Excellent CV that is why we hired you . I am sure you are capable of the role but are you happy ? Are you the right fit ?
If you say yes and cite some problem they say - but there are 2 sides to a coin . Tell me again are you the right fit ?
Called to be asked this but what does this really mean for an employee in probation roughly 2 months in with 4 months probation left
On probation, submitted informal behaviour concerns at work to manager who then rejected first and on follow up passed on to HR for grievance.
After 2 grievance meeting HR reached out and offered to check whether settlement agreement was something that I would like her to check.
Only 2 months in new job , subsequently to raising behaviour issues against a peer , my LM received multiple complaints against my management and leadership style in written. Put me on informal support improvement plan , forced me to reflect on unsubstantiated complaints which I through written evidence proved wrong.
The improvement plan has not gone in formal stage yet but am half way through the duration.
HR when offering settlement agreement suggested they could bring ahead formal probation review and gave me first deadline of next day and then 2 days
What do I do ? What should I agree for ?
Totally shocked at how things developed to this within barely 3 months in new job
Please advise constructively - any mean comments please avoid
I have joined a new company 2 months ago in second half of March 26 and still have 4 months left on probation.
Till about May 1st week there was no concern raised and while I was trying to reach to my manager to highlight some challenges there was no time he had for me. Suddenly out of no where a normal check in meeting turned into probation review after 1.5 month and I was told this can’t continue since colleagues are complaining against me . No examples no details and this was formally logged in HR system as probation review 1 . Then almost 25 days later probation review was scheduled ( prep ones based on HR advice due to seriousness of complaints against me) . A day before this he scheduled a 1:1 and told there are themes of behaviour complaints against me and mentioned he would share with me .I asked for specific examples and he mentioned he would give redacted version after confirmation.
30 mins Before the Second probation meeting , he shared redacted mails with no dates , subject and very subjective opinions. Only 3 instances had examples I could recollect which were also wrong and I have evidence for those . In one case I back tracked on my approach seeing the refusal from one of my team member.
Put into context , I manage a team of 6 with one reporting to me managing a further team of 4 .i am told the complaints against me are from my direct reporting team as well as my peers.The team who is now reporting to me were reporting to my manager before.
I had also reported a concerning bullying behaviour after my first probation review ( which I wanted to raise to my manager as challenges even before the probation review ) in mail which was outright rejected and then turned into grievance without letting me know in background. HR asked for 5 mins call and then when I gave the time , it surprisingly turned into a grievance hearing.
I made an informal reporting for behaviour against my peer in mail to my manager about his undermining , bullying behaviour and gave 3 examples as evidence . In one example , a decision was to be taken to include my team between me and my peer after discussion but he went ahead and did the change without asking me . There are similar examples where he brands things as failed discussion when I am already open to discussing.
The discussion is successful if the other person gets his/ her way - be it peer or my direct reportee.
Now in second probation review meeting I am put on informal PIP and my manager refuses to validate the complaints since these are wider and don’t come from one person.
What do I do ? Job market is tight and this was a promotion in terms of money for me so I don’t know what to do ? Is there a protection for me during probation? HR seems to not care and colluding with my manager.
As an example one of the allegation made by my direct reportee is I did not arrange 1:1 and am not doing anything for their well being except lip service.
This is incorrect , when I joined I spent 1.5 with almost all , sent an introductory mail from my side and asked each of them about their work , personal life , anything I can help with etc in mail and used that as a framework for that 1.5 hour meeting.
In cases where people asked for help like visa or weekly 1:1 , I worked on that and put those meetings in place. Further I made a placeholder slot for all to use if they wanted me for a 1:1
I had a weekly meeting with all where one of then questions I asked was how the were feeling ( red , amber , green) and I asked the reason for where it was red or amber and if needed had a follow up .
Now this is not covering any additional time I gave on need basis e.g. visa required organisational process. And weekly check-in with that employee
I also asked the via a form whether they wanted any more 1:1 scheduled in addition to this.
All of this is in written.I completely accept there would be cases where I am wrong but putting such details on my record is not helpful and I just want to request an objective review of complaints to come to a right SMART expected outcome