Help please - performance review

Acc72

caevans wrote: »

He sits down with his direct boss to set weekly objectives but for whatever reason she does not give him feedback on how he is doing.

Ok, here are my thoughts .....

This is a cabability/performance meeting, and not a disciplinary meeting.

Your husband needs to attend with an open mind and to come across as being positive - i.e. he wants to do a good job etc. etc.

If he is set objectives, then they need to be reviewed.

How is he set objectives, and what are they - eg. is it to do job A by Thursday (did he do job A by Thursday ?) - if not, why not and why was this not addressed on Friday ?

Surely if he is doing something wrong, then he needs to be told - otherwise he will continue to do it incorrectly.

Also, if your husband is not sure of anything then he must ask his immediate boss.

It may be that his boss is getting stick for not doing a great job and they are trying to deflect this on to their staff (and it may not help if they see your husband "going behind their back" to speak with the director).

As he has been with his employer for over 12 months then he does receive some employment rights.

At the meeting, he needs to just listen to what is said and how it goes.

I get the impression that this is a small company? - do they have a HR department, proper procedures etc. ?

caevans

Thanks ACC72 that's incredibly helpful
He is set weekly objectives and as far as he is aware he is meeting those targets.
At the last meeting he raised the fact that he does not receive feedback but rather his direct boss complains to director and then a meeting is called (like this!). This has not changed since he raised this a couple of months ago...
It is a small company but one HR manager,but no other hr staff. She will be sitting in on meeting.
He has kept his feelings regarding his boss in terms of her bullying behaviour, but am guessing he really needs to raise awareness of her to HR? Would it look like retaliation though?
I don't want to come across like I think he is 100% innocent. I have outlined his difficulties already and am certain he will get on some people's nerves. However I do think his direct manager is being unreasonable in her demands.
I have no experience in this at all an am trying my hardest not to panic. I have been in the same job for 8 years without any issues so struggle to understand why he can't do the same :-(

caevans

Oh, and he has spoke out about how much he loves his job ( he doesnt really) and how he wants to do all he can to work with everyone and do a good job.
A senior colleague is going to sit in on meeting and advocate for him as she feels there is a bullying culture and thinks it all very unfair

Acc72

caevans wrote: »

He is set weekly objectives and as far as he is aware he is meeting those targets.

He has kept his feelings regarding his boss in terms of her bullying behaviour, but am guessing he really needs to raise awareness of her to HR? (

With regards to the first point, the meeting may be to give feedback - which may be good ?

On the second point, I would wait until the meeting first of all to see what happens.

The main thing is for him to understand where he is going wrong and how to correct it - this may mean additional training or support etc.

As he wants to keep his job, I would not go down the "boss is bullying me" route.

In the meantime he can continue to keep a personal record etc. but I would not even mention this at the meeting - he can keep that for a possible later date.

caevans

Thanks again, very helpful.
OH has asked director to outline issues so he can be prepared for meeting
He received notification via a formal letter. Is that standard or is could it be considered to be a written warning?

jfh7gwa

bargainbetty wrote: »

Without two years service, I don't think he has any coverage yet.

I do wish people wouldn't post such random rubbish. Are you referring to the qualifying period for the right to claim unfair dismissal? Even a total numpty knows it's one year's service if the employment commenced before 6 April 2012. Which, since the OP has pointed out, will be the case if he's already worked there for over a year. Every time I come onto this forum it seems people spout on about random employment protection now being two years or something.. without any real facts to hand or links that the OP can follow for more advice. I don't even work in HR, and I know about the change - it was flagged in the media for quite a while, and is usually clarified with one of the regular posters on threads like these. So I figure I should be that person in this case, even though my initial reaction is one of disbelief that people continually try to sound like a voice of authority when they seemingly have no clue about the topic at hand.

Acc72

caevans wrote: »

Thanks again, very helpful.
OH has asked director to outline issues so he can be prepared for meeting
He received notification via a formal letter. Is that standard or is could it be considered to be a written warning?

This is not a written warning.

Have you seen the letter ? - does it mention anything about disciplinary etc. ?

It may just be that following his appraisal (in writing) they are acting on the recommendations (in writing).

This is good - if they set him abjectives (in writing) then your husband needs to be sure that they are reviewed (in writing).

Who sent him the letter - was it his boss ? If so, why is he asking the Director to "outline the issues".

As I mentioned before, if it looks as though your husband keeps going behind his bosses back and running to the Director then this is only going to wind his boss up and make things worse.

caevans

I think its a weird set up. They both seem to communicate via the director and have done from the start. This is considered the norm, but to me is a an obvious sign that communication between OH and boss is not great though they do have weekly meetings. I think it's mostly via email so his boss wouldn't necessarily know when he has discussions with director?
It appears the letter was written by HR manager but signed and given to my husband by director. Director claimed he does not know what the issues are (though he signed the letter!)
The letter says that as you are aware we have concerns re performance, and then has a list of 4 areas where there is a shortfall. Looking online it's a basic capability template letter
No mention of disciplinary.
Am just so concerned as he genuinely feels he is doing as much as he can, which was exactly the same as his previous job. I believed his previous employer already had already made the decision re keeping him on prior to getting to this stage and am scared this employer will be the same. In previous job one of the many issues raised was that he sniffs a lot!!! He is either really unlucky with jobs, really useless or a combination of them both.......

caevans

Oh, also do you think it will be of benefit to have a senior colleague in to advocate?
I am kind of concerned that there may be repercussions for her, though I believe she is a pretty strong character, so not sure whether it's worth her being there and facing the potential wrath that will follow?

jc808

caevans wrote: »

He isn't lazy but a bit dopey at times and often inaccurate.

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