WWYD - Going to be put on a PIP, should I just resign?

[reallyconfus3d]

I have been told I am going to be put on PIP based on my performance over the last few months. I don't think the assessment is totally fair but it's true I have struggled with some aspects of work because of stress/burn out. Critically, I am not getting on too well with fairly new manager. Lately, I felt they were starting to manage me out. I was already planning to find myself another job in the new year, I just would have preferred to have a new job lined up before resigning. I can support myself for a while. Part of me wants to see what the PIP is about and maybe even go through to show that actually I am totally capable to do my job, parts of me thinks it's just a waste of time because they have already made up their mind (I have no proof they have just gut feeling). Should I just just resign when back in January?

The only person you’re hurting by resigning before finding another job is you. So personally I’d stick it out.
I’ve seen PIPs done really well and it has got people back on track but equally I’ve seen terrible ones used solely to manage people out.

Are you me ?
Tbh i would see what Pip is about while going for interviews then you can just leave if something better comes along.

This was me 2 years ago, down to a relatively new manager, I came home, went on Indeed, and had a job in 2 weeks to go to. Get job hunting.

Definitely start looking for a new job.

Please don’t resign until you have a new job.

Make sure you have a copy of the PIP guidance and process.

You should have an initial meeting where you agree your objectives (SMART) and measures. At the meeting identify any training and development needs and how this will be delivered.

After the meeting send an email summarising (bullet points) what has been agreed and a review date.

Make sure you have regular meetings where you review progress against objectives, development needs etc. Again email after the meeting to record what was discussed and agreed.

If they are trying to push you out they will hate having to do this and will know you are creating a paper trail. If they genuinely want to help you to improve they will actively engage in the process.

Unfortunately I don't think I am currently well enough to search for a new job and deal with the stress of going through interviews. I am still debating with my GP whether to go on antidepressant/anti anxiety medications. Why does everybody suggest not to leave before I have a new job aligned though? Is it just because of money? I can sustain myself for quite a few months and I most certainly need a break.
I was thinking that leaving perhaps is better than going through the PIP and be let go anyway if they have decided they want me out? But maybe I am not thinking straight. Isn't better to resign than being fired?

Thanks for all the comments

It's easier to get a job when you have a job for some reason. So I wouldn't resign.

Could you take some time off sick to clear your head and deal with the burnout? Have you told them about it?

Personally I'd not make any decisions before seeing what the PIP entails.

I had a new manager who did not like me at all. I was put on a PIP after many years of happy and productive working (it was complete bollocks).

I challenged that the objectives weren't SMART and got them changed. That's probably most important, you need to be able to succeed.

If you're not in a union I'd join one. This might not be the end of your troubles and feeling you have some support will be better.

Feeling like you are being managed out is a really nasty feeling. Don't do anything rash, consider all your options pre Christmas.

Why does everybody suggest not to leave before I have a new job aligned though? Is it just because of money? I can sustain myself for quite a few months

Problems explaining a PIP away to another employer, jobs really are like buses, ruining your CV, lots I can think of. Money soon runs out.

I'm bricking myself knowing my present job comes to an end potentially next week. And its on me that I'm covering wages lost between Christmas and New Year in any event.

I'm finding it really hard to get a full-time job at the moment, I applied for one local full-time job last weekend - the employer received over 50 applications and the job was closed with the advert just running over weekend days. I wasn't successful.

This morning, I've applied to a job further away paying £2k less then the current temp job I'm in - nearly 100 applications indeed say's so I'm not fancying my chances on that.

Depending on your industry, a gap in your job history may be sufficient to have you screened out from going forward for a shortlist.

And, judging by family members, it's irritating but true that it's easier to pick up another post (your industry may vary) when you already have a job.

The thing is if you resign you need to explain why at interviews and also explain a gap. Why you went unemployed, and saying stress/burnout/didn’t like manager never goes down well. That’s why folks are saying stay in

nut if you need out, and you aren’t fit to job search then your mental health is critical, but if it’s important you’re employed again, it’s also important to have a view on the future.

Sorry to read this OP. As others have said, go sick as you've said you are unwell. Don't make the mistake of saying anything you regret. Start applying forjibs anyway chances are interviews will be in 2024

The thing is references often ask for any extended periods of absence. So this could also be problematic going forward

I'd go to the first PIP meeting and see.

