work - please can I have a hand hold

[achipandachair]

I had a really tough meeting at work and they have put me on a performance improvement plan.
The period it relates to was a tough one and honestly I prioritised a couple of big life non negotiable things I had to focus on.
But I didn't realise my performance was that bad.
Also I got stitched up by someone directly above me in the hierarchy who gave me bad advice in moment, which I followed, and she is now denying it and agreeing with the more senior person who is leading the decision that my work was not up to scratch.

I will follow the plan and do what I am told and am trying to believe that it is genuinely intended to help me get better at my job but I am shit scared.

Please can I hear positive stories from people who had improvements plans and worked with them and ended up in a good place.

bump?

Someone at my work was on this but now she's fine. She's not very well liked though for some reason ..

It happens all the time, noone wants you to fail. They would just fire you if that were the case. Pips are a lot of admin for the person supervising it. I only give them if I want to keep the person, otherwise we let them go.

thank you for replying @Dolly567
What do you mean - do you mean that no one likes her because she isn't very good at her job, or she ended up on the PIP because no one liked her?
or something else?

Thanks @Doggymummar , really appreciate it
do you mind me asking (obv be vague or don't answer if you don't want to) what line of work you are in?

I think it’s hard to say without knowing the specifics if your performance has been poor. You say yourself work was less of a priority for personal reasons and but they don’t sound sympathetic. Have you had any verbal warnings before this?

I haven’t any personal experience but do you think it’s worth looking for another job? At this point they may be looking to manage you out I’m sorry to say.

I had this when I worked in training. Got given impossible targets

I've only ever used them with people we want to keep - if we want rid, we go down the written warning route (small business). You've dropped the ball a little, they're saying that they're aware of what's happening and this process is to help you focus. Just engage with it and you should be fine.

I work for a trade union and we help people with these. I'm sorry to say some companies do use them to try to manage people out - but not all companies. How long have you worked there?

The key to really getting through one is to dot every I and cross every T. Make sure you are getting regular reviews. Leave no stone unturned and make sure everything is documented fully. If you are in a union - call them for advice.

ok I know that PIPs can sometimes be used to manage people out but I just wanted some reassurance that they aren't necessarily.
Why I took my eye off the ball: two reasons, one was a different work thing (which they know about and which I succeeded in) and the other was I was ill and came back to work too soon (because I was in danger of being ill too much per policy - I think I had covid but I could only take 4 days off before triggering the policy)

it's called an "informal" improvement plan and is not directly related to a disciplinary process (yet - if I do not fail it, whatever that involves, I have not seen the plan yet). I have been there for two and a half years. I am wondering if I should join a union

Ok, so you are out of the worst danger zone, which is the first two years of employment.

You could try unions but you will need to check if they will handle a 'pre-existing case' - many won't, including ours.

Failing that, arm yourself with as much knowledge as possible. Read your workplace policies.

If it helps, I have seen many people successfully through PIP's.

Sure I manage a complaints team in financial services, in a call centre environment. But have also worked retail and hospitality in management roles and it's the same.

Thank you I really appreciate this.
I think the process might be good for me assuming it is meant in good faith. We are supposed to get formal feedback on all assignments but many of the management don't bother to do it - I have noticed especially when there are no issues. If I get a meeting, ask for feedback, it's generally good and then I writei up and put it on the system, they do not bother to sign it off if they have nothing bad they are dying to say and then the feedback doesn't count.
I had outstanding (good) feedback from one person in the quarter but he was only an assistant manager and it was not a long assignment and it is not being counted.
The one manager who found my work lacking (who is a stickler) was the only one who had anything to say for this quarter other than the one who doesn't count because an AM. If the PIP comes with an obligation on the people I am working for to record their feedback properly it should give a fairer view and of course, I will be being incredibly careful.
Also if I keep being given work for managers in other offices, and they are impressed, their voices do not come through.
Hopefully I can find some way to make this formal process get all feedback to regsiter.

Honestly I've been in HR for 20 years and gave so many stories of people coming through PIPs well. I know you'll get loads of 'don't trust them, they are just trying to get you out' comments but if you have otherwise been a good performer who has taken their eye off the ball for a while because of other life stuff, you'll most likely be fine. You've just tipped beyond 'we can overlook this because she's having a tough time outside of work' and they need to get you back to a level of acceptable performance.

Try not to panic, it won't help

Were you doing well / were they happy with you before you took your eye of the ball?

A pip is immensely hard work for a manager - honestly the few times I’ve been cornered into doing one it has almost broken me! Once I had someone pull through brilliantly - the laser focus on what was required, what was good and what was bad really helped. You might be able to pull it round but you have to really make sure you undersTAnd how the pip works, don’t let your manager do a half-arsed job and then start make moves to kick you out at the end.

From a managers POV: I had an admin assistant who was the nicest human on the planet but not always the best employee; she wasn’t confident enough to find work to do and got quite aggy if anyone other than me gave her work. When my boss approached me to “work her out” but I couldn’t either lose her admin support or do everything while recruiting or training someone new, I requested we PIP her instead and my boss agreed. There was tears when I told her, but with direct support, direction and guidance she absolutely blossomed not only in the role but in herself too. After the year she was promoted, and another year promoted again outside of my team.
this probably isn’t relevant to your issue OP, but possibly a sign that your employer/manager wants to step in and support you. I work in an HR team and 9 times out of 10 a PIP isn’t always for bad reasons.

Honestly the fact that you’re being put on one partially because you rushed back to work too soon after illness due to their sick leave policy would ring alarm bells for me.

That said there are loads of positive stories here so if you enjoy your job I’d say give it your best shot and hopefully it will all work out.

If they keep making you jump through hoops or you feel like you’re walking on eggshells going forward though, I’d start looking elsewhere.

I have been on a PIP and it really was to support me to get better. I had a mentor (could you ask for one maybe?) who I could go to with questions. I stayed at that company for several more years.

A friend’s husband had a bad time with his mental health which impacted his work and he was put on a PIP. Again, he just focussed and was absolutely fine afterwards. Again he stayed with the company for several years.

I actually don’t know anywhere that would use it to manage people out. As above, it is such a tough process, and a manager would much rather support you than let you go and have to recruit all over again.

I was on PIP for almost 2 years. The process was slow. My boss didn't want me or anyone in the team who had children. Having a small baby was hard work with nursery illness and my PP health was extremely poor. I had redone stitches a year after birth but I was back in work at 8 months PP as we didn't have money. My poor health. Baby's poor health combined affected my work.

My boss saw me out. I'm still looking for work.

@Possiblyoutofjob I'm sorry. that's really awful. Must have been a brutal two years too.

thank you to everyone who replied.

I have some time off now and honestly I just want to do something else. I wish there was something else I could do. does anyone still use agencies? Maybe I will call some agencies tomorrow, maybe someone will have some ideas.

I don’t want to sound like a nutter, but there is a lot of workplace bullying going on at the moment. It’s entirely possible that there is nothing wrong with your performance and you are being unfairly targeted. This sounds like it may be the case when you mention how they have ignored positive feedback you have received. Make notes about everything, get positive feedback in writing, be prepared to challenge their biases and don’t allow yourself to get rattled.