Struggling with Micromanagement and Lack of Understanding of My Condition at Work

Gloucester_Lad

I wanted to share something that’s been going on at my workplace recently, and I’m hoping to get some advice or just to hear from others who might be in a similar situation.

We’ve recently had a new store manager who seems to micromanage every department, and it’s causing a lot of frustration among the staff. In the Dotcom department, we’re the only ones who have to deal with picking times and targets for how quickly we complete trolleys, which is already stressful enough.

Last Sunday, during a meeting with my line manager, I found out that the store manager is pushing us to work faster. I'm one of the slower team members because I handle smaller trolleys (like frozen items) due to my Dyspraxia and Epilepsy. During the meeting, I was shocked to learn that I’m being referred to Occupational Health for an assessment, and I have a telephone interview with them this Tuesday. After almost four years of working there, this is the first time it’s come up, and it seems to be a direct result of the new manager’s push for faster productivity.

To make matters more complicated, my Dyspraxia and Epilepsy affect my ability to focus on more than one task at a time, so meeting the picking times isn’t my main concern—getting the right items into the trolley is. It was also disheartening to find out that my managers don’t really understand Dyspraxia. In fact, during the meeting, my line manager asked if I could take tablets for it, which left me completely stunned.

I’m just feeling overwhelmed by all of this. I’m not sure how to navigate the Occupational Health process or how to address the lack of understanding from my managers about my conditions. Has anyone else been in a similar situation? How did you handle it? Any advice would be greatly appreciated.

Thanks in advance.

PracticeWotUPreach

@Gloucester_Lad

Hi there,

Your situation sounds incredibly stressful, and I can completely understand why you’re feeling overwhelmed. You’ve clearly worked hard and been dedicated to your role for years, so to suddenly feel scrutinised under a new manager’s approach must be really disheartening, especially when your conditions haven’t changed.

Firstly, being referred to Occupational Health isn’t necessarily a negative thing — it can actually be a positive opportunity to ensure that your workplace is offering the right support and making reasonable adjustments under the Equality Act. In the assessment, be honest about how your Dyspraxia and Epilepsy affect you day to day. It’s okay to explain that picking speed isn’t realistic for you, and that accuracy and safety need to come first. You may even want to prepare a short list beforehand of tasks that are harder for you and what helps (like handling smaller trolleys or working without strict time pressure).

It’s also deeply concerning that your manager asked if you could “take tablets” for Dyspraxia — that shows a real lack of understanding. You’re not alone in this; many people with invisible disabilities face similar ignorance. If you’re comfortable, you could consider giving them some basic info or signposting them to resources, but it’s not your job to educate everyone. That’s something HR or Occupational Health could support with too.

Most importantly, you deserve to feel safe, supported, and respected at work. If it helps, keeping a written record of conversations, expectations, or any difficulties might be useful going forward, especially if the pressure continues. And don’t hesitate to ask for a union rep or advocate if you need support in meetings.

Acas can also offer valuable guidance. They can also advise on reasonable adjustments and how to address workplace challenges related to your health conditions.

Acas Helpline

• Telephone: 0300 123 1100
  Available Monday to Friday, 8am to 6pm

Bydand

https://forum.scope.org.uk/discussion/134612/struggling-with-micromanagement-and-lack-of-understanding-of-my-condition-at-work

Hi, Not an expert but I have experience of poor management and blatant misuse of various workplace policies.

I would suggest that you ask for a copy of your employers performance management policy ( you are entitled to view any and all workplace policies )….this particular document should explain in full how the employer goes from possibly having concerns about an employees performance to initiating the referrals process. You will likely see fairly quickly that there are various steps that should be taken by an employer and going straight to a referral definitely isn’t one of the options.

You are supposed to give your consent for a referral to be started, unless it is under very very special circumstances. This consent covers the sharing of all information the employer has on you with OH. Without this consent they are likely breaking something called GDPR data rules, especially if personal medical information has been shared.

A lot of folks aren’t aware that You are also fully entitled to see the full referral put in ( you should be given a copy of this as part of the course ) including any subsequent questions the employer wants clarity on. (From memory I believe that an employer can ask up to 4 supplementary questions)

If it were me, and I have done this….on the day of the OH appointment when they phone you, they will ask you to confirm that you are aware that a referral has been made and that you are aware of the reasons why….tell them that you were aware a referral had been made and how you found out, but you were unaware of the why the referral had been made as you have had no communication on the subject, and that you have NOT given your consent and this has all come out of the blue.

OH should ask you whether you wish to continue or end the call and they will report back to your employer.

I realise this route isn’t for everyone and employees don’t want to feel they are rocking the boat so to speak, but if you genuinely feel aggrieved and believe that policy was not followed then the above is an option.

All that should happen is the employer will follow the correct procedure in putting in another referral.

As others have said, OH can often be of benefit to an employee and it’s not something to be overly worried about. I have had OH tell me during the call that they can’t understand why I’ve been referred in the first place!!…OH can often benefit the employee as the employer is often asked to consider reasonable adjustments etc on the back of the OH report.

Make yourself aware of the performance management policy and the whole process should make more sense and allow you to argue your case.

Any good union rep should advise you properly.

Good luck

Gloucester_Lad

Hi @Bydand, thank you for your response, I will definitely ask OH on the day of the telephone meeting and ask about this.

egister

I believe that micromanagement should be banned for use with employees with more than six months of experience.

Gloucester_Lad

https://forum.scope.org.uk/discussion/comment/1029813#Comment_1029813

Wouldn't say better myself egister

Gloucester_Lad

My telephone meeting went as smoothly as possible, despite the call dropping twice—thank you, phone signal! During the call, I discussed my needs and inquired whether any adjustments were required within the branch. I was informed that my feedback will be forwarded to my line manager once I have reviewed it on my end.

At the conclusion of the call, I expressed my concern about the limited awareness of Dyspraxia within the department—and I believe this extends to the branch as well. In response, they provided a helpful link to Dyspraxia resources for further guidance within their report. Additionally, I contacted the company's Disability Section via email, highlighting that management as a whole could benefit from more training or refresher courses on Dyspraxia and epilepsy. I also suggested that the company consider partnering with charities specialising in these disabilities to enhance understanding.

Furthermore, I recommended that this initiative be rolled out nationwide and across mainland Europe, starting with my branch. I offered my assistance in any way I can to help expand awareness and knowledge on these important topics.

egister

https://forum.scope.org.uk/discussion/comment/1029903#Comment_1029903

Hello! The problem of employing disabled workers for an employer may also be that the direct and indirect costs of adaptations and training of other personnel may exceed the company's profit from the work of an employee with a disability. And employers undoubtedly count this money very well.

oceanmermaid

Hey @Gloucester_Lad

Just wanted to say well done and am so pleased that OH has gone well for you.

Wishing you lots of luck in the future and that things get easier for you from now on :)

Gloucester_Lad

Thank you @oceanmermaid, that's very much appreciated.

However I now have had an update to this and they want a video conference meeting now at the end of June/early July. I had thought that the telephone call was it but it doesn't look like it now. Did anyone else have a second meeting with OH?

Gloucester_Lad

Thank you @Santosha12, I will definitely take this into account but I will see when my line manager comes back from her holiday.