'Chat' about performance-First step to redundancy?

Jarndyce

buel wrote: »

Sorry for that, i've tried to keep one log in for me and one log in for friend's problems/queries and i've muddled them up lately, sorry again.

Yes, that makes sense- should i write to my employer asking at what point it would stop being relevant for redundancy purposes?

Also, Whitelabel, please may i ask if the situation where you had to use performance to help make someone redundant was really that the company 'didn't want' that employee there?

I can't see the point in writing if there is no redundancy process currently under way. Doesn't matter - if they want to get rid of you they will construct criteria that will allow them to do so.

buel

I see what you mean but i haven't had a day off sick in 3 years and i do more overtime than anyone on my section. It's difficult to imagine what other criteria they could use, you see.

Acc72

buel wrote: »

I see what you mean but i haven't had a day off sick in 3 years and i do more overtime than anyone on my section. It's difficult to imagine what other criteria they could use, you see.

So why put the idea in their head ?

As said previously, if they wanted to lose you specifically then I am sure that they would arrange the criteria to facilitate this.

I am sure that you are worrying unnecessarily.

buel

Thank you for your help.
Im sure i am not.

Yorkie1

Irrespective of whether or not there is validity in your concern, the point that other posters are trying to make, is that by writing the letter you only raise your head above the parapet and put ideas in their minds. And even if they gave you some reassurance there is no way of confirming whether they went back on their word subsequently. So it is a pointless exercise which might even damage your chances.

whitelabel

buel wrote: »

Sorry for that, i've tried to keep one log in for me and one log in for friend's problems/queries and i've muddled them up lately, sorry again.

Yes, that makes sense- should i write to my employer asking at what point it would stop being relevant for redundancy purposes?

Also, Whitelabel, please may i ask if the situation where you had to use performance to help make someone redundant was really that the company 'didn't want' that employee there?

It wasnt to make them redundant, it was to sack them, but you have to have just cause you cant just get rid of some one employed over 12 months.
They were constantly late, low performance, "sickness" that followed facebook reported nights out during the week etc
so by performance managing them, you set targets, document every little thing and meeting, like lateness (there was a lateness policy already in place but now it was being strictly enforced [for everyone]) , setting targets and monitoring it against output on a regular basis.
not pleasant, but they were a drain on the rest of the team and the company.