BraForMe Reviews

Hi, As you've mentioned, you have already left a review on another platform. We're sorry that you felt the need to leave such an awful review because you did not pass probation with our company. I will however take the time to address some of the points you've raised to give people a fair reflection of the issues. Towards the end of the first month's employment, we provide all employees with a payroll sheet to collect details. This is standard practice across most workplaces and it's your responsbility to ensure it's filled out correctly for HMRC to avoid any potential issues with tax, etc. All payslips are emailed to you at the end of the month - please check your spam folder. We are a small office, where everyone sits close by. In your instance, a lot of errors were made that were resulting in issues across customer service (your role), inventory management, and order management. All of which were causing signifianct problems. The "boss" (other Director) took a lot of time out of her day to sit with you and support you to ensure these mistakes were rectified and you understood what was happening. We had a performance review at the end of month 2 of your employment as we needed to outline that improvement was needed before the end of your probation (month 3). We raised concerns about your performance in the role and also attendance. Not including hospital and annual leave which was always accepted, we had a number of instances where you didn't show up for work. You are right, during this meeting we did discuss the fact you were looking elsewhere. I'm not sure about your comment about the recruiters or how we would know who and where you would have applied to, as we don't work with recruiters.. I did however offer my support in finding a more suitable position elsewhere if that's what you wanted (offering a referral) and/or offered you progression routes internally within a different part of the business. Within your probation, we identified that customer service might not be the right fit for you and actively spoke with you to see how we could find something more suited to your skill set. However, as you have stated, after you took your annual leave, you then did not return to work the following day because you had slept in. Every time you requested to go to the doctors, this was granted. We only asked that if you went for a morning appointment, you informed us whether you would be back in work, so we could allocate the team's work if we needed to cover for you. On each occassion you failed to provide us any update. Unfortunately, no matter the effort we put in to assist in your professional development and assistance in idenfiying routes to progress, we only had so much band width as a small company for issues with performance and attendance. It not only impacts the company but also your fellow team members. It's unfortunate to hear such negative feedback given the effort we tried to put in to help and support you. However, as outlined, we can't retain employees who don't show an ability to complete the role and also have repeated unplanned absences. Approx 95% of new joiners pass probation with training. To your point on advice to management, I hope it reflects the fact we did try to assist you and we were met with arguements. We wish you the best of luck in your next role. JB