Employment query, getting through an induction period

chuckcork

Not a cycling topic, though if I don't keep in working I won't have the money to buy new kit!

I've started a job large health organisations facilities area, basically as an in-house architect. I qualified in Australia, which was one of the reasons I was hired apparently, but having been over in the UK for 10 years I'm not one here, nor have I been allowed to work at a professional architects level so my skills at some of the job running/management side of things is pretty rusty. I've done it all before, but a very long time ago in a place far away and on completely different project types under different rules, working for different firms dealing with quite different clients with far different needs and pressures on them.

So I'm now working completely outside my normal experience: a completely new set of different technical standards to the more general ones I'm used to, on what is a completely different project type; large groups of people to deal with on topics I don't understand and the politics surrounding their involvment; the usual working culture differences I'd expect to find anyway; tight deadlines that are already being overrun with budgets ditto; and having to question everything as to why it is the way it is (to develop my own understanding) because I know I can't take anything for granted and nothing is likely to be as straightforward as it looks.

In short I feel in the past month I've had a small mountain to climb!

I also had last week an initial interview with my boss as to how well she saw me doing, and as a heads up with a view towards how I would be appraised at the end of my 6 month induction. To summarise the result was along the lines of a D Minus! I don't see that if I continue that way that I'll be confirmed when that time is up, but with a second child on the way and a mortgage to pay I can't afford to screw up, and if I do I may as well give up on my profession because I'll not likely get a job at the level i want again.

Any suggestions on proceeding? Obviously I'm looking to address shortfalls in things I'm doing and on the professional side of things and trying to get a better handle on job running, but one thing that irked me in the interview was being told that unspecified other people there (who could be my coworkers, more senior staff, the client groups we deal with, or outside consultants) were querying whether I was up to the job in the first place, that I wasn't seen as being "professional", and that I was seen as "inexperienced".

In my own previous experience when people have said that they can be doing so with their own axes to grind and are using it as a way to deflect attention from their own shortcomings, or they may be saying that to get their own petty points against my boss (a rarity indeed, a black woman architect) but still pretty vicious comments to make when I've barely been in the job and have barely even started to demonstrate the capabilities I know I have, some simply because of the lack of time in the role to have been able to do so. Other capabilities might not be clear for other reasons like perception: asking detailed questions about a topic doesn't mean I nothing of it or that I like arguing: I might just be wanting comfirmation with having to assume something is the case, and trying to fully understand the issue by querying why anything is done the way it is.

My wifes suggestion has been to do a log of things, issues with co-workers or the boss maybe making a mess of things or leaving me in the dark and sabotaging me; where projects have gone wrong or where I'm making them go right, as a way of a balancing things out and which I could produce whe the 6 months is up (if necessary) as my own way of arguing back and possibly identifying any trends like bullying behaviour.

I have another talk schedule in 2 months again, so would like if anyone can provide it some suggestions.....top of the list is next time vague allegations are made I ask for them to be made specific or not be discussed at all.

TIA

chuckcork

Or in short if you know where I might be able to post such a query, I coudln't find any forums online.

Anonymous

Sounds like you are going through a tough time, good luck with everything, congratulations on bambino no. 2!

Is there any way you could speak to your supervision and ask them straight what they want you to do better and if they can offer any support to help you achieve that? Similarly with your co-workers, ask them.

Make a 'training diary' noting any efforts you have made and when you have asked for help record what, if any, is given. Seek feedback on your work as often as possible without mithering or seeming to not know what you are doing, this is a tough balancing act, you don't want to come over as lacking in confidence.

Is there any type of union you could join that could offer support and guidance?

Just a few ideas, seriously, good luck and keep us updated...

alfablue

I feel for you Chuckcork, joining a new organisation is difficult at any time, but there seem to be cultural differences (in the NHS) to get used to. I think the meeting was not handled well by the organisation, 1 month in is no time to make judgements about your performance, and the meeting should have been positive, even if identifying areas to work on. Unfortunately in the NHS (and probably many organisations), managers do not get to be managers usually through management skills, but because they have reached the upper levels of their particular speciality, and as a result, many don't have a clue how to manage people.

