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Original poster

Performance Improvement Plan

40 replies

Watchingpretzels · 30/09/2022 21:48

Today I was told I'm being put on a performance improvement plan in relation to my behaviour at work.

There are 3 concerns listed which are my 'low mood', not telling my colleagues about my meetings and not communicating annual leave.

This came as a complete shock and to be honest, I'm struggling to understand what they're trying to convey to me for the following reasons.

  1. They've put a concern around my mood as when running through the temperature checks in our weekly team meeting, I've been honest and expressed there are a few battles I'm facing at the moment with some of the programmes I'm looking after. Apparently, this has brought the team mood down.
  1. A staff member has complained that I'm not sharing details of meetings I have booked in. I went through every single invite this afternoon and there was just 1 instance of this over the past 6 weeks where her presence wasn't required anyway.
  1. I spoke to my line manager about booking carry over leave before I lose it, asking if it would be OK if I took one day per week rather than in a week block. I was told to check with my senior of which I didn't get chance. She heard from my direct manager of my intent so I shared the proposed annual leave dates as requested but she complained I hadn't raised this with her (even though she doesn't approve my holiday.)

I feel absolutely gutted tonight. Super tearful and struggling with the above as I still don't know what I've done so wrong to be placed on a PIP.

Appreciate anyones view on this. Thank you.

OP posts:
Pleasegivemeyourwisdom · 06/10/2022 14:07

How's things? X

Wooltongirl · 06/10/2022 21:35

Sagittarius25 · 01/10/2022 15:56

Hi,

I work as a Human Resources advisor. I wanted to give you my opinion as per my professional training and practice.

  1. to place someone on a PIP for a reason of 'low mood' is absolutely poor management and quite frankly shocking to me working in HR. If it is clear someone is expressing a 'low mood' and enough to be 'affecting the team mood' this should be addressed sensitively through conversation as there may be background reasons/issues potentially outside of work to cause this. (Not assuming this is the case for you OP, however to address this with a PIP is shocking to me).

  2. to me points two and three are almost so strange again to be addressed with a PIP. They are so small and almost isolated 'admin type' events.

A performance improvement plan is supposed to be a long term plan to improve performance based on work output, quality, effort etc etc. it's meant to be set up using SMART goals and reviewed regularly (every one or two weeks) over a period of usually 6-12 months (depending on what is being reviewed). Have review meetings been set up with you OP?

Also, with these 'issues' if they have jumped straight to a PIP rather than an actual conversation this is again baffling to me.

Is this your manager or HR who have issued the PIP? And have there been any informal conversations to address these 'issues' before hand?

As others have said, it's good as it's not a formal disciplinary procedure, however a lot of organisations (and poorly trained HR depts) go along with using a PIP as a way to manage people out. Which is wrong. Someone should be put on a PIP for genuine performance related issues and only if it is believed the person can once again reach the correct level of performance.

I would be trying to have an honest conversation with whoever has placed you on the PIP and express you don't believe you should be on one for these reasons.

So many times issues within organisations and between managers and employees can be solved with communication and it's a huge pet peeve of us in HR that this often doesn't happen!!

This is such a constructive response Sagitarrius25. Hope it helps OP and that things improve with a conversation. Big hug x

Original poster
Watchingpretzels · 10/10/2022 16:18

Thank you for asking @Pleasegivemeyourwisdom

Last week was intense. I ended up at the doctors on Monday and ended up walking away with Beta Blockers. I had my mid year review and used this as an opportunity to ask for more details. I'm non the wiser as to what I've done wrong and weirdly I ended up scoring 'performing well' against my performance and behaviours.

I don't know whether I'm coming or going anymore! I have an interview this Wednesday so fingers crossed for that 😊

OP posts:
BeanStew22 · 10/10/2022 17:41

hello @Watchingpretzels

Glad to hear you are holding up well (under the circumstances)

Good luck for your interview!

suzadopolis · 02/08/2023 17:31

@Watchingpretzels I know this is an older thread, but I am reading with great interest as I have had a PIP thrown at me and I am totally in the dark as to why.

I wonder how you got on in the end - did you down tools and get away from this horrific group of people? Please say you did and you're doing better. x

Original poster
Watchingpretzels · 03/08/2023 00:03

Hi @suzadopolis, I’m so sorry it’s happened to you too. I completely sympathise with you.

I’m in a much, much better place now. I got the job I interviewed for late last year and it’s been the best few months. I’m now working with a genuinely lovely team of people; I’ve scored ‘great’ performance reviews and the work itself is 10 times better. I’ve also learned so much more!

I actually found out we’re expecting a baby and will be going off on maternity leave. My new manager has been incredible given it’s not ideal on a secondment and is working to try and make me a permanent member of the team before I leave. I’ve already decided that if for some reason this doesn’t happen (and I have to return to my old role) I’ll be leaving the company as I can’t go back to letting my health deteriorate like it did before.

I have been very, very lucky and count my lucky stars that I managed to get out of that team and away from my old manager.

All I can say is although it probably feels rubbish for you right now, it won’t always be this way and my advice would be to put yourself and your health first before anything else.

OP posts:
suzadopolis · 03/08/2023 12:07

@Watchingpretzels Wow - what a wonderful update, so happy for you, congrats on your pregnancy and your new role. I hope you are feeling well and the pregnancy goes smoothly.

My story is not dissimilar to yours in terms of the unexpectedness.

