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Issue with Manger

Ryzken

How's it going.

Last wednesday i had a bit of a issue with my manager, I had being given some tasks too finish before i finished for the day, Now i got most of those done and forgot too do 2 things before i went home but the supervisor was happy enough with what i got done in that day, Then the manager rings me half an hour later saying how he's disappointed and not happy with that i didn't finish the last 2 things that i was told to do, He told me not too come in for the next 2 days as of it till he's back in saturday, So i have missed yesterday and today over something so silly, I went back down and asked one of the supervisors too call him so i could talk too him and he told them he has no interest in coming out too talk too. What should i do

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micar

Did you consider going back in the following day to do them and say nothing.

When your manager confronts you then you can say you want back and did them unpaid.

PCeeeee

Dav010 wrote: »

I haven’t read anything to suggest the op will be fired. He may just get a bollocking and lose the OT because he isn’t reliable and doesn’t appreciate the importance of following the manager’s instruction.

I agree.

[Deleted User]

PCeeeee wrote: »

Lookit. I'm not going to engage in an off topic pissing contest with you. You gave your advice. I critiqued it and now you feel the need to defend it.

You're correct in saying we need the compete story. Unless there are circumstances not explained its very unlikely the OP can be legally 'fired'. That's my issue.

I haven’t read anything to suggest the op will be fired. He may just get a bollocking and lose the OT because he isn’t reliable and doesn’t appreciate the importance of following the manager’s instruction.

PCeeeee

OMM 0000 wrote: »

You don't understand what this forum is.

The OP tells us his story, and based on that we give our opinions and advice.

None of us know the complete story, and none of us know what's going to happen.

I shouldn't have to explain this to you.

Lookit. I'm not going to engage in an off topic pissing contest with you. You gave your advice. I critiqued it and now you feel the need to defend it.

You're correct in saying we need the compete story. Unless there are circumstances not explained its very unlikely the OP can be legally 'fired'. That's my issue.

OMM 0000

PCeeeee wrote: »

We do indeed. It didn't stop you hopping in to a conclusion though.

You don't understand what this forum is.

The OP tells us his story, and based on that we give our opinions and advice.

None of us know the complete story, and none of us know what's going to happen.

I shouldn't have to explain this to you.

PCeeeee

OMM 0000 wrote: »

You can be fired for incompetence (there has to be a history of documented incompetence and attempts to improve), however if the OP has been there less than a year he can't argue unfair dismissal.

Like most posts in this forum, we really need more information before we can give complete answers.

We do indeed. It didn't stop you hopping in to a conclusion though.

OMM 0000

PCeeeee wrote: »

This isn't America.

You can be fired for incompetence (there has to be a history of documented incompetence and attempts to improve), however if the OP has been there less than a year he can't argue unfair dismissal.

Like most posts in this forum, we really need more information before we can give complete answers.

bucketybuck

Kevin Irving wrote: »

Strumms seems to be taking a fair a level headed approach.

Strumms has a history of "management" always being the bad guy.

PCeeeee

OMM 0000 wrote: »

It sounds like you're going to be fired.

This isn't America.

OMM 0000

Strumms wrote: »

Maybes don’t come into it. No point in dealing with hypotheticals and accusing the op when you and we are only aware of what the op posted.

Maybe they crash their car into the HR manager who is having a smoke ? Maybe not... it’s certainly not relevant. Let’s deal in facts.

I'm not accusing the OP of anything.

I'm saying ask the manager if there are other things he needs to improve upon, as there may be other issues which are bothering the manager.

Mrs OBumble

Del2005 wrote: »

The manager is not following any disciplinary procedure, who would rely on someone who can't handle their employees?

Nonsense.

The employee has been stood down until a sufficiently senior manager is next in the office and able to start the investigation.

Provided they have already got their contracted hours for the week, then it's not even stood down without pay.

That is the first step in the disciplinary process in many shift-work based organisations.

Strumms

OMM 0000 wrote: »

If I understand correctly, the following happened:
You were given a list of tasks by your manager. They had to be completed that day.

You didn't complete them all (you forgot to do two of them) and went home.

Manager rings you and says he's disappointed, and you should not come back into work until he's back in the office in two days.

The last part is important as maybe there are other problems. Coming in late. Not wearing your mask properly. Too many smoke breaks. Etc.

Maybes don’t come into it. No point in dealing with hypotheticals and accusing the op when you and we are only aware of what the op posted.

Maybe they crash their car into the HR manager who is having a smoke ? Maybe not... it’s certainly not relevant. Let’s deal in facts.

