Go, or be pushed?

[Starrystar]

Thought I'd come here before speaking to ACAS!

I'm basically underperforming at work - a combination of things have contributed to this, mostly out of my control, but ive lost the will to fight it further.

Work tried to put me on a PIP, just before I had a nervous breakdown earlier in the year.

When I returned, they held off, as I was mentally a bit fragile.

Anyway, as the process is linked to appraisal scores and so process-lead to a certain extent, the plan is looming again.

I'm not strong enough to go through it and honestly don't feel I'd meet expectations. My heart is not in my work anymore and I have gotten to a point where I must put my health and my family first.

I've asked for the PIP to be re-written, as the original 12 week plan deadlines passed ages ago, and I wanted to buy myself some more time to be honest, but am I best off handing in my notice before this is officially put in place?

My notice period is 3 months, if that's relevant.

Any advice gratefully received - I'm so sad...

Please dont rely on or hope for a financial settlement. Focus on a reference.

They have no reason to pay anything they haven't done anything wrong by the sounds of it and have followed the process throughout.

I'd like a bland reference and I'd also like to be paid my 3 months notice, whether this means working it or not. I'll be honest with them about my present mental state, which is not great, and leave the ball in their court from there.

So much of my self worth is wrapped up in what I do for a living (I probably look fairly 'high flying' to the casual observer), that I feel like I'm utterly failing at life.

No you're not. When you are well enough to get your resilience back you will see that you were right to leave that job.

Now that you have made a decision with what you want, have you written your resignation and asked for a meeting with your boss/HR ?

Could you ask for a settlement agreement (which includes at least 3 months pay and a reference). If they are trying to manage you out they might snap your hands off to save any hassle. Do you have anything you can use against them, i.e. have they treated you fairly etc? Totally depends on the company though.

Focus on a reference, not any financial settlement. They're not obligated to do any negotiated settlement unless they've mucked up somewhere. I've never known anyone get one, though I've known quite a few be dismissed or not pass their probation. Be aware that they may not let you resign and instead carry on with their process which may lead to your dismissal anyway - depends how vindictive they are/manger trying to prove his tough credentials, etc. If you resign you may not get any benefits for some time. If you are dismissed, you will probably get benefits.

Be aware that they may not let you resign

They can't stop the OP resigning.

I've phrased it badly. Even if you hand in your notice, the disciplinary process may still continue during your notice period and you still could be dismissed.

Even if you hand in your notice, the disciplinary process may still continue during your notice period and you still could be dismissed.

And what would be the point of this? Unless the OP does something that is gross misconduct requiring immediate termination, there's no benefit to dismissing her when she's already on her notice period. It would take up more time from her employer.

I've had underperforming staff who have either been on a PIP or about to go on one, and it's been a blessed relief when they resigned. Saves a ton of paperwork and a lot of soul-destroying meetings.

I know people who this has happened to. Who knows what the point is? I assume it's down a manager trying to show they can be tough.

What level are you / the person managing the PIP? If they are reasonably senior (which I take from the "high flying" bit), they'll probably find the pip a pain in the ass to manage as it'll distract from their core role. Add on top of that (i assume from you having used up your sick pay), a reasonably prolonged absence that they've had to cover/ arrange cover for and theres a good chance theyd be happy to help you exit painlessly.

I've been the manager in this situ and I could be done a happy dance when my employee asked for a settlement. We let her go with a neutral reference and her 3 months notice money without working it. Id say not to resign - but to ask for a "without prejudice" discussion and let them know that you're not in a position to walk but that if they'd pay you 3 months PILON and give you a neutral reference you'd go; otherwise you'll stay and do your best at the PIP. Obviously if they say no, you can still resign.

Note that HR are not impartial. Their role is to protect the company from people related risks in this situ (e.g. make sure the business isn't acting unlawful in a way that could cost them). They're not a priest to confide in and they're not referees. Assuming a reasonable manager is in place, they're on "their" side.

PIP isn’t disciplinary