I too have come across the phenomenon where asking sensible questions is disliked by co-workers. They seem to think that you should hit the ground running and view this as a weakness (it is in fact, a great strength, if only everyone were so honest about things they don't understand). Asking less may placate them, but at the same time it means you will operate without all the information you would like. It's tricky.

I think the diary is an excellent idea, should you need to defend yourself at a later stage it could provide valuable evidence (and may be far more detailed than any evidence they would have). Of utmost importance is the need to collect data on what your employers do or do not do to facilitate your development or help with shortcomings. You are of course on a probationary period, and furthermore, you are not "employment protected" until 1 year is up, so they can dismiss you on zero grounds, but in practice, HR (in the NHS) would probably still go through the motions whereby they would have to demonstrate grounds on the basis of competence, and to dismiss on those grounds they would normally (after 1 year) have to show that they had offered the necessary advice and training to demonstrate you had failed to benefit from this.

This may feel like a rocky start, but often, as people get used to you, and you become part of the furniture, these things often subside. You are currently an outsider, and people resent outsiders. The key in my view, is to build the bridges so that you become accepted. I am sure you are trying your hardest to do this, and it ain't easy, and the blow to your confidence this interview may have struck will not help either.

I am sorry if the above is not much help, I just wanted to add my thoughts by way of empathy and solidarity - I have been there myself in the NHS - I kept my job, and that is now 20 years ago and I am like a well worn armchair now!

chuckcork

NapoleonD wrote:

Sounds like you are going through a tough time, good luck with everything, congratulations on bambino no. 2! [/quote[

Thanks for the reply and can I say your telling me! Whats that about the most stressful things you can go through in life? At the moment I'm dealing with 5 out of 10, I'm doing pretty well at not cracking up.

Is there any way you could speak to your supervision and ask them straight what they want you to do better and if they can offer any support to help you achieve that? Similarly with your co-workers, ask them.

Feedback was a bit vague from the boss, along the lines of you should know all this. One of my cooworkers started at the same time as me, is two grades above me, and is fully fledged highly experienced Project Manager. I'm quite chatty with her (apparently we've bonded, but its OK my wife knows), she has offered to give me advice if I need it, has passed to me some of her books (brilliant books BTW) and I'm querying her about how I should approach things like turning around my negative review and perceptions about me.

Make a 'training diary' noting any efforts you have made and when you have asked for help record what, if any, is given. Seek feedback on your work as often as possible without mithering or seeming to not know what you are doing, this is a tough balancing act, you don't want to come over as lacking in confidence.

Writing up such a diary right now, may as well have it to get my head straight as to where I'm going right or wrong and then deal with it. Noone else can really do that for me I think. I'm doing so under headings of Achievements and Setbacks, and recording under the latter how I might improve my performance or mitigate problems.

If I'm also finding that I'm repeatedly getting negtaive comments that is unsubstatiated, or am finding my efforts sabotaged or undermined then I'll have ammunition to fire back.

Getting feedback is a tough one, I've already said to the boss in the hearing of my knowledgeable co-worker (and noone else) that I'll have to be not asking too many questions and particularly from the wrong people, I just end up looking like I don't know what I'm doing otherwise and as you say lacking in confidence. I've always seen confidence as the trick with a lot of things, but get told your cr@p and everyone thinks so often enough though and the once bitten thing comes into play and I start to be defensive which doesn't help at all. I'll be trying that feedback thing though, just have to judge the right time and work out the correct approach.

Is there any type of union you could join that could offer support and guidance?

Not sure, an online search brings up Prospect but I've never heard of any Architects who were a member of a Union. As I'm on probation as well would they practically be able to help?

Just a few ideas, seriously, good luck and keep us updated...

Thanks.

mmitchell88

chuckcork wrote:

My wifes suggestion has been to do a log of things, issues with co-workers or the boss maybe making a mess of things or leaving me in the dark and sabotaging me; where projects have gone wrong or where I'm making them go right, as a way of a balancing things out and which I could produce whe the 6 months is up (if necessary) as my own way of arguing back and possibly identifying any trends like bullying behaviour.

