Advice on probationary period as a Manager

Amsfeld

Hi everyone, just after some advice.

I'm a manager with one of the big food retailers (don't want to say which one at the moment just in case). I've tried to put in as much info as possible, but I don't want to make it too obvious just in case they read the boards.

Recently we've been doing some recruitment, and I'm having issues with one of the new starts. This is their 3rd week with the company. So far this week they have come in for the wrong shift twice, despite the fact that the rota has been up in the staff room since the day they started. They haven't missed a shift yet, but come in when they shouldn't have, and had to be sent home to come back when they are due in. It's probably just a matter of time now before they get the shift wrong and don't turn up at all.

Despite claiming to have used tills in previous jobs, their till is a constant mess, notes mixed together, a complete mess. So far there have been no till differences.

I have also had complaints from some of the other staff about him making them feel uncomfortable. Asking for staff discount, when not due it, and having been asking to be let of with a few pence if he is short with his shopping.

All of the above issues have been dealt with at the time - spoken to about the state of his till etc. It's still too early to say if it has completely fixed the issues though.

Finally the big ones! I'm not due to start until later on this afternoon, but have had a call from the store saying that he is claiming to be unable to work all of his shift today, as the last lift he can get home is at XXXX (due to finish 2.5 hrs later). Also he will not be able to work his full shift tomorrow as he cannot work more than 16 hrs per week for tax reasons. His rota has been available to him for 3 weeks, and he has not said anything about not being able to work, and this is the first time I have been told that he can't work more than 16 hrs. It was never mentioned in his interview.

Obviously I'm going to speak to him this afternoon, and I'll take advise from our HR department, but I just feel the need to vent. I'm the one who has been telling people to give him time to get settled, but I feel like I'm being taken for a mug now.

I intend to tell him to seriously think about his future with the company. He has his first 4 week review next week, and to be honest I have far more negative than positive things to tell him.

Just looking for any advice anyone can give on how to deal with the situation. I'm a bit too close to it just now, and too angry, but want to be fair.

What are your thoughts?

bluenoseam

Point out everything you have pointed out here as to why his probationary period will now be ending and his employment no longer continuing. He's incapable of following procedure on the tills, it's only a matter of time before this leads to a serious error, making colleagues uncomfortable, he's DICTATING TO YOU when he's working - those all point to the fact he simply doesn't want to be there, HR will possibly advise the course of action i mentioned, that's the sensible thing because ultimately there will be someone capable and willing to work to the company rules rather than their own beat.

InsideInsurance

Your HR department is the guidance that you need to take to ensure you stick within company policy for dealing with these kinds of issues.

Certainly in my day of being a team manager in call centres half the time it felt more like being a teacher than a team lead as at least 50% of my time was spent on "why are you late in?" "why you late back from break?", "Why didn't you come in yesterday?", "Why didn't you phone in sick?", "Why didn't you tell me earlier than 10 minutes after your shift started that you cant work today?", "Why aren't you wearing a shirt?", "Why are you wearing trainers?", "Why have you been drinking?", "Why are you going to the toilet every 15 minutes?", "Why are you saying your with your manager when I haven't seen you all day?"

I am sure 10 years later you can still see the outline of the brick wall on my forehead!

Personally, not turning up for a publicised shift or leaving before its end is being absent without leave and should be treated as gross misconduct.

Amsfeld

Thanks guys. That was my thinking, but I didn't want to take the risk of letting my being p****d off with him take over. For me it was more the shock of him thinking he can get away with it that is annoying me. To think how many people are desperate for jobs just now!

As far as I am concerned, if HR are ok with it, then that's him finished.

bluenoseam

I think the problem is that some people will naturally abuse any good will that people show them - for as much as my previous management team i got on with (ok, so most of the time) i still remembered they were the boss, so didn't really pull stuff like that! (except when i invoked the fact i didn't want to work Sundays - the only time i directly dictated to them my working conditions, which i was legally entitled to)

Hopefully HR set your mind at ease and when it comes to it you can deliver your managers role knowing that you've done your job properly - unlike the oik you've described here!

Emmzi

One of the biggest problems my rookie managers make is giving people second (third fourth) chances, going past the end of probation period, and then having to follow a long process to get rid.

I would always advise, if in doubt, get rid while it is simple, in the early stages. Mothers of the person your are letting go may not agree, but you need to do what is best for the business.

ohreally

Amsfeld wrote: »

Also he will not be able to work his full shift tomorrow as he cannot work more than 16 hrs per week for tax reasons.

What is his contracted hours - is he contracted 16 hrs or zero hrs?

CapJ

Given that you work for a big company I would seek advice from HR and follow to the letter. In your situation I don't suggest following advice on an internet forum. It is very important to get these things right. It is more than just about the law but also about your company's internal HR policies (which may give the worker more rights or have their own interpretation of laws and regulations).

If you can get the advice from HR in writing - even better.

Amsfeld

I spoke to HR yesterday to let them know the situation. To get rid of them, we need to sit down for a probationary review, which I have to give 48 hours notice for. Looks like I can't do anything for a few days yet. I'll just try too get them to quit in the mean time.

jc808

Emmzi wrote: »

One of the biggest problems my rookie managers make is giving people second (third fourth) chances, going past the end of probation period, and then having to follow a long process to get rid.

I would always advise, if in doubt, get rid while it is simple, in the early stages. Mothers of the person your are letting go may not agree, but you need to do what is best for the business.

Best advice here. Throw 'em out, while you can

DVardysShadow

Amsfeld wrote: »

I spoke to HR yesterday to let them know the situation. To get rid of them, we need to sit down for a probationary review, which I have to give 48 hours notice for. Looks like I can't do anything for a few days yet. I'll just try too get them to quit in the mean time.

Don't try to get him to quit - this is the kind of thing which back fires all too easily.

You need to discuss with this new start and lay your concerns on the table. You need to set expectations

• Pay attention to the rota
• Advise if unable to attend within 48 hours of the rota being posted
• No more un revealed issues like 16 hours/week restriction on hours
• No other issues to arise like 'staff discount'

set these expectations in writing too.

I note too what Emmzi says, but I think that the time to get rid would be at the next review if these expectations are not met or other issues crop up. It may be that this person does not have a very firm idea of expectations - but once they are made plain, he could be quite compliant.