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Work issues

Work issues

shabbagaz said:
Just a couple of points to expand on just to make things a little clearer. It is a 'multi-site' company I work for and in addition to the issues that went on today, my main issues lie largely at senior management (i.e directors).

Luckily, I and my colleagues have a fantastic relationship with our boss - we couldn't have asked for a more supportive boss and she is very much aware of my opinions/feelings as we've collectively experienced the same issues (this latest one I will need to site down and discuss with her on Monday).
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So I'm hoping that it's a sizable company with quite a number of employees which in turn should mean you have an HR dept who hopefully if approached with all the issues should give them the kick up the backside they need to deal with the issues/individuals.

I noticed some of your grievance is aimed at the senior management and directors of the business, this is all too common nowadays in almost most workplaces, the reason I mention this is if your considering leaving the company then you could quite easily end up back in the same situation.

Apologies if I'm sounding a bit ranty but your OP feels like it's just dropped into my inbox at work 😖😊
 
Can’t be doing with management that treat workers like they are beneath them. I worked for a company, where I was not happy about the treatment from a manager, the manager actually told a bare faced lie to the HR manager, said we’d had a meeting and sorted everything when we hadn’t. I made HR aware that no such meeting had taken place. When it finally did, the snidey comments started, I refused to stay and walked out. I eventually left (paid off) I told HR that the manager might be a manager in paper, but they weren’t a very good one and something needed to be done about them. I believe their card was “marked” citizens advice had a list as long as your arm of complaints about the same company.

I’m usually a pacifist, when it comes to work, it takes a special kind of t**t to push me that far.
 
Catching up with this, Gaz, and I have a suspicion on who the company is you work for based on the industry and location. I don't know much about them other than the company I work for, supplies them with IT. Not me, personally, mind, one of my colleagues.

Based on what to do, I have been in a similar situation many years ago where the culture doesn't work, sometimes the gossip culture in a business is awful, its entrenched and nothing is ever done. You have those who are part of the furniture and seemingly untouchable. Old of my companies became like that, it tends to happen gradually but very difficult to fix if not nipped in the bud. Anything involving senior directors won't change anytime soon.

My advice would definitely be to get the CV up to date. Focus on what your role is about, your achievements - it is easy for me as I'm sales, but it is equitable - things like "oversaw production increase" "year on year growth" and add the numbers in, ones which you can quote back when asked at interview.

Contrary to another poster above, the CV is important. It gets you the interview. Then you just have to nail the interview. But I would certainly not quit without a new job - although it shouldn't affect things, recruiters do unconsciously look down on job seekers. There is a "headhunt" culture about is hard to avoid. Get yourself on LinkedIn and be present and active on there, you might get approached without having to apply at all. And you can connect with recruiters and talent acquisition at companies you fancy, message them directly, all helps.
 
KeithLard said:
Catching up with this, Gaz, and I have a suspicion on who the company is you work for based on the industry and location. I don't know much about them other than the company I work for, supplies them with IT. Not me, personally, mind, one of my colleagues.

Based on what to do, I have been in a similar situation many years ago where the culture doesn't work, sometimes the gossip culture in a business is awful, its entrenched and nothing is ever done. You have those who are part of the furniture and seemingly untouchable. Old of my companies became like that, it tends to happen gradually but very difficult to fix if not nipped in the bud. Anything involving senior directors won't change anytime soon.

My advice would definitely be to get the CV up to date. Focus on what your role is about, your achievements - it is easy for me as I'm sales, but it is equitable - things like "oversaw production increase" "year on year growth" and add the numbers in, ones which you can quote back when asked at interview.

Contrary to another poster above, the CV is important. It gets you the interview. Then you just have to nail the interview. But I would certainly not quit without a new job - although it shouldn't affect things, recruiters do unconsciously look down on job seekers. There is a "headhunt" culture about is hard to avoid. Get yourself on LinkedIn and be present and active on there, you might get approached without having to apply at all. And you can connect with recruiters and talent acquisition at companies you fancy, message them directly, all helps.
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Very sound advice for a conspiracy theorist 😉

Nah, seriously this really is good advice.
 
Just to provide an update, I did have a word with my boss and just told her how I felt and gave her my opinions. We're a very close-knit team (and to be honest, they're the only reason I'm still there) and she did seem a bit upset when I told her I wanted to leave. I know she's always valued my work etc and she's also a friend as well as a boss (don't think anyone I've ever met that's been as understanding and compassionate as her).

She did say she doesn't want me to leave but understood my reasons for wanting to.

Previously to all of this happening, I had recently had my annual appraisal and brought up the subject of studying for a qualification - either finance or customer service related. My boss asked our training department about this but weeks later we've heard little back - she's chased it up but seems there's no clarity of who, within the training dept, is responsible for our department.... which does tell you all you need to know.

I am on LinkedIn and whilst it has it uses, I find the brown-nosing and various other crap somewhat nauseating! 🤣 I have been contacted by others on there about jobs but largely they've not been what I'm after, although managed to get one interview through it 18 months ago.
On a side note, we all had our job titles changed earlier this year (along with the department name) to better reflect the jobs we do. Thinking about it, I think the change works against me/us as I'm certain no-one recognises the actual job title as it's not generic and the number of jobs I've been contacted about has diminished.