I think this is an excellent suggestion. There are a number of reasons why this is a good idea.

First, when it comes to any follow-up discussion, it means you will be well-prepared. The last thing you want is to leave the meeting room following your chat with the boss and then think 'if only I'd reminded him/her about that'. It's a bit of a pain to create a log and record everything in detail, but I'd strongly suggest doing it.

Secondly, a little of my own experience. I was made redundant at the start of April. Reasonable package, etc, but it was necessary to use solicitors during the process. Now, if for whatever reason you find yourself on the receiving end of a restructuring which was carried out unfairly, you want to have all the relevant information to hand. And if you can simply pull your diary out of your briefcase, you're armed and ready to go. Your case is slightly complicated in that you're still within the probationary period, but you lose nothing by keeping a log of what's going on.

Oh yes, and don't forget to take it home with you every night!

chuckcork

mmitchell88 wrote:

Secondly, a little of my own experience. I was made redundant at the start of April. Reasonable package, etc, but it was necessary to use solicitors during the process. Now, if for whatever reason you find yourself on the receiving end of a restructuring which was carried out unfairly, you want to have all the relevant information to hand. And if you can simply pull your diary out of your briefcase, you're armed and ready to go. Your case is slightly complicated in that you're still within the probationary period, but you lose nothing by keeping a log of what's going on.

Oh yes, and don't forget to take it home with you every night!

Last place I was in had such a "restructuring", 2 staff were let go after reviews that we were told were to establish what we did and where we fitted into the company for the benefit of the business manager, but which were in reality performance appraisals designed to get rid of people. Window dressing for the most part, carried out by a right arrogant c*nt of a man who used other peoples attitudes towards you to attack you, bullying behaviour really given its near impossible to defend yourself against such an approach.

As to taking it home, I'd never have it on my PC at work unless it was password protected, and will be typing it up at home in any case. It certainly will NOT be emailed to anyone anywhere, I don't trust that it won't be monitored or go outside my control.

guinea

I'd do a few things immediately.

1. Establish a weekly or fortnightly routine meeting with your boss. This should always happen in good times or bad. If your boss is reluctant then do it by email, but you are definitely entitled to face to face meetings.

2. List all your managers concerns and your task list. At the end of every meeting with your boss run through the list. Seek feedback and show off your successes.

3. Act on feedback.

4. Keep your head down, look at the relationships in the office. See how much of each others time people use up. Who is high maintenance, who does well etc... See where you fit in. Some managers and staff hate helping others, especially as you progress the management tree.

5. Before you ask a question ask yourself if you already know the answer. If you are just looking for confirmation button it. You're paid to make desicions. Make them.

If you do these you are doing you manager's work for them. They should be doing this but most can't be bothered. You are spoon feeding them and they will appreciate it. If you do what's asked and seen to be pro-active no governmental organisation will be able to get rid of you.

I would join a union.

chuckcork

Guinea, good suggestions! A lot of other things in play and issues with the boss and her approach to things and attitude (everthing is easy when you know how, she knows and I don't so why aren't I finding things easy?) but worth considering and implementing, problem might be getting my boss to agree to anything, she's running at 150% capacity at the moment.

At least on the good side it means she too busy to micromanage me.

Stone Glider

No one enjoys an unhappy appraisal and I surmise, it was something of a shock to you. There are some positives that you can take from it though.

Firstly, you have plenty of time to set about rectification; imagine if that meeting had taken place after five months?

Second, NHS is unionised, join. If it gets messy they will be useful for all the procedural stuff.

Third, your manager is busy, good. Demand time of her, as advised elsewhere; it will give her a chance to know you better, as a person, not a problem.

Cultural differences should not be underestimated, NHS will have it's own magic formula for how things work and it must take time for you to "learn the ropes". Try not to let this experience make you defensive, not easy I know, but a relaxed and confident CC will be percieved as doing a better job. New faces often have a rough patch whilst people get accustomed to you being in the environs.

I am sure that anyone willing to quote the immortal A B Paterson should be able to demonstrate their worth within the timescale.

