Help! Difficult situation

hollow_crown

Hey,

I started work for a company in April 2012 as Business Development Manager. I failed my first probation after 3 months (due to the role changing over to a more internal sales position) and I was rescheduled my probation review for the 28th September.

Yesterday (Friday 21st), I had my probation review again, even though it was a week early...

I was told that "This could go either of two ways, you either resign or we go through Head Office and it becomes more likely that you are fired". I was also told that it was unlikely they were going to replace me in my position and the role would most probably be removed. I have had NO warnings, disciplinary hearings or anything.

Now I don't know where I stand. I was told to make my decision within an hour of my review, and by today at the latest.

Where do I go from here? Is it easier for me simply to resign? This would mean no jobseekers and housing benefits whilst searching for a new job. Surely moving my probation early is also not permitted?

Any help is greatly appreciated.

Thanks

ohreally

You're not in a strong position, which I suspect you realise.

Try and agree a reference before exiting, at least then you can exert some influence over what they should disclose to future employers.

madvixen

What does your probationary contract state?

Sambucus_Nigra

madvixen wrote: »

What does your probationary contract state?

About what?

madvixen

Sambucus_Nigra wrote: »

About what?

About how your probation can be ended? Does it state that you will face disciplinary action if your results do not come up to scratch or that your contract will not be made permanent?

hollow_crown

madvixen wrote: »

What does your probationary contract state?

That I would be reviewed again on the 28/09/12 with signatures from both my manager and I. That is everything

madvixen

Ok.
1) Did you receive a full training plan? Was this followed through with the correct training/acompaniments?
2) Have you received any warnings that your performance was not up to scratch following your last probationary meeting?
3) What actions were agreed at your last meeting? Were these followed up on?
4) Have you had any performance reviews in the last 3 months?

hollow_crown

madvixen wrote: »

About how your probation can be ended? Does it state that you will face disciplinary action if your results do not come up to scratch or that your contract will not be made permanent?

No, nothing was written on the probationary letter other than new targets and what I need to improve upon. In my initial contract it reads "Initially there will be a 3-month probationary period. Throughout your probationary period you should review your progress frequently with your line manager and agree the level of completion of any objectives as appropriate. Your continued employment is subject to the completion of a satisfactory probationary period."

Sambucus_Nigra

madvixen wrote: »

About how your probation can be ended? Does it state that you will face disciplinary action if your results do not come up to scratch or that your contract will not be made permanent?

Completely irrelevant...

hollow_crown

madvixen wrote: »

Ok.
1) Did you receive a full training plan? Was this followed through with the correct training/acompaniments?
2) Have you received any warnings that your performance was not up to scratch following your last probationary meeting?
3) What actions were agreed at your last meeting? Were these followed up on?
4) Have you had any performance reviews in the last 3 months?

1) Yes, full training was given for the role.
2) No warnings at all. Had weekly reviews with my manager who said things were "getting better etc"
3) I was to hold weekly meetings with my line manager which were done.
4) No performance reviews at all.

I appreciate your help with all of this, thankyou

madvixen

Sambucus_Nigra wrote: »

Completely irrelevant...

Actually it isn't. By asking the question, I am trying to establish if the company has followed the procedures that it lays out in it's contracts. I recruit on probationary contracts frequently and they set out, very clearly what the trainee can expect in terms of training, what the business expectations of that trainee are in terms of performance and what the procedure would be should they not perform as required.