'We haven't had the opportunity to review you' - no you're just LAZY!!

[maggiethemagpie]

More of a rant than a question, but interested in opinions. I've been in post for almost six months now and was looking forward to getting to the end of my probationary period.
My boss has just gone on maternity leave and the day before she left, dropped it into conversation at the very last minute before saying goodbye that my probationary period will be extended by three months because she 'hasn't had the opportunity to review me' and I will now have a line management change due to her going on maternity leave.

I have been told it is not to do with my performance but simply due to the management change.

I feel so disappointed as all the work I've done since I started will effectively count for nothing, I have to prove myself all over again to the next person.

I have checked the policy and they can extend in extenuating circumstances but this is in no way my fault so I feel like I am being penalised for something I have no control over.

I now face another 3 months of uncertainty and feel like if they can't make a commitment to me and want to keep their options open, so should I and maybe I should start looking for something else.

I can't go to my boss's boss as she was behind the decision in the first place and I don't want to look like a troublemaker especially if they are still taking their time to decide on me.

And please don't suggest I go to HR that is my department!

Anyone? I could really do with your views, don't know if I am over reacting or if I am right to feel very very annoyed by this.

I don't have anything very meaningful to say but it does seem wrong that your probationary period is extended through not fault of your own. I expect your contract will say probationary period of six months so you could quote that to them and ask them to put in writing the reasons for the extension of your probation. They probably won't want to do that. But before you do anything, if you're in a union you could have a word with them.

I'm stuck in a somewhat limbo probationary period as well - not for the same reason as you, OP, and in fact it's at least partly because I haven't arranged the appropriate meetings with people I need to sign off on my probation checklist (largely, I have to say, because I can't be arsed).

However, how has your probation been managed to date, have you been having checkpoint meetings and objectives set as you've been going along? (I would normally do 6, 12 and 18 week objectives if I were running the probation). Is there any body of evidence already built up on paper that you can use to request the probation is completed? If they are extending it because they have concerns about performance (which doesn't sound like it's the case) they should notify you of that, rather than just hope you 'get the hint'.

I would go to the boss who agreed to it and say you're concerned, it's unsettling to be on probation and you'd like to resolve the situation as soon as possible, what can be done about it?

Thanks all. Despite the fact that I work in HR (actually, probably because of that - cobblers children always worst shod etc) since I have started no one has mentioned the word probation, done any reviews of any description or given me any feedback. I was never even asked when I started whether I was ok or whether the job was as I expected!

I was ok with all this, thinking that if no one had mentioned probation or any issues then maybe they weren't going to bother doing a formal review and would just sign me off at six months. Kind of no news is good news. As opposed to what has actually happened which is no news is....no news.

There has been some change in the team - I went from temp to perm as I went in to cover mat leave (but should still have gone through the probation process) then went perm as the person I was covering could not return. The job however is the same, so I don't see why I could not have been reviewed either before or after this happened.

I am wary of going to the big boss as I really don't want to look like a troublemaker on probation or give them any reason to think I have an 'attitude problem'. They will probably say that they can't review me now as my line manager has gone on mat leave so the new person won't be able to do any sort of meaningful review. (This is partly true, but there's no reason they could not get feedback from my internal customers or just give me some reassurance that I've done ok, apart from the fact that they have made me permanent which I suppose is something.)

I just feel that more could have been done before my boss went on mat leave, she could easily have done a review in her last few weeks but didn't do so, I think she just forgot, and then it's been raised by the big boss who's decided the next person should do it.

I do feel demoralised now and am seriously thinking of applying for a job that has come up with another company, I don't feel valued by my employer and if I get another job I will only be on probation there anyway, probably for the same amount of time, so what do I have to lose??

Also feel like if they want to keep their options open - well two can play that game. But am I throwing the baby out with the bathwater? The job I am doing is ok, but I have serious concerns about the management and particularly the manager who has just gone on maternity who I have lost faith in... shes gone for now but will be back in a year.

Yes it's poor, especially since you work in HR, and you have every reason to feel frustrated. However, does the delay really change your situation, other than psychologically? Even if you'd passed your probationary period, technically most of your employment protection kicks in at 2 years. As for proving yourself all over again - presumably you'll work as hard after your probationary period and put in the same level of effort.

Definitely worth asking for some feedback though from your boss's boss. No need to look like a 'trouble maker' and not worth seeking to change the decision. You could say you understand the situation, but would welcome some informal feedback at this stage. Presumably your departing manager will have passed on some feedback to her boss about your progress.

I agree, it's psychological more than it is a legal/formal change, but it sends a terrible message 'we can't be arsed completing your probation'. In my company's case it's just that they're too disorganised and generally hopeless, but I'm not eligible for the bonus scheme whilst I'm on probation so I do need to sort it out.

I think it is depressing to feel like you're back at square one in terms of your probation. I really doubt it's because they want to keep their options open, but I think that's a perfectly valid way to feel. I think the fact you don't want to so much as raise it for fear of being seen as a trouble-maker is not to great sign about the openness of your management, and backed up by your other concerns about the management, I would definitely be looking for another job. It's certainly playing a part in my own thinking about moving on. (Mind you, in my case it's not that I feel undervalued by my employer, the chief executive is actively undermining us and pushing to exclude us from the work we should be doing).

