yes
at thermotron the manager's said it was OK to lie cheat deceive and defraud the CUSTOMER and you Co workers--
as sybesma and bannach and mark the Lamer's and tenBrink -- Gee i didn't want to lie but they told me to..
and i didn't want to --- but they MADE me do it!!
i knew a few guys who kept their board in the service truck..
ReplyDeletewhy not!!..like it really mattered..
gregory V johnson..hooked a boat trailer to his service truck.. and dragged around a jet boat..
then tried to swindle the company out of the "extra truck" by switching out the spark plug wires.. and having a machanic .. say that the engine was "bad"
dean tripp.. said Gee.. i don't know how the wires got switched? DUH???
but he did get a good deal on the "salesman's car"
he got a used car lot to give him a trade in value on that car .. that was... LOwwwww.......a few hundred dollars..
no big deal... thomas bannach ... encouraged ... fraud....
the salesman before bo bjarno said " he only embezzled about a 100.00 per week"
he was fired 4 LOW sales.. oh welll... next!!! .. a dime a dozen !!!
gregory v johnson spent the last year selling realestate..
and fakeing his work sheets..
if U need a few days. off
U can pretend that your wifes mother or father DIED...
that is good for 3 days off with pay!!
just have FUN.. this is california.. and the MORONS are in michigan..
and from michigan.. if U are ...DOUCH... U AIN'T MUCH !!
JUST LIE... ABOUT IT... !!!
BLAME IT ON YOUR CO-WORKERS !!
Thomas Bannach.. said ... it's OK to be CURRUPT... because they are all CURRUPT..
BIRDS OF A FEATHER ... HANG OUT TOGETHER..!!!
When thermotron arrives "Watch Out"!!
Body Language Signs of a Liar – 3 Lying Body Language Signs to Watch Out for
REMEMBER:... who ever steals the most "WIN'S"
GIVE HIL SYSBESMA A CALL... he can give u some special TIPS...
All thomas bannach family friends say it is ok to lie and defraud everyone. And at thermotron thomas bannach bragged how he defrauded ALL his co workers.
ReplyDeleteHil sybesma says being an embezzler is called working the system.
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Other examples of passive-aggressive behavior might include avoiding direct or clear communication, evading problems, fear of intimacy or competition, making excuses, blaming others, obstructionism, playing the victim, feigning compliance with requests, sarcasm, backhanded compliments, and hiding anger.
But what if I asked you, “What kind of conscience do you have?” (question: “Why does it matter what kind of conscience you have?”)
Dave Water field replaced roger cannady as Thermotron National service manager–
ReplyDeleteHe said that all the offices that thomas bannach and roger cannady managed — stood out like a sore thumb– becasue of the excessive Robber– thief– and embezzlement–
Yes thomas Bannach and his Pet ‘s Gregory V Johnson– hil sybesma– dean tripp–
all agreed — stealing was called — working the system and the average amount of
EMBEZZLEMENT was about 10,000 to 20,000 per year–
Gregory V Johnson would drive to the branch office — talk to Bo Bjarno the 3rd thermotron sales guy and then drive home
when Thomas Bannach would call him–
he would lie and tell Thomas Bannach that — his phone and Beeper didn’;t work..
and when a job was called into the office — he would tell the customer that “the service man that does that type of job ” was “Out of town”
He spent six monthes putting down 8 hours a day at a company called Ramteck– and Thomas Bannach never cked to see if he was on the job–
( and when the co workers – expressed – their amazement — that thomas bannach didn’t care about the robber thief and embezzlement) they were drumed out — with supporting lies and slander from gregory v johnson–
because as a psychopath– he said it didn’t matter what lies you said about any one–
and as thomas Bannach is also a pervert– well that’s the way it goes
ENSECO chamber company hired him and with in 3 months–
they wondered why they hired a thomas Bannach “PET” in the first place–
and went to his home on the week end — to fire him– and retrieve their service truck
Ask “How did you cope in that culture?” This question will provide insight into several character traits of the candidate.
ReplyDeleteDid they persevere through the tough times or quickly bail? Did they stay enthusiastic or did their attitude sour and harm their co-workers? When describing the experience, do they exhibit kindness? Are they overly bitter or are they mature enough to realize they learned something from the experience? Near the end of your interview process, detail your company culture.
2..Put it in writing. Prior to the final interview (where we discuss our aversions of the candidate and they detail their aversions of my organization), we give candidates documents that detail our company’s culture plus an introductory letter from the company president. Here’s a passage from that letter: “If you ever feel we are not adhering to the concepts outlined here with you or anyone else, we would truly appreciate you making us aware of it. If you don’t understand the reason behind an action or policy, or you don’t believe appropriate changes are being made — and your supervisor is not able to adequately make changes that align with our principles or help you to understand why we are doing what we do — please let me know. We are striving to make this a fair and safe work environment where high-character, self-governing, independent-thinking people thrive — both at work and in life.”
Set them up for future reference on your company culture. The communication technique of Set Them Up For Future Reference — I convert it to the fun acronym STUFFR — consists of identifying and understanding a potential problem and discussing it with the candidate in advance. You also need to note the candidate’s (and your own) exact words and commitment to not failing.
My company doesn’t care if someone generates a zillion dollars in new revenue.
3…If that person doesn’t treat co-workers right, we don’t want that person on our team. Here’s what I say to candidates: “You can take what I’m about to say to you two ways. You can take it as me wagging my finger in your face saying, ‘We have a bunch of good, honest, kind, hard-working people here.
Don’t screw it up.
I’ll throw you out of here because I don’t want one person ruining it for us.’ Or you can take what I’m saying as our company making a commitment to you that you don’t have to tolerate anyone screaming, yelling, swearing, or belittling you.
If someone breaks the Golden Rule, let me know and we’ll put a stop to it.
Are you OK with that?”
Finding candidates who fit your company doesn’t have to be a mystery or guessing game.
If you execute the above questions and conversations during your interview process, you’ll hire employees who will enhance your organization’s culture