Any advice or suggestions would be greatly appreciated here.
We have had an admin apprentice in our HR department for nearly 10 months. We have had ongoing issues with her attitude, enthusiasm, attention to detail, and completing tasks on time from the beginning.
Many an afternoon has been sat discussing how we can support her, suggesting ways of working smarter, and what she can do to help herself. She has maintained that we are fully supporting her, and the problem is with her.
We extended her probation period, and we were close to having to let her go as we saw no change, until she had a massive breakthrough before Christmas. Unfortunately since then, things are slipping again, the same types of mistakes being made, I even caught her playing games on Friday. Unfortunately the teams reputation is suffering as a result of this.
So I am left with the question, how long do you try for? I am due to have another of 'those' chats this morning with her. We have been so reluctant to give up. Our team really wanted to bring in an apprentice and help a young person get in to HR, however we are all now doing a bigger job than we imagined.
Any other experience of having an apprentice in your workplace?
Tracey
Replies
On reflection, what do you think was different between the girl you interviewed and the girl at work? Did she discover that HR wasn't what she wanted to do after all?
I am always interested in people's reasons for leaving a job. (or, as this case, for not working at a job)
Maybe she didn't manage the conceptual leap from school into the workplace.
Perhaps her role wasn't challenging enough to keep her interested, or perhaps it was more than she could take on.
Good luck with the new temp...
..and well done dealing with the unhappy apprentice situation. It is really tough but it is brilliant that you have learnt so much, especially about working with your team and your boss. It will all be useful for the future. Don't forget to record it all on your cpd portfolio!
Hi Alison
The new girl just wants to be here, she has the right experience and she is more mature.
I don't think the apprentice knew what was going on in her life and what she wanted. We have found lots of evidence of lies since she left, it was definitely the right decision. I think the role was too challenging for her, and it wasn't right for her either. I'd say she is not an 'admin' person, she is a 'people' person. We found emails after she left indicating that she wanted to go and be a rep or singer so her heart wasn't in it.
I didn't think about my CIPD evidence, I'll go and log that now!
Tracey
So, the apprentice has now left our employment, following the disciplinary process.
I learnt a lot going through the process, and I will be tougher with my boss in future in getting problems sorted sooner.
We now have a temp (who will hopefully go perm).
It'll take me at least a week or two to catch up with her mistakes, but, it's all go again!
Tracey
Thanks for letting us know how it all turned out & that you've come to a resolution and concluded the whole thing.
It's good you've learnt some things that you would do differently in the future.
Hope the new temp works out well for you!
Jill
Outcome, a written warning with a review in 2 weeks against 3 set objectives. Huff!
What was the outcome after the review? Has she improved?
Hi Jessica
Due to her having some personal problems, the review was delayed by two weeks, and is now tomorrow. Her work has not improved (I have a long list of errors) and her attitude is worse.
I will wait and hear what she has to say tomorrow, I want to call it a day but my manager wants to finish this process so we don't leave ourselves open to problems.
Today is the day, disciplinary meeting at 9! Things have actually gone down hill in the last 7 days alone, and frustrations amongst the team are growing, it's not just me feeling it anymore.
This will be my first meeting of this type, wish me luck!
Well here you are! Good luck! I will be interested to hear the outcome.
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