Bell Cheeses at work

[Templeton Peck]

Just had another one... "Can you explain why you couldn't find an expensive piece of advertising material in store when you visited on 7th Jan, all you've shown is a front of store photo and noted in the report they are closed until end of Jan for annual leave as per the sign shown on the door"

 

[Adders1]

So the bell cheese in our corporate office is a corporate lawyer

- looks like a 2010s bearded ale drinker

- walks round the office wearing a modern but shit version of Brian Clough’s rugby shirt and green jumper combo

- has a nasal voice and continuously spouts out corporate buzz words and jargon ‘errrr I think that PDS needs some customer focus’

- changes his ring tone weekly and has it on 11- to some crap jazz fusion / disco / theme tune and intentionally leaves his phone on his desk when he goes to make a tea / have a piss because he thinks someone may think he’s discovered the f***ing Beatles

- hovers round the desks of less senior (but well qualified) female members of staff spouting off his nonsense understanding and over explains every f***ing point

- routinely drinks Vanilla Coke Zero

In short I’ve never hated someone I’ve never interacted with so much

 

[Barham's tash]

It's year end performance review time which is always ripe for bell cheesery.

Like most organisations the one I work for asks that I assign two numerical scores for 'contribution' and one for 'behaviour' and the aggregate value shapes their performance rating.

One of my team has had both questionable performance and behavioural issues which they have not addressed. When presented with their rating in the lower end of the scale due to aforementioned issues had this to say:

"It's just that I have such exacting standards and when these losers and morons don't meet my expectations I am not exactly a wall flower about telling them!"

 

[Templeton Peck]

It's year end performance review time which is always ripe for bell cheesery.

Like most organisations the one I work for asks that I assign two numerical scores for 'contribution' and one for 'behaviour' and the aggregate value shapes their performance rating.

One of my team has had both questionable performance and behavioural issues which they have not addressed. When presented with their rating in the lower end of the scale due to aforementioned issues had this to say:

"It's just that I have such exacting standards and when these losers and morons don't meet my expectations I am not exactly a wall flower about telling them!"

Are the right about their colleagues though?