ISSUES AT WORK - ADVICE PLEASE
Discussion
For whatever reason, your manager does not like you and wants you gone. Joining a union at this stage is a waste of time and you are best off following your own advice of finding another job and moving on.
Also, it might be worth you speaking to your manager and letting him know your feelings and that it would be best if you moved on. This will help the relationship between that point and you leaving and is likely to buy you some time and also be given the opportunity to attend interviews at short notice.
This can work in your favour if you play it right.
Also, it might be worth you speaking to your manager and letting him know your feelings and that it would be best if you moved on. This will help the relationship between that point and you leaving and is likely to buy you some time and also be given the opportunity to attend interviews at short notice.
This can work in your favour if you play it right.
Sounds s
tey, horrible situation if you are being targeted.
Not a legal or HR bod by any means, but as a start you want to be keeping a (discrete) diary of everything. Are you in a position to (discretely!) ascertain if there's a clear disparity between the workload you're being given and that of your colleagues? If you do want/need to take action, some sort of evidence is likely to be crucial. You could also supplement that by keeping a personal diary or journal, just with your thoughts in. Might help you to work through it, and also tie the 'formal' evidence together if the time comes.
And, maybe easier said than done, but have you approached your boss and had a actually conversation about it?
As for the union, yes speak to them anyway, no harm can come from talking about your situation and establishing links with a rep should you need their services. Going forwards, employers can't discriminate on the basis of union membership, and I'd suggest it's unlikely your current employer is going to want to leave themselves open to legal ramifications regarding discussing that in references etc.
Good luck in getting it resolved!
Edited to add; all of that depends on whether the job is worth keeping of course!
tey, horrible situation if you are being targeted. Not a legal or HR bod by any means, but as a start you want to be keeping a (discrete) diary of everything. Are you in a position to (discretely!) ascertain if there's a clear disparity between the workload you're being given and that of your colleagues? If you do want/need to take action, some sort of evidence is likely to be crucial. You could also supplement that by keeping a personal diary or journal, just with your thoughts in. Might help you to work through it, and also tie the 'formal' evidence together if the time comes.
And, maybe easier said than done, but have you approached your boss and had a actually conversation about it?
As for the union, yes speak to them anyway, no harm can come from talking about your situation and establishing links with a rep should you need their services. Going forwards, employers can't discriminate on the basis of union membership, and I'd suggest it's unlikely your current employer is going to want to leave themselves open to legal ramifications regarding discussing that in references etc.
Good luck in getting it resolved!
Edited to add; all of that depends on whether the job is worth keeping of course!
Before you do anything, you need to consider whether your line manager is right or wrong.
This is not easy to do but you should look objectively at what he is criticising you about... does he have a point? Are others getting the same level of criticism? If not, why not? What's making the deadlines unrealistic? Are they the same as others are getting?
Whether he likes you or not is of no relevance. You cannot fire someone (easily) just because you don't like them.
It's never nice to receive criticism but is important that you are 100% confident that it's undue before you decide what course of action to take. If you are 100% confident then you need to take the matter - with evidence - to your line manager and if that yields nothing, then to HR if there is one or your line manager's boss.
Only after all that would I get the Union involved and only then if you want to stay at the company.
This is not easy to do but you should look objectively at what he is criticising you about... does he have a point? Are others getting the same level of criticism? If not, why not? What's making the deadlines unrealistic? Are they the same as others are getting?
Whether he likes you or not is of no relevance. You cannot fire someone (easily) just because you don't like them.
It's never nice to receive criticism but is important that you are 100% confident that it's undue before you decide what course of action to take. If you are 100% confident then you need to take the matter - with evidence - to your line manager and if that yields nothing, then to HR if there is one or your line manager's boss.
Only after all that would I get the Union involved and only then if you want to stay at the company.
I'd start keeping a log if I were you. Noting personal just date, time, description of incident/behaviour and how it made you feel. The more you have the better chance you might stand in any HR discussions. It can help to build up a picture over time and also gives the line manager the option to be able to respond to and justify each incident.