Stone Glider

By way of a ps...

You mentioned your different professional experience to date as if it was causing you a problem. Perhaps there will be an opportunity to demonstrate that the breadth of your knowledge provides a useful resource for the team?

A short anecdote about unoin membership. After another reorganisation, we had the privilege of being addressed by the new Regional Director who proceeded to inform us that, in his opinion, professional status was incompatable with union membership. Those of us who were members made sure our subs were up to date. :P A few months later we were advised of the instant dismissal of said RD, cue much amusement at the passing of a much loathed/loved colleague. Later still I was privileged to discover that the exRD had availed himself of the services of my union to negotiate severance terms to reflect the unlawful actions of his previous employers.

Best of luck.

chuckcork

Funny that. One place I worked in Queensland Public Works, the Union rep showed up, walked into an office, went whoops! I can't be here and walked out. It was of course the Managers office, and the rep wouldn't talk to the bosses, only staff, that being the mindset.

Only problem was, only 2 of the staff were in the Union, the Manager and his direct subordinate the Regional Architect, neither of whom were impressed with this...

Cultural differences should not be underestimated, NHS will have it's own magic formula for how things work and it must take time for you to "learn the ropes". Try not to let this experience make you defensive, not easy I know, but a relaxed and confident CC will be percieved as doing a better job. New faces often have a rough patch whilst people get accustomed to you being in the environs.

Feeling defensive but trying not to be, very hard whenI know I have to defend my position as well as advance it. Everyone else (bar 1) has been there 3 years plus so already know what they are doing, who to talk to, how things are run and so on, as the "new boy" I've already had it intimated to me by one of the contractors we deal with "new boy, gets the sh!t job", but not tried to take it personally and see it from a wider and professional perspective. Pity I'm not getting credit for that that though, have to read the section of the book I'm on "project management demsytified" about blowing your trumpet etc.

One benefit of starting to document things is its making the positive's and ways of improving things clearer to me, hopefully this will do the trick otherwise I might be joining the Union very shortly.

Cheers.

dilemna

Presumably you were taken on because they want you there?! Your post sounds as if the contrary is the case. Being new to a role they should provide you with adequate training and support otherwise how are you supposed to reach the standard required of you? Do you have clear objectives to fulfil to complete your probationary period? If so concentrate on satisfying these. Keep your head down and don't get drawn into petty political battles. As previously stated try and work out those in your department who are friend ot faux, the balance of powers and those with self interests as quickly as possible.

I sympathise very much with your situation having left the civil service about 5 years ago following 8 years service following a protracted and unpleasant battle with line management in my department attempting to get rid of established employees so they could take on agency staff to save on costs. The management couldn't be trusted to sit the right way on a toilet. There were too many obnoxious little Mussolinis and precious few established troops who carried out the majority of work on the department. A few of my colleagues just left as they couldn't take any more as management were making our lives miserable. It was demoralising losing experienced colleagues who were replaced with itinerant agency people who I’m sure were picked up off the streets. God knows how most got security clearance! Definitely join a Onion if you can. Even if as in my experience their effectiveness is mixed they can at least be present at meetings if you request them. You will certainly do a lot better than on your own. My onion rep wasn't very good but I just used her as a witness to take minutes and to let management know I wasn't a push over who would be shafted. In the end I negotiated a very satisfactory deal to leave the dump which was such a relief when I left for the last time. I got a local employment solicitor to advise in the final stages of the deal. Anyway you've just started there so you want to stay and presumably they want you to stay. Just concentrate on what they want from you to pass your probationary period and get through that. Treat everything else as secondary until you do. And as has been stated above keep a daily diary and don't leave it unattended and take it home with you every night.

You must have something they want or they wouldn’t have taken you on.

Good luck.

chuckcork

dilemna wrote:

You must have something they want or they wouldn’t have taken you on.

Thats the worry, they're saying they're not seeing it (my boss is anyway), even something silly as being criticised for not presenting 1:50 scale drawings which my boss would expect of me, when I explained that I wasn't doing so because I thought it was a waste of time as the design was constantly changing with the client I copped a lecture on time management! Guess though what I'd been told in my last 8, thats Eight years of working for architects not to do, and for reasons that I explained to her? Exactly what she was expecting and basically instructing me to do thats what.

