Can I refuse to go on a PIP if I don’t agree with it?

[Gamecha]

Do I have any rights? I feel like this has come out of the blue and absolutely do not feel it is justified. Can I do anything?

I work in HR. Refusing to go on a PIP is probably a fast track to getting dismissed. You need to engage with the process if there are aspects of the PIP you don't feel are reasonable then you need to discuss these. Ultimately though your employer sets the standard for the work you do but if you need, for example, some training then you should be able to suggest this.

I've overseen loads of PIPs and the very worst thing you can do is not show willing.

Sorry OP, I wouldn't refuse to go on the PIP. We had an employee who we put on PIP. She pushed back on everything and was awkward about it, saying she wasn't the problem and tried to blame other around her, so we let her go.

@IDontHateRainbows I am not prepared to do it though, I feel singled out and I don’t want to go as far as to say bullied, but I feel like this is intended to push me out. I have various examples of my work being good with good feedback. It simply isn’t genuine that he wants me on a PIP to ‘help me improve.’ He wants me gone.

I agree 100%.
The first day even the mere idea of a PIP is mentioned, is the day you start looking for a new position. Your time at that company is done, whether you feel it's justified or not.

Why ?

Then you need to start looking for a job pretty fast.

If you genuinely feel you are being singled out and the issues identified in the PIP hold no merit then you will need to prepare your argument and take it to your managers manager. The more evidence you have the better. But also consider the point made by your manager - does he have any evidence to back up his claims?

What a frustrating situation. I agree with PP that you have no option but to go on the PIP. Showing unwillingness to cooperate can only harm you in the longterm. Your best option is to look for another job at the same time.

But you have to ask yourself why he wants you gone? If you are a good worker who is performing well, why is he willing to waste what will ultimately be quite a bit of his own time, going through this process?

In my experience, the decision to put someone on a PIP is not one that is taken lightly and people put on them are often convinced they are working at a higher standard than they are.

Or, another common reason to end up on one is being overly resistant to change. Eg a new process comes in, a new software platform for eg, and you don't feel it's needed/don't want to use it, so avoid training on it /using it for as long as possible to try and demonstrate that it's not needed etc.

If you are a good worker, why do you think you are being put on a PIP

Presumably before this you have had comments that you haven't done the work required or it wasn't done to standard?
If you won't even engage with the PIP then you'll be gone anyway.
Is there a reason you're desperate to stay in this job, you can't be happy if you're underperforming, or if you think the manager wants you gone?
Are you near to retirement and just want to get through the last couple of years? If not then engage with the PIP and look for a new job at the same time.

So they will have to document areas for improvement, you document back. It’s not a choice though, have you been told which areas you need to improve?

It’s a Personal Improvement Plan, not PIP for disability.

Unfortunately, many managers use PIPs to manage people they don't like out when they have no cause for a formal disciplinary process.

OP, it's very hard to get off a PIP especially if its a matter of opinion. Your manager should be managing your development to bring you up to the level they expect rather than trying to punish you for not being there.

If you've no need to try to stay, I'd start looking for a new role. Sorry.

Good feedback from who? Not being an arse but I’ve had that one from someone on a pip, person they’d asked wasn’t looking at it from the angle I was and wasn’t an expert in that field to be able to judge. People are generally nice as well and don’t like to give bad feedback.

I have taken a number of employees through capability processes previously, and overseen the process in many more cases. I don't think I can recall one person who ever agreed that their performance was a problem, even when it was glaringly obvious to everyone else and there was shedloads of evidence to prove it.

Your manager may have another agenda here, but why would they? It's a major hassle to take someone through this process, and I honestly can't think of any reason why a manager would choose to subject themselves to that if they didn't feel that they had to. If someone is actually doing their job well, that is a reason to celebrate because the manager can get on with other things.

The PIP should state specific areas where you need to improve and clear, achievable, measurable success criteria. If you know that you're capable, make sure that you're clear about what's expected and ensure that you deliver it.

If you spend your time arguing the toss about how your performance is fine and your manager is wrong, they will just move towards managing you out. Unfortunately for you, the workplace isn't s democracy and it is your manager that gets to set the standards and expectations for your role, whether you agree with them or not. That said, the expectations do need to be reasonable for your role, the targets need to be transparent and achievable, and you should be offered any support that you might need in order to meet them.

The only way to refuse a PIP is to find a new job

And to balance that workplace bullying is very common, and sometimes people just don’t get along.
It’s fairly easy to see how the PIP process can be abused.

If you refuse to engage you will be moved on to the formal PIP process and that is much harder to come back from. It might feel like it has come out of the blue OP but no manager takes this step lightly and will have to have had evidence in place before talking to you about this. Take it from someone who is currently doing this with an employee, it is a bloody nightmare. I am losing sleep over it and the amount of time it all takes is huge. If i could have avoided this i would have. If there is any reason you think your performance is not up to scratch disclose it. I am dealing with someone who is refusing to engage in an informal PIP, claiming that because of the qualifications they have their work must be fine. It isn't, it's so far below the standard we expect it's very worrying. We have repeatedly asked if there is anything else we need to be aware of so we can make reasonable adjustments. They insist there isn't. I can't do anything else other than performance management now. the fact my team member is refusing to engage is actually making my job easier as they will be moved on to formal PIP much quicker which is much more serious and refusal to engage then will result in thier contract being terminated.

It depends on the workplace as to what the PIP is about.

What they’re supposed to set out is the reasons or behaviours where they feel you’re falling short and the evidence to support their view.

They should have clear goals for you to reach (to come off the PIP) and a realistic timescale to achieve the change.

They should identify any training or resource shortfalls which are causing you to underachieve and establish a plan to retrain / reallocate as necessary.

There should be regular milestone meetings tied to the PIP’s timeline.

What they’re actually used for, in 90% of situations IMO&E, is a way to manage someone out when their face doesn’t fit any longer. Like some PPs, I suspect that’s what’s happening to you, OP.

Time to get job hunting.

Ime PIPs are mainly used to start the process of getting rid of the employee

Refusing to take part in the PIP will simply give the employer ANOTHER reason to get rid of the employee

Take part in the PIP but also start a grievance procedure using the PIP as part of that procedure

Contact ACAS

You'll need a solicitor at some stage

I'd just leave. I couldn't be doing with the stress

They want you out and this is how they are going to do it.

I have seen this done numerous times by a manager who was basically a bully

The thing is, managers don't generally want good staff to go.

Sometimes they have to let them go because there is no money etc. That's a redundancy situation. If that doesn't apply, then there will typically be a reason if they want to get rid. It's usually that someone is underperforming/is unduly negative/lacks the soft skills to get on well with colleagues etc.

Managers don't take people through nightmarish HR procedures for fun.

I thought the OP meant Personal Independence Payment. I thought chance would be a fine thing to be forced to go on that!

Agree re raising a grievance

also get signed off with stress and find a new job