Good employee resigned after probation extended

[simplel]

I am a manager in a team. We have a team of 100 staff and about 20 managers. We also have an HR team.

One of our employees joined 7 months ago. They had a bit of a patchy start but once they’d settled in they’ve been excellent. They are well liked in the team and always keen to get stuck in with team events.

At their mid probation, one manager took a dislike to them on a point which has since been disproven. But because this negative feedback was in their review at month 3, HR overruled all the other good feedback from managers and insisted we extend the employee’s probation to 9 months long.

I’m told by HR that the employee was devastated but promised to continue showing they could perform at the level needed.

A month later, employee has handed in their notice and is leaving for a competitor. We need the (wo)manpower in the team and I’m gutted they’ll be going. If you were this person, what could we do to make you stay?

Its time that your company learned that probation works both ways, you failed her probation so she let you go.

And I agree that it sounds like HR is the tail wagging the dog.

Why would they stay when your company has demonstrated shitty behaviour?

I was once put on a performance improvement plan so I quit. My director was shocked I quit. I went over to the company they were litigating and didn’t announce my new employer until 5pm on a Friday so they couldn’t sabotage it.

I had work I had performed attributed to a colleague while I was put on a performance management plan (basically she recorded the work was hers even though I had done everything and she wasn’t even involved). The colleague used this to get a promotion. I was excluded from social activities and my boss would refuse to sign off on my work - saying it needed changes (it didn’t). It was so bad. I didn’t blame the colleague who stole my work. When I found out what my Director did I didn’t even argue - I just stared at him.

My supervisor had already sabotaged another role I was being headhunted for by lying when it came to the reference stage.

I’m glad this employee realised their worth and wouldn’t let it up with shitty behaviour.

Good for the employee to be honest.
If you are already dealing with toxic managers during your probation period and despite being proven right you still get a punishment then that is a red flag in itself.

Call her in apologies and clear the air and ask her straight what you can do for her to stay. That way she’ll feel better about the whole thing and you never know she might even stay

This is the problem with the culture, right now. Candidates are expected to jump through hoops i.e. multiple interviews, excruciating wait times for confirmation (if any received at all), university degrees and experience for basic positions and then "extended probation".

If anyone values their time and has any self-esteem, they wouldn't stand for this treatment and, like someone else has already stated, this person is better off for leaving.

I've been in this employee's shoes, my probation was extended at 6 months, due to one manager having concerns which they had never discussed with me. My feedback from other managers and team leaders was good. I was annoyed, but decided to try and turn things around as it was my first job in the industry.

Shortly after this, my mum passed away and then my wife had a postpartum hemorrhage. Rather than acknowledging the stress I was going through and offering support, my employer simply increased my workload and expected "150% performance" and continued to create unmanageable targets for me. Eventually, I quit with no job to go to. I am still astonished that companies can be so disingenuous and toxic. If companies just communicate and treat staff like human beings, they will stay in roles!

When you have already made known how you feel about where you work by looking for another job, going through an interview process and handing your notice in, what is the benefit of staying? She has already let the company know by her actions that she is prepared to jump ship. If you managed to make her stay, she is going to doubt that decision for a long time and it's still going to be in everyone's mind too. Better to let her go at this stage.

Do you recognise this scenario? Are you the employee?

Yup. Power trippers are very common in HR and need a check.

Nope. She’s off and good luck to her.

Too late do anything now, the probation should have been changed back to 6 months when the error was discovered.

So would I, I'd be gone and not sorry to leave such a toxic workplace. 😕
Organisations owe it to their staff to not tolerate bullying and toxicity, even if it's a senior member of staff.

I'm afraid if I were your employee, it would be a case of, 'too little, too late'. There is nothing you or the Company could offer at this stage to make me stay. No one stood up for them when one manager made a false allegation about them/their work, which impacted on their career. The Company has shown them exactly how much they value them and how they'll deal with potential issues in the future. Understandably, the employee has jumped ship; probably for more money as well.

Any thoughts OP? @simplel

You should’ve fixed it when you had a chance, now it’s finally become clear to you what an impact toxic manager has, what are you going to do about it to not lose the next good employee??

Im vaguely in agreement with others in that it’s doubtful you can win the back but I have never really understood extended probation in under 2 years employment you have less rights up to 2 years mark so why insist on extending probation did you expect them to be ok with that judgement.