Just found out that my crew is watching porn and drinking

[1stTimeSuper]

Hi everyone,

Brief bio: I'm a 1st time supervisor of an internet technical support group. I was previously one of the TSRs out of the group, but climbed up the management ladder. Most of the employees are new, hired after my ascension, however there are still about 6 of the 20 that were my peers not so long ago.

I have just learned that some of my team have been watching porn and other obscene materials over their computers and possibly that at least three of them have returned to work after having been drinking at lunch. I am the only supervisor for the dept., which runs from about 7am to 1am and therefore there are quite a few hours when I cannot be directly present.

Besides the usual software/tracking systems to help with the porn, how should I go about convincing my former friends that I do not tolerate this type of behavior and not come across as power triping and lose the close knit relationship that I have with the team. Unfortunately, this relationship does seem to be more peer-to-peer based rather than super-to-worker, however it does help make my job as the only super much easier.

Suggestions for the newbie?

Thanks!

--1TS

[LJCPyxis]

It certainly can be challenging!!!

You have to separate yourself from the relationship you had with your former coworkers as friends. You've been promoted to supervisor because your manage saw in you a potential.

When you say you "Found out" your employees are watching porn and returning to work having consumed alcohol, do you mean you've seen it yourself? Or has this been reported to you.

That is tricky! If you've seen it yourself, you have no choice but to address it IMMEDIATELY. If it has been reported to you then you have some time to think about it.

Is there anything in your policies and procedures that specify's no drinking or pornography? if there is, it would be much easier for you to simply follow the process. If not, then again you find yourself in a predicament that it is your decision base on the event that has occurred.

I would simply approach these individuals and advise them that you are aware of ....... and that you make it very clear to them that you do not permit this sort of activity. Remind them that they are all here to do a job, just as you are and that if the activities continue, you will have no choice but to take necessary actions.

Unfortunately the individuals that you've worked with before they were your friends / co workers. Now they are your employees. They will test you. Remember that if others in your group are aware of the situation and you do not do anything about it, you will loose their respect. Would you rather loose the respect of those how are good employees or those who have to realize that you are correct in having to address the situation?

Good luck....

[Shelley]

I disagree with one point in the previous reply - if this behavior was reported to you, you do NOT have time to think about it. If coworkers accessing pornography is reported to management and management does not act appropriately, the offended employee can file ---ual harassment and hostile work environment claims. I would act on this ASAP. Your company should have policies in place regarding internet usage. Talk to your HR department and ask them to intervene. This issue definitely falls into their territory!

[1stTimeSuper]

Wow! Thanks for the replies, this is a difficult issue, so please keep them coming. Here's some more information:

The source of my information was another employee, during a monthly performance review. This review just happened to be one with the Director of our Call Center, who shortly after the review discussed this shocking news with me and called my immediate manager. We've been batting this one around HR since we found out.

We just did a pop check on one of the harddrives, only one employee was named in particular for pornography. This employee had also smarted off to the Director and she was a bit curious as to why he was so ----y to her. Well, we found out that his computer not only had been to porn sites, it had been to the all day long today.

Tomorrow will be an interesting day, to say the least. The night shift saw me take the computer into my manager's office. When they asked why, I explained that it was due to a recurrent problem the computer had been having and that it was being investigated by corporate. They picked up on my roose and assumed that it was a mouse driver issue that the employee in question had been complaining about.

Unfortunately, there was not a clear process to follow about the allegations, as that was all that they were before we checked the computer. Now, it is quite clear what we must do. Hopefully the reprecussions will resound through the department and shape some people up.

As far as the alcohol, this is much harder to prove/track, however we are doing our best.

What concerns me is how this employee will act tomorrow. He is one of the only two that we have for our opening shift, so I'm going to be in extra early. I'm sure that seeing his computer missing will let him know that something is awry. Actually, I'm betting that someone has already called him. As I said, this is a rather close knit department.

Again, thanks for your suggestions, this is a very difficult situation and while I'm glad to be learning it sure is tough... lol

--1TS

[LJCPyxis]

I agree with what Shelley is saying. My point regarding you had more time meant that you need not react immediately. You need to investigate the situation before approaching the individual like it seems you are doing with the examination of the work station.