Of course, this may only help once things have got to an unpleasant place but I wish I had done this a few years ago after a sustained period of similar behaviour from my manager. Thankfully I had some insurance which saw me move on to a different manager and I'm now back to a happier place work wise.
Of course, this may only help once things have got to an unpleasant place but I wish I had done this a few years ago after a sustained period of similar behaviour from my manager. Thankfully I had some insurance which saw me move on to a different manager and I'm now back to a happier place work wise.
geek84 said:
Hi Folks
My line manager at work seems to be over criticising my work and giving me unrealistic targets to meet. I seem to be getting the impression that he is looking for excuses to fire me.
I have joined a work-place union. Do you think that I should speak to the union and get them involved or do you think I should start looking for another job, and when I do find one, give in my resignation and quietly leave?
If I do get the union involved, wouldn't any future employer get the impression that I am a bit of a 'trouble maker' ?
Thanks in advance
What sort of job are you doing?My line manager at work seems to be over criticising my work and giving me unrealistic targets to meet. I seem to be getting the impression that he is looking for excuses to fire me.
I have joined a work-place union. Do you think that I should speak to the union and get them involved or do you think I should start looking for another job, and when I do find one, give in my resignation and quietly leave?
If I do get the union involved, wouldn't any future employer get the impression that I am a bit of a 'trouble maker' ?
Thanks in advance
Are you a white collar worker, in an office or similar or are you a blue collar manual labour-type worker?
Who do you work for? Don't be specific - is it a public sector role or are you in private sector?
Small company/Big company? How many employees?
How long have you worked there and what age range are you?
Answers to the above will assist in giving you advice.
Hi Folks
Many thanks indeed for your responses.
I am working 9 to 5 as fast as I can in the office. My colleagues are also doing the same work but have a joke and laugh every now and again with the other staff. I can't believe they are meeting their targets (unless they are set different to mine).. But I don't have any evidence.
I have spoken to the manager regarding workload, and he simply says the others are doing far more than me !!
Should I ask for evidence regarding this or would that be being a bit rude?
Finally, they are also accusing me of stuff that I did not say. However, I have suffered from Covid-19 and that has affected my memory/concentration.
Thank You
Many thanks indeed for your responses.
I am working 9 to 5 as fast as I can in the office. My colleagues are also doing the same work but have a joke and laugh every now and again with the other staff. I can't believe they are meeting their targets (unless they are set different to mine).. But I don't have any evidence.
I have spoken to the manager regarding workload, and he simply says the others are doing far more than me !!
Should I ask for evidence regarding this or would that be being a bit rude?
Finally, they are also accusing me of stuff that I did not say. However, I have suffered from Covid-19 and that has affected my memory/concentration.
Thank You
Edited by geek84 on Monday 24th May 11:28
craigjm said:
How long has this been going on? Is it a new manager or the attitude of someone changed?
Over the last 30 years, I've had numerous managers in numerous jobs, and the one constant has been me, and my personality and motivational quirks.I've had 3 or 4 managers who respected my ability and knowledge, and encouraged me and challenged me in a good way, so that I achieved what I didn't think possible. And 2 or 3, who I really rubbed up the wrong way. People who challenged me in a bad way, who pressurised and bullied in such a way that I struggled to do anything effectively.
What I've learnt, is that I need to not take the s
t, and question thier reasons for being obnoxious or bullying to thier face. I also need to be honest and say. "You've asked me to do this, but i have no idea where to start, so i really can't promise to meet your deadline, and I'll need a bit of advice and direction, but bear with me" It has been mentioned above but how long have you been working there?
If it less than 2 years there won't be much you can do about it unfortunately, they can get rid for whatever reason.
If your employment is longer than 2 years, they may offer a PIP (Performance Improvement Plan), but don't be fooled, they are stacked against you most of the time.
A few years ago, this happened to me - I took a settlement agreement after 5 years service, instead of the PIP,which was about 6 months pay, so if they offer that, I'd take it.