If the tone is supportive and the feedback is clear and the measures to improve are SMART then I'd stick it out. Some genuinely are - I've done a few PIPs and they have all been with the honest intention to support that person to improve to the required standard.

If the tone is accusatory or it feels like a tick box exercise while they unlock the door to kick you out of - then personally I'd tell them that I was open to a discussion about my leaving, if they were. Put the ball in their court to look at a financial agreement to save you all time.

A few months isn’t an extended period of absence. From an HR perspective there is a current lack of talent across all sectors so those who are skilled in their professions will generally be snapped up quickly.

As someone who supported a staff member on a PIP, I invested a lot of my time trying to get him to succeed. Ultimately he didn’t and that was a shames as he was a colleague I liked and wanted to succeed.

make sure your targets are SMART and that you understand them.

Stick with it.

I know so many people who have been put on a PIP and passed. If they’re doing it correctly it should be more about supporting you to get the job done not about highlighting where you’re going wrong and being negative.

Obviously if they treat it like the latter then it says a lot about your employer and longer term looking for another job may be best. But I’d say give it a go and see what happens.

As a manager, I’d rather someone on a PIP met all their objectives and passed, rather than failed and was sacked. Firing someone, recruiting and training someone new, none of that is easy, so they will hopefully be relieved if you can step up and meet the objectives.
If you are struggling because of mental illness, ask for reasonable adjustments. Be realistic about what might help and what might be within their power to do, but know that they have a legal obligation to put reasonable adjustments in place and can’t sack you without considering them if you have a long term condition.

Not necessarily.

I know many people who provide references and they will often just say “X worked here from Y date to X date” and nothing more.

I know when I left my last job my manager had to send my reference request straight to HR and he wasn’t allowed to comment on it. I was then allowed to see the reference before it was sent on… literally said the date so had been employed and that was it.

People can sue if they think their reference is unfair so my understanding is most companies now just give the bare minimum. References in general are just not very useful anymore to a potential employer because of this.

I certainly wouldn't resign, my son was in this situation last year, followed the process and is fine now. He didn't get sacked.
He felt it was bullying because he's complained about something but by following the process, doing the work requested and being upbeat at work he not only kept his job but got a really good promotion.
Do you really want to resign at this time of year, nobody will be hiring until February at the earliest and you will use up all your savings.
I'd see the whole thing through and then see how you feel. If you still feel you can't manage then by all means look for another job.

I don’t think she’s claiming she is disabled.

When you get your PIP in writing make sure the objectives are clear and achievable.

If you manager has made comments on your performance which you think are unfair/not based on facts then it is also the time to challenge that.

If work is causing you to burn out because of unreasonable targets/lack of capacity I would also raise this.

I thin you are right to think about looking for a new job long term but I would not resign now. Instead I would make sure that you engage with the process but also put your side of the story and challenge anything that does not seem right.

In the end if it is a clash of personality you might be able to negotiate a settlement.

If you are feeling really unwell though you need to take some sick leave if needed. No job is worth destroying your mental health.

I think you’re being very black and white in your thinking here (which is likely a feature of your MH difficulties).

I don’t think it’s a question of quit or stay and be pushed out! Have a look at what’s out there job wise. See what you find. You might be surprised about the roles and salaries available- there could be a similar role with better pay or an easier role for the same pay. Have a look and stop panicking!

If you go through the PIP and make sure every goal is clear and achievable.

For example: « X will write 7 spend reports in January. » That’s either a yes or a no- you can demonstrate your compliance by producing the 7 spend reports.

A bad example is « X will improve the quality of her spend reports ». How will you demonstrate that the reports are « improved » it’s too subjective.

Why the stress burn out? 70 hour weeks? Unmanageable workload? Or struggling with Ma 40 hour week with normal work load? Type of work- eg high stress or responsibility?

You need to work out exactly what the issue is. What needs to change. The more detail the better.

Why the conflict with the Manager? Personality? Management style etc

It's really useful to detail exactly why and what the issue is and what could be changed. To me, you having to do the jobs of three people is a them problem and they need to adjust Whereas you not coping with a normal workload that multiple other people manage is a you problem.