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Tommy!
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I love that I get to wear shorts for work everyday and that I only have to deal with managers for a couple of hours a day but you Zoom fuckers really hit the jackpot this pandemic. No pants for work is the absolute dream. One of ours got sacked for persistently wearing nothing under his hi-vis so no pants/shorts would be a no no.

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  • 2 weeks later...

I'm going to sulk about work because that's all I ever seem to do.

So, union did a survey. 98% of the department I work for think bullying is an issue in the department. The most identified source of that bullying is from senior management. 

HR have been asked to create an independent and anonymous survey to gather information. 

The survey doesn't mention bullying once.

The survey is about "team members" and doesn't say what it means by team members. I had to ask HR. Its your peers, not anyone above you (where the problem was identified).

It asks for your name and email address. Which seemed odd for an anonymous survey. I asked why. They want to make sure that they have a response from each branch. I asked why it couldn't just say "what branch do you work at" (which isn't much better I know) and they said "it's not perfect but hopefully it will gather some useful information."

The place is fucked right? Like, if your HR department are doing that in response to allegations of bullying there's no hope right? Kinda trying to decide whether to just jack the job in.

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We used to do those great place to work surveys when I worked in Iceland and when I was doing the management training scheme 100% of the managers I worked with told me that other managers had opened the surveys and read them. A couple even doctored them.  I just lie and say I posted mine now I’m at Royal Mail. 

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An anonymous survey that asks for your name and email address........sometimes I really worry about some of the people in my profession!

@Vamp - your HR team needs to bring in an independent third party to help resolve such workplace conflict and mediate. Only that could be mutually agreeable between the union and employer. Either side that felt that was not a fair way to go is being wholly unreasonable.   

 

Edited by MPDTT
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Thank you guys for confirming that its not right. 

This is really pathetic but I really needed it. Whenever I ask questions or challenge something my line manager suggests I'm being unreasonable because of my depression. For a while I was talking to someone from Remploy (they try and keep disabled people in work). I'd tell her what happened, and even though it wasn't her job, she'd often tell me that she felt I was being reasonable and that they weren't. She was also talking to other staff who were telling her similar things. Work made me feel like I was cracking up and she was able to make me think that I wasn't.

Those sessions have finished (it's a free service) and I'm a bit lost again. My mind is going to places it shouldn't. I just needed to write it out and have some people who don't know me assess it. 

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Keep a journal of everything. Dates and times of when you asked questions and the replies. Keep emails, times of phone calls etc. If your line manager is blaming your mental health then they’re shit at their job. Should they try and discipline you, having a record of all the times you’ve approached them and the replies you got will go a long way. 

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This past academic year, I was teaching Cambridge exam classes for the first time (I'm an English teacher). The never having done it before aside, I was a little worried because Covid has made things very different in the classroom. I wasn't allowed to have any contact with their books and so I couldn't do marking or even see their written work for myself, as would have been in the case in previous years. The exam has four parts testing the four skills in English - Reading, Writing, Speaking and Listening - and I had been a bit worried about how the writing would go. The results finally came back today and I was delighted to discover that all of my students, bar one boy who failed the reading but did well on the rest, have passed! I'm absolutely delighted with them and proud of them, along with myself for managing it all okay, for a job very well done. They're a terrific group and now they all have shiny new certificates from Cambridge! 

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On 7/21/2021 at 8:52 AM, Keith Houchen said:

Keep a journal of everything. Dates and times of when you asked questions and the replies. Keep emails, times of phone calls etc. If your line manager is blaming your mental health then they’re shit at their job. Should they try and discipline you, having a record of all the times you’ve approached them and the replies you got will go a long way. 

Keith is right - document everything. Memory is a poor custodian of fact. I'd also like to state that if you are clinically diagnosed with depression then you have extra protection under the Equality Act 2010. If your manager is throwing your disability back in your face to discredit you or bully you, consider taking legal advice......you could have a strong claim for disability discrimination under the Equality Act and those claims are uncapped (unlike constructive dismissal claims that are capped at roughly £90k or 1 years pay - whichever is the lower - and usually get settled out of court). It's those uncapped claims that us HR professionals would lose sleep over - they can be VERY costly.  

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In the past colleagues who filled in our yearly "annoymous" survey got taken to one side and spoken to about the comments they left, and now they moan about how few people fill it in.

 

This morning I was met with a text message from our central emergency communications whatever saying how there's been a major outage and very few systems are working. I log in and find all of todays schedule abandoned, and they're using MS Teams to discuss workarounds. Fair enough.

We then get an email from one of the managers with a method of logging into a basic version of the system that will at least allow us to review the outstanding tasks, and we can then call the suppliers and leave notes, etc.
Kind of like coming out of Windows 10 and doing it through 3.1 . Not ideal but at least we can do something.

I've just been called on my mobile instead of my direct line by my manager, checking everything's working for me now, as the systems have been back up for almost an hour. I point out I've had no email, and people were still discussing issues in Teams less than ten minutes ago, and apparently he put the announcement out through fucking WhatsApp. I don't have WhatsApp on my phone because I never use it, and it's also not an official way that the company communicates. Considering he knows that there's other members of the team that don't use WhatsApp, why on Earth would he not just send a group email, or put it in Teams? Especially as he's been using Teams all morning (he's literally typing right now!), everyone can see it, and we had an email from the big manager last week saying how all communication must be through fucking Teams!!!

I want to kick things and throw stuff about, but I'm working at home so I can't even throw a tantrum properly.

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The other quirk of the survey is it asks for names, but not positions. So you could filter the results by individuals, but not by position in the team. Which means, unless you're putting the results to someone's name and looking them up, it's useless at telling you what people are experiencing at a different level.

Apparently 50 people have replied so far (which is less than the union survey). So I guess other people don't see a problem with it, or are braver than me, or believe it's annonymous or just aren't saying anything too controversial. 

HR's response is "look, we know its not perfect, but we've said it's anonymous (even though they've actively taken steps to make people identifiable) and its too late to do anything about it."

They also said they're using the knowledge to find out about aims and "how this is a good place to work."

So they've already spoiled the results! 

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1 hour ago, Vamp said:

The other quirk of the survey is it asks for names, but not positions. So you could filter the results by individuals, but not by position in the team. Which means, unless you're putting the results to someone's name and looking them up, it's useless at telling you what people are experiencing at a different level.

Apparently 50 people have replied so far (which is less than the union survey). So I guess other people don't see a problem with it, or are braver than me, or believe it's annonymous or just aren't saying anything too controversial. 

HR's response is "look, we know its not perfect, but we've said it's anonymous (even though they've actively taken steps to make people identifiable) and its too late to do anything about it."

They also said they're using the knowledge to find out about aims and "how this is a good place to work."

So they've already spoiled the results! 

Did someone say breach.. 👀 👀 

I'd be having that out with your Information Governance Officer, and Subject Access Requesting around the legality of processing that data.

If it is truly anonymous gdpr doesnt apply. If it isn't anonymous, then hello shit show as it's your right to have your info about you. Worth doing for any correspondence about you from HR to manage and those others involved should do the same. 

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Went back to the office Tuesday for the first time since March 2020. It was totally optional, but I was fed up of lounging around the house day after day and am more productive in ‘workspace’.

In a building that once held 1000 people (across 4 floors) I counted 5 people on my floor. 
Hello Executive level parking space and a private gym for Ms Sonny! 

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  • Awards Moderator

My workplace seem to have relented the tiniest bit on “everything is NORMAL again now” which is good, even if it’s just delaying the inevitable “why are our incomes not like normal” in a month’s time.

Had a couple of interviews this week so maybe one of those will go somewhere.

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