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craigjm
2,344 posts
70 months
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A performance discussion and improvement plan does not necessarily mean they are aiming to get rid of you but people often jump to this conclusion which in reality just makes the situation worse.
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blindswelledrat
19,176 posts
102 months
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rainagain said: Thanks for all the replies, I had a chat with HR who were a lot more positive. I've now officially been given my 'performance improvement plan' it lists what I've meant to have done wrong and if I comply within seven weeks it gets closed. It basically has what was discussed at the meeting, I've been booking too much time to admin and making errors. So since the meeting I've been working an extra hour/hour an a half every night. Something I'm not happy with but right now I need my job more than my principles. I'm still really annoyed about a couple of things: 1. no pay rise, so they're trying to say I've been performing crap for a whole year but they left it till pay rise time to discuss it with me  how convenient! 2. I'm annoyed at my boss for pulling this on me and involving HR, this form and my comments will be permanently filed on record So it's a case of head down, extra hours unpaid till the move, anyone want to buy a house?  It sounds like your boss needs a similar excercise on himself if he allows his staff to underperform for a year without saying something. Good luck with all this, it doesn't sound too pleasant. One thing I would mention: THe tone of your posts suggests that you actually believe you have been a bit s  t. Phrases like "no more errors than usual" etc suggest a pretty lackadaisical attitude. IN good times these kind of things are tolerated. In hard times they are not. Maybe try a bit harder at work before looking for another job?
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rainagain
Original Poster
79 posts
26 months
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What I meant by the error bit was everyone tends to make errors when they produce documentation (spelling, typos, etc), that's the whole reason they are submitted to be checked before they are sent out to clients. What I was meaning is I don't think I am currently making more errors than I used to or more than my colleagues, I just think its been mentioned now as something to have against me.
In his review my boss also mentions one particular document I sent to him which was not complete (I was waiting from input from a colleague to finish it). I did tell him at the time it was incomplete but he said he wanted to have a look at what I had "done so far". I'm trying to look through our companies archive email to see if I can find the email with the document attached, as I told him verbally and in the email I'm looking for the document was not finished, and I think it is unfair to be criticised for not completing something when I never said it was complete!
I have to submit my comments to him this Friday, so I have to wait till next week to see if he wants to talk to me again.
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STW2010
2,339 posts
32 months
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So, how did the boss react to a well structured argument (i.e. rejection) of all of their bulls t?
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Pommygranite
4,184 posts
86 months
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STW2010 said: So, how did the boss react to a well structured argument (i.e. rejection) of all of their bulls t? Not well - it was full of errors and he's taken too long to write it 
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Fer
6,489 posts
150 months
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No news is good news I fear.
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STW2010
2,339 posts
32 months
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Any news?
Hope it all went well
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ArmaghMan
776 posts
50 months
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Long time ago i worked for a waster.
You have a statutory right to bring a colleague to any meeting with your boss as a witness. I assume you have a mate you can trust at work. If youre there 6 years and dont, you need to get out today. Get said mate to go to the next meeting and take copious notes. (in reality my mate sat behind me and drew little smiley faces). This will, put the absolute fear of god into your boss. every single word will have to be measured as there may well be an industrial tribunal at which the meeting will be analysed, and you now have a written record.
Maybe i was lucky, but this nipped it in the bud at source for me.
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Fastra
3,721 posts
79 months
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rainagain said: ...so they're trying to say I've been performing crap for a whole year but they left it till pay rise time to discuss it with me how convenient! To me thats the most crucial point!! If they were unhappy about any aspect of your work then they should have taken the appropriate steps to remedy it rather than leave it as a excuse to beat you with. If anything someone needs to have a word with you line manager about his failure to spot it. What is it you do by the way?
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rainagain
Original Poster
79 posts
26 months
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I did approach him and asked about if my performance was so poor why did he allow it to go on for a whole year. He just bluffed this off with apparently having mentioned it to me during the year.
I have the proper meeting tomorrow so hopefully all the extra unpaid work I've being doing will have been noticed. I'm going to try and find out if he is trying to get rid of me. I keep getting mixed signals from him, he's being an a hole to me one minute then pushing new work my way the other. I'll update tomorrow after the meeting.
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M400 NBL
3,343 posts
82 months
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davepoth
20,186 posts
69 months
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rainagain said: I did approach him and asked about if my performance was so poor why did he allow it to go on for a whole year. He just bluffed this off with apparently having mentioned it to me during the year.
I have the proper meeting tomorrow so hopefully all the extra unpaid work I've being doing will have been noticed. I'm going to try and find out if he is trying to get rid of me. I keep getting mixed signals from him, he's being an a hole to me one minute then pushing new work my way the other. I'll update tomorrow after the meeting. I take it you are already looking for a new job? While you are at it, consider whether there is anything at work that would help in a potential unfair dismissal case that you may not have a chance to secure if you are escorted off site at some time in the future.
