Attention: Please take a moment to consider our terms and conditions before posting.
General things that Annoy you
Comments
-
The acting on those funeral, cremation and writing a will adverts are something to behold.ForeverAddickted said:Got the Tour de France on ITV4 whilst Working from Home...
Christ, the amount of Funeral Care adverts!! - The trouble is they sound so bloody cheerful... "Wow Jean, this is the first funeral I've been to in sometime" - Jesus Arthur, why do you sound so excited by that?
Laughed at one recently where a son and his mum are talking about the inheritance whilst the father is half way up a ladder to the loft bringing down an old teddy bear. The moments after where I think the son says "thanks dad" and the subsequent awkward looks to each other are ridiculous.2 -
-
Stanley Johnson.2
-
Time.
Slow down you cnut8 -
That bloody Tesco 'ive got the power' ad. They were even spraying bursts of it into the shop yesterday, so loud the first one made me jump. Almost a case of 'cleaner to aisle 14'
0 -
Reflection. as in, Self-reflection. I understand the point of mirrors, but what I don't understand is the need for every bit of internal bureaucracy having to include a bit on "reflection".
Latest annoyance is Solicitors' regulation authority's latest guidance (that my regulator has swallowed whole) on continuing competency. It's not enough anymore just to read up on law, or ask a colleague, as you go along, and then go to the odd case law seminar. Apparently now you have to reflect on your development needs, write a plan, how will you address it, say what you did, then more bloody reflecting on what you learned on a great big spreadsheet that gets audited. How about I'm a professional who, if they don't know something, finds out there a then and then gets on with his job? Waste of time. I'm actually quite happy with who I am, I don't need to make myself paranoid. Had a boss who was all about the self reflection and drove herself mad and had to leave (I could have told her in 5 mins why she really didn't want to be doing that, she was awful).1 -
These abominations. Yeah, I really wanna tease out individual squares of toilet paper and then carefully unwrap them in order to get enough paper to wipe my arse14 -
In a similar vein, annual appraisals.McBobbin said:Reflection. as in, Self-reflection. I understand the point of mirrors, but what I don't understand is the need for every bit of internal bureaucracy having to include a bit on "reflection".
Latest annoyance is Solicitors' regulation authority's latest guidance (that my regulator has swallowed whole) on continuing competency. It's not enough anymore just to read up on law, or ask a colleague, as you go along, and then go to the odd case law seminar. Apparently now you have to reflect on your development needs, write a plan, how will you address it, say what you did, then more bloody reflecting on what you learned on a great big spreadsheet that gets audited. How about I'm a professional who, if they don't know something, finds out there a then and then gets on with his job? Waste of time. I'm actually quite happy with who I am, I don't need to make myself paranoid. Had a boss who was all about the self reflection and drove herself mad and had to leave (I could have told her in 5 mins why she really didn't want to be doing that, she was awful).
No one has ever said, "I'm really looking forward to my appraisal", ever. I'm mid-50's and coming up for 40 years in the profession. If I'd had any hankering for more management responsibility, don't you think I'd have made it clear by now? If I need any training I'll let you know. Just leave me alone to get on with the job you've been happy me doing for decades!9 -
exactly, if some issue comes up in an appraisal for the first time, then there's a failure of management.1
-
5 - Sponsored links:
-
British 'summertime'. Got 1 day off this week to play golf and had to walk off after 10 holes due to the torrential rain1
-
Yeah they are awful. Worse though was that our work had these Tork ones, but in typical penny pinching stinginess filled them up with cheaper paper that didn't quite fit. Consequently, the 'individual squares' all got torn into smaller pieces as you pulled them out. It was like wiping your arse on a handful of ticker tape (I'd imagine).MrOneLung said:These abominations. Yeah, I really wanna tease out individual squares of toilet paper and then carefully unwrap them in order to get enough paper to wipe my arse1 -
We had this on BT for a while, where we had to to write a self assessment (on line) of a random job we'd completed. This was then reviewed by our line manager as part of our appraisal.Bournemouth Addick said:
In a similar vein, annual appraisals.McBobbin said:Reflection. as in, Self-reflection. I understand the point of mirrors, but what I don't understand is the need for every bit of internal bureaucracy having to include a bit on "reflection".
