Employment Review

[hulksta]

Deleted

Edited by hulksta on Monday 21st June 12:34

[vaud]

No it’s not normal. If it was disciplinary then they would (likely) not be waiting.

Any rumours of restructuring or redundancies at the company? I suspect that or performance measures.

Find the most experienced person you can. Ask them to help with notes.

You could ask to record the conversation with you phone for reference.

Don’t be afraid to ask for a pause to catch up with notes, etc or ask for points of clarification. Take your time. They probably won’t want to rush it as a formal meeting they will want to go by the book.

[Smurfsarepeopletoo]

Sounds like its a disciplinary, what are they saying the review is for, and what do you need to defend against.

[vaud]

Smurfsarepeopletoo said:

Sounds like its a disciplinary, what are they saying the review is for, and what do you need to defend against.

They don't need to say that if it is the start of a process. They can use the meeting to outline the issues, process and next steps and then allow the employee x days to respond to the allegation, IIRC. (I am not a lawyer)

[StevieBee]

I agree that this doesn't sound like a 'how you getting on?' type meeting.

Do you actually know what it's about?

I wouldn't delay the meeting. You need to get to the issue soon as otherwise you'll just fester scenarios in your mind.

My advice would be to do far more listening than you do talking and keep what you do say to the absolute facts. Don't embellish or offer opinion. And if you can't think of an answer or comment, don't try to give one.

If it is disciplinary do your defending later and only after a period of introspection to determine if the acquisition is just or not.

Good luck!

[Smurfsarepeopletoo]

vaud said:

They don't need to say that if it is the start of a process. They can use the meeting to outline the issues, process and next steps and then allow the employee x days to respond to the allegation, IIRC. (I am not a lawyer)

Every place I have worked where a disciplinary takes place, they usually give a letter saying what the issue is and what evidence they have, and then you can review this, it just sounded like he was aware of what the issue is as he wanted to prepare a defence.

[hulksta]

Smurfsarepeopletoo said:

Every place I have worked where a disciplinary takes place, they usually give a letter saying what the issue is and what evidence they have, and then you can review this, it just sounded like he was aware of what the issue is as he wanted to prepare a defence.

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Edited by hulksta on Monday 21st June 12:34

[QuartzDad]

hulksta said:

Thoughts?

If you've been there less than two years, get polishing your CV and start looking for a new job.

If you've been there more than two years, get polishing your CV and start looking for a new job You might have slightly longer before you leave.

Good luck.

[hulksta]

QuartzDad said:

If you've been there less than two years, get polishing your CV and start looking for a new job.

If you've been there more than two years, get polishing your CV and start looking for a new job You might have slightly longer before you leave.

Good luck.

Been there less than a year.
On what basis do you think I should be looking for a new job?

I have just researched short service dismissal, so I know they can boot me, but I have plenty of evidence to challenge any performance.
All of this mainly has reared it's head following my bout of covid in may.

Edited by hulksta on Wednesday 16th June 18:56

[Terminator X]

Ask what the meeting is about and/or ask for an Agenda? Simple meeting etiquette surely.

TX.

Edit - read you above reply now as the other chap said not much you can do about it if less than 2 years service, start looking around I agree.

Edited by Terminator X on Wednesday 16th June 18:56

[hulksta]

Terminator X said:

Ask what the meeting is about and/or ask for an Agenda? Simple meeting etiquette surely.

TX.

See agenda in my 2nd detailed reply

[Mr E]

hulksta said:

On what basis do you think I should be looking for a new job?

The “invite a colleague” suggests a formal disciplinary.
Unless you have obviously screwed up I’d question why any issues with performance or behaviour were not handled more informally by your manager before this step.
HR are not on your side. They’re there to protect the business.
If the manager wants you gone, they’ll make it happen eventually. Smile, ask for a compromise and a neutral reference and start looking for another job.

[dontlookdown]

It sounds very much like they want rid if you I'm afraid. And with less than 2yrs on the clock there isn't much you can do about it.

Sorry, not a pleasant situation.

[anxious_ant]

There are quite a lot of areas of concerns there in your short time with the company.
Have you been approached to discuss those concerns by your line manager before this?

They could either put you on a PIP or push for grounds for dismissal. Either way I would ask yourself if you really want to work there.
It sounds like you are not a good fit for the company, and vice versa.

[hulksta]

dontlookdown said:

It sounds very much like they want rid if you I'm afraid. And with less than 2yrs on the clock there isn't much you can do about it.

Sorry, not a pleasant situation.

Will it be pointless putting together a whole load of things (emails, work I have done and delivered) be of any use?

Challenge the manager in front of HR in the meeting to show that they are exaggarating?
However will challenging then impact on me getting a neutral reference?

[AndyAudi]

Try & go in positive & constructive.

It might sound like you’re maybe getting a chance of a performance improvement plan, instead of just giving you the push. Seeing more of this nowadays to put folk back on track if things are going a little off.

Have a think what would make a difference to you (& them), in roles I’ve had in the past an agreed time for an update is good for both daily or weekly, whatever suits the individuals eg 10:00 on a Tuesday or 15;00 everyday.

Back in the day I was given some pointers on deliverables, having 3 bosses at the time led to a lot of conflict. One think I’ve maintained is a whiteboard of tasks, if you’ve people around you (either above or below you) it’s clear to all what you’re working on & often easier to start discussions & re-allocate things between you all.

Best of luck, don’t worry too much.

[hulksta]

anxious_ant said:

There are quite a lot of areas of concerns there in your short time with the company.
Have you been approached to discuss those concerns by your line manager before this?

They could either put you on a PIP or push for grounds for dismissal. Either way I would ask yourself if you really want to work there.
It sounds like you are not a good fit for the company, and vice versa.

Manager is the issue. Random bouts of micro management with scatter gun approach to things. I can for weeks without so much as a hello, and then a week/few days of micro management on an issue where they have full attention on it.

[105.4]

hulksta said:

Will it be pointless putting together a whole load of things (emails, work I have done and delivered) be of any use?

Challenge the manager in front of HR in the meeting to show that they are exaggarating?
However will challenging then impact on me getting a neutral reference?

I’m a pig-headed, stubborn, cantankerous, short tempered sod. Learning from my own personal experience of calling out what I perceive to be managerial / HR bullst, challenging your Manager isn’t likely to improve your lot, although it might make you feel better.

I suppose it all depends on how easily you could get another job and how small your industry is?

Good luck.

[AndyAudi]

hulksta said:

Will it be pointless putting together a whole load of things (emails, work I have done….

In my opinion probably yes, this is not something to defend, if you are staying there it’s something to change going forward (possibly on both sides), pushing the boss/HR will not work in your favour as you are saying they are wrong.

[anxious_ant]

hulksta said:

Manager is the issue. Random bouts of micro management with scatter gun approach to things. I can for weeks without so much as a hello, and then a week/few days of micro management on an issue where they have full attention on it.

During my probation time with the company, I would usually request a weekly/monthly review just to ensure that I am on the right track. Sort of an informal performance review. This usually avoids surprises such as what you are facing.

Best of luck in your review, if possible bring someone you can trust and don't be too emotional. Lots of useful advice from other posters in this thread.