Employment Review
Discussion
105.4 said:
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 bulls
t, 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.
Just make it a bit clear, I won't be doing it in the manner you have suggested, it would come from an inquistive point of view. t, 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.
Upon which I will counter with multiple examples showing I have done exactly what the manger says I don't do. (As I have a feeling on what will be said).
anxious_ant said:
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.
DeletedBest 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.
Edited by hulksta on Monday 21st June 12:35
They might try put you on a performance improvement plan, which is often a formal step they need to take in order to give you the boot. Many walk before that happens.
That being said, they may be just looking to straighten things out with you where they think you are having problems, so don't always assume the worst. Get the meeting over with and see what's what.
I had a similar meeting years back, and feared the worst. Ultimately they deemed my poor timekeeping, inconsistent productivity and unpredictable attitude areas of concern. They allowed me to say my piece, but as others have said, I did more listening than talking as should you. I decided most but not all of their points were justified, worked at improving and am still at the company 5 years later.
Good luck.
That being said, they may be just looking to straighten things out with you where they think you are having problems, so don't always assume the worst. Get the meeting over with and see what's what.
I had a similar meeting years back, and feared the worst. Ultimately they deemed my poor timekeeping, inconsistent productivity and unpredictable attitude areas of concern. They allowed me to say my piece, but as others have said, I did more listening than talking as should you. I decided most but not all of their points were justified, worked at improving and am still at the company 5 years later.
Good luck.
AndyAudi said:
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.
PIP is generally used to manage people out of the business though. As others have said if people want you out why prolong the agony for everyone incl the OP, just leave on the best terms you can and move on with life.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.
TX.
Pebbles167 said:
They might try put you on a performance improvement plan, which is often a formal step they need to take in order to give you the boot. Many walk before that happens.
That being said, they may be just looking to straighten things out with you where they think you are having problems, so don't always assume the worst. Get the meeting over with and see what's what.
I had a similar meeting years back, and feared the worst. Ultimately they deemed my poor timekeeping, inconsistent productivity and unpredictable attitude areas of concern. They allowed me to say my piece, but as others have said, I did more listening than talking as should you. I decided most but not all of their points were justified, worked at improving and am still at the company 5 years later.
Good luck.
Sound advice there. I was fuming until now and was gathering things to go in blazing, however I have calmed down now. That being said, they may be just looking to straighten things out with you where they think you are having problems, so don't always assume the worst. Get the meeting over with and see what's what.
I had a similar meeting years back, and feared the worst. Ultimately they deemed my poor timekeeping, inconsistent productivity and unpredictable attitude areas of concern. They allowed me to say my piece, but as others have said, I did more listening than talking as should you. I decided most but not all of their points were justified, worked at improving and am still at the company 5 years later.
Good luck.
I am not immune to criticism, and I have already identified certain areas where I can improve (and will be presenting them in the meeting).
My replies are going to be based on to what is said and I will definetly be listening more than I talk.
Edited by hulksta on Monday 21st June 12:36
Terminator X said:
PIP is generally used to manage people out of the business though. As others have said if people want you out why prolong the agony for everyone incl the OP, just leave on the best terms you can and move on with life.
TX.
DeletedTX.
Edited by hulksta on Monday 21st June 12:36
hulksta said:
What can happen reference wise if I start a PIP, but then leave anyway by my formal resignation during this period? i.e. with future references etc. Request a nuetral reference?
References these days just confirm that you worked somewhere from x date to y date, maybe citing role title.They definitely want you gone, and from what you've said it's not a great place to be anyway. If you don't get on with your manager's style to the extent that he is booting you out, then I would get out with as much dignity as you can muster.
Overall it's a stty situation but perhaps take it as an opportunity to reflect on what you want to do next. Personally I'd be asking them for three months pay to walk out of that meeting with employment terminated by mutual agreement, and a neutral reference as previously stated. A bit of breathing space will probably do you the world of good in any case.
