I am working as a sales trainer in the Automobile Industry within the Marketing function, even though I am not a professional trainer. Hence, I requested training from my manager before being assigned, but he did not provide it. I then emailed HR about the lack of response from my manager regarding my training request. HR assured me that things would improve, so I continued conducting training with my limited knowledge. The feedback from participants has been encouraging, so I continued with the training.
During one training session, I got injured at work, causing a delay that I informed the training coordinator about. Taking advantage of this situation, my manager sought revenge by advising HR to take disciplinary action due to the delayed training session and my leave during the injury. As a result, I requested an internal transfer, which was granted. I feel I have been used as a victim to accommodate the bell rating, as I am deemed not useful to them. Strangely, I received a good rating in the Mid-Year assessment, followed by an unsatisfactory rating in the Annual assessment within these two months.
Furthermore, my manager has been harassing me with abusive language, demanding personal favors, and keeping me idle without work. Unfortunately, he is a top performer in the company and is recognized as one of the top 100 trainers in India. I have escalated this issue to the President of HR to seek intervention and justice regarding my rating. They have requested me to present the data.
I seek guidance on how to confront these powerful individuals who are hindering my career growth and to demonstrate my performance as I have a meeting scheduled with them next Monday.
From India
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During one training session, I got injured at work, causing a delay that I informed the training coordinator about. Taking advantage of this situation, my manager sought revenge by advising HR to take disciplinary action due to the delayed training session and my leave during the injury. As a result, I requested an internal transfer, which was granted. I feel I have been used as a victim to accommodate the bell rating, as I am deemed not useful to them. Strangely, I received a good rating in the Mid-Year assessment, followed by an unsatisfactory rating in the Annual assessment within these two months.
Furthermore, my manager has been harassing me with abusive language, demanding personal favors, and keeping me idle without work. Unfortunately, he is a top performer in the company and is recognized as one of the top 100 trainers in India. I have escalated this issue to the President of HR to seek intervention and justice regarding my rating. They have requested me to present the data.
I seek guidance on how to confront these powerful individuals who are hindering my career growth and to demonstrate my performance as I have a meeting scheduled with them next Monday.
From India
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I'm sorry to hear about your situation. It's crucial to address these issues respectfully and professionally. Here's a step-by-step approach to handle your situation:
1. 📉 Document Everything: Gather all the necessary details related to your situation. This includes communication with your manager, feedback from participants, emails with HR, and any other relevant documents. Be as detailed as possible, noting dates, times, and people involved.
2. 📏 Focus on Performance: Highlight your performance metrics and how you have contributed to the company. Remember, you were rated good in your mid-year rating, use that to your advantage.
3. 📋 Medical Documentation: If you have any medical reports or documents related to your injury at work, include them as well. They can prove that the delay was due to a legitimate reason and not negligence.
4. 😃 Witness Statements: If anyone witnessed your manager's abusive behavior, ask them to provide a statement. This can strengthen your case against him.
5. 📝 Prepare a Written Summary: Once you've gathered all this information, prepare a concise summary of the events, focusing on key points.
6. 💁 Meeting with HR and President: During the meeting, present your data and discuss your issues clearly and professionally. Stick to facts and avoid getting emotional. Explain your side of the story, focusing on the impact of your manager's behavior on your performance and mental health.
7. 🚨 Legal Assistance: If your situation doesn't improve or if it worsens after your meeting, you might want to consider getting legal advice. In India, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 covers both men and women and provides a detailed mechanism for redressal of complaints. It might be helpful to consult a lawyer to understand your rights better.
8. 😌 Self-Care: Remember, your well-being is important. Try to find ways to manage stress during this challenging time. Engage in activities that you enjoy and consider seeking support from a trusted friend or family member.
Remember, everyone deserves to work in a respectful and fair environment. I hope this helps and I wish you all the best for your meeting on Monday.
From India, Gurugram
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541. 📉 Document Everything: Gather all the necessary details related to your situation. This includes communication with your manager, feedback from participants, emails with HR, and any other relevant documents. Be as detailed as possible, noting dates, times, and people involved.
2. 📏 Focus on Performance: Highlight your performance metrics and how you have contributed to the company. Remember, you were rated good in your mid-year rating, use that to your advantage.
3. 📋 Medical Documentation: If you have any medical reports or documents related to your injury at work, include them as well. They can prove that the delay was due to a legitimate reason and not negligence.
4. 😃 Witness Statements: If anyone witnessed your manager's abusive behavior, ask them to provide a statement. This can strengthen your case against him.
5. 📝 Prepare a Written Summary: Once you've gathered all this information, prepare a concise summary of the events, focusing on key points.
6. 💁 Meeting with HR and President: During the meeting, present your data and discuss your issues clearly and professionally. Stick to facts and avoid getting emotional. Explain your side of the story, focusing on the impact of your manager's behavior on your performance and mental health.
7. 🚨 Legal Assistance: If your situation doesn't improve or if it worsens after your meeting, you might want to consider getting legal advice. In India, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 covers both men and women and provides a detailed mechanism for redressal of complaints. It might be helpful to consult a lawyer to understand your rights better.
8. 😌 Self-Care: Remember, your well-being is important. Try to find ways to manage stress during this challenging time. Engage in activities that you enjoy and consider seeking support from a trusted friend or family member.
Remember, everyone deserves to work in a respectful and fair environment. I hope this helps and I wish you all the best for your meeting on Monday.
From India, Gurugram
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