Guess which went down recorded in the notes she was making though?

I think there is a core problem that shes a high functioning individual, capable of doing a great range of things well and instantly, whereas I'm a normal person trying to understand what to do, not make mistakes and tying to cover a lot of unfamiliar ground.

We've had other discussions, each has gone along the lines "You should have known that" because she would have and another (American, also recently joined and also high functioning) member of staff (apparently) had no problems with whatever the topic was.

Seems I'm being put in a difficult position even without wanting to be, no wonder it took them 6 months and 2 seperate attempts to employ someone before they even got me, no one else was close to good enough, while the pay was poor for what they do want so no one at the level they apparently wanted applied.

Might need luck, daily diary will help though.

I recall another work colleague who had also the same campaign of wispers about him (he was my direct supervisor) I'm pretty sure he though I was one of those doing so (I had issues with him but it wasn't me) so I'm starting to think I know how he felt, given his superior, our Director, also a High Functioning Individual, was also giving him grief for any and everything as well.

I might also have to consider strategies for dealing with such, the politics of working in a large organisation where people try and undermine others indirectly (my boss via me) can be nasty.

workhard

some sound advice above...

I'm a senior manager. I'm a member of a Trade Union. You never know when you might need some help from better informed 'friends'.

You are perfectly entitled to ask said boss "What support and assistance are you and the organisation going to offer me to overcome the shortcomings you have identified?" Get a set of clear SMART induction objectives set and agreed, i.e. not imposed on you, and recorded and work out what support you'll need to to achieve them then ask for it.

Induction is a two way street. Any sensible employer wants good people to succeed and should will be willing to invest in your success. In whose interest is it for you to be out on your arse at the end of six months? That is a loose loose situation if ever O heard one. Learning culture aka 'the way we do things round here' is always the biggest challenge for anyone working in a new industry or sector. Learning curves are steep and different people climb them at different speeds but nearly everyone gets there in the end.

Stop worrying about failure (target fixation "look at the tree hit the tree") identify what the boss wants, what their hot buttons are, and work towards delivering and declaring success against them.

nwallace

Can't really add to the above,

Seems they are being pretty unreasonable, You should know if you aren't meeting expectations as and when issues arrise not at something that appears to be an appraisal.
And they have employed you knowing that you have a mountain to climb, so to then turn round and tell you that you are not up to speed after a month.

Things I have discovered while working in ther NHS is:
They can't terminate a contract becasue the employee can't do their job, they have to provide appropriate training to attempt to get you up to the expected standard and then prove that you can't do the job, the procedure has a name but can't remember it.

And if someone is on a temporary contract and that contract is not extended at the end of it then they can't employ someone into the same post for another 6 months (an ending temporary contract is effectivley redundancy, so employing someone else proves it wasn't redundancy)

chuckcork

nwallace wrote:

Seems they are being pretty unreasonable, You should know if you aren't meeting expectations as and when issues arrise not at something that appears to be an appraisal.
And they have employed you knowing that you have a mountain to climb, so to then turn round and tell you that you are not up to speed after a month.

My bosses argument seems to be repeatedly that having been the in the UK long enough, and having qualified in my own country, it should be a level plateau and well within my competence. She's said she's been suprised several times because of what I was showing in my folio....that the contents of a folio are finished work at the end of a process, not indicative of how long it took or how difficult it was to get there hasn't quite occured to her. Makes me wonder if she has ever had to work at that elevl herself or if she has for the most part been a manager who has simply been able to get someone else to everything?

Things I have discovered while working in ther NHS is:
They can't terminate a contract becasue the employee can't do their job, they have to provide appropriate training to attempt to get you up to the expected standard and then prove that you can't do the job, the procedure has a name but can't remember it.

