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Personally, I'd document the times he disappears, for how long, etc. Or if he messed something up that you think he should have known by then, document that too. Once you feel you have enough, talk to a manager about it. Don't sound accusing though. Suggest he may need more training.

Or wait it out, see if things improve. I'm not sure how new he is, but I'm sure if he does it enough management will catch on sooner or later.


I second what Karebear said.

Sales Agent Guy

I third what Karebear said. Unless it's obvious he's doing it on purpose, like with Mr. Lazy.


Find a way to let your supervisor or manager know. I usually approach that kind of thing with asking for advice on training. As far as the dissapearing thing goes definitely let the boss know, it's much easier to get rid of him before his 90 days is up than after.

Soft Ice Girl

I fourth what Karebear said.
In the meantime, I would wait out if thngs improve- from my work experience, a lot of new people go from "OMG I´m new and don´t know anything, help me, teach me!" to "I know how to run this shit, and there are so many things that I can change!", I may have done that too *cough*. However, when time passes by and the new guy gets used to work routine and figures out why some at first strange stuff is getting done, the problem may solve itself.
I am saying this because of the manager key thing- it seems to be the classical thing where he may have thought that he found a shortcut to improve the system, and probably was astonished that instead of praise for his supersmartastic idea, he got reprimanded.


One of the issues I have with my manager is she is very impatient with new hires. I do all the training, and since she has been there 6 years and everything is second nature to her, she can't understand that training takes time, and no one is going to be up to speed right away - even when hiring a new supervisor. I know it can be frustrating to be involved in training someone who will be ranked above you, but keep these things in mind. There is also a possibility that the disappearances have to do with supervisor duties... or he had a belly ache. Maybe I'm saying this as someone in a managerial position, but I don't see a lot of retail hell happening in this story. :-/


I'm assuming that at least for now there's another supervisor around, whether this guy is getting keys or not. I agree with Karebear- document document document, but when he disappears, for awhile, you can also call the supervisor and ask if they have this kid running an errand or something for them because you're trying to work out chores or whatever and can't seem to find him anywhere. That way the supervisor is told of the issue, but not in a way that's bus-throwing, and you'll find out for sure if he's being trained for a higher placement.

Hellgreens Slave

There's always going to be someone better than you & someone worse then whom you thought was the worst person. It's a vicious cycle & it'll never stop. But document everything he does, get with your co worker & write everything down. If he's disappearing time him & ask him where he went & what he was doing for XX minutes. What I do when I document my bad employees is just grab a piece of blank paper - on the top I write the date & employee's name & title and then make a time line, for example:

Dec. 2nd 2012
Employee: FNG, cashier

6pm: disappeared for 25 minutes, reappeared at 6:25pm. (insert verbatim of what employee said when asked why they were gone for XX min)

7:15pm: etc etc etc

It's helpful because without written documentation your boss has nothing to go by - and if he's really disappearing ask your supervisors/managers to keep an eye on him.

Grendus the Phone Guy

I definitely agree with what everyone is saying. Document, and make the manager aware in a non-accusatory way ("Do you have FNG doing something else? We can't find him anywhere"). The goal is to make sure that you aren't out to get him, but rather that you're making sure management is very aware of what's going on and to make sure that you have the documented information available so that the higher ups can make an informed decision. Anything else is just turning in to BT.


Hey! I agree with everyone else...with an emphasis on Grendus the Phone Guy's suggestion. I have a coworker who's notoriously late, and he's a close friend of mine. So, while I don't want to get him in trouble, I do think it's necessary to draw attention to the times he shows up late or sneaks out the backdoor so no one will notice when he takes a 2 hour lunch. You could do the ultra-ballsy thing and simply call him out on it. "Dude, where the hell are you disappearing to for that long? We got swamped, and you were no where to be found. What gives, man?"

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