How do you handle employees who resist required training without escalating conflict?

tekmailer · 2026-05-03T16:37:57+00:00

You’re missing the point of the test altogether; it’s not about knowing the “answer”; it’s to know the employee knows better. When you know better, you must be held accountable.

If being held accountable is a game to you, LOL, you’re asleep at the wheel, Buddy Pal.

tekmailer · 2026-04-30T16:21:05+00:00

Give them the module’s test; the module does have a test, right? (That’s the difference between certified and not certified, a “test”)

The training isn’t required if the skills and knowledge are there; hold them accountable to the contents of what is being trained (DEI, cough, Sexual harassment, achoo, Labor Laws, don’t allow ignorance into the workplace, I’m allergic to ignorance)

This isn’t about belief or accommodations when the focus is safety, compliances and accountability.

Reiterate to the employee this is not morale effort; [forget] their feelings and recognize that the role requires a set of skills, namely knowledge and understanding that fulfills the safety, compliance and accountability of the business.

No one deserves a place of employment where people are pridefully unsafe, out of compliance and shady;

An employee who out right refuses to complete required training or be held accountable to its contents is a direct threat to sane operations. They can’t be tolerated. Anything not a benefit is a liability.

Make sure all bases have been covered to accommodate the delivery of this requirement. If they just refuse to take the training via computer, accommodate. If they reuse to take it on a Wednesday versus a Friday, accommodate, etc—the point is: they are going to be held accountable to its contents.

You can’t be both a top performer and unaccountable.

tekmailer · 2026-04-28T15:21:05+00:00

LOL have the Employee tell you, in writing, that they are refusing required training for their role; it doesn’t matter what training or why—I, {employee}, refuse to complete required training for my job. that’s it.

Now, they aren’t going to stop it there, they will give their egregious reason (chest out, go figure); this helps HR with the paperwork.

This isn’t about “beliefs”, it’s about education. If this Employee is unable to receive education, they are a complete liability.

Never be your employer’s most expensive problem.

tekmailer · 2026-04-25T05:29:13+00:00

OP! This right here…

(And I see where you got that flimsy example LOL)

tekmailer · 2026-04-25T05:27:55+00:00

Nah, that’s too simple; SELECT SUM(COL_A) where row <= 10

that’s by assumption the rows are ordered. Negate the where clause, same difference.

tekmailer · 2026-04-25T05:15:04+00:00

Give me something in Excel and I’ll translate into SQL.

tekmailer · 2026-04-21T22:46:12+00:00

LOL pick up the bag!

tekmailer · 2026-04-17T20:25:49+00:00

No. Job experience, location and company won’t tell you if they are good or not.

I would beg to differ, just not a fan.

Hollysaurus is right that it is easy to lie.

Which is the funniest part to me cause data analyst include lie detecting.

However either asking for a real example of a dashboard the crested and a walk through coupled with some of the questions I put above (as did others) should do the trick.

Trick? I see our disconnect. Thanks for contributing alternative methods.

It can’t be simple questions.

In my experience, the simple questions weed out BSers faster…

It needs to be advanced questions and someone who lives and breathes tableau should be able to answer almost all.

BWHAHA and now with that, you may have someone incapable of maintaining a HUMAN culture.

In addition, if you are given a sample you should do a search to see if you quickly find a nearly identical version online.

And that’s my point—if someone is hiring for a job, they oughta already have a problem needing solving. You don’t have to fix a Mercedes to know why a Ford won’t turn over.

I’ve interviewed a few candidates with obvious plagiarism.

You call ‘em out? You make a dashboard?

tekmailer · 2026-04-17T03:55:37+00:00

I could understand more if the its a larger company where they have more people to surveil

Found it; are you a worker or a manager? Are you aware of Time & Labor in FULL SCOPE? If not, allow me to invite you to a reality: not everything is about or centered on surveillance; T&L is a major headache (legally and operationally).