During the induction period you would think so, from the meeting I had the approach seems to tell me to go off and find out, I am after all supposed to be a self-motivated professional who can use his own initiative. Partly true but a bit hard to correct issues that are vague or which I know 90% about but am falling down on the other 10%. Even then it could be just perception as well, I already think she simplifies heaviliy how much of a struggle others have with things.

And if someone is on a temporary contract and that contract is not extended at the end of it then they can't employ someone into the same post for another 6 months (an ending temporary contract is effectivley redundancy, so employing someone else proves it wasn't redundancy)

Not a temporary position but a permanent one with a 6 month induction period after which I can find my position ended.

chuckcork

workhard wrote:

some sound advice above...

I'm a senior manager. I'm a member of a Trade Union. You never know when you might need some help from better informed 'friends'.

You are perfectly entitled to ask said boss "What support and assistance are you and the organisation going to offer me to overcome the shortcomings you have identified?" Get a set of clear SMART induction objectives set and agreed, i.e. not imposed on you, and recorded and work out what support you'll need to to achieve them then ask for it.

Induction is a two way street. Any sensible employer wants good people to succeed and should will be willing to invest in your success. In whose interest is it for you to be out on your ars* at the end of six months? That is a loose loose situation if ever O heard one. Learning culture aka 'the way we do things round here' is always the biggest challenge for anyone working in a new industry or sector. Learning curves are steep and different people climb them at different speeds but nearly everyone gets there in the end.

Stop worrying about failure (target fixation "look at the tree hit the tree") identify what the boss wants, what their hot buttons are, and work towards delivering and declaring success against them.

Thanks for that. Could you advise which Union is there for Architects/technicians etc?

As for the last, my Motorcycle instructor used to have the saying "Look down, go down", which is actually in the case of motorcycling rather true. In my own case I'm quite aware such an approach can happen as well, has it happen to me before, got so much negative feedback in one job I basically gave up trying and in the end left that firm, to do better, more interesting things that were actually far closer to what I wanted to do and which I hadn't actually been allowed to do in the firm I'd just left. as it turned out. in the current job market that isn't however much of an option unless I want to flip burgers or queue for a job driving buses (nothing against bus drivers, but I'd rather drive an architectural project, thats what I'm more interested in. Pity the jobs market is collapsing.)

chuckcork

Hmm, still getting continuous low level dismissal of my work, reference for example to how much better someone else is at doing things that I've been doing for 14 years and at a fairly high and consistent level, and used as a reason for taking software that I have that I'm more than capable of using off my PC, that I need to work with my colleagues and for the work that is part of my job description, for someone else to have, a person who hardly uses it and has only used once, and that apparently doesn't even like doing the 3D work that my boss said she is actually really very good at. And thats after I've been told how fast the other person is at CAD, when I'm pretty fast myself but have barely been able to demonstrate such.

Now thinking the D Minus that I was given and the write up that I foolishly signed has been created as ammunition to use against me when the 6 month confirmation revue comes up. :?

So, anyone know who much of a payout I could get for such low-level bullying behaviour if I'm not confirmed in my position after the 6 months? Any employment lawyers here?

Enough to buy a top of the line bike and take a year off cycling?

(I'm told I can turn any conversation towards cycling :P )

chuckcork

Unfortunately the "join a union" seems to be negative. While Unison is there and has an office in the hospital I'd rather be in a professional union. Prospect has however blown me off. I don't doubt they wonder why they find it hard to get new members? May join the queue with the nurses etc yet.

Other than that starting to think that while I need a job (married, pregnant wife, 1 child anyway, mortgage on house I can't rent until next year for tax reasons) I could do without the grief.

My boss today, not telling me to crack on with something (I have 4 projects I'm involved with, 2 on tight timelines) but tells me that some of the directors are asking where the working drawings are, and she can't cover for me anymore. I don't doubt that people who would want to see working drawings exist, I doubt however they are asking where they are, so in effect I'm being bullied by my boss who of course isn't asking me to do anything....some other unnamed person is instead unhappy with me. who I can't reply to. Kind of like, no, exactly like, a schoolyard bully saying "everyone thinks your fat".