Latest annoyance is Solicitors' regulation authority's latest guidance (that my regulator has swallowed whole) on continuing competency. It's not enough anymore just to read up on law, or ask a colleague, as you go along, and then go to the odd case law seminar. Apparently now you have to reflect on your development needs, write a plan, how will you address it, say what you did, then more bloody reflecting on what you learned on a great big spreadsheet that gets audited. How about I'm a professional who, if they don't know something, finds out there a then and then gets on with his job? Waste of time. I'm actually quite happy with who I am, I don't need to make myself paranoid. Had a boss who was all about the self reflection and drove herself mad and had to leave (I could have told her in 5 mins why she really didn't want to be doing that, she was awful).
No one has ever said, "I'm really looking forward to my appraisal", ever. I'm mid-50's and coming up for 40 years in the profession. If I'd had any hankering for more management responsibility, don't you think I'd have made it clear by now? If I need any training I'll let you know. Just leave me alone to get on with the job you've been happy me doing for decades!
As a cynical 'old school' engineer I knew for certain that it was a box ticking exercise and furthermore, no one would actually read it. To prove the point my actual account veered off course after two sentences, whereupon I became a Marvel character who devised a scheme to circumnavigate the building's security to use the big silver lifts at the front, rather than the dodgy goods lift round the back. I then performed various fantastic deeds to complete the job to the customer's delight and finished by tying some cable to the radiator and abseiling out of the window. I seem to recall I added 'into the late November sunshine' nice touch eh?
At my appraisal (I swear this is true) my line manager sat behind his laptop and noted that I'd completed that section - he read the first few words and moved on.
I often wonder if my little story was ever picked up by anybody as it pinged between servers and memory banks.
12 -
Dyson. Not so much the person but the hype around his products and the tag of technology company, I'm not sure it fits the brief. None of what they produce is any better than their rivals and some of it is a bit nonsensical
https://www.youtube.com/watch?v=EStltrjfcOQ 2 -
Dyson. Not so much about the hype around his products, but his dumping of British workers after what he did.
9 -
Wet socks1
-
been sent my half yearly appraisal to complete. Our company launched our new 'values' 3 weeks ago - basically 6 buzzwords such as 'Belonging' 'Accountability' etc and most of the appraisal is 'show how you have demonstrated the value of...'Raith_C_Chattonell said:
We had this on BT for a while, where we had to to write a self assessment (on line) of a random job we'd completed. This was then reviewed by our line manager as part of our appraisal.Bournemouth Addick said:
In a similar vein, annual appraisals.McBobbin said:Reflection. as in, Self-reflection. I understand the point of mirrors, but what I don't understand is the need for every bit of internal bureaucracy having to include a bit on "reflection".
Latest annoyance is Solicitors' regulation authority's latest guidance (that my regulator has swallowed whole) on continuing competency. It's not enough anymore just to read up on law, or ask a colleague, as you go along, and then go to the odd case law seminar. Apparently now you have to reflect on your development needs, write a plan, how will you address it, say what you did, then more bloody reflecting on what you learned on a great big spreadsheet that gets audited. How about I'm a professional who, if they don't know something, finds out there a then and then gets on with his job? Waste of time. I'm actually quite happy with who I am, I don't need to make myself paranoid. Had a boss who was all about the self reflection and drove herself mad and had to leave (I could have told her in 5 mins why she really didn't want to be doing that, she was awful).
No one has ever said, "I'm really looking forward to my appraisal", ever. I'm mid-50's and coming up for 40 years in the profession. If I'd had any hankering for more management responsibility, don't you think I'd have made it clear by now? If I need any training I'll let you know. Just leave me alone to get on with the job you've been happy me doing for decades!
