Is this a performance review

Apologies if this has been said, I haven't RTFT.

I would say she's had a probation review with the Manager and they've told her what she needs to work on. Instead of speaking to specific people, she's done a mass email hoping for volunteers or so she can say she did ask for help but didn't get it.

Taking notes is essential IMO. If I'm explaining something to someone who isn't taking notes I know it's not going to come back correct.

As a manager I wouldn't be super happy about it. If i have a new joiner then it's my job to decide (with them) where they are at and what skills or training they should be focusing on in order to perform their day to day job. Once they are established in the role it's different and they own their development plan.

I agree with this, but it doesn't happen that way in all jobs.

I agree with you that it is a weird thing to do, and not something I have come across before. But everyone has a different approach I guess.

As a manager I wouldn't be super happy about it. If i have a new joiner then it's my job to decide (with them) where they are at and what skills or training they should be focusing on in order to perform their day to day job. Once they are established in the role it's different and they own their development plan.

Depending on the type of training she is asking for, I also would be unhappy for a member of my team to spend significant amounts of time training someone on a system or tool they don't need. It's different of she is just trying to understand what others are doing though, and how it fits with her responsibilities.

Ultimately I think the best approach is to mention the email to your manager, and ask whether they want you to support with any aspect of the training.

Then it seems like you do have something to offer her. She's only been there 2-3 months, she's obviously still learning.

Or she could just want to be the best she can and upskill herself.

Either way, it’s not OPs job to stamp it out, the poor girls manager can do that if they agree it’s not appropriate.

You are the Chancellor of the Exchequer and I claim my Five Pounds.

if there is a lot in the list prioritise it, it doesn’t all need done in one week it could be done over a longer time. As she feels more confident with some aspects she might not require others. She sounds like someone who is struggling and is reaching out for help to become a productive team member. No one wants to be shit or feel inadequate at their job.

if you are not responsible for, or empowered to make these decisions about your time ask your manager how they, you or others can help support her.

for the database entry do you not have user guides, operating procedures, helpcards for new starts to stop them being dependent on other, apparently reluctant, team members showing them? Very poor of your department if you don’t.

If her work isn’t great it may be she is struggling, that may be down to weak skills or poor onboarding, it is her managers/teams responsibility to help her to become a productive team member, not be negative when she asks for help.

So I’d just ignore the email then.

I agree too.

I really don't understand why you're so upset at this.

If it's not for you, don't respond.

Whether she is being performance managed or is asking for support with her training is none of your business. You seem very concerned about her business, and such a simple request of asking for training. Is there some missing background?

A new college has asked for training, then you help them, or if you don’t have time ask your manager if you can shuffle some priorities to help them or can they allocate someone else who can.

The topics she has requested should be trained at a level relevant to her role. So for example if someone junior in my team asked about Agile Project Management training I wouldn’t assume they wanted training to the level of a PM (yet, but great if they have those ambitions). I would speak to them to find out what their challenges were and what they thought they needed to know for their role, or guided them what they needed to know, and either point them in the direction of company resources for self learning, or someone who could support them, or train them myself.

Agreed.

If there's something she needs training in that you can help her with, then offer to help her. If there isn't, then just ignore the email. I don't get the consternation.

I’ve worked with people like her before and this needs stamping on NOW!! She thinks she is better than everyone else and will
make herself a major pain in the arse! She expects to be taught everyone’s jobs as she doesn’t think of herself as an admin but basically better than everyone else who works there and WILL expect everyone to basically give them their jobs to allow her to climb the ladder in record time!

compete fruitloop!

email her reminding her that her job is x and she needs to actually be good at that for a start!

If you're all remote, it takes longer to get y9 know people, and she's probably just hoping for some collaboration and a bit of networking.

Yes I know. I was wondering if she’d been told to ask the team for training, and had decided the way to do it would be to email everyone and hope for volunteers, rather than asking individuals for specific training. I’m not saying it was the right approach, but I also don’t think it’s terrible to say “I need some more training on X so if anyone would be happy to talk me through it or let me watch next time they do it, that would be great”

I don’t see this from your point of view at all, what’s the problem? That someone has asked for more help/training and you can’t be arsed to do it, or is it that her asking and being proactive has pissed you off because this might make her look better than you?

Im genuinely asking as I don’t get the problem her, or the problem it being emailed to the whole team, surly that’s the point? What am I missing?