I've had some fantastic advice about my CV both on here and via PM so hopefully this will stand me in good stead.
 
shabbagaz said:
Just to provide an update, I did have a word with my boss and just told her how I felt and gave her my opinions. We're a very close-knit team (and to be honest, they're the only reason I'm still there) and she did seem a bit upset when I told her I wanted to leave. I know she's always valued my work etc and she's also a friend as well as a boss (don't think anyone I've ever met that's been as understanding and compassionate as her).

She did say she doesn't want me to leave but understood my reasons for wanting to.

Previously to all of this happening, I had recently had my annual appraisal and brought up the subject of studying for a qualification - either finance or customer service related. My boss asked our training department about this but weeks later we've heard little back - she's chased it up but seems there's no clarity of who, within the training dept, is responsible for our department.... which does tell you all you need to know.

I am on LinkedIn and whilst it has it uses, I find the brown-nosing and various other crap somewhat nauseating! 🤣 I have been contacted by others on there about jobs but largely they've not been what I'm after, although managed to get one interview through it 18 months ago.
On a side note, we all had our job titles changed earlier this year (along with the department name) to better reflect the jobs we do. Thinking about it, I think the change works against me/us as I'm certain no-one recognises the actual job title as it's not generic and the number of jobs I've been contacted about has diminished.

I've had some fantastic advice about my CV both on here and via PM so hopefully this will stand me in good stead.
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Just a very small point on Job Title - the one you put on Linkedin/CV doesn't have to be the exact one that is in your contract. You can, and should, put whatever title it is that you think is best recognised in the industry as long as it is fitting to your role.
 
Muzza said:
Just a very small point on Job Title - the one you put on Linkedin/CV doesn't have to be the exact one that is in your contract. You can, and should, put whatever title it is that you think is best recognised in the industry as long as it is fitting to your role.
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Yep, it needs to describe what you do, job titles are very specific to individual companies and not necessarily representative of the industry as a whole.
 
222Mark said:
How would you describe being a trade union officer on LinkedIn 🤣
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You know what I meant! 😂

Eg, in your case, "Trade Union Officer Construction" or whatever industry you're in.

Also tbf, your job isn't really typical.
 
Liberation said:
In trouble and wouldn't touch with a bargepole?....... Stay put mate or your mortgage will suffer.
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It shouldn't be like that but a lot of employers see it that way. Good trade union officers are an asset to management as much as the workers they represent.
 
Liberation said:
I agree in theory .... Although I'd say it depends on how competent the Management was.
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That's a 50/50 imo. If both are genuinely working in the companies best interests, then both are working in the workers interests too. Successful companies tend to have a motivated and happy workforce.

Many problems stem from management and unions not trusting each other.
 
LostinSpace said:
That's a 50/50 imo. If both are genuinely working in the companies best interests, then both are working in the workers interests too. Successful companies tend to have a motivated and happy workforce.

Many problems stem from management and unions not trusting each other.
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Living in utopia then you would be correct but we don't do we?. The amount of Management incompetency that I've come across in my working life is unbelievable. Personally I think it's arrogance that enables them to survive. The complete belief that they can't be wrong...... And of course the fact that they have the real ability to do as they are told . It's why they are well paid but have no real clout although given to belief that they have. Puppets .

Good Unions are concerned with the wellbeing of the majority of the plebs ( even though some members take the piss we know that )...................Unfortunately good Unions with the right motives are few and far between...... In recent times I'd say Lynch was a throwback and our new " pretenders " might take a leaf out of his book.
 
Liberation said:
Living in utopia then you would be correct but we don't do we?. The amount of Management incompetency that I've come across in my working life is unbelievable. Personally I think it's arrogance that enables them to survive. The complete belief that they can't be wrong...... And of course the fact that they have the real ability to do as they are told . It's why they are well paid but have no real clout although given to belief that they have. Puppets .

Good Unions are concerned with the wellbeing of the majority of the plebs ( even though some members take the piss we know that )...................Unfortunately good Unions with the right motives are few and far between...... In recent times I'd say Lynch was a throwback and our new " pretenders " might take a leaf out of his book.
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Utopia maybe, but it can work. For example, in much of the manufacturing industry in Germany, management and unions work together. Or at least that was the case.

The problem we have is that management are where they are through knowing the right people and playing the politics, if they earned that position through competence, respect and experience we’d be far better off.
 
LostinSpace said:
Utopia maybe, but it can work. For example, in much of the manufacturing industry in Germany, management and unions work together. Or at least that was the case.

The problem we have is that management are where they are through knowing the right people and playing the politics, if they earned that position through competence, respect and experience we’d be far better off.
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That's what I said 😀
 
If for whatever reason I ever leave the sector I'm in, unless I go and work for a trade union, we class ourselves as unemployable even though we have a wealth of knowledge, we cover employment law, we know more about our contracts of employment that our own HR dept, we are trained in accident investigation, safety inspections, almost daily we're like support workers and councilers, One minute your dealing with a local issue with an apprentice the next your dealing with a member of the government, you have to adapt to different situations many times a day, we work 24/7 and never get a day without dealing with something or someone, but I wouldn't have it any other way, I guess to many though we are classed as workplace terrorists 😂
 
Muzza said:
Just a very small point on Job Title - the one you put on Linkedin/CV doesn't have to be the exact one that is in your contract. You can, and should, put whatever title it is that you think is best recognised in the industry as long as it is fitting to your role.
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Great advice Muzza
 
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