Ok so the letter telling me my probation was being extended gave me right of appeal (to the big boss, who I was told made the decision!) and I am now thinking should I use this to suggest that they only extend by one month, which would give the new manager time to get to know me but without making me wait three months (new manager will have been in post for 6 weeks by then if they extend by one month)

The big boss is not the kind of person I can just pick up the phone to so the appeal is pretty much the only way I can have a dialogue with her.

WWYD? I want to try and compromise with them, ie they get to extend it a bit but Im not kept in limbo for ages.

I can suggest I run through my old work with the new boss and she contacts customers for feedback. Then I won't feel like I'm completely starting over.

Or will they think 'impertinent fool! off with her head!' and use it as evidence against confirming me in post?

I have drafted an appeal letter - feedback please!

Dear Big Boss

I am writing in response to the letter Old Manager sent me last week confirming my probationary period was being extended, and giving me right of appeal against the decision, to yourself

Although I understand the reasons why it would be difficult to do a probationary review at six months, as New Manager will only have been in post for two weeks at this stage, I would like to appeal the length of the probation extension which is currently three months.

I am finding it stressful being on probation and after securing the permanent position as a result of the recent changes in the team, I was anticipating feeling more secure in my job and feeling assured that I was a welcome addition to the team, particularly as since starting I have had no reviews or feedback of any kind.

I would like to suggest that the probation period extension is changed to one month, as this would give New Manager some time to get to know me (as she would be in post six weeks by then) and give me time to run through the work I have done to date with her, to enable her to seek feedback from the customers I have worked with.

I hope that the work I have done before New Manager's arrival could be included in any review and used as evidence of my skills and suitability in role.

I would welcome the opportunity to discuss this with you more fully
Best Regards

I didn't realise you'd received formal correspondence confirming the extension to your probation. Does it specify why it's been extended?

I've just realised I've now been on probation for 8 months, just wondering if anyone reading knows whether my company should have formally extended it or confirmed it after 6.

It states it has been extended due to management changes in the team which have meant there has not been the opportunity to do a review.

So do I send the appeal or not? Part of me really wants to, but I might just give myself a heart attack in the process.

tribpot, I guess it is up to your employer. They should either do it within the timescales or if they can't be arsed, pass you by default. Mine has not done it but then not passed me so it's the worst of both worlds!

I think it's hard to base your appeal solely on the fact that you find being on probation stressful. I would appeal it on the grounds the company has had adequate time to review your performance and has chosen not to do so. You would propose a one month extension to allow New Manager to gather feedback from your customers and would welcome the opportunity to discuss further.

Unfortunately I think unless you're prepared to deal with the real cause - the fact that your manager has been negligent - it will sound too weak. And citing the real reason will sound too confrontational.

I think my employer will argue it was up to me to arrange a bunch of meetings with random individuals who have to sign off on my probation sheet, so since I haven't done that it's my own bloody fault I'm still on probation. My boss occasionally offers to set some of the meetings up, and then doesn't. Personally I would take most of the names off; I assumed it was a list of key people I should be meeting in the course of day-to-day work, in reality I've never seen or heard of any of them.

I think you're right, if I did go to an appeal hearing I'd end up saying it was due to my manager being a lazy little shit and it would sound confrontational. I'm not exactly in a strong bargaining position being on probation am I? Also my manager is the golden girl, despite the fact that she is a really bad manager and technically she has massive weaknesses she is kind of the protégé of the big boss so they're hardly likely to side with me over her even if she is at fault.

I guess I need to just accept it and think that if there haven't been any performance concerns to date then there shouldn't be with the new boss, and just suck it up and wait for three months.

Meanwhile I think I will apply for this other job. I have nothing to lose and it looks like it might be a better move developmentally.

Besides the simple act of applying will make me feel a little better!

It sounds like the probation extension is just a symptom of a bigger problem. When this woman returns she's still going to be a shit manager, untouchable due to her relationship with the big boss. I would use your exit interview as the opportunity to express your disappointment with the way things have been handled. Good luck!

Btw if anyone is wondering why I haven't just arranged the meetings each one would likely involve a minimum of 120 mile round trip, they're not on the next floor up from me or anything like that :)

Will you get mileage? could be profitable for you x

Yes, she is a very shit manager and one of the main reasons I'm thinking of leaving. I'm technically better than her, and she knows it, and resents me for it and I resent her for managing me when she knows less than me.

On the surface we're never anything other than nice to each other but lurking beneath is simmering resentment, power struggles and loathing.

I don't know who was more excited about her going on maternity leave me or her!

I have been singing 'ding dong the witch is dead' all day, which my kids have found hilarious.

Maybe time to move on eh?

Yes, I would get mileage, but no-one drives on the M62 just for the mileage, the journey is shit :)

This could be a turning point for you, in that she's out of the picture for the next year. New Manager presumably isn't quite such a lap dog of Big Boss and may have his/her own views on how things should be done. That said, I would apply for the other job anyway to hedge your bets. Clearly something's gotta give before Old Manager returns from mat leave.

I have just sent my CV off to the recruiter for the other job (I'm so rock and roll on a Saturday night, me) so finger's crossed. Even if I don't get it, I need some validation that I'm still shit hot if my employer is not going to even acknowledge me, and recruiters are great for that! Perversely, I quite like interviewing and treat it as a kind of competitive sport.