Overall it's a s
tty situation but perhaps take it as an opportunity to reflect on what you want to do next. Personally I'd be asking them for three months pay to walk out of that meeting with employment terminated by mutual agreement, and a neutral reference as previously stated. A bit of breathing space will probably do you the world of good in any case.vaud said:
hulksta said:
What can happen reference wise if I start a PIP, but then leave anyway by my formal resignation during this period? i.e. with future references etc. Request a nuetral reference?
References these days just confirm that you worked somewhere from x date to y date, maybe citing role title.t now days.Roll on for next interview, and rise and shine.
deckster said:
They definitely want you gone, and from what you've said it's not a great place to be anyway. If you don't get on with your manager's style to the extent that he is booting you out, then I would get out with as much dignity as you can muster.
Overall it's a stty situation but perhaps take it as an opportunity to reflect on what you want to do next. Personally I'd be asking them for three months pay to walk out of that meeting with employment terminated by mutual agreement, and a neutral reference as previously stated. A bit of breathing space will probably do you the world of good in any case.
Been there less than a year, 3 months will be laughed at. Overall it's a s
tty situation but perhaps take it as an opportunity to reflect on what you want to do next. Personally I'd be asking them for three months pay to walk out of that meeting with employment terminated by mutual agreement, and a neutral reference as previously stated. A bit of breathing space will probably do you the world of good in any case.Edited by hulksta on Monday 21st June 12:37
As they've said it's formal and could result in your dismissal, I'd confirm exactly what policy they're following and ask for a copy. You mention in your post with the agenda that there were informal discussions, so seems strange that they may have jumped straight to formal proceedings.
If you're a member of a union get in touch with them as soon as. You can ask for a short delay (5 working days) to a hearing to help organise representation. At the least you can get some proper, qualified advice.
If you're not in an union, the ACAS website is worth a read:
https://www.acas.org.uk/disciplinary-and-grievance...
If you're a member of a union get in touch with them as soon as. You can ask for a short delay (5 working days) to a hearing to help organise representation. At the least you can get some proper, qualified advice.
If you're not in an union, the ACAS website is worth a read:
https://www.acas.org.uk/disciplinary-and-grievance...
Mr E said:
Depends on the place and the cost. 3 months pay for someone you want rid of to leave rather than go through a formal dismissal process? Most places would consider that a bargain.
From what I have read, being somewhere less than 2 years, it is a cakewalk for dismissal. Not much employee can do about it.If I were a betting man OP, I'd say your days are numbered. You have one chance to point out that you've been harassed/discriminated against due to protected characteristic/whistleblowing. Choose your desired settlement and push for that from the word go.
You are new, your cards are marked and they want you out. You need to be more risky if paid a little/nothing than if you're paid a bit more to leave.
You are new, your cards are marked and they want you out. You need to be more risky if paid a little/nothing than if you're paid a bit more to leave.
Mr E said:
hulksta said:
Been there less than a year, 3 months will be laughed at.
Depends on the place and the cost. 3 months pay for someone you want rid of to leave rather than go through a formal dismissal process? Most places would consider that a bargain. Why would the company pay 3 months pay?
anxious_ant said:
The formal process for someone serving under 2 years would be fairly simple. It could be immediate dismissal or up to one month notice (rare).
Why would the company pay 3 months pay?
Agreement not to bring an unfair dismissal to an employment tribunal which would quickly cost the company £1000s in legal fees, even it is without merit?Why would the company pay 3 months pay?
vaud said:
anxious_ant said:
The formal process for someone serving under 2 years would be fairly simple. It could be immediate dismissal or up to one month notice (rare).
Why would the company pay 3 months pay?
Agreement not to bring an unfair dismissal to an employment tribunal which would quickly cost the company £1000s in legal fees, even it is without merit?Why would the company pay 3 months pay?
You can try the discrimination route but that could get costly.
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