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I'm getting retrained at work since the training was awful, with there being a laundry list of things that I need to improve on. They then said "I'm wanting to help you grow, but we will have another discussion if we don't see it" (meaning that I get fired). But they also mentioned that we aren't even close to being there yet. Is this a yellow or a red flag?
If that isn't a big red flag, I don't know what is.
You do realize that this may be a way for them to dot their i's and cross their t's, meaning they are doing everything by the book and documented so that if it comes to 'releasing' you, it is all on record (so there's no way of you trying to retaliate for unfair dismissal/firing).
In short, this sounds very much like a PIP sort of thing.
If I were you, and I don't know your history with this job, I'd definitely brush up my resume and start looking for opportunities elsewhere.
If that isn't a big red flag, I don't know what is.
You do realize that this may be a way for them to dot their i's and cross their t's, meaning they are doing everything by the book and documented so that if it comes to 'releasing' you, it is all on record (so there's no way of you trying to retaliate for unfair dismissal/firing).
In short, this sounds very much like a PIP sort of thing.
If I were you, and I don't know your history with this job, I'd definitely brush up my resume and start looking for opportunities elsewhere.
I was on a performance improvement plan at the call center I worked at, and I ended up making it off of it with it turning into a very successful job that threw a going away party when I had to move to back to St. Louis, Missouri. I doubt that I'll have the same outcome with this job, however, considering that I am as slow as a snail.
Last edited by Seahawksfan33; 04-03-2017 at 01:01 AM..
It is hard to know if it is a red flag or a yellow flag without knowing how long you've been at the job. If it's a relatively new job, then it could still be a yellow flag because they weren't sure how you were trained. On the other hand, if you've been there are year or two and are still bungling around, you should have probably approached someone on your own to indicate you had no training and requested additional help with A and B instead of just continuing to do it poorly for a while.
Most people employers don't take fondly to protracted poor performance due to "poor training" if an employee didn't even attempt to go and seek out proper training on his/her own. If the employee wasn't actually there long enough to realize they hadn't been trained correctly, that is something different entirely.
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Quote:
Originally Posted by Suburban_Guy
If that isn't a big red flag, I don't know what is.
You do realize that this may be a way for them to dot their i's and cross their t's, meaning they are doing everything by the book and documented so that if it comes to 'releasing' you, it is all on record (so there's no way of you trying to retaliate for unfair dismissal/firing).
In short, this sounds very much like a PIP sort of thing.
If I were you, and I don't know your history with this job, I'd definitely brush up my resume and start looking for opportunities elsewhere.
I agree. As a manager, I would say that probably 90% of people that get this discussion later fail to pass probation. Poor training is no excuse, in fact if the training was not sufficient, it was your reponsibility to ask for more help or someone different to do the training.
I was on a performance improvement plan at the call center I worked at, and I ended up making it off of it with it turning into a very successful job that threw a going away party when I had to move to back to St. Louis, Missouri. I doubt that I'll have the same outcome with this job, however, considering that I am as slow as a snail.
[quote=Seahawksfan33;47719842 They then said "I'm wanting to help you grow, but we will have another discussion if we don't see it" [/quote]
Translation : the original training may or may not have gone so well. We are willing to give you another chance. If we see it is not a training issue, then we need to see what else is going on.
The second part is most important for you. Are you confident enough of your ability to perform the job role ?. The company is now doing all it can to see it is doing the right thing. After the retraining, if you still do not perform , then it could more and more difficult there.
You're clearly not meeting expectations. They are giving you another shot and saying it could be that you weren't trained properly to begin with, so you aren't doing things the right way. But this is your last chance. If you don't start meeting/exceeding expectations after this re-training, you are gone.
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