Employment Review

[hulksta]

Deleted

Edited by hulksta on Monday 21st June 12:34

[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.

Deleted

Edited by hulksta on Monday 21st June 12:34

[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

[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

[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?

[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.

[hulksta]

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 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.

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.
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).

[hulksta]

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.

Deleted

Edited by hulksta on Monday 21st June 12:35

[hulksta]

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.
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

[hulksta]

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.

Deleted

Edited by hulksta on Monday 21st June 12:36

[hulksta]

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.

Edited by hulksta on Monday 21st June 12:37

[hulksta]

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.

[hulksta]

Forgot to add a key point, I am allowed a union rep or collegue.

I am not a member of a union.

Anyone in the North West that is a rep who can help?

I have already sent a request on WRs.

[hulksta]

anxious_ant said:

There is no management time lol, standard template and process for this. Serve the notice (usually with minimum legal noticed period, I'd check contract to see if there is a clause for probation period notice) and ensure that all pay owed are processed. They will usually pro-rota any days in lieu or holiday not taken.

Yup. I have a 1 month notice.

[hulksta]

timeism0ney said:

Lots of great advice already but if you'd like to talk to someone before the meeting - I'm happy to help. I'm a manager and had two similar situations recently. One was a performance issue that couldn't be resolved in a reasonable timeframe through training etc - it resulted in the person being interviewed making a decision to leave. The other was anxiety-driven absences and poor reporting and we are working to turn it around. It can go both ways, generally, but you have to show what steps you will take in the future to get things right, and put effort into following through. Gathering evidence about what happened in the past is counterproductive and usually a waste of time.

Thank you. I will send you a PM shortly.

Edit: I can't send you a PM. How can I get in touch?

[hulksta]

ozzuk said:

Unions are like insurance, get it when you don't need it for when you do! As per insurance most will not help with existing issues even if you sign up on the spot. Won't hurt to ask, but I think that ship has sailed.

And to echo other comments, don't go in there looking to defend, they will likely just take view they are right, you are wrong, goodbye. Go in there with the attitude how can we work together to resolve this and move forward. Apologise for not understanding your manager's requirements (even if they are the problem you won't win), look for clarification. It sounds like you have a problem being managed, both by manager and someone who you may not formally report to but sounds obvious you've been asked to work under, this is a very common approach with small teams where someone will manage newcomers or other staff without being a full supervisor. You have no pushback against that.

Good luck!

Edited by ozzuk on Thursday 17th June 14:59

That is my plan. How can I change to show what the manager wants.
I also need a boat load of clarity.

[hulksta]

timeism0ney said:

How did it go, op?

As one would expect. Manager skirted any questions on what training provision and tools had had been provided to me to carry out my role. (Essentially an expert on twisting everything to make it solely all my fault. Not something only I have picked up, all other people under the manager have recognised it)

Anyways, I purposefully make this post 2 days into my new role which I was offered less than a week after I left on a much better salary. WFH for now and a hybrid format in the future once things open up.

[hulksta]

Pothole said:

All good, then. Use it as a lesson and keep your eyes open in this new role.

Absolutely. I will be raising anything I feel is inadequate with regards to training and provision of tools to carry out my role effectively.