Started a sales job 3 months ago, you have to meet a quota by the end of your 3 or so months or they have the option to terminate you. Been getting vague remarks from my Sup about how if I don't make a huge improvement soon I'll be let go. If I don't perform well I understand, and am let go for those grounds I still understand. The problem with the issue is there are employees there who have since I started been on-par, or had less sales than me. According to others who have been there quite a while said one of those employees in particular, we'll call them Emp D, has never reached their sales goal since they started (been there 7 months now) and apparently hasn't even been written up, much less let go.
We have a system where we worked based on addresses we are given, we are informed we are not supposed to stray from the addresses (not an actual policy) and if we get sales from dwellings that are in someone else's assigned addresses the owner of them can claim them as their own sales. So far I've had DOZENS of sales stolen from me in my assigned areas, bring it up to my supervisor and he acts like it's bit a big deal brushes it off, telling me "It's less hassle and easier to let them go and focus on getting new sales." Another employee (one my supervisor clearly like more than a lot of us) tells our Sup that he has had sales stolen, our Sup sits there with him for an hour going over every dispute and attempting to get them back. This particular employee is the same race/color as our supervisor.
Emp D openly talks on their phone in a meeting (we're not even supposed to have them on during our meeting, so says our Sup) and even disrespectfully talks back to our Sup when he's asked them to get off their phone. Emp D is not reprimanded for it.
Another meeting lasts longer than it's supposed to so 2 employees excuse themselves to use the restroom, that angers our supervisor and instead of confronting them he sends out a vague, humiliating email telling "everyone" on the team "Use the restroom before you come to the meeting so you can last the full hour, it's rude to the team and wastes our time." Yet just last week 2 employees show up to the meeting 20 minutes late, nothing is said or emailed to them.
Basically most of what happens in this setting is not against policy, per say, it's just the fact of the matter is if you're not a favorite, or a liked employee by the supervisor he'll call you out on your supposed misdeeds and even potentially try to humiliate you.
He has not been doing his full duty as a supervisor to aid me, which according to his manager is his job. If he doesn't like me as much as someone else he won't do what he's supposed to be doing to help me succeed and do better, my 3 months is technically a training period, and the only help I have been receiving is from fellow employees.
I am not the only one who feels this way, multiple other employees (who are doing phenomenal at their positions) see it too, and are also neglected or blasted openly on email forwardings. In fact some employees have suggested if I get let go for poor performance that I should look into a discrimination lawsuit (I am openly homosexual) solely based on the fact Emp D has always performed poorly and nothing is done to them.
What are my rights
We have a system where we worked based on addresses we are given, we are informed we are not supposed to stray from the addresses (not an actual policy) and if we get sales from dwellings that are in someone else's assigned addresses the owner of them can claim them as their own sales. So far I've had DOZENS of sales stolen from me in my assigned areas, bring it up to my supervisor and he acts like it's bit a big deal brushes it off, telling me "It's less hassle and easier to let them go and focus on getting new sales." Another employee (one my supervisor clearly like more than a lot of us) tells our Sup that he has had sales stolen, our Sup sits there with him for an hour going over every dispute and attempting to get them back. This particular employee is the same race/color as our supervisor.
Emp D openly talks on their phone in a meeting (we're not even supposed to have them on during our meeting, so says our Sup) and even disrespectfully talks back to our Sup when he's asked them to get off their phone. Emp D is not reprimanded for it.
Another meeting lasts longer than it's supposed to so 2 employees excuse themselves to use the restroom, that angers our supervisor and instead of confronting them he sends out a vague, humiliating email telling "everyone" on the team "Use the restroom before you come to the meeting so you can last the full hour, it's rude to the team and wastes our time." Yet just last week 2 employees show up to the meeting 20 minutes late, nothing is said or emailed to them.
Basically most of what happens in this setting is not against policy, per say, it's just the fact of the matter is if you're not a favorite, or a liked employee by the supervisor he'll call you out on your supposed misdeeds and even potentially try to humiliate you.
He has not been doing his full duty as a supervisor to aid me, which according to his manager is his job. If he doesn't like me as much as someone else he won't do what he's supposed to be doing to help me succeed and do better, my 3 months is technically a training period, and the only help I have been receiving is from fellow employees.
I am not the only one who feels this way, multiple other employees (who are doing phenomenal at their positions) see it too, and are also neglected or blasted openly on email forwardings. In fact some employees have suggested if I get let go for poor performance that I should look into a discrimination lawsuit (I am openly homosexual) solely based on the fact Emp D has always performed poorly and nothing is done to them.
What are my rights
Supervisors: Unequal Treatment at Work Based on Favoritism
0 commentaires:
Enregistrer un commentaire