A bit of an awkward situation has developed on one of our units and I would apreciate your views.
We are an agricultural business that operates on several remote sites with small teams(max 4), each run by a Supervisor. About a month ago a new team member on one site contacted us and said that he was unhappy- The supervisor would not speak to him, nor show him any new tasks-he was often given jobs that “got him out of the way”and was generally made to feel unwanted. Unfortunately this Supervisor has a reputation for this kind of behaviour but has never been taken to task. Her current line manager decided that her behaviour amounted to bullying and harrassment and something needed to be done so he began the disciplinary process with a formal investigation. Unfortunately (again)during the investigation process it became clear that there have been issues with the way he has communicated with her- so much so that she herself could be viewed as having been treated unfairly. So an agreement was reached between them- work together, talk to each other and each to listen to the other’s point of view. She accepted that she was not a good “people person” and would try harder with the new employee. So far so good. A review date was set for 2 months.
Today the new employee contacted me and said that he was still not happy- He was still being given the worst jobs and was not learning anything- the end of his probation has passed without a review or the customary pay increase and he feels he is being held back.I have been pushing for his review to be done and I think he has a point. Nothing is in writing as yet and the review period does not end for another 4 weeks.
Sorry it’s a bit long winded but I would be interested to hear your views

Fiona Fritz
fiona fritz