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Anxiety affecting work performance

(13 Posts)
ILoveMrDarcy Fri 09-Feb-18 10:38:02

This is probably more of a what would you do...

Through most of last year I suffered with anxiety and depression. This came to a head in October and since then I've been feeling so much better and more in control of my emotions.

I fully accept it impacted my performance at work. I was metaphorically shutting myself away, not being responsive, generally apathetic and unhappy. But HR did nothing to support me. They have even made life more difficult for me. They are insisting that my boss completes a performance improvement plan for me, even though I know things have significantly improved since October.

Our salary increases are allocated based on our performance appraisal. My appraisal mentioned only how I had not performed effectively last year, not the reasons behind it. Our salary increases are based on performance review. So I will get the minimum.

I cannot work out if any of this is unfair. It feels like it is and I feel like I'm being treated unfairly based on something that was out of my control?

MojoMoon Fri 09-Feb-18 10:45:27

From a manager's perspective:

You say you know things have improved since October but your manager can't be sure that is the case. A clear performance monitoring plan with sensible targets is not a bad thing. You can achieve them and rebuild your manager's confidence in you and your abilities.

What support do you think HR should have given you? Were you being treated by a doctor and if so had they recommended anything be changed?

As to salary - you did underperform at work. I'm not sure seeing only a basic increase is that unreasonable. If you had been absent most of the year after an accident, as a manager I wouldn't be giving you any more than the basic rise either - you've not achieved anything to justify it. That's not discrimination - you are still getting the standard rise, just nothing on top.

ILoveMrDarcy Fri 09-Feb-18 11:19:00

@MojoMoon Thank you for your message, it's really helpful.

snash12 Fri 09-Feb-18 13:48:54

Do they know that you were suffering with anxiety and depression? Also did you see your Dr or a counsellor?

I had severe depression in 2013 and after a bit of time off, my employer were very accommodating where I did a gradual return to work.

I don't think a performance review is fair when you've been suffering in the last year. Clear goals and improvements, yes but not a review of performance.

MrsDarcy99 Tue 10-Apr-18 10:42:12

Sorry to raise this again, but I can't seem to get past it mentally.

The thing I have a real issue with is that nothing went wrong! I did not fail at my job. I am in senior role in the company, I work evenings weekends and holidays where needed. HR and my line manager were fully aware of my depression and the struggles I was having, in fact the struggles I was having were largely caused by the company and internal politics.

But now I have received the minimal pay rise, compared to between 5 and 7.5% for my direct colleagues. Now I know I am incredibly fortunate to get anything, but it is just the principle. It all seems wrong and somewhat discriminatory given what I was going through. And all that time I still came to work, I didn't get signed off from work as I felt too committed to the company to do that. But because I was not myself during that time, and I was not on top of things this, then resulted in a poor score, and the performance plan.

If I start a process of discrimination it will snowball, so I could really do with some guidance on whether I am being unreasonable or not!

beepbeeprichie Tue 10-Apr-18 10:50:15

Fair play to you for going into work and still trying to be committed to your firm when going through that. It is understandable that you feel upset, however you yourself admit that you were not on top of things. I manage a lot of people. I think it is reasonable to give you a minimum pay rise if you’ve not been performing well. From the small snippet you’ve given, if I was your manager I would be looking to do a performance improvement plan that you could be measured against, and demonstrate to me and to you that you were back in the game. That said, the fact that you battled through and still came into work would definitely be “worth” something in terms of goodwill but perhaps not financially if your output wasn’t on point.
What did you want HR to do? What did you ask of them and your manager? Perhaps that’s at the root of why you feel the way you do rather than the money.

beepbeeprichie Tue 10-Apr-18 10:53:12

Also- if your performance picked up in October that would probably be insufficient to form part of the salary discussions for 2018. Usually these start around October and work to the December year end. So 2 months out of 12 might have a lot to do with it, even if you see it as improved performance from October to April IYSWIM?

MrsDarcy99 Tue 10-Apr-18 11:07:51

Thank you *@beepbeeprichie*. It was really hard, and I know that when I am feeling depressed it comes across as apathy. I struggle to get out of bed, to do anything really. So it took all my energy just to be here. I withdrew into myself, did not really participate and was not particularly responsive to emails. I have a high profile role in the business with a large amount of stress attached, but the negative points raised on my appraisal didn't seem to factor any of that in. I report directly into the MD, he and HR were aware of what was happening.

The other issue is that we only get a review every 18 months so my (male) counterparts who all received 7.5% have that benefit until the end of next year.

MoistCantaloupe Tue 10-Apr-18 11:36:10

What support do you think HR should have given you?

It's my understanding that HR supports their employees through any illness. It's clear anxiety and depression affects performance, so the OP really needed support to perform her role adequately whilst she deals with it.

Sorry you're having a shit time OP - are you getting support for your health? My anxiety got so bad at work that I couldn't present anymore (which was actually the main function of my role, joy!). HR were understanding to a point - they adapted my role - but my managers etc were not, so that was very hard. I did have to show HR the movements I was making to improve through - therapy etc - which I think is fair.

LifeBeginsAtGin Tue 10-Apr-18 11:40:56

Mrs Darcy, you have a name change failure and I'm sorry to say your other threads reveal you are still very low and drinking too much.

I think your managers can see you ARE still unwell, even if you think the opposite. That's why they want to put you on an improvement plan so they can monitor you. And sadly that's why you didn't get your usual pay rise.

MrsDarcy99 Tue 10-Apr-18 12:08:43

LifeBeginsAtGin Wow...did you really search for my old posts?

MrsDarcy99 Tue 10-Apr-18 12:11:54

And I haven't had a name change fail? I didn't name change at all, why do I need to?

MoistCantaloupe HR were not at all understanding and contributed towards my issues. Unfortunately HR are not here for the employees but more to support the employer.

MrsDarcy99 Tue 10-Apr-18 12:14:01

@MoistCantaloupe I'm sorry you went through something similar. I am getting support but not from the company. For all intents and purposes I feel fine, but then I feel this has knocked me sidewards again.

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