Advice needed on performance management procedure

[rc473]

I'm looking for any HR professionals or anyone who has been through this process for advice.

My partner went through two performance management processes last year, both relating to very minor issues - the second one was based on opinion feedback from two other staff members and contradicted with positive feedback from his superiors on the project.

He was informed a few weeks ago that he had received another piece of negative feedback, relating to a project in November where he had not provided a slide deck on a Friday afternoon but instead sent it on the Monday morning.

This time he has received a letter inviting him to a meeting with 2xHR and the MD of the business area, and the letter says the outcome of the meeting may be termination.

Is this fair, or typical? Is it likely that if he presents evidence, the case will be dropped?

Obviously I am biased, but it feels like unfair dismissal to me, the issues they have raised with his performance are so trivial.

Feeling very stressed on his behalf, and appreciate any advice on how to handle this.

This time he has received a letter inviting him to a meeting with 2xHR and the MD of the business area, and the letter says the outcome of the meeting may be termination

the wording makes this feel like the first time? Not the third time?

The person who has brought up stress is not his direct report, they are colleagues, he is just slightly more senior. I personally think it's important that we all look out for each other and support colleagues who deal with stress, but I don't hold myself personally responsible for their mental wellbeing - perhaps I should? But also if someone never tells you they are stressed, how can you properly support them?

I agree, he's not perfect - he needs to communicate better, trust me I know this!

1st pip meeting with manager, letter from manager and hr
2nd pip meeting with manager and hr advisor, letter from manager and hr
Letter last week from MD & HR, meeting arranged with hr advisor, hr coordinator, MD, and he has option to bring colleague or union rep, but not legal representation. They also declined his choice of colleague (ex manager, not current, who undertook first pip)

I agree with a previous poster that this one, with the MD and two HR persons, sounds infinitely more serious.

You know most people go their entire working life without ever receiving such a warning. He has had three in one employment within four years, I am surprised it is not ringing more alarm bells with you.

I’m surprised too, I’d be concerned, is his finances not relevant, are you both financially fine if he is fired in a few days ?

@rc473 definitely come back and update us on how the meeting goes as there does seem to be some ambiguity/lack of clarity around some of this.

ie you both seems to feel there is a chance he is likely to see out paternity leave which is 6 months out.

if it’s not a termination he may want to try and negotiate a settlement which may work well for you given the mat leave sit.
you can negotiate a tax free amount.