OMM 0000

Ryzken wrote: »

Last wednesday i had a bit of a issue with my manager, I had being given some tasks too finish before i finished for the day, Now i got most of those done and forgot too do 2 things before i went home but the supervisor was happy enough with what i got done in that day, Then the manager rings me half an hour later saying how he's disappointed and not happy with that i didn't finish the last 2 things that i was told to do, He told me not too come in for the next 2 days as of it till he's back in saturday, So i have missed yesterday and today over something so silly, I went back down and asked one of the supervisors too call him so i could talk too him and he told them he has no interest in coming out too talk too. What should i do

If I understand correctly, the following happened:

You were given a list of tasks by your manager. They had to be completed that day.
You didn't complete them all (you forgot to do two of them) and went home.
Manager rings you and says he's disappointed, and you should not come back into work until he's back in the office in two days.

It sounds like you're going to be fired.

I'm going to pretend I'm your manager and imagine what you could say to get a final chance.

So first thing tomorrow or whenever you're back you ask to talk to him. You apologise for leaving with both of those things unfinished. You take out a small notepad and pencil and tell me from now you're going to make lists of the tasks you need to do and tick them off as they're done, so this won't happen again. Also you ask me is there anything else I need to do to improve my work.

The last part is important as maybe there are other problems. Coming in late. Not wearing your mask properly. Too many smoke breaks. Etc.

kathleen37

Not a very nice situation, but I don't see that any disciplinary action was taken here?

My understanding is that the manager asked OP to do some stuff, and there was a couple of bits that weren't done.

OP is on a 20 hour contract, and the manager told them they weren't needed the next two days.

Again, not very nice, but contractually I would think there is no problem with that?

A very heavy handed way to make a point, and not something I personally would ever consider doing but I'm guessing as long as 20 hours are allocated, then that is as per contract.

If it were me, I would speak to the manager and apologise for not getting the bits done that I was asked to do and move on.

[Deleted User]

Kevin Irving wrote: »

It's not a big deal. Managing people is not black and white, and the manager is paid to sort things out when humans make honest mistakes.

Calling the employee out of hours to cut their hours for something which could easily be sorted, is anger driven and incredibly poor management.

Perhaps the manager feels the best way forward is to offer OT to people who can be relied on to do the job asked.

kirving

Dav010 wrote: »

There could be a dozen, but there was only one, the op forgot to do what he was instructed to do. Would a manager need to coordinate with the rest of management to ensure a pallet is unpacked?

It's not a big deal. Managing people is not black and white, and the manager is paid to sort things out when humans make honest mistakes.

Calling the employee out of hours to cut their hours for something which could easily be sorted, is anger driven and incredibly poor management.

[Deleted User]

Kevin Irving wrote: »

Out of interest, do you?

Strumms seems to be taking a fair a level headed approach. The world isn't as black and white as you make it seem - there could be a dozen reasons why the job wasn't completed, and we have nothing to suggest it's consistent behaviour from the OP.

Anyway, what kind of rubbish manager doesn't have the wherewithal to coordinate with the rest of his management team to get the job done by other means?

There could be a dozen, but there was only one, the op forgot to do what he was instructed to do. Would a manager need to coordinate with the rest of management to ensure a pallet is unpacked?

[Deleted User]

road_high wrote: »

Manager here is in ropey ground- if there was an unauthorised dismissal case take well the first thing they’ll be looking at is whether he followed proper procedure. The worker being perceived as lazy or not responsible would be pretty irrelevant as there emotionally charged accusations rather than fact

The op has said he has a 20 hr contract, hopefully he gets his 20 hrs and that is the end of it. But I see no reason why the manager cannot offer the OT to other employees who may also need it, and be more reliable. But I really don’t see any reason for the manager to go beyond giving the op contracted hours, I also don’t see any reference in the ops post to dismissal.

kirving

Dav010 wrote: »

Strumms, by your own admission, you have never held a management position.

Out of interest, do you?

Strumms seems to be taking a fair a level headed approach. The world isn't as black and white as you make it seem - there could be a dozen reasons why the job wasn't completed, and we have nothing to suggest it's consistent behaviour from the OP.

Anyway, what kind of rubbish manager doesn't have the wherewithal to coordinate with the rest of his management team to get the job done by other means?

Strumms

what happens to a manager who goes home on Friday, bit of a stressful day / week, forgets to email off the overtime report to payroll before the Friday cutoff, we were paid monthly..

I was in a situation where that happened. I wasn’t needing it per say, but my payslip was 12 hours down ..others were but if I’d have been going on holiday or buying something that was dependent on the cash being right ? I wasn’t demanding the manager was disciplined, shît happens, we received an apology it wasn’t a systemic issue, we got over it, people are human.

road_high

Del2005 wrote: »

The OP forgot a simple instruction, mistakes happen, but the manager has been completely unprofessional in their handling of the issue. The manager is not following any disciplinary procedure, who would rely on someone who can't handle their employees?

