To feel unsupported and misunderstood by work

You are not the right fit for the job, and and ten hours less on the phones won't change that.
It isn't helping the team to prolong the situation.

To be totally clear, I’m sure you’re a lovely person.

I'm just unsure that removing part of the role to make you more confident, after 6 months and training, would be a feasible option that would mean you were able to stay.

I’m not trying to attack you personally, I’m just telling you how it would unfortunately work.

It might just be that the role isn't right for you, which would be nothing to be ashamed of. We all have things we can and can't do well.

...just a bit more admin based by an hour or two each day for just a week or two. And if other people wanted it for the good of their health and the team it surely would be worth looking at. It's not cherry picking but helping.

I'm sorry, op, but you are just not being reasonable. You can't have random team members redefining their own roles to suit them better at the expense of their colleagues who are able to do the job as it's needed to be done. That absolutely is cherry picking and it won't work. The business will suffer.

If you were a month in, some temporary adjustments might be reasonable to help you along, but it's been six months. You should be proficient by now.

That’s honestly really kind of you. But my team would have ran out of support by 6 months, they’d be annoyed at the additional workload and telling me to get rid.

That’s not why I’d do so, because HR exists, but it would be shocking for team morale and after 6 months I couldn’t feasibly remove a core function of someone’s job to make it more accessible without medical grounds to do so.

If at the end of someone’s probation period they couldn’t confidently do the core parts of their job, it wouldn’t be passed. There’s a slim chance it would be extended, but that’s it.

And if other people wanted it for the good of their health and the team it surely would be worth looking at. It's not cherry picking but helping.

But how would the actual work get done if everyone was allowed
not to bother with the tricky bits? There wouldn’t be a company left to work at eventually!

She says she had a meltdown at work. That's pretty serious. And they've not set up a meeting with OH.

If she's had all this help and support and it's not working why keep employing her? It doesn't quite add up.

But we don't actually know what else they have tried. The chances are, they will let her go at the end of her probation period, which I'm guessing is the actual 6 month mark. Lots of places do this to give new starters every possible chance to succeed, but they won't extend it indefinitely.

She had a few days with less pressure, it didn’t work, she still wants more.

It says in OPs first post that she was given hell with procedures.

You are making it up that they haven’t tried anything, OP herself says they have.

But they have been for 6 months! I would not want to carry someone for 6 months plus - I would like something to be tried to stop me having to carry the struggling person.

Did you have the same training as the rest of your team, op?
You’re talking as though you’ve just joined, rather than having already had six months on the job.

The thing is op, you seem to think your team/colleagues should be invested in your well being at the expense of their own. Why would they? You also seem to think that them making these exceptions for you will somehow be in their best interest. Not actually op. After 6 months you should be proving yourself and standing out.

They let her do just admin for a couple of days. She said that she has had "help" with the procedures, though we don't know exactly what form that help was in.

Occ health might be able to help, but it isn't terribly clear as to whether the OP has declared to her employer that health issues and/or potential neurodivergence might be affecting he performance. They know that she was stressed, yes, but they may think that she was stressed because of the underperformance, rather than the underperformance itself being caused by an underlying mental health condition.

But is it reasonable or fair on the rest of the team to have someone making lots of mistakes and not trying something to help? At the end of the day OP has suggested a few days with less pressure. If it doesn't help then they'll know. Better that than leaving someone for 6 months plus without trying anything.

If I was her colleague, I would want them to deal with any performance issues and not expect me to suck up the extra work that she was struggling with, even if they did take away some of my easier tasks to compensate. I'm sorry if that's harsh, but most people don't want to carry team members who cannot pull their weight.

But it also doesn't look like anything has been put into place to support her. She's not even seen OH by the sounds of it.

OP - you keep saying that you being given more time/accommodations now would be better for everyone in the long term. But you have to realise that it is a realistic option for your employer to let you go, and hire someone different. They might very easily think the best thing for everyone in the long term is for you not to do this job.

I think you need a slight mindset shift from ‘my employers are unreasonable’ to ‘I really want this job how can I show them I am up to it’. If you do want it. Or maybe discuss a different role with them?

I think that's the issue. Your employer will be wondering how an hour or two of extra admin for the next couple of weeks is going to resolve anything when you've had 6 months of trying to learn the job without any real success.

What makes you think that’s reasonable or fair in the rest of the team though?

How would you demonstrate to your employer that being more admin based for a couple of hours a day is going to help you cope with phones better long term?

How would they know that give you an easy couple of weeks and expecting more from your colleagues is genuinely going to enable you to do the job as well as everyone else when it’s over?

I see. Well, she's been there 6 months and they've not sacked her yet. If I was her colleagues I'd rather they put something in to place to help than just carry on with her not being able to fully fulfil the role - wouldn't you?

Maybe the role isn't for her and she should start searching for a different job. But in the meantime, I don't understand the company just saying you're still making mistakes but let's not do anything to try and improve that.

If it's anything like my job

We have a million procedures to follow for anything

So for example "how to book a customer in"
Every week if not more often we will get an email saying "how to book a customer in has changed, please see new procedure below" and you have to do that from then on

But you aren't allocated time to read them, you just have to do it between calls or while you're talking to a customer or before or after your shift

What do you think will change after just two weeks? The role you need to return to will still be the same.