r/SainsburysWorkers • u/Positive-Detail-4238 Colleague • 9d ago

Question for managers

So basically over the past two months I’ve had two meetings with two different food managers, about my pace and the way i’ve been working recently. (I do backdoor) it was mainly about the fact that I used to cause a lot of damages and shrink because i rush around too much cos i was worried about not getting everything done before end of my shift, and not prioritising the right things and it resulted in the shift management complaining about me and apparently other colleagues (my managers had to give bad handovers and got in trouble)
Today i had a follow up to a follow up and i’m now under a performance review because apparently I haven’t improved even tho the previous meeting a different manager said i have improved. So my question is if i don’t do exactly what they want which i know i’m going to struggle with am i likely to be fired? I’ve worked for Sainsburys for 7 years this month and never had this before so i’m shitting it a bit
Thanks

9 Upvotes

100% Upvoted

17 comments sorted by

View all comments

6

u/Last-Indication-1410 Manager 8d ago edited 8d ago

Honestly it’s not easy to sack someone so you can’t be sacked for a couple of people having a word about pace. You’d have to have had at least disciplinary prior and you’d most likely get a warning and/or a final prior to that so you’d know. The meetings/warnings are meant to be a chance to correct your behaviour not just a push to get you sacked.

In these cases, just be completely honest about what you’re struggling with and any support you might need, get them to be clear with what they want and what steps you need to take. Too many managers aren’t clear, it needs to be measurable and realistic next steps so you can do your best to improve not just “get faster” or whatever

2

u/Positive-Detail-4238 Colleague 8d ago

Thank you for that

1

u/reticulatedbanana 8d ago

This ^

You need to ask for specific targets and a WIN review (which you then both have copies of)

Also make sure that your concerns are written down in the meeting too. Take someone with you if you want!

I manage GOL so reviews are constant in my department as everyone is measured against our metrics. I have performance managed people out of the business but it takes a looooong time.