Grievance procedure.

the_gardener

A manager has started at work who has been in his current role for around 14 months.Recently my team had a meeting with him about staffing in our team because someone is moving to another department.He confirmed we were getting another employee so we though great.

The meeting got onto another couple of points and this resulted him in then telling me that i was miserable and negative in front of the other staff.He did say one other negative point to another but nothing as personal that was degrading.

I have been at the company for over ten years, had two successful personal development reviews every year, been put on team leaders courses, connected with volunteers and even had my supervisor comment on what i bring to the team with regards to communication and team involvement.
This boss i speak to for about a minute every other day in passing and not spent more than 5 minutes with him in one day.How he can judge my personality when he does not know me i do not know.

Does anyone think i could go to HR and complain about his actions especially his character assassination when he does not even know me.The manager is well known to HR and he has not even been there 2 minutes.

getmore4less

What do the other staff think?

If they know it is nonsence then I would leave it.

It may be the other staff have made comments.

the_gardener

I was thinking that other staff may have said something.I do not get on with another manager after i was passed over for promotion for someone with less experience than myself.
I could ask to see if there are comments written about me in paperwork i.e. review papers, if i were able to see them.
I

Tigsteroonie

the_gardener wrote: »

I could ask to see if there are comments written about me in paperwork i.e. review papers, if i were able to see them.

You can put in a Subject Access Request under GDPR to see your personal records. However if you have been there ten years, there will be a substantial record, so you would be best to 'filter' what you would be looking for - e.g. emails and documents, from a handful of named individuals, over the last three years.

I'm going down this line shortly, as I am in a similar situation as regards an apparent negative reputation held by people who are surprisingly new to the company. I'm just waiting another couple of months for our end-of-year review documentation to be filed first!

the_gardener

Tigsteroonie wrote: »

You can put in a Subject Access Request under GDPR to see your personal records. However if you have been there ten years, there will be a substantial record, so you would be best to 'filter' what you would be looking for - e.g. emails and documents, from a handful of named individuals, over the last three years.

I'm going down this line shortly, as I am in a similar situation as regards an apparent negative reputation held by people who are surprisingly new to the company. I'm just waiting another couple of months for our end-of-year review documentation to be filed first!

Thanks, i will go down this route. There would only be three people in the loop whose documents they would need to read.If there is nothing in these documents i will ask for a meeting with him to discuss why he has said these remarks.

pinkshoes

I would email this manager and say that you were rather taken aback by his comments at the meeting, calling you negative and miserable, and that you would like him to provide evidence to back up his claim. Tell him you found it very unprofessional, and that if he had an issue with you, he should have discussed it with you on a one to one basis.

Copy in his manager or HR into the email.

If he cannot provide evidence, I would be wanting a written apology .

elsien

Is it possible that at times you do come across as being negative? The person in meetings who when new things are suggested says "yes, but..."
That doesn't mean that all the other things you've said about your performances and skills aren't true, but sometimes how things are phrased can give a negative impression. What were the couple of points that led to his comment and how did you respond to them?

I do think you're stretching a point to call it character assassination. Not well handled perhaps, but your reaction does seem disproportionate for a one off comment.

the_gardener

The other points brought up were in no significance to what he said, they were about operational matters.
When new things are brought up i do converse but not negatively as being in the job fourteen years, I do have a good grasp in my profession in what works and what does not. That is not being big headed but honest.

gettingtheresometime

I would be tempted to do what pinkshoes suggested, though I would just mention that I was taken aback by the comments & would look forward to discussing with him privately.

My personal opinion is to raise this formally would be to inflame the situation.

theoretica

I too would raise the issue informally first - with my own manager or possibly HR. Does your work have any respect/behaviour policies this went against?