Manager here is in ropey ground- if there was an unauthorised dismissal case take well the first thing they’ll be looking at is whether he followed proper procedure. The worker being perceived as lazy or not responsible would be pretty irrelevant as there emotionally charged accusations rather than fact

Del2005

Dav010 wrote: »

But why would a manager ever want to rely on someone who forgets a simple instruction? Better to get someone reliable, that’s what good managers do, employ reliable people.

The OP forgot a simple instruction, mistakes happen, but the manager has been completely unprofessional in their handling of the issue. The manager is not following any disciplinary procedure, who would rely on someone who can't handle their employees?

LeBash

OP, id suck it up for the moment. Its not the job market at the moment to take some of the advice here.

You can always keep your eyes open for a new job but now is not the time to walk out without something to walk into.

Hopefully it works out a bit better for you and hang in there.

[Deleted User]

Strumms wrote: »

Because an employee makes an oversight that means they can’t be relied upon ?

If xx premiership player missed a penalty in the last minute to claim a draw, does he deserved to be dropped? Removed of penalty duties ? Messi misses one today, is he all of a sudden, ‘unreliable’... no, hes human.

You give feedback and get on with it.

Strange analogy, but players do get dropped if they don’t follow their managers instructions. And football managers do pick players they can rely on to follow their instructions/tactics, even at the expense of more talented players.

Strumms

Dav010 wrote: »

Strumms, by your own admission, you have never held a management position. If you did, and you asked someone to make sure they did something before they left work and they didn’t, unless that person is important, it would be best to rely on someone else who can do the task. Otherwise, you are just wasting your time. The fact that the op thinks that it is silly to be making a fuss about this indicates that he is not the most reliable of employees. I appreciate that you are always on the side against management, but you know what, some things are just not worth the trouble.

Why give OT to someone you can’t rely on?

Because an employee makes an oversight that means they can’t be relied upon ?

If xx premiership player missed a penalty in the last minute to claim a draw, does he deserved to be dropped? Removed of penalty duties ? Messi misses one today, is he all of a sudden, ‘unreliable’... no, hes human.

You give feedback and get on with it.

[Deleted User]

Strumms wrote: »

Because people make mistakes, people are human.

If a situation evolves where mistakes are made with regularity , systematic oversights, then the manager needs to do their job, follow the formal processes, disciplinary processes.

People forget things. If it’s happening regularly, then it’s a serious issue. You don’t overlook people doing OT because of it as your first call of action. That’s bone idle boneheaded lazy management.

Strumms, by your own admission, you have never held a management position. If you did, and you asked someone to make sure they did something before they left work and they didn’t, unless that person is important, it would be best to rely on someone else who can do the task. Otherwise, you are just wasting your time. The fact that the op thinks that it is silly to be making a fuss about this indicates that he is not the most reliable of employees. I appreciate that you are always on the side against management, but you know what, some things are just not worth the trouble.

Why give OT to someone you can’t rely on?

Strumms

Dav010 wrote: »

But why would a manager ever want to rely on someone who forgets a simple instruction? Better to get someone reliable, that’s what good managers do, employ reliable people.

Because people make mistakes, people are human.

If a situation evolves where mistakes are made with regularity , systematic oversights, then the manager needs to do their job, follow the formal processes, disciplinary processes.

People forget things. If it’s happening regularly, then it’s a serious issue. You don’t overlook people doing OT because of it as your first call of action. That’s bone idle boneheaded lazy management.

[Deleted User]

Strumms wrote: »

Fine, then when the manager is up shît creek in a few weeks two staff sick, one on leave, asks the OP for a dig out, covering a shift, the OP is simply informing him that he as a prior engagement which he is not of the ability to get out of and regretfully cannot on this occasion help out,, giving no more info than that.

Manglers not playing with a straight bat ? Give them the same back.

But why would a manager ever want to rely on someone who forgets a simple instruction? Better to get someone reliable, that’s what good managers do, employ reliable people.

Strumms

Dav010 wrote: »

Why go to all that trouble? Op has a 20 hr contract, give him the 20 hrs, simple as that. Not much point in the manager doing anymore than that.

Fine, then when the manager is up shît creek in a few weeks two staff sick, one on leave, asks the OP for a dig out, covering a shift, the OP is simply informing him that he as a prior engagement which he is not of the ability to get out of and regretfully cannot on this occasion help out,, giving no more info than that.

Manglers not playing with a straight bat ? Give them the same back.

[Deleted User]

Strumms wrote: »

You are right, it makes the manager a fûcking terrible manager

He should have followed the legal steps in the company manual...

Investigation, hearing, decision with hr advice, action..

If the manager doesn’t see it as ‘worth their while’ to do their job properly, how can they expect the employees to ? Managers need to set and lead by example.. not enough do but hey..

Why go to all that trouble? Op has a 20 hr contract, give him the 20 hrs, simple as that. Not much point in the manager doing anymore than that.