Has anyone been put on one and was able to achieve it to stay? Or should I just count my losses and start looking for a new job.
7 replies (most recent on top)
Before the blessing of a layoff came in 2019, I was put on UN. It was the consensus of my coworkers that I was being used as the scapegoat because the system they put in place was failing miserably AND HO wouldn't let us us the tools in place for a smoother workflow. Ridiculous. I took it as a learning tool because being disgruntled about it would've made it worse. However, communication with your manager is vital. Document everything and keep a folder with pertinent emails. Be proactive and ask for a weekly meeting with your manager. It shows you're willing to correct some things in their eyes. And perhaps there are some things you can fine tune. There is a space for you to comment before you send the form back to your manager. If you know there are things that are in place that should or could be changed, diplomatically write out a statement. Do not make it sound like woe is me. You should be fine BUT bear in mind that Allstate does set unattainable goals many times and perhaps you are their next scapegoat. Good luck.
To the leader that commented they have put multiple people on a UN..to me it seems you are falling short on your duties to manage effect because a UN is the last step preparing for termination. If you believe that you did manage effectively but the employee wasn't attaining metrics then we to look at why are people being set up for failure especially if it is the metric for surveys. Op, I am on an UN for surveys my advice to you is document conversations, forward everything you receive from your manager to your email, and have factual conversations through email about your metrics. Also, compare your metrics to your teams metrics and document it. It will help you during this time and for unemployment when they fight you on it just in case you can't find another job.
I’ve put multiple people on a UN and they all made it through. Because we built a plan together and worked that plan together. If you’re leader isn’t doing that, than yea you might want to start looking or at least document the conversations and contact HR.
Yea thats what I thought. Its for metrics, time to hit the ground running i guess to find something.
Never been on one but my advice is it depends on why. If it's for attendance, then just make sure you never miss another day in the next year....... If for metrics start looking for a new job. That's means you have consistently missed on metrics and I think one more miss in 12 months terminates you which is very easy to happen. A UN is basically the last documented step to get rid of you. Attendance you 100% control but metrics you can't always control. One bad month and your gone
The goals that they set are usually not attainable in the time frame that management is looking for. This is done for a reason. Start brushing up your resume.
Start looking. Why would you want to stay somewhere that puts you on a UN?