In our call center we were setup as a shared environment. The agents would flip flop from one desk to another. I assume by your comment that you know the individual is the culprit and not someone else for sure.

Make sure you are approaching the right person.

Make sure your HR dept is involved for sure. They are the owners of the policy and procedures of a company. As a manager/supervisor, you are responsible for following the rules and ensuring your employees to as well.

The fact that your director is the one that advised you of this, it should be in my mind easier to approach the individual as you don't need to name or leave the individual with the impression that one of his peers named him.

He has to realize that what he has done is wrong, otherwise why would he do it in secrecy.

In the company I worked for prior to this one, the policy was very clear. Dismissal immediately regarding pornography.

Shelley is right. ---ual harassment charges could be laid by others who are offended by this individuals behavior.

Good luck...

[wrundquist]

Hi,

Permit me to share my view of this problem from the perspective of Director. First, as mentioned in other posts, any complaint or ---ually offensive material, statements etc. MUST be delt with immediatly. Trust me on this one, I've been ther.

SUGGESTION:
If your company has an existing policy regarding ---ual harrassment, and/ or a use policy for computers, and/ or a pollicy regarding pornography, either you or HR must immediatly publish these to your employees. You must support, strongly, the policy verbally and in action. In every case you need to immediatly counsel the employees involved, individually and privately, on the policy. If this has not occured before, then a verble warning with situplated action for a second occurance such as "If we have to visit this issue again, you may be subject to further disipline up to and including seteration. Don't say any more than this because you want to keep options open. Keep personal notes regarding this conversation in the emmployees personnel file. Date and sign your notes, but the employee does not necessarily have to sign this time.

If policies do not exist, create them now. Seek the help of your manager or HR. Please, again trust me on this. If they blow this off, keep specific notes for your protection. I'd go so far as to inssit they help you deal with the situation. You cannot imagine the impact this type of behavior can have on your career, the companies success employee moral etc.

SOme may think I am being reacxtionary, however consider these results, at different companies, not on my watch. Settelements ranging from $30,000 to close to $1 Mil. Termination of the supervisor and manager. Termination of the offending employees. You get the picture, I'm sure.

Now for the hard part. My experience is the employees, particularly on later, slower shifts, will frequently find counter productive ways to fill time. I have been responsible for 7 X 24 opperations so can appreciate your question about how to supervise. Unfortunaly the only answer is you have to be visable. What I have done is drop in late into a shift, walk around and listen to the employees and then go to my office and work until the end of the shift. Obviously, I come in later the next day. The secret is to not be predictable. I have walked in at lunch time with pizza's and cokes and shared lunch/ dinner with each group on a shift. Dropping in two or three time a week early on will get the message acorss when coupled with the action outlined above. Later you may be able to back off to once or twice a week, with an occassional week where you may visit three or four time, or even work an entire week of the late shift.

As for the problem of breaking away from the good old boys. This is tough, but if you don't posture yourself as a manager now, your ability to lead your teams will be severally limited and it will probably eventually cost you the position. You can be friendly, be interested in what is important in thier lives, listen, but do not get personally involved in thier grips and complaints. Again the skill here is to listen and hear your employees, and take action if warranted.

Seperating yourself will be one of the most difficult issues you face, but I know you can do it with out offending your friends. Explain to them the why, assure them it has nothing to do with them and expect they probably will not understand at first.

I've gotten pretty windy here, so if you'd like some more concise input write me directly at wrundquist@workmail.com and I'll try to help.

Keep in mind, as a new supervisor this is the first of many tests and challanges you'll face. The way you handle this one will impact you success and career going forward.

Good Luck and God Bless,

Walt
wrundquist@workmail.com

[Jimmy Childs]

First, I would give everyone a memo stating that nonbusiness use of the internet is a serious and punishable offence and have each employee read and sign that they have read and are responsible. I would do the same thing notifying employees that if they are suspected of drug use that they will have to take a drug test.