Brad is a graduate employee working for a leading accounting firm. During his graduate training, he was placed in the risk team, where he showed great promise and confidence. However, at the conclusion of the graduate program no positions were available in this team, and he was offered a place in the remediation team.
Under the terms of Brad's contract he can be placed in any area of the organisation, but he has no experience in this area and is concerned about his capacity to perform given the expectation that he will pick up client work immediately. He flags this with his manager who sends him to a two-day training course, but back in the office he is left to 'learn as he goes' on his own.
Staff cut-backs mean that Brad receives very little support or training, and by the end of his probation period he is informed he is under-performing and will be put on a performance plan. Brad has documented his requests for training and support, plus his concerns that he was inadequately prepared for client-facing work, yet on any objective criterion he is under-performing.
Ultimately, Brad believes he is being unfairly managed out of the organisation.
What should he do?
Photo by Viktor Jakolev on Unsplash
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