I'm losing confidence in and respect for my boss the more she does this, so think I'll have a chat in 2 weeks with the 2nd person at my employment interview who I was told by my boss is quite concerned as to my progress and the quality of my work (I don't believe this is true anymore). It will give me a chance to establish a pattern of behaviour on my bosses part and for me to demonstrate progress and competence....either that or I join the Union and have a chat with the rep and keep y head down until something happens.

Special K

Not sure you are being bullied, but you are being sloppily and badly managed. If one of my team was pulling a stunt like this with a new hire they would get some "strong feedback", shall we say.

If what you are saying is true, then your boss is obviously not being professional. Sadly, this IS your problem and you DO need to follow the excellent advice you've been given here: it is practical and well-thought out so think carefully before rejecting it.

It sounds like you are person who needs affirmation from those around you - no big problem with that. But do something proactive with that, i.e. don't wait two weeks to chat to the other person in your review. Go and speak to them right now if you can (why wait?). Track your progress DAILY if necessary.

Your boss: She's clearly an idiot. But she is your boss, and you are going to have to take the initiative and help her manage you better. So tomorrow morning do the following or the rest or your employment will play out like a long goodbye:

- Get the SMART objectives other posters have suggested. Manage to them closely and don't let it get personal. Log everything that is relative to your performance: save the bullying stuff for the diary. Challenge all qualitive criticism and ask for ideal examples.
- Challenge the stuff like the software issue: if necessary make a case for installing it as though you had never had it. Escalate if necessary, citing value for money etc.
- Don't get distracted by the union stuff yet, just do all the other great suggestions and keep track of it, and then when the time comes you'll have soemthing that a union or tribunal can use. By all means keep a diary but use it to record the absurd and "soft" issues, this will only be useful for your sanity or for an unfair dismisal case. Use objectives and issues tracking on a formal basis to record everything else. In the meantime, unions are not the answer: don't rely on them to be the bigger older brother that makes the bully go away.
- Make a 1 week, 1 month, 3 month plan and agree it with your boss and her boss.
- Look your boss in the eye and know that she is a person who makes mistakes, maybe isn't trained enough, under pressure (perceived or otherwise) and most importantly that whatever her problem is experience tells me that somewhere, someone who is isn't paid to put up with it, is sick of her sh1t.

:arrow: Now get your sh1t together and fight for your job.
:arrow:

nolf

Wot e' said.

chuckcork

All good advice, but now things have come to a head. Having been taken to task for issues on Friday that are not only minor, but inconseqential, irrelevant, explained at the time etc, I had my head bitten off by the boss for daring to say something at a meeting (left everyone slightly stunned I think, left me just feeling angry), and then had her flip-flop on a design issue, in the end telling me to do what I had intended to do in the first place but was being instructed not to, to "save money", but like I was an idiot who didn't understand the issue or design point. When I wanted it in the first place?

And this morning found an email in my inbox asking me to explain again what I had already explained on Friday, a mere 5-6 weeks after I had done what to me was perfectly reasonable, i.e. accessed files to view information relating to my role, and which if I didn't have would affect my performance and ability to deliver.

Now having made a direct complaint to the HR department and asking them to take action, and giving a long list of reasons why, I get back "equally she has concerns about your performance"!!!! Concerns like, I got a colleague set up for access to our M Drive? I viewed a "secure" (I use the term advisedly) document? I was looking at record drawings in a fire safe so I could do my job?

I've now asked for specifics ahead of a meeting, I've had enough of the generalities that get thrown at me offhand with an "explain yourself" attached, particularly when those generalities are lies.

Guess on the downside I'll have more time with the child, if not a job. Time for cycling won't come into it, won't be able to afford to, other than canal path rides with the bubs.

Memo to self: don't work for the Public Service. Been there before, done that, left and didn't want to go back. :?

mmitchell88

Really sorry to hear how things are going - this sounds like it's going to be a big PITA while it trundles along. However, if HR are coming back to you with the fact that your boss also has 'concerns', you at least know this has been escalated to a level where you've got to keep it nice and professional. Document what you can, keep everything up to date, and if it ever goes to tribunal you've at least got a starting point. Keep records, maintain your own credibility as a witness to your own treatment, and keep us posted.

