Manager put me on performance management plan and I’m leaving

Seriously. You have a new job offer. Look forward to that. You are wasting too much time trying to right a wrong. Focus your energy on the future, not the past.

OP, a PIP is 100% a way to move you out of the business. Well done for getting ahead of the game and getting a new job before you could be pushed. Definitely the right decision to move on. Do not look back!!

I think you are best of leaving as to be honest they sound a poor company to work for. You don't put have a meeting with hr to put someone on work improvement measures without them knowing it's on the cards. Nor do you ignore requests for different communication styles or refuse meetings with staff even if they are leaving.

Am I right in thinking the OP works in law? If so, that’s why the waffle. Lawyers can’t write succinctly. 😂

You're a bit behind...

I get that some of the responses you have received have been blunt .
I think you are overthinking things . You weren't happy in your job . You weren't happy with how your employers had dealt with things .

In employment situations you are dealing with people who have their own personalities and quirks . Most people also do not like to be criticised and will not react positively .

Put it all behind you , you are in the enviable position of being able to move on and have been offered and accepted a new position . A lot of people for various reasons ( financial / practical / child care etc ) end up having to remain in a job which they don't like .

Do not waste any more of your time and energy thinking about your current / old job other than what you need to do day to day .
Look on this as a new start and try and take any learned experiences from your existing job forward to your new job .
Good luck

Technically PIPs are not meant to be used as a means of 'managing a person out' but in reality, that's often how they are used. At the very least, it's a warning shot.

Time for a fresh start!

The point is, she was managed poorly, and mgmt handled it by belittling her with a performance mgmt plan. OP well done on getting another job and handing your notice in! Sounds like a demotivating place to work. Sounds like they regret the performance mgmt plan as a knee jerk response, too.

This is so true. You sound very young and naive and I'm not saying that in a nasty way but to urge you to be a bit more cynical. Of course, the PIP was not going to resolve everything in a few months - you were far more likely to have been fired. You can't clear your name with the AB Manager or anybody else and any feedback they give you will be self serving. Trying to do any of this stuff just makes you look desperate. It sounded a dreadful environment in terms of training and managing. I have never heard of work being funneled through an assistant.

How many hours were you working weekly? My experience as a young lawyer in practice was late night and weekend work on a constant basis. Is that how others were getting through the work? What were they doing that you weren't?

I got fired once as a very young lawyer. There was a lot of very nasty feedback which seemed to make them feel better. I was shellshocked how fast it had come out of nowhere. (I didn't feel bad when the man who put the boot in so viciously had a heart attack and got fired.) I managed to get another job quickly so there was no gap on my cv. My immediate boss helped me which was really selfless of her. Strangely, at that point the firm tried to pretend that they hadn't actually fired me! I took the lessons I learned there and have been very successful subsequently. They are probably even more certain they didn't fire me nowadays.

Just remember that people in law firms are almost all looking after their own interests, not yours, and you are always replaceable. HR is not some bastion of fairness but always acts in the interests of the partners who are paying their wages. Don't share any confidences with new colleagues till you know them very well - 5 years plus say - and even then think twice. In public, express only the most profound admiration for your previous employer and how valuable you found the experience.

Good luck with your new job. Don't look back but take the lessons you learned

I once had my probationary period extended because I took my lunch breaks🤷‍♀️ That was despite them gushing about the quality of my work (and successfully covering a staff holiday for a week in quite a complicated role!). Basically management (and one of their cronies) didn't like me so I was out no matter how good I was at the job. It was a shame because my actual colleagues were lovely and we had a great time working together, I found a new job within the week and left, to say they were shocked is an understatement but you have to know your worth in the job market.
Stop over thinking and go and enjoy your new job!

Saying this kindly... but you sound early career or after career break and lacking confidenc. These things happen, especially in law firms (i have 4 friends in law and all have moaned about this!). Honestly, don't raise a grievance. It will cause you more upset than them, people change firms and your paths could cross again. Just move on gracefully, live and learn. You'll gradually grow in confidence. Don't let it upset you. With your 100 emails a day, this will happen in future firms too. Get a hold on how you manage these at the start. Generally, forget others' mistakes. They make them because they're also overloaded and their embarrassment can mean they take it out on you. If you're overloaded, raise early. Take note of what those with similar workloads do to be efficient. Efficiency makes life a lot easier. Log timings for timesheets. Have template emails, cut waffle on emails, times you read and reply to emails, make working hours clear e.g. footer on email stating your working hours on a Friday. That sort of thing. It gets easier. Moving about until you find your firm is pretty normal I think. Just get thick-skinned and care less.

😂 . Exactly what I thought , I mean they have already resigned and accepted a new job.

They were actively managing you out. You made the right decision. Well done and good luck for your new job.

It was just because they were questioned on why you wanted to leave.... you became the problem.... so that they didn't have to. Just leave OP, It will be hard to leave but your worth more. They arnt and this will happen again for them. It won't be easy but you can do this.

Agree definitely move on, don't look back, don't waste more energy on it. I wouldn't even give the exit interview much credence - shoddy manager went straight to PIP and doesn't want to go over their concerns face to face ---> not a good position for you. Agree with others, sometimes you get a bad fit, and exiting is the best strategy.

It's okay to let it go and look to the future. You are good enough. You have nothing to prove to your old employer. Stop torturing yourself 🤗

I honestly wouldn't advise it. They'd probably just sit on it until you've left. In my organisation, if you raise a grievance before you leave it will be heard but perhaps after you've left. You don't want that hanging over you in the new job. Honestly, in a few weeks, it will be "pinksparkles who"! We are really all just a number! Good luck with the new job.

You could but I'm not sure it's worth the hassle and stress. You can make your points in your exit interview if you like but I doubt it will achieve anything. I presume the PIP will be dropped now anyway as you're leaving?

Those are GDPR issues that you raised and they're viewed dimly where I work, so you may well have had your card marked, unfair as it is, for raising them.

I think you're better off out of it. Your face probably just doesn't fit, and that doesn't mean there's anything wrong with your performance, just means it's not a good fit for you.

Performance management plans are a way to get you out of the role usually - so yes, I think they were trying to manage you out, regardless of what they say now.

You absolutely did the right thing. Employees you want to keep you don't put on performance management plans