To think I’m getting fired?

Such great advice on this thread.

@saltinesandcoffeecupsyou’ve been generous sharing your advice and knowledge and not at all patronising IMO. Mumsnet at its best.

This makes me so sad. You are the kind of person I loved to have on my team.

Put your head down and do what you can, but look for a new job that you can shine in. They don’t deserve you.

This is where I was going with the comment that this should really be on her manager’s shoulders, but it sounds like that role is still unfilled.

@gettingfired as I said this job may not be the one but if you like this work and will be staying with it at your current company or a different one). A book I read once (then reread years later when I needed it) is called “The Goal” and is considered the gold standard in industry for operations and problems like yours.

Amazon link: The Goal

it’s one of those things that could help now or later in your career.

(Sorry I’m a huge nerd when it comes to operations challenges like yours and am currently on a work hiatus for ‘reasons’ so am wanting to jump in help you!)

Is the product something you can part make in advance - going back to cream cakes, so you make a batch at a time - can you on low demand days pre-weigh and box up the dry ingredients in batches, meaning on the day you have 85 orders, you tip in 4x 20 order pre-weighed batches and only have to weigh ingredients for the extra 5. Or do some 50, 20, 10 batches and 5 batches so it's even quicker?

Are you in a union? Is there one you can join? This is exactly the kind of situation where a union can argue your points for you, advise you legally etc. Good luck. Hope things work out for you.

Before you flounce, though, it's a REALLY good exercise for you and your career development to brainstorm and evaluate potential solutions. Whatever you may have correctly heard in that meeting, take the view that you heard "This is a problem in your department. As a trusted supervisor, we'd like to hear your proposals!"

Don't kill yourself over it, but DO look at the very good ideas above and also discuss with your team (they might have good solutions as well). Write 'em down neatly, assess feasibility and - if you can - costs or savings. Bounce in brightly with "I'm ready to offer the solutions!"

And take it from there. At the very worst, you'll be flouncing with dignity and an interesting scenario to describe at your interviews.

So your units cannot be made ahead of time.

BUT (she says, terrified of being thought patronising)

If you actually write down each of the steps towards making the product, can any of the steps be done ahead of time?

For example, pp on this thread are obsessed with cream cakes (quite reasonably, in my view). To make a cream cake, one of the steps would be to weigh out the flour and butter. This step could be done in advance, on one of the 70 unit days, so if there was a 120 unit day there would be lovely piles of already weighed out ingredients, and the worker on that bench could get straight on with rubbing in.

Silly example, but there are two steps even to THIS process. One step is the actual benefit it would bring to the company if this sort of thing WAS actually possible. But an earlier step is that if you did an analysis you would have something to show your unreasonable manager and shove it up their bum to demonstrate that you were thinking about how to implement their suggestions.

I agree with pp who suggested going in with a happy to learn attitude, but if it becomes clear things have gone past this stage, then you need to prep and have your big guns at the ready, for example, ask them to show you proof of your training being signed off, dates if you can remember when you have asked for help and advice and been dismissed. I used to work for a large supermarket chain and we had to get staff signed off on everything, even that they had been trained to use a broom. I agree a quick call to Acas is a must. You may be able to negotiate a go quietly deal, if you think you're about to be sacked.
Wishing all the best op 💐

It didn't seem patronising to me either, but I couldn't see the difference between what @saltinesandcoffeecups was suggesting and what the OP had just explained wasn't possible.

Hopefully your (now departed) old manager can give you a reference?

I would also suggest looking for a new job ☹️ it doesn’t sound like a great place to work. One crappy manager can be managed a whole toxic leadership team is another story.

What is your problem?

Now I’ve got cake making stuck in my head… so sorry if something comes out me that isn’t relevant! So on a day when you complete 100/120 units and you have to finish the remaining 20 the next day… what happens? Do you have a backlog of orders now or are eventually able to catch up on a day where your orders a low. Are caught up on average by the end of the week?

Crud, that makes it more difficult, I think you’re back to equipment, hours worked, # of people working, or leaner processes.

Also I should have said it’s not your job to say price out a new piece of equipment, but to bring the ideas and the willingness to ‘fix the problem’. I’ve had managers like this and when I jump in with possible solutions and data it’s amazing how quickly problems go away when there is cost attached to the solution.

If I were you I'd go in with a positive, happy to learn how you want me to do the job attitude. This will very quickly help you identify whether you can in fact work for this person or whether they really are completely unreasonable. Because at the moment, all you seem to have is a lack of shared understanding about how he wants the job done.
So I'd hear him out, then ask him questions.
Could you have a JD for you role and a set of KPIs so you're clear as to his expectations?
What is the remit of your authority to recruit extra staff?
Are there any efficiencies he can suggest to make your team faster?
What is the number of product he thinks one trained person can make? Has this been based on assessment of the process? (This will help you know if your team are slower than they should be)
Any others you can think of.
If he is able to give you satisfactory answers, there is hope that you will be able to work for him. However if he takes an overly adversarial stance or says 'that's your job' or similar, I'd start looking elsewhere.

Unfortunately, unless you have a protected characteristic under the Equality Act 2010, you can be fired without a good reason if you have been in the role for less than 2 yrs. You can't claim unfair/constructive dismissal in those circumstances

Ohhhh

Shouldn't their be a cap on orders then?
Or have adhoc overtime?

I mean its besides the point really...

The company sounds a bit of a mess.

They are probably looking to push you but you should want to jump

Basically you said ‘if it’s something that isn’t perishable can it be made ahead’ then ‘if you can’t understand what I mean then I can reword it’.

but goodnight all. I will leave you to it.

Go away… unless you have something to offer the OP. If you just want to poke at me take to PMs nobody wants to see crap like this

What you ‘explained’ was so blatantly obvious that it was patronising to assume that anyone wouldn’t understand it.