If it less than 2 years there won't be much you can do about it unfortunately, they can get rid for whatever reason.
If your employment is longer than 2 years, they may offer a PIP (Performance Improvement Plan), but don't be fooled, they are stacked against you most of the time.
A few years ago, this happened to me - I took a settlement agreement after 5 years service, instead of the PIP,which was about 6 months pay, so if they offer that, I'd take it.
geek84 said:
Hi Folks
Many thanks indeed for your responses.
I am working 9 to 5 as fast as I can in the office. My colleagues are also doing the same work but have a joke and laugh every now and again with the other staff. I can't believe they are meeting their targets (unless they are set different to mine).. But I don't have any evidence.
I have spoken to the manager regarding workload, and he simply says the others are doing far more than me !!
Should I ask for evidence regarding this or would that be being a bit rude?
Finally, they are also accusing me of stuff that I did not say. However, I have suffered from Covid-19 and that has affected my memory/concentration.
Thank You
Everything you've said here suggests to me the need for critical introspection. Many thanks indeed for your responses.
I am working 9 to 5 as fast as I can in the office. My colleagues are also doing the same work but have a joke and laugh every now and again with the other staff. I can't believe they are meeting their targets (unless they are set different to mine).. But I don't have any evidence.
I have spoken to the manager regarding workload, and he simply says the others are doing far more than me !!
Should I ask for evidence regarding this or would that be being a bit rude?
Finally, they are also accusing me of stuff that I did not say. However, I have suffered from Covid-19 and that has affected my memory/concentration.
Thank You
Edited by geek84 on Monday 24th May 11:28
If your immediate colleagues are doing the same thing as you without issue then they are your benchmark against which your performance is being measured.
It is not rude to ask for evidence - quite the reverse actually as it demonstrates your desire to improve; something you can only do by knowing specifically where you're underperforming and you'll only know that if you ask.
The first step to addressing all this is taking ownership of your problems. Do that and you take control of things and will improve. Don't fall into the trap of blaming others / other things (such as Covid) and accusing others of saying untruths.
Sorry of that sounds harsh but is said with all good intents (and by someone who recognises the signs having done those very things myself in the past!).
StevieBee said:
geek84 said:
Hi Folks
Many thanks indeed for your responses.
I am working 9 to 5 as fast as I can in the office. My colleagues are also doing the same work but have a joke and laugh every now and again with the other staff. I can't believe they are meeting their targets (unless they are set different to mine).. But I don't have any evidence.
I have spoken to the manager regarding workload, and he simply says the others are doing far more than me !!
Should I ask for evidence regarding this or would that be being a bit rude?
Finally, they are also accusing me of stuff that I did not say. However, I have suffered from Covid-19 and that has affected my memory/concentration.
Thank You
Everything you've said here suggests to me the need for critical introspection. Many thanks indeed for your responses.
I am working 9 to 5 as fast as I can in the office. My colleagues are also doing the same work but have a joke and laugh every now and again with the other staff. I can't believe they are meeting their targets (unless they are set different to mine).. But I don't have any evidence.
I have spoken to the manager regarding workload, and he simply says the others are doing far more than me !!
Should I ask for evidence regarding this or would that be being a bit rude?
Finally, they are also accusing me of stuff that I did not say. However, I have suffered from Covid-19 and that has affected my memory/concentration.
Thank You
Edited by geek84 on Monday 24th May 11:28
If your immediate colleagues are doing the same thing as you without issue then they are your benchmark against which your performance is being measured.
It is not rude to ask for evidence - quite the reverse actually as it demonstrates your desire to improve; something you can only do by knowing specifically where you're underperforming and you'll only know that if you ask.
The first step to addressing all this is taking ownership of your problems. Do that and you take control of things and will improve. Don't fall into the trap of blaming others / other things (such as Covid) and accusing others of saying untruths.
Sorry of that sounds harsh but is said with all good intents (and by someone who recognises the signs having done those very things myself in the past!).
Assuming you are doing a task that can be directly compared with others in the team
Do you feel your performance has fallen?
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