this same Sensitive Hearts Group made open notices for and in support of this poor mule, so things slowly changed and then we had a shocking perigyme shift, which meant the Grocery Store Manager had less authority and more for the mule.
And so, Employers Became
less-powerful and sensitive and more-apt to NOT be the tough managers as to allow a certain permissive attitude toward his/her employees. But the employer never thought to inspect the relationship that was now in place and how their relationship stood as how it was known: Sensitive Manager(s) and More-Powerful, Taking More Liberty for Employees.
And with this being said, an unspoken law started working in stores both small and great. So things still did not seem harmful—in fact, (an) Employee might be hired for a job and after two weeks, call the company asking to be let off so the employee could attend his son’s softball game because the employee was the youngster’s only parent, so with these facts combined, the store let the employee enjoy himself at the youngster’s softball game.
So, with that given allowance (by the employer) would surely mean big problems if the employer had stood firmly and said no to the employee to the parent of the softball player, so they didn’t allow the employee to get the time off for his youngster and with that, a silent movement began to form. A few whispers by the employee to more employees and you have now a group of employees who would ask for a simple thing as “time” to take their spouse (or child) to the doctor and in some liberal cases, to have dinner with a child who had made all As during a recent Grading Schedule.
By now, the Slack
attitude had already been in place and the less-than-devoted employees knew that if they asked for something, then the employer would see that the time off for whatever reason would be grounds enough to allow the employees to take off work and if they were not allowed time off, certain legal actions might take place—a further slack in job performance; Legal action or worse, the employee simply leaving without a notice to see other employment. Sad, I have to say.
So now, the group of less-than-devoted employees had intelligence enough to know that the Employer HAD to pay them whether or not they performed well or just average, so the Slack-Based Employees worked enough to “get by” on their jobs without losing their jobs. Even sadder, I have to say.
Now . . .employees were not paying enough attention to do a decent job and some employees really Did NOT care if their job performance stood up enough for raises or not and so they drug their feet as much as they could, but still no reprimands from the employers, just mediocre working results and taking home a paycheck.
The time had came when more and more customers came to the employee’s store, but the halfway-thinking employees only “looked” busy as to keep their employers from getting on to them for Lack of Work. And while we are here, look at the word, SLACK and you will find that LACK is the dominant word. Now do you think that “this” is a sad working condition—not for the employees, but the employer?
Now we Look Into the Future
in 2019, into a section of “these” businesses who have been shackled by Slack-Minded Employees and still getting paid for it. Sure, these same lazy-minded employees have been taken to the office and talked to by their supervisors and store managers, but noting is never done because the Slack-Minded workers can always tell the higher-ups that there is a Legal Precedent here and Management cannot treat Slack-Minded Employees for whatever reason and powerful organizations such as the A.C.L.U. can back “these” employees and keep their jobs.
Let’s look at what I started to talk about in the beginning of this hub. It all has everything to do with a Slack-Minded Employee who is Allowed to Not Take Care of Their Customers and Get by With it. For instance, I walk-up to the cash register at this Slack-Minded Employee and take my groceries out of my shopping cart and the Slack-Minded Employee is too busy talking to a co-worker on the next aisle. So I am neglected, so what?
I do my best to keep a civil mind about me. But the more that I ask the Slack-Minded Employee what is going on or why are you NOT checking my groceries out, the only thing that I get is: Hey, I am working here for Minimum Wage. So back off! And the manager with head hung low is left to agree with the Slack-Minded Employee.
I am left to wonder what “that” Humble-Minded Mule would have done so many years ago?
April 9, 2019________________________________________________
© 2019 Kenneth Avery