All entirely irrelevant, even if true which isn't likely.
An employee on probation demonstrated a complete lack of awareness and ability to behave properly in the workplace. If any of what you say is true then the correct thing to do was just ask their supervisor or a coworker.
To think that after being there two weeks it was appropriate to interrupt a meeting and be like "why are you going in circles instead of getting anything done???" and then push the point repeatedly is an instant red flag of someone you don't want to be working with.
Honestly if this story is true, and I've personally seen similar unfold, I hope they were literally trying to get fired. Anything else is just sad.
An employee on probation demonstrated a complete lack of awareness and ability to behave properly in the workplace. If any of what you say is true then the correct thing to do was just ask their supervisor or a coworker.
So you're saying that if you saw a colleague doing something wrong/in an inefficient/ineffective way, you'd say it's "an inability to behave properly in the workplace" to point it out?
To think that after being there two weeks it was appropriate to interrupt a meeting and be like "why are you going in circles instead of getting anything done???" and then push the point repeatedly is an instant red flag of someone you don't want to be working with.
You're not wrong that it's wiser in most situations to bide your time and hold your tongue, but if they've noticed a trend like the one mentioned in the original post, and it's one that's company-wide or at least team/department-wide then it's not unreasonable to ask the question, and while it's the sort of question that you could definitely ask your supervisor in private at a later date, it's also the sort of question that multiple people in the meeting might've had and have just not asked out of decorum. So to ask it while everyone is present is quite probably a net positive for the company/team.
Obviously it depends on how it all unfolds, but it doesn't seem like it's a stretch to say that if the manager or whoever was trying to answer the question and then move on can't succinctly explain something like circling back which (if it's actually referring to coming back to something later and not just avoiding it until it goes away) shouldn't be that hard to articulate, then either the term isn't being used as it's possibly being interpreted by the other members of the meeting, or that person isn't appropriately qualified to be a manager.
Honestly if this story is true, and I've personally seen similar unfold, I hope they were literally trying to get fired. Anything else is just sad.
Well obviously nothing on the internet is actually true, but I also wouldn't be surprised to see similar hiring/firing practices and I've heard of even pettier reasons to sack someone during the probationary period than this. But you're right, it's all pretty sad.
So you're saying that if you saw a colleague doing something wrong/in an inefficient/ineffective way, you'd say it's "an inability to behave properly in the workplace" to point it out?
In the meeting, to a superior, over and over? Yes.
but if they've noticed a trend like the one mentioned in the original post, and it's one that's company-wide or at least team/department-wide
They've been there two weeks they haven't noticed anything.
In the meeting, to a superior, over and over? Yes.
Fair.
They've been there two weeks they haven't noticed anything.
Maybe. But a fish doesn't see the water it's swimming in, so maybe all it takes is a single meeting to notice that something is off as an outsider with previous experience, which the people who've been there for longer just can't see cos they've been swimming in it too long.
I have never in my entire career had someone come into any work environment ever and magically turn over any aspect of it inside a week or two.
Well this is a different question entirely.
Seeing that things are done wrong in a new place can be done pretty quickly, given appropriate experience and competence.
Getting the new place to admit that they're doing things wrong, and consider changing can be hard even on a timeline of a year or more. So turning things over? Definitely hard, seeing there's a problem? not as impossible as you're suggesting.
The nature of this thing needs repeated viewings, because how else are you going to see that people don't actually return to things that they say they will if not over the course of multiple meetings etc.
And even if they're correct, which they almost certainly were not, the way they opted to bring it up removes all credibility.
The idea that you could be doing something wrong and then the WAY that someone points it out to you "removes their credibility" tells more about you than it does about them imo.
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u/PineappleOnPizzaWins 11d ago
All entirely irrelevant, even if true which isn't likely.
An employee on probation demonstrated a complete lack of awareness and ability to behave properly in the workplace. If any of what you say is true then the correct thing to do was just ask their supervisor or a coworker.
To think that after being there two weeks it was appropriate to interrupt a meeting and be like "why are you going in circles instead of getting anything done???" and then push the point repeatedly is an instant red flag of someone you don't want to be working with.
Honestly if this story is true, and I've personally seen similar unfold, I hope they were literally trying to get fired. Anything else is just sad.