This is such great advice. After watching I finally made a decision to do nothing, to focus on working on myself and my success. I have fought things in the past with other companies and it usually is futile, especially if you are the one with least seniority.
Someone who didn't meet the company's criteria got promoted ahead of me and outside cycle; the news made me extremely upset; that she got promoted and not me, while she didn't even meet the criteria and it wasn't yet the end of financial year when they do the promotions and pay reviews; I'm struggling a lot to not hate her, or the person/manager who bumped her up...I feel a lot of agner and hate towards her, because I feel it was extremely unfair and unwarranted; almost everyone in the company agree with me, including my immediate line manager...
@samirafriis - I feel for you. A lot of us have experienced similar or seen similar happen in work. Promotions etc in some companies seem to be more about who you know and how well rather how good you are at your job. Your example appears blatantly unfair. If might be worth you looking at this video as promotion - even when fairly done - are not just about working hard and doing a good job - there are a lot of other factors involved too. ru-vid.com/video/%D0%B2%D0%B8%D0%B4%D0%B5%D0%BE-9LENrC9zFac.html
I have 2 supervisors. The one that is disrespectful I just work at a slightly less than moderate pace. For the other I work twice as hard for, and for the record it didn't start that way. It was actually the opposite. Unfortunately. fear and anxiety can push people, but then you realize no matter how much you do nothing will make that supervisor happy so why try. Then you start rooting for the other and putting your whole passion behind them. Who says nice guys finish last? 😁
A great example of why it is so important in management positions to visibly work to help team members and to demonstrate that you are interested in your team members and that you care about them. Thank you for sharing! J
Worked for company, employed by department 1, had to assist department 2 for a few months. First 6 months - worked 50% for department 1 , 50% for department 2. Next 6 months - worked 20% for department 1 , 80% for department 2. Next 12 months - worked 100% for department 2. 3 months before I left company manager of department 2 told head of department I, they want me working for them full-time, I won't be going back to department 1. Shortly thereafter the head of department 1 (Indian) got Indian employees to start harassing me (walk past my chair saying 'head of department 1 said he won't stop harassing you until you leave', head of department 1 wants to get rid of you, you think because you of .... nationality we must be scared of you, etc.). Not to mention on my way out of building (going home) an Indian employee threatening me with a knife and gun. Told HR I'm fed up with the harassment, thinking of going to arbitration association and going to a labor lawyer. Next day called into urgent meeting, suspended for 45 days, then called into disciplinary meeting (accused of fake charges) and dismissed. 4 days later received email stating company received my resignation letter - I never resigned. Prior to above happening to me another white employee (different department) was targeted by same head of department 1, the white employee resigned with Immediate effect. His work was moved over to department 1 (Indian employees). Does that sound like nepotism / racism / discrimination by head of department 1 (Indian) ? Was the intention to replace me with Indian employees of department 1 (just like with other white employee) ? I chose to fight unfair treatment at work (unfair labor practice) by not responding or retaliating (just ignored it), but reported issue to HR. What is the lesson in above scenario, don't ever trust HR (human resources), if you're an employee, they are not your friend. Don't complain, just get another job, then resign.
Your example is pretty horrendous. HR’s first priority is to protect the company, not you (sadly). From experience, you are much better off building support with senior management (depending on the culture). In your case, I agree get a new job as quickly as possible and leave. J
Holy shit you have a racial/nationality discrimination case if I've ever seen one! I'd go for that 1000% cause their ass is grass if you've documented everything. I knew you had to be White once you said they remarked they weren't scared of you (projection). Racism of any kind should never be tolerable.
I'm so sorry you had to experience that, but I agree; it's not worth the emotional energy and stress; just move on to the next job; new people, hopefully better people. What is even the point of fighting, even if you proved your point - to what end and at what cost. Glad you made the decision to move on with your life.
I work a physical job and I'm expected to do way more than the women for the same pay, theres a whole bunch of us who were hired on 32 hr contracts and we're expected to make up for all the slackers on 40 hr contracts, the difference in treatment is glaringly obvious, any options apart from just telling them to stuff their job?
I think this depends on the employement laws in your country and what external options you have to get the unfairness addressed (such as employement tribunals). This is a tough route and getting a new job would probably be a lot easier for 95% of people. J
I have a question. If my manager has purposefully asked me to resign by setting unrealistic expectations in the form of PIP and if my client is another country is not aware of all these....How will I inform my client about it?
If you have already resigned (forced to or otherwise), then informing your client that you are leaving would be a professional necessity. I would suggest that you don;t drag a client into problems with your manager as this would be unprofessional and likely to cause you further problems. A question for you - can you demonstrate why the expectations are unrealistic? i.e. comparing to the expectations placed on peers, peer performance etc. This would allow you to push back against the PIP and increase the legal risk to the company if they are acting unfairly.
In practice managers and HR care about the business and team as whole before they care about individuals. Telling them what is happening alone is not enough. Demonstrating or proving it is taken a lot more seriously. It can feel like being a single person going up against a crowd ...
My co-ordinator is unfair & harraser & vampire energetically. One thing im a white foreigner from East European. I can't complain about her to line manager , because my coordinator are the best friend of my line managers, so there is no chance she will support me. Bedside all i love my job and i do not to search other place for myself. I am happily want to continues to work in this NHS TRUST. Please give an advise how to build evidences which will support me every single day 😢😢😢😢???
Creating good evidence in my view is demonstrating a clear pattern of persistent behaviour and actions AND highlighting the impact on you, the team and business from their behaviour. I would capture notes of what happened, when and where. Make each note specific. It is horrible to have a boss being the bully and it happens way too much. J