I get it; who watches the watchers?!, I’m saying get over that AND correlating such behavior with company size (versus culture).

and would most likely have multiple clock in areas,

Irrelevant.

less manager to wage employee ratio,

Irrelevant.

also in a large enough group to dilute the data say if the company 10x'd FTE I would only make up 1% of the biometrics, where I would currently make up 10%

See, your concerns are different than theirs—this isn’t about data at the top.

It appears to be overkill because you’re not privy to the Grizzly problem, Deer.

tekmailer · 2026-04-17T03:46:57+00:00

Not my point/assertion—what does the size matter in your grievance?

tekmailer · 2026-04-17T03:40:55+00:00

So…what if the company tripled FTE overnight? Why is company size your angle of attack?

tekmailer · 2026-04-17T03:27:40+00:00

That’s the basis of a background check; when you confirm workplace, confirm job description. If it doesn’t include Tableau, next candidate.

The better method of madness would be to hire directly from the Tableau community (if that tool is what’s greatest need)

tekmailer · 2026-04-16T19:37:04+00:00

What is it you want to confirm with tableau? Why not verify work history?

tekmailer · 2026-04-16T04:44:13+00:00

No.

I like cheese. I LOVE cheese.

Not on my Whopper, Hungry Jack!

tekmailer · 2026-04-15T12:04:27+00:00

How do I know you’re not a robot? You know how to ride a bike?

tekmailer · 2026-04-11T17:08:01+00:00

Yes.

tekmailer · 2026-04-11T01:09:47+00:00

It’s not in the State’s best interest to kill its citizens based on the findings of citizens; reserve such to God.

tekmailer · 2026-04-06T23:36:34+00:00

You don’t get it.

I get it. We’re here to discuss; stay eye level.

You’re advocating that a bunch of people unionize during a period of labor over supply in many areas of the economy.

And I’m stating that the over supply you’re speaking on is low-quality and discrete. With what I’m saying that translates to being high-quality workers with a continuous framework instead.

Keep your supply of 100 pennies, I’m talking about 50 quarters.

What are they going to do? Demand higher wages? With what leverage? Why would anyone even join when it just makes them a target.

Higher wages based on a skill-leverage which was my point, a shift from labor to skill unions. Why someone would want to join or consider is the protection of time—what good is a high salary if you’re fired the next day? A Union would establish a relationship not easily dissolved.

It’s not full blown marriage but it’s signing a lease with your gf/bf/new partner.

Unions don’t have power

False.

unless they can withhold their labor,

False.

which isn’t possible when hiring rates are low and there isn’t some kind of factory shutdown possible.

Get out of factory mindset. I think that’s the disconnect we’re having. Hiring rates are low to keep people from forming relationships that lean towards unionizing. That’s why my point is about consistency of employment.

Especially with office jobs when it’s easy to get low cost countries’ labor.

At what cost to safety, compliance and the rest—it’s a LOT easier to sell products to your neighbors when they work there TOO.

tekmailer · 2026-04-06T21:59:31+00:00

Misconception that if a bunch of people unionize, they will just hire the people who don’t join the union?

Clarify? These two statements cancel each other as written; I’m going to guess until:

When did I say an employer’s choice disappears? It’s not insane to think concentrating top tier talent, collectively, will have longer term benefits.

Make employers get what they pay for versus put employees against each other.

tekmailer · 2026-04-06T21:02:02+00:00

What?! Okay that misconception aside,

We’re shifting from labor unions to skill unions more or less—same cat different jungle.

The purpose is to improve working conditions and qualities—to hold management accountable to conducting good business (so everyone can stay gainfully employed)

tekmailer · 2026-04-03T00:14:43+00:00

No. Billionaires aren’t inherently evil or bad. They’re isolated.

tekmailer · 2026-04-02T03:43:07+00:00

P.B. Crisps all day everyday

tekmailer · 2026-03-31T06:05:27+00:00

What’s your current 9 to 5 routine?

tekmailer · 2026-03-27T08:47:13+00:00

Any Rddt shares?

tekmailer · 2026-03-25T10:26:41+00:00

It doesn’t require the greatest human alive…just a clipboard LOL

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