I think I am being set up - not sure what to do

[arcticwind]

I was called to a meeting today - no notice, told that another member of staff has alleged I said something out of order. I know full well that i made the correct position clear to him but now i am on the hook for this alleged comment. He has several times tried to get rid of me as his performance manager, and now i feel sure he sees this as a way of succeeding.

It is a question of his word against mine and the senior manager used to be his line manager so is biased against me ...
I am not sure what to do - I feel like putting my cards on the table to the senior directors etc and saying categorically what happened but not sure whether that will only make it worse in the long term - the firm has a tradition of always backing up the senior managers no matter what ...

Or should I just ignore it all because i know I am right ... and potentially risk a disciplinary and black mark on my record - or try and 'protect' myself in some way.

I would like to know what an 'independent' person thinks please - i and dh (who is livid) are far too close to this ...

bump for you

I don't think ignoring a complaint made against you is a good idea, you need to respond.

I'm not sure why the fact that this senior manager used to manage your member of staff means that he/she is biased against you, that doesn't make sense to me, but obviously you know more about the individuals concerned.

Did you state what actually happened when you were called to this meeting? What happens next? Is it a grievance your team member has raised against you? In which case there will be a process and you will have the opportunity to state your side.

In terms of the firm backing up senior managers no matter what, well this is a complaint from a team member against his manager, so if that's the case, they should be backing you up, no?

flowerybeanbag thanks for your quick response.
I only wish they would back me up but I am not a senior manager so it does not apply - in fact genarally the opposite applies and the staff are allowed to say what they like and are believed

It is not a grievance - I am alleged to have said something which countermanded senior manager instructions (as if I would be that stupid - particularly with this individual!)

I did tell them what happened but am not convinced they beleive me - he said that he would go back to the person involved and then decide what action to take - that is why I thought about emailing the senior directors, to get my position in first

Hey Flowery, good to see you back - hope you enjoyed your break.

Whilst I am no expert, I would definitely agree that you need to make clear your position - and do it in writing. Perhaps an e-mail to the manager who spoke to you today along the lines of; Further to our discussion today, I would like to confirm the content of our conversation. I reiterate that my instructions to XX were a,b, and c. I have no idea why XX has suggested the instructions were otherwise, or indeed why he did not clarify matters with me if he did not understand the instructions. (I'm sure others could phrase this much better - and I would suggest you want to keep the tone positive and helpful)

Perhaps copy it also to whoever you need to.

Is it not a bit to not give any notice or allow you to be accompanied to a discussion like this? I don't know how big your organisation, or how formal the procedures are, but in my place, if it was a disciplinary matter, everything would be much more formal.

Thanks YOTC

Arctic I would suggest you see what comes of it. If it ends up being taken further you will have plenty of opportunity to make your side of the story clear.

I think if I were a director and received a communication out of the blue from a fairly junior manager saying 'Joe Bloggs in my team went to Joan Smith and said I said X, when I actually said Y, and I don't think Joan believes me' I'd probably be rolling my eyes a bit tbh and wishing the more junior staff could sort themselves out without coming whinging to me. I know that's a bit harsh and obviously I know nothing of the circumstances or the relationships between the individuals concerned, but my experience of directors tells me that's what they will think, and they will hope and expect that yourself and this senior manager would be able to sort the issue out between you and would hope only to have to get involved if that wasn't possible.

I would recommend you confirm your side of the story to the senior manager in an email, in a professional, 'happy to provide any further information' kind of way and leave it at that. Then if it does go further, your side is already on the record, as is your willingness to fully cooperate.

Thanks, that does rather tend to put in it perspective

I have done just that and await developments ...