Change of tone from management - disciplinary action threatened for everything

Manxman_in_exile

getmore4less wrote: »

You need to be asking question, if the process being communicated id not clear say so then don't sign on the ground you don't understand it yet because the training is inadequate.

This is exactly what I thought as I was reading through the earlier posts.


I think that the idea of getting employees to sign off that they've been briefed on procedures and that they understand them is a good one - BUT, if you don't understand the briefing, either because of poor content or because the person delivering it doesn't understand it, then don't sign off on it, and explain why you can't sign it. This is the only way the briefing "process" will work and improve. If you have a reasonable employer they should understand and appreciate this if they truly want improvement.


I thought I was just about to make a flippant remark, but on reflection it's a good one - does your employer have a "process" for delivering process briefings?


Of course, if your employer is unreasonable, you may be sticking your head above the parapet!