As a cynical 'old school' engineer I knew for certain that it was a box ticking exercise and furthermore, no one would actually read it. To prove the point my actual account veered off course after two sentences, whereupon I became a Marvel character who devised a scheme to circumnavigate the building's security to use the big silver lifts at the front, rather than the dodgy goods lift round the back. I then performed various fantastic deeds to complete the job to the customer's delight and finished by tying some cable to the radiator and abseiling out of the window. I seem to recall I added 'into the late November sunshine' nice touch eh?
At my appraisal (I swear this is true) my line manager sat behind his laptop and noted that I'd completed that section - he read the first few words and moved on.
I often wonder if my little story was ever picked up by anybody as it pinged between servers and memory banks.
you only launched them3 weeks ago !!!!3 -
0 -
Nice to know I'm not alone in dealing with this bullshit. My place has "Values and Behaviours" as well. I can't remember what they all are, but I'm fairly sure they were chosen on the basis that the first letters of each one all spell something else "meaningful" (Teamwork, Work-Ethic, Ambition, Thoughtful - something like that, you get the idea). I do remember that one of our values is "integrity" because I had to write a paragraph explaining how I'd displayed "integrity". What are you supposed to write for that?! "I've not been a c*%t or stabbed anyone during the reporting year, and have always shown respect to my colleagues, even the thick ones".MrOneLung said:
been sent my half yearly appraisal to complete. Our company launched our new 'values' 3 weeks ago - basically 6 buzzwords such as 'Belonging' 'Accountability' etc and most of the appraisal is 'show how you have demonstrated the value of...'Raith_C_Chattonell said:
We had this on BT for a while, where we had to to write a self assessment (on line) of a random job we'd completed. This was then reviewed by our line manager as part of our appraisal.Bournemouth Addick said:
In a similar vein, annual appraisals.McBobbin said:Reflection. as in, Self-reflection. I understand the point of mirrors, but what I don't understand is the need for every bit of internal bureaucracy having to include a bit on "reflection".
Latest annoyance is Solicitors' regulation authority's latest guidance (that my regulator has swallowed whole) on continuing competency. It's not enough anymore just to read up on law, or ask a colleague, as you go along, and then go to the odd case law seminar. Apparently now you have to reflect on your development needs, write a plan, how will you address it, say what you did, then more bloody reflecting on what you learned on a great big spreadsheet that gets audited. How about I'm a professional who, if they don't know something, finds out there a then and then gets on with his job? Waste of time. I'm actually quite happy with who I am, I don't need to make myself paranoid. Had a boss who was all about the self reflection and drove herself mad and had to leave (I could have told her in 5 mins why she really didn't want to be doing that, she was awful).
No one has ever said, "I'm really looking forward to my appraisal", ever. I'm mid-50's and coming up for 40 years in the profession. If I'd had any hankering for more management responsibility, don't you think I'd have made it clear by now? If I need any training I'll let you know. Just leave me alone to get on with the job you've been happy me doing for decades!
As a cynical 'old school' engineer I knew for certain that it was a box ticking exercise and furthermore, no one would actually read it. To prove the point my actual account veered off course after two sentences, whereupon I became a Marvel character who devised a scheme to circumnavigate the building's security to use the big silver lifts at the front, rather than the dodgy goods lift round the back. I then performed various fantastic deeds to complete the job to the customer's delight and finished by tying some cable to the radiator and abseiling out of the window. I seem to recall I added 'into the late November sunshine' nice touch eh?
At my appraisal (I swear this is true) my line manager sat behind his laptop and noted that I'd completed that section - he read the first few words and moved on.
I often wonder if my little story was ever picked up by anybody as it pinged between servers and memory banks.
you only launched them3 weeks ago !!!!
Total waste of time. Doesn't have any bearing on pay or progression, and the annual appraisal is always the same thing:
Me: "I've not completed this objective yet".
Manager: "Okay, just mark is at "ongoing".
