Husband has a meeting about a performance improvement plan, what to expect?

[Namechanged1210]

Just that really. My husband has a meeting on Monday. His boss told him not to lose sleep over it but that they wanted to put a performance improvement plan into place because his work was deemed inconsistent.

What does this mean realistically?

I am worried because he was told a month or two ago that the company was going to have to get rid of a few employees as they couldn't afford it anymore.

Thank you

This isn’t true OP. I know plenty still in the role years later that have been on one. It CAN be used for firing but also genuinely to help.

Thank you so much

A PIP can be about attitude as much as delivery, so if your husband is adamant that his performance is back to where it should be, he should reflect on how he is coming across to others - is he collaborating as he should? Giving others credit where it's due? Talking over people/not listening to/criticising those with more experience? Deprioritising things he doesn't like?

Hi again everyone,

Thank you again for all your insightful responses.

He had his meeting this morning. A couple of his colleagues complained about him (including the one who nominated him for the award!). He told me it was basically a chat and he was put on an informal PIP for the next 6 weeks. He didn’t have to sign anything. They said they would have a review meeting in 6 weeks, and if he hasn’t improved, he will then be given a formal warning, after which he could be fired if he still didn’t do well.

Does that sound right? Is this kinda positive if it's not formal?

His boss was apparently really compassionate and understanding, and said that he would contact colleagues that have good things to say about him, and that usually good work goes more unnoticed than bad work.

Doesn't sound right to me
It should be informal then formal then a warning.

I'd also be asking them for concrete examples of the poor performance etc

Thank you for your reply.
Isn't that similar?
unformal PIP and then a formal warning that he needs to get his performance up to standards (so I guess a formal PIP?) and then if the formal warning fails they will consider firing

They gave him detailed examples of projects he failed on including ones where his attendance was poor.

No it is not positive it isn't formal PIP.

He's basically been given a verbal warning about his attitude like @abcdefghijklmnopqrstuvwxyz12 mentioned.

If he then doesn't improve his attitude he will be given a final written warning and sacked.

Ahh that makes sense.
Thank you.
He's very motivated to prove himself again so fingers crossed

Sorry I was writing why you were posting -

He needs things written down so he can reflect and know what he should not and should do. Also if there is training he's not had he needs it written down so he can argue for the training.

So if for example he needs to know he didn't do well on X project with ABC client because he wasn't available at Y time to have a meeting with them. Therefore when he wants to say got to lunch at noon but he's just found out there is a meeting with client XYZ in 30 minutes that lasts for 2 hours he knows he can't go for lunch but can only grab a chocolate bar or whatever to bolt down, while quickly preparing for the meeting.

I would be suspicious as to why a formal performance plan was suddenly put in place.

A good manager would have raised any issues with your husband's performance earlier on before getting to that formal stage.

As a team manager I would never go for a performance plan without first raising the issues with the team member in a regular one to one meeting and giving them a chance and support to improve.

I would speak to ACAS or/and a union as a matter of urgency.

They will tell more about the PIP process and how to challenge some of the comments made to him about his performance if appropriate.

''@walker

1st off don’t panic these plans are standard ''

They are not.

The reality is that They are often used to manage someone out.

I’d be very worried that an informal performance management plan based on vague complaints from team members is setting him up for not knowing exactly what he has done wrong, and therefore exactly how he can address it and whether the issue has been resolved. It opens the door to “we’re still getting negative feedback” in a few months. And actually, it sounds just like pretty standard “face doesn’t fit” bullying, and I’d be making that point if I was him.

They gave him detailed examples of projects he failed on including ones where his attendance was poor.

Does he actually understand - and accept - where and how he failed with regard to these projects? Also, was there really no discussion of these shortcomings and failings while the projects were ongoing?

Why and how often was his attendance poor?

I just find it really hard to believe that it got to this - serious!! - stage without prior concern and intervention. Unless, as has been said, he is being managed out.

I've known people on PIPs who've turned it around and been fine afterwards. It really helped them get organised and build good habits which they maintained. And I've also known it go the other way. I think it does depend on the organisation's culture though.

thank you so much everyone
taking it all on board