Employee outsources own job to China
 

What a guy, lol.

http://www.bbc.co.uk/news/technology-21043693

Re: Employee outsources own job to China
 

Nice work if you can get it! Well done him :tu: :D

Re: Employee outsources own job to China
 

I saw this very idea in Dilbert's book about managing your co-workers :)

Re: Employee outsources own job to China
 

:LOL:

Re: Employee outsources own job to China
 

Stunning :)

Re: Employee outsources own job to China
 

Outstanding :tu: :D

Re: Employee outsources own job to China
 

This is more common than you might think, I've heard of other examples of this - although the example I heard was India not China.

Re: Employee outsources own job to China
 

The problem is that employers may now think that it is in their interests to do it directly and benefit themselves.

In addition, foreign workers are cheaper, have less rights and are generally more disciplined than UK employees.

I have always argued that jobs should be kept in this country, but am aghast at the way that some employees feel it appropriate to speak to their employer and their customers.

Re: Employee outsources own job to China
 

I would much rather that than the synthesised version of 'service' given by off-shore outsourced companies. They are taught our manners and customers but don't *understand* them. When My father passed away and I needed to sort out his VM details not one of the Asian agents I spoke to offered condolences or gave a sympathetic tone whereas each of the UK agents I spoke to did. With the Asians the call was all "business" with the occasional compulsory "And-how-are-you-today-Mr-Russ" thrown in whilst totally ignoring the fact I'd already told them about my father's passing.

If someone gives good service and does a good job while at work then only the most petty and no-real-life-of-their-own types would try to get them in trouble for something they say outside of work and in their own time.

Re: Employee outsources own job to China
 

I am equally filled with horror and shock the way some employers treat/speak to their employees (or employees of other companies), thinking they should be grateful they have a job, and expect them to kowtow and accept being spoken to/treated inappropriately.

We have moved on from the Victorian era, and employment should be a partnership between the parties involved, treating each other with respect, and ensuring customers are treated appropriately, with respect, but with the understanding that customers do not have the right to abuse, verbally or otherwise, employees.

Re: Employee outsources own job to China
 

Given the employment market nowadays that sort of thing happens a lot. Many employers know that if a staff member objects to something, they can be shown the door safe in the knowledge there will be a queue of 100s waiting outside to take their place.

Re: Employee outsources own job to China
 

It is called following the script. Try calling HMR&C. Follow the script is the mantra & that is based in UK. Staff get into trouble if caught going off script:shocked:

Re: Employee outsources own job to China
 

Isn't this basically what all bosses do?

Re: Employee outsources own job to China
 

Only if you believe that all employees are work-shy insolent lickspittles....

One size all-encompassing derogatory generalities do not usually advance a rational discussion. ;)

Re: Employee outsources own job to China
 

It depends on the seriousness of what they do. I can't think of anyone who would take action for no good reason.

I am sorry to hear about your father.

It depends. Sometimes a customer may be verbally abusive for good reason.

If this happens, I would expect an employee to deal with it in a professional and mature manner, using company policies and procedures.

Going into a sulk or retaliating are not valid options and invoke the disciplinary process. I have only ever had to do this twice.

Employment is a two way adult contract*, where people sell their labour to people who want to buy it.

Mostly, it is an equal relationship, but cannot always be so. Some employees, for example, possess little intelligence, are immature or chronologically very young.

These people need discipline and, amongst other things, educating about respecting older people.

Sadly, society is failing to teach many young people basic courtesy and the ability to read and write, let alone the unwritten rules of social graces.

* Having said this, it is also impossible to ignore the relevancy of this post:

That said, whatever the job market, I have always required my employees to speak to their customers, employers, colleagues, suppliers etc with courtesy and respect.

Re: Employee outsources own job to China
 

Richard, you state Why is it, then, that most major companies* train their staff to respond to being verbally abused (on the telephone or over a counter) by informing the customer that it is not acceptable for anyone to be abusive, and if it continues, they will refuse to serve the customer/put the phone down.

There is a huge, huge difference between speaking to customers, employers, colleagues, suppliers etc with courtesy and respect (which I totally agree with), and being expected to accept verbal abuse.

*the companies I know personally who train this way are BT, O2, Next, Asda, Directline, Halifax - others I have been informed of, by people who work there, are the Hilton and Holiday Inn hotel chains, DWP, British Gas, Npower.

Re: Employee outsources own job to China
 

Before I worked for VM I did a temporary job working for a company that booked assessments for Construction Industry Safety Card Scheme

They had exactly the same thing - sheet of A4 for the call script and spaces to insert the name of the person you were speaking to. Change one of the other words and you'd be called over to 'discuss' it

---------- Post added at 12:53 ---------- Previous post was at 12:52 ----------

and Virgin Media (at least in the on-shore centres)

Re: Employee outsources own job to China
 

Most people, on the face of it, would say that verbal abuse to staff is unacceptable- end of.

But, it depends very much on the situation and context.

- Many of my staff work in adult environments, often with people under the influence of alcohol. There's an old Yorkshire saying "when drinks in, wits out".

Many won't mean or remember what they are saying afterwards. Those who are going to get offended by adult conversation late at night are unlikely to pass their work trial period.

- What about a dissatisfied customer who has reached the end of his tether because of poor service and indifference/inaction in response to his complaints? What if it involved something emotive, like a funeral wake or his wedding day?

We all have different temperaments and will lose control at various stages. In this scenario, I would expect staff to be apologetic and examine what has happened, not make matters worse by going into a sulk. Sometimes people have a perfect right to be angry and verbal abuse to let off steam is preferable to physical attack.

- Should a nurse be subject to verbal abuse? Most people would say not, but what about when s/he is treating someone who shouts out an expletive due to the pain? Should they be left alone and no longer treated?

- What about if a waiter accidentally spills hot soup all over your new designer suit? There aren't many people who wouldn't react to that politely. Should the diner be refused service whilst sitting in soup covered clothing?

- Some people, unfortunately, know no other way to express themselves. This could be due to mental illness/disability, bad upbringing, lack of education etc. Sadly, this is getting even more prevalent with the emerging "underclass" and "Chav" culture.

If someone were to refuse service to someone suffering from Tourettes Syndrome, they may even find themselves on the end of legal action for disability discrimination!

Of course, there is a world of difference between these scenarios and someone walking into an establishment swearing at staff for the sake of it or to be deliberately provocative.

As you rightly point out, most companies have procedures to deal with such situations and, as long as these are followed and common sense applied, the employee/s should not find themselves facing disciplinary action.