I'm too gutless to make a stand. Will wait until the last one before I retire and then give them every expletive in the dictionary.4 -
is meant to be them appraising me, but I do all the bloody appraising in my review0
- Sponsored links:
-
Absolutely but there have been far worse dumping on the British workers. He’s just one in a very long line.Stig said:Dyson. Not so much about the hype around his products, but his dumping of British workers after what he did.0 -
Less than 18 years for killing a 8 month old and a thirty year old while driving pissed at 140mph and taking selfies
https://www.bbc.co.uk/news/articles/cxe2j8x222go
0 -
We had a photo competition at work that was supposed to typify my previous company's "values" including commitment, reliability, motivation etc. I photoshopped Mr motivator onto the roof of del boy's robin reliant with the commitments in the background. Didn't even make it to the shortlist.11
-
During one of my appraisals my very corporate American boss described me as 'enigmatic, rebellious and scary to manage'.Bournemouth Addick said:
In a similar vein, annual appraisals.McBobbin said:Reflection. as in, Self-reflection. I understand the point of mirrors, but what I don't understand is the need for every bit of internal bureaucracy having to include a bit on "reflection".
Latest annoyance is Solicitors' regulation authority's latest guidance (that my regulator has swallowed whole) on continuing competency. It's not enough anymore just to read up on law, or ask a colleague, as you go along, and then go to the odd case law seminar. Apparently now you have to reflect on your development needs, write a plan, how will you address it, say what you did, then more bloody reflecting on what you learned on a great big spreadsheet that gets audited. How about I'm a professional who, if they don't know something, finds out there a then and then gets on with his job? Waste of time. I'm actually quite happy with who I am, I don't need to make myself paranoid. Had a boss who was all about the self reflection and drove herself mad and had to leave (I could have told her in 5 mins why she really didn't want to be doing that, she was awful).
No one has ever said, "I'm really looking forward to my appraisal", ever. I'm mid-50's and coming up for 40 years in the profession. If I'd had any hankering for more management responsibility, don't you think I'd have made it clear by now? If I need any training I'll let you know. Just leave me alone to get on with the job you've been happy me doing for decades!
Absolutely made my day!8 -
I used to hate it, when appraising someone who had worked with the company many years, was happy and effective in their role, and didn't want to change that we had to put at least three aims, ambitions or development goals. It was sometimes a struggle for both of us to think of something, and at the end of the day you were just happy to have someone who was content and capable in their work.6
-
One of my old managers answered that question with, "I'm retiring in a few months". Which I think showed appraisals for what they are to most people, a complete waste of time. Everybody including the guy doing the appraisal knew this, he was just in auto-pilot mode.Hal1x said:I used to hate it, when appraising someone who had worked with the company many years, was happy and effective in their role, and didn't want to change that we had to put at least three aims, ambitions or development goals. It was sometimes a struggle for both of us to think of something, and at the end of the day you were just happy to have someone who was content and capable in their work.
My manager where I work now has an excellent method when it comes to the annual form filling. He tells me he's done it.1 -
Tick box exercise mostly, unless properly used to help people develop or more seriously and wrongly as a disciplinary process to "manage someone out".charltonkeston said:
One of my old managers answered that question with, "I'm retiring in a few months". Which I think showed appraisals for what they are to most people, a complete waste of time. Everybody including the guy doing the appraisal knew this, he was just in auto-pilot mode.Hal1x said:I used to hate it, when appraising someone who had worked with the company many years, was happy and effective in their role, and didn't want to change that we had to put at least three aims, ambitions or development goals. It was sometimes a struggle for both of us to think of something, and at the end of the day you were just happy to have someone who was content and capable in their work.
My manager where I work now has an excellent method when it comes to the annual form filling. He tells me he's done it.