Good luck.

-spider-

Best of luck, there is nothing worse than having a boss that just doesn't like you. I had one of these once - life was hell until I sorted it out.

Here are some links that might help;

http://www.hrzone.co.uk/anyanswers/all

http://www.acas.org.uk/index.aspx?articleid=1461

http://www.berr.gov.uk/whatwedo/employment/index.html

Public Sector trade unions can be a pain - but it might be worthwhile joining one to help you on this.

Also keep posting here if you want. It can feel lonely and just putting your thoughts on paper (or computer) will help. Some good comments above - glad we're amongst friends here.

Anonymous

Once again, good luck with everything mate!

Stone Glider

Sorry to find you are still having grief CC. It does seem that you are in "personal" rather than "professional" clash. If the relationship with your boss has not improved by now then it is best that the whole thing be dealt with at a formal level with HR, etc.

It is sad when a matter of personal chemistry can be so destructive for all involved. Best bet is to keep it strictly "through channels".

Good luck, there is nothing wrong with cycling on canal paths, very relaxing; apart from watching to make sure "the bubs" don't fall in the water.

chuckcork

Well thanks all for the support, its great to have it but unfortunately now canalside paths and potty training are going to be key features of my schedule, the sitdown with my now former boss and HR not having gone well. I really should disconnect my PC from the wall when I'm angry, I'm a "wear my heart on the sleeve" kind of person and combining that with passive/aggressive tendencies really doesn't work :?

I think in the end, big personality clash, with a mismatch between abilities, expectations and what I was producing in my short time there not being (apparently) what the boss wanted to see, though realistically if I'd had the time it wouldn't have been a problem, and a culture issue where I'm used to working in firms where e want to be productive and not a PS culture that emphasises procedure above all else.

Oh, and finding out that a previous employers reference apparently wasn't quite as good as I thought so I was on the back foot without knowing it before I even started. Only take a few years to get my credibility back again.

Memo to self: Don't work for the Public Service again.

CHRISNOIR

Blimey, sounds like you're having a nightmare - horrible time to be having employment problems (although when isn't?).

chuckcork wrote:

I really should disconnect my PC from the wall when I'm angry...

Nah, there's nothing more frustrating than being trapped in a job you increasingly hate. It's completely understandable. Not much practical advice I can add that hasn't been said before but really hope things work out for you - keep us posted!

chuckcork

Chris, Nightmare is over, they offered me the option of resigning and not working out my time while being paid for it.

Problem is that I actually enjoyed the work, it was quite challenging, but I was being given targets I just couldn't meet and was required to meet a level of quality that I was in the end thought not able to achieve (I was more or less accused of plagarism in my folio by my boss). I also don't deal well with frustration as I'm not a patient person, and bureaucracy drives me nuts. Having to work in a bureaucracy where nothing can be done without the correct forms filled in and a wait of 2 weeks for action (my first challenge was to manage my own IT requirements while being pressured by my boss to get to work!) it was never not going to work.

Looks like daddy daycare is on the cards for the next few months.

mmitchell88

chuckcork wrote:

Chris, Nightmare is over, they offered me the option of resigning and not working out my time while being paid for it.

Problem is that I actually enjoyed the work, it was quite challenging, but I was being given targets I just couldn't meet and was required to meet a level of quality that I was in the end thought not able to achieve (I was more or less accused of plagarism in my folio by my boss). I also don't deal well with frustration as I'm not a patient person, and bureaucracy drives me nuts. Having to work in a bureaucracy where nothing can be done without the correct forms filled in and a wait of 2 weeks for action (my first challenge was to manage my own IT requirements while being pressured by my boss to get to work!) it was never not going to work.

Looks like daddy daycare is on the cards for the next few months.

That sounds like it's going to bring some relief for you - it would for me. Take care at this point, however regarding the terms of your resignation. Are you signing a compromise agreement? Are they going to provide you a reference? Are you able to have an employment lawyer look over the terms? You're nearly at the finish line, but there might be a bit more for you to do just yet (if only to smooth the path to your next employment).