2 weeks ago I asked my manager for a chat about taking some compassionate leave +/or unpaid leave to spend time with my Mum. She has advanced bowel cancer and is declining rapidly. She is in hospital on the other side of the country, my Dad isn't able to be with her every day as he has health issues and I am either driving or training over to her twice a week (with my brothers who I tag team with). We agreed 1-2 days/week leave with review in 4 weeks and then again in 8 weeks to see if it was working (for the business - I mean it will never work for the business).

In that same conversation, at the end of that, where I was genuinely upset, he said he needed to talk to me about my poor performance. He said I was well aware of my poor performance and "once things settle down with your Mum we will be kicking off a PIP". I was floored tbh. I had my annual review a few weeks ago and did quite well for my 1st yr in the role. I said as much to him that this came as a huge surprise and it was really disappointing and also that the timing was terrible to inform me of this. He agreed yes, timing terrible but it simply had to be said. I work for Big 4 so the pressure at my level is always massive to bring in revenue - I had a slow start due to being placed on a 6 month secondment but have been doing great since then. I know he is angling to get me out and honestly he has totally broken the trust with me now. I have 2 weeks off from Fri (annual leave - booked months ago) and cannot wait to get a little headspace from here to think clearly. The additional stress this has caused me - during a horrible time personally - has been horrendous. I don't think I'll ever forgive him for doing that to me instead of supporting me which I so clearly need.

Take care and hope you manage to be made permanent so you can relax whilst out having your baby, but if you don't you will be fine and you have obviously thrived in a new team - which says a lot more about your old team/company than it does about you. x

Pleasegivemeyourwisdom · 08/08/2023 23:33

Watchingpretzels

what a terrible person he is

I don’t believe you are what he’s saying. There’s more to this: it’s him not you.

it won’t get better there; if I were you; I’d go to HR, raise your disgust at what he’s said, lodge it officially As to the timing, See the Gp, get signed off and concentrate on your mum / seeking a way out of working under HIM.

what a heartless bully - I’m so sorry he did this. But it’s not you. He’s an ass hole, I’ve been under the equivalent and I ran to get free. In time, the place imploded. I documented my concerns, handed them to HR, yes got a lesser job for a while but felt safe, let me know how you get on.

sending you the warmest, biggest, hug and a cup of my lovely tea with a wee Kit Kat!

Pleasegivemeyourwisdom · 08/08/2023 23:34

Sorry this reply was for suzadopolis xx

suzadopolis · 16/10/2023 15:51

@Pleasegivemeyourwisdom I know you posted this many weeks ago but wanted to thank you for your kind and generous words. It meant a lot.

Lots has changed since then.

My mum passed away a few days after your post. I was/am heartbroken and her passing gave me a huge amount of clarity on what is important in life. I took 3 weeks off work, thankfully I had one week with my Mum before she passed. When I came back I immediately handed in my notice at work. I managed to find a new job. I am working out my notice now and I finish at the end of the month.

I believe I came in to contact with a malignant narcissist. It was nothing to do with me - just him. He went for my throat when I was at my most very vulnerable and I won't forgive him that. When I came back to work none of the partners even acknowledged my Mum's passing, nothing. I found it so cold and inhuman.

I flagged with HR and they said they can't do anything unless I file a formal grievance with them. This company is broken. I'm glad to get away.

Take care all x

WillyWonkaBlues · 16/10/2023 15:54

Sorry, didn't read the rest of the thread!

Pleasegivemeyourwisdom · 16/10/2023 19:45

Thank you so much for your update. I am so sorry for the loss of your darling mum.

how despicable is their behaviour, especially his; I’m so so thankful you are moving on. Well done you being able to pull it together to find another post. Proud of you. That took grit.

big warm hug to you xxx

westnorth · 17/10/2023 05:13

Deleted - old thread

Startingagainandagain · 17/10/2023 07:14

This is really poor management.

I don't see why a PIP is justified in this instance. This could have been resolved by a simple conversation in your regular one to one meetings.

Why do ''temperature checks'' if they can't deal with people giving genuine feedback through them? is there a written policy attached to the practice: for example something that says that people should be able to openly raise concerns and that additional support will be put in place?

Because if there is I would contact HR and ask why you are being singled out when you are simply giving honest responses to the questionnaire. I would also write an email to your manager and HR expressing your surprise at being put on a PIP.

I would speak to ACAS as well.

Try to get everything in writing from now on (emails rather than just conversations) if this is the start of this manager being really problematic.

GonnaGetGoingReturns · 17/10/2023 10:47

I had a PIP raised for me over 10 years ago when I worked as a PA/team secretary at an accountants. However, 2 colleagues of mine were bullying me and one took over part of my job and I was encouraged to work in accounts as an accounts assistant with a day stint there, which I definitely didn’t want to do! My work was fine but I felt I was being managed out. Speaking to HR on a few occasions they were sympathetic at first and then definitely made it clear they were really on the company’s side and if I did pursue them for bullying I’d pay (their words).

The secretarial manager in charge of all PAs/secretaries there was sympathetic to me. I left before they could implement their PIP which was discussed with me. I could see I was being set up to fail.

@Eeiliethya - you can do what @Eeiliethya says. Don’t just leave after 4 years. Speak to HR and if they’re no use get independent legal advice from an employment lawyer. Best/worst case scenario is they offer you a settlement agreement.

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