AIBU to take this to HR?

[Stayinganontoday]

There’s a lot of context, but in nutshell I wasn’t properly onboard and gave worked as an “island” for the past 7 months. I was given to my manager I believe like 4 months ago we had an intro call and that was it.

During that she’s pinged me about CRM hygiene but nothing else. Nothing has ever been explained to me and when we met 4 months ago I clearly said that.

She (in theory) was part of my quarterly goals and all that jazz but never discussed or anything. We had never had a regular 1:1 until yesterday.

My grievance is that completely as a passing comment she told me that she scored me super low on my role expectations but ironically because I do my job so well I got more than 100% my expected bonus. I’m just not good at the admin side that nobody has cared to explain.

My “office HR” is aware of her shortcomings but my contact is leaving and my low scores could prevent me from getting a promotion (I need 3 quarters of performing at the expected standard - yet that standard has never been properly explained even though my manager claims it has-)

So would you let it me now making a point of understanding what on earth she wants and doing it? Or get my HR contact to at ieast add a note to my file?

Bother the heck out of my manager until I get it right, considering I don’t have peers to ask, and double check with (with screenshots) to make sure we’re on the same page.

and keep the other side of what I’m doing as it’s obviously working, I had the highest score of the team I “belong” to, so obviously I’m doing some things right

If you had 'the highest scores' you must have peers...

You need to take responsibility for your own development.

I think it means keeping the information the company holds on clients, and what they are doing for clients, correct and up-to-date.

Ok so I’ve managed sales teams for many years. I love it when they over achieve on results but there are foundational aspects I 100% expect of everyone every week and that is CRM/sales hygiene. Sounds like you are doing an amazing job but you do need to do the basics too!

I do and I don’t at the same time. I’m sort of a whole department but I’ve never met them, have no meetings with them, nothing.

So I ask them every now and then, but none of them want to give me the time of day as I’m so far removed.

I’ve asked the “enablement” person, she’s got involved here and there, but mostly has ghosted me.

Like I said it’s not unique to me, as my colleague who is in a similar situation has experienced the same issues.

But I assume you touch base with them, right?

I would assume so, and that it's a basic that they'd expect an experienced member of staff to know without being hand held.

It depends on how much focus the employee is supposed to give to serving client needs vs admin. OP seems to have worked in a more automated environment of integrated systems where the details were recorded automatically (hence her surprise at emails not being already recorded automatically).

Exactly!

I googled it out of interest because I didn't know what it meant. You can do that if you come across terms that you don't understand in a thread

It is just a term used for keeping Admin tasks consistent to a standard. Consistent and up to date etc.

So hot-shot, streamline the process, and get that admin shiz automated!

Well the good news is that all the data she wants, I actually do have it documented and filed, so yes it’s just a matter to find the way to upload it in bulk, and then run the automation.

Of course but I also expect them to do the basics. The “rules” apply to all of them. Just start doing it. It sounds like a roll up/hygiene task which applies to you.

I don't think it's fair to tell people to google terms. The point is that the post was in AIBU so addressed to everyone not just people who work in sales and OP could/should have explained what she meant.
I thought she worked with food to begin with because I haven't come across hygiene used in that way, even though I know CRM is to do with data bases usually.

Yeah but that’s my point, it’s also management basics to touch base. Not let someone be for 4+ months with no feedback, no 1:1s, nothing.

100% agree with you but don’t make this tit for tat. Definitely you need regular 1-1 which includes how you are performing across all metrics

That’s kind of my point, I agree there are areas I can improve, but ultimately it’s a two relationship (or should be!) but down scoring me without any feedback so I could improve seems harsh.