I recall an area meeting where we discussed forthcoming performance reviews. The area (20 branches) had to have results that fitted within a prescribed spread of scores. ie 5% outstanding, 10% underperforming, 35% good etc. Each branch had to put up their proposed range of results, justify them, and if it didnt fit the pattern we had to alter the scores to fit (before the actual appraisal took place). I had to change my staffs scores so that some were now underperforming and subject to "review management", and just as bad give some an outstanding score when not merited. All done by senior management, and peers, who had no idea about any of the staff they were judging.0 -
That will be the "bell curve", which should flex according to overall company performance. For the sceptics out there, the appraisal process, when used in the right way in businesses that have a "high performance culture", and where the aspiration of a high percentage of people is to progress, is important and useful. An investment bank, or Coca-Cola for example.Hal1x said:
Tick box exercise mostly, unless properly used to help people develop or more seriously and wrongly as a disciplinary process to "manage someone out".charltonkeston said:
One of my old managers answered that question with, "I'm retiring in a few months". Which I think showed appraisals for what they are to most people, a complete waste of time. Everybody including the guy doing the appraisal knew this, he was just in auto-pilot mode.Hal1x said:I used to hate it, when appraising someone who had worked with the company many years, was happy and effective in their role, and didn't want to change that we had to put at least three aims, ambitions or development goals. It was sometimes a struggle for both of us to think of something, and at the end of the day you were just happy to have someone who was content and capable in their work.
My manager where I work now has an excellent method when it comes to the annual form filling. He tells me he's done it.
I recall an area meeting where we discussed forthcoming performance reviews. The area (20 branches) had to have results that fitted within a prescribed spread of scores. ie 5% outstanding, 10% underperforming, 35% good etc. Each branch had to put up their range of results, justify them, and if it didnt fit the pattern we had to alter the scores to fit (before the actual appraisal took place). I had to change my staffs scores so that some were now underperforming and subject to "review management", and just as bad give some an outstanding score when not merited. All done by senior management, and peers, who had no idea about any of the staff they were judging.
I can see it being frustrating in companies with more established teams and / or where the role is functional rather than developmental.1 -
Restaurants and music.
Does it need to be so loud and the choice of music.
I love a bit of Chuck Berry, Johnny b Goode though while I'm eating me dinner?
3 -
That makes complete sense to me and also explains why some over educated, but thick as pigshit, graduate in a HR department of a big organisation like you describe in your last paragraph would leap at the chance to implement that and have no idea or concept of the ill feeling and chaos they leave in their wake. Sometimes things can just work and are sensible to be left to carry on working without pissing off a section of your workforce for the sake of a poxy bellcurveSporadicAddick said:
That will be the "bell curve", which should flex according to overall company performance. For the sceptics out there, the appraisal process, when used in the right way in businesses that have a "high performance culture", and where the aspiration of a high percentage of people is to progress, is important and useful. An investment bank, or Coca-Cola for example.Hal1x said:
Tick box exercise mostly, unless properly used to help people develop or more seriously and wrongly as a disciplinary process to "manage someone out".charltonkeston said:
One of my old managers answered that question with, "I'm retiring in a few months". Which I think showed appraisals for what they are to most people, a complete waste of time. Everybody including the guy doing the appraisal knew this, he was just in auto-pilot mode.Hal1x said:I used to hate it, when appraising someone who had worked with the company many years, was happy and effective in their role, and didn't want to change that we had to put at least three aims, ambitions or development goals. It was sometimes a struggle for both of us to think of something, and at the end of the day you were just happy to have someone who was content and capable in their work.
My manager where I work now has an excellent method when it comes to the annual form filling. He tells me he's done it.
I recall an area meeting where we discussed forthcoming performance reviews. The area (20 branches) had to have results that fitted within a prescribed spread of scores. ie 5% outstanding, 10% underperforming, 35% good etc. Each branch had to put up their range of results, justify them, and if it didnt fit the pattern we had to alter the scores to fit (before the actual appraisal took place). I had to change my staffs scores so that some were now underperforming and subject to "review management", and just as bad give some an outstanding score when not merited. All done by senior management, and peers, who had no idea about any of the staff they were judging.
I can see it being frustrating in companies with more established teams and / or where the role is functional rather than developmental.
We used to offer our manager that we would take one for the team to make his life and by extension, our lives easier and let him put us on some meaningless performance plan for a couple of months that we would fabricate between the pair of us.
1
https://www.youtube.com/watch?v=xTsgtP6mJR8
This discussion has been closed.