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GadgeS3C
2,001 posts
34 months
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Camlet
315 posts
19 months
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This is a very useful thread comprising a great deal of sensible advice. If I may I'd like to comment generally from the point of view of someone who is responsible as CEO for several thousand employees. It's an extremely difficult subject because HR attempts to be a rational process but is anything but.
The key message is when an employer decides your face no longer fits, the four most important things to do is: obtain objective specialist and independent advice, create a personal AND PRIVATE action plan which is NOT based on venting anger or emotion, ensure everything is in writing and NEVER lose your cool, no matter how upset and/ or angry you feel (that includes no posting on your Facebook, internal mails, verbal exchanges, whatever). The last point is incredibly hard to do but is important.
If a company is fair (and that only ever comes down from the top) it will deal with you with respect. Tough decisions have to be made; these decisions will be difficult but should always be fair and transparent.
The reality is most companies have poor HR and an aggressive internal culture with senior managers who don't care about implementing a fully transparent and professional performance assessment process because it requires a serious commitment by management.
This is why with these types, you must always keep your cool. By doing so you will gain the advantage because an aggressive manager and disorganised structure reflects a company which is weak (even if their headline financials look robust). The company and its managers are therefore surprisingly vulnerable. Don't be put off by intimidating correspondance.
But please remember one stupid email in response venting your emotions, one comment to a "friend" at work, and you give them a free pass.
Last, be honest with yourself. If you are in breach of contract, if you have really behaved in a manner where you're being let go for gross-misconduct, expect a very firm and swift exit. In this instance, go on the record to apologise and exit with good grace. It's now a very small world.
I hope the above helps a little.
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Tyrewrecker
6,419 posts
24 months
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Camlet said: This is a very useful thread comprising a great deal of sensible advice. If I may I'd like to comment generally from the point of view of someone who is responsible as CEO for several thousand employees. It's an extremely difficult subject because HR attempts to be a rational process but is anything but.
The key message is when an employer decides your face no longer fits, the four most important things to do is: obtain objective specialist and independent advice, create a personal AND PRIVATE action plan which is NOT based on venting anger or emotion, ensure everything is in writing and NEVER lose your cool, no matter how upset and/ or angry you feel (that includes no posting on your Facebook, internal mails, verbal exchanges, whatever). The last point is incredibly hard to do but is important.
If a company is fair (and that only ever comes down from the top) it will deal with you with respect. Tough decisions have to be made; these decisions will be difficult but should always be fair and transparent.
The reality is most companies have poor HR and an aggressive internal culture with senior managers who don't care about implementing a fully transparent and professional performance assessment process because it requires a serious commitment by management.
This is why with these types, you must always keep your cool. By doing so you will gain the advantage because an aggressive manager and disorganised structure reflects a company which is weak (even if their headline financials look robust). The company and its managers are therefore surprisingly vulnerable. Don't be put off by intimidating correspondance.
But please remember one stupid email in response venting your emotions, one comment to a "friend" at work, and you give them a free pass.
Last, be honest with yourself. If you are in breach of contract, if you have really behaved in a manner where you're being let go for gross-misconduct, expect a very firm and swift exit. In this instance, go on the record to apologise and exit with good grace. It's now a very small world.
I hope the above helps a little. Good golly, nice garage. Please share some pics
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Camlet
315 posts
19 months
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Tyrewrecker said: Good golly, nice garage. Please share some pics Cheers. I might be able to run a division of a global group but my pics sit on my blackberry and embarrassingly I haven't a damn clue how to transfer them to this forum 
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Tyrewrecker
6,419 posts
24 months
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Camlet said: Cheers. I might be able to run a division of a global group but my pics sit on my blackberry and embarrassingly I haven't a damn clue how to transfer them to this forum Go to the picture, click on it, send it to one of your email accounts (email with pic opened from laptop or desktop). Save it to desktop. When you post here, click upload then click on the picture. Straightforward?
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Camlet
315 posts
19 months
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Tyrewrecker
6,419 posts
24 months
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Absolutely stunning, thank you. More please, and a review if you can be arsed. Very few get a chance to own these cars and even less write about them or share
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Camlet
315 posts
19 months
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Tyrewrecker said: Absolutely stunning, thank you. More please, and a review if you can be arsed. Very few get a chance to own these cars and even less write about them or share Thanks. Good of you to say. My first car was a third hand Mini 1000 that could barely make it uphill so there's not a day that goes by I'm not very grateful for the wonderful machines now available. I'm taking the F40 to Silverstone on July 22 for the world record attempt. A member of the FOC is organising to place 60+ F40s on the circuit to mark the F40 's 25th anniversary (beating the record set 5 years ago). Should be an incredible sight, assuming it's relatively dry! I think we're very close to hijacking a very important thread that's a world away from F40s parading at Silverstone so happy to share some experiences, but here? Btw, there's several excellent reviews in the FMLB section (from far more competent writers).
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