Threatened with a PIP - help!

[Workhelpio]

Meeting called on Monday at work and given a few options:

Stay in current role and be put on a PIP
Move to another team to role I've done before
Demoted within current role with a pay cut
Gardening leave with some kind of settlement but no figure specified

Then told to take rest of week off while I decide.

I haven't been given formal feedback or a warning before this point. In fact just 7 weeks ago I received a gift as a 'thank you for your recent hard work' so thought things were going OK. There have been a couple of issues but I've looked back at notes from all my Meetings with manager and nothing raised as major issue to make me think a PIP was imminent.

Manager isn't good at giving feedback but has clearly been telling their boss they're not happy with me all along. Now this big boss has swooped in with these options.

I feel cornered, trying to find some HR advice online. Moving to another team to role I've done before feels like safest option for time being but obviously I'll also start looking elsewhere.

Anyone have advice? Feel physically sick at thought that job hangs by a thread and I have bills to pay etc

Don't look at a PIP as a negative- it is a chance to be supported to get to the standard that they need you at.

They've used them multiple times to manage people out of the business. Few people have survived one in this company - one colleague advised me not to do it for sake of my mental health

Have they told you why?

Who was the meeting with, just your current manager?

Ask for a follow up, requesting HR presence. Then ask about the performance issues that are driving this decision. If they haven't been shared with you, make that clear & ask for evidence. If they're things that are lacking due to not enough training, raise that.

But ultimately, get out of there as this employer sounds awful.

They said my performance is 'up and down' but not had a really detailed list or anything like that

Meeting was with managers manager.

Follow up will be on Friday and will make sure HR is there

How long have you been with the company? Bonkers they think you would opt for a settlement without a formal offer

8 years - absolutely no performance issues previously. It's gone to shit under new manager and because the market were in is not in good place so they're looking to cut people

8 years! I think I'd be consulting an employment lawyer!

I'd like to but guessing it won't be cheap

Does your company have an employee support line or would your home insurance have some legal cover- some do. Otherwise I presume you aren't in a union?

No union or support line that I know of unfortunately

I'd change teams in this situation.

Contact ACAS for advice: https://www.acas.org.uk/

Check your house insurance .You may have legal cover included ,which can cover the cost of a lawyer in employment disputes etc ...

A PIP is always the first step to get someone managed out of the business. You might get a decent settlement after 8 years in the business, I'd try and find out the offer is. However, the job market is hell right now and it might take you a long time to find a new role.

You cannot be put on a PIP without solid evidence of underperformance. Their proof of underperformance has to be watertight and documented clearly.

This could be a warning to scare you, but ensure you receive all future comments by email so you have a clear audit trail.

It's extremely hard to get rid of a bad employee and not get sued so the fact this has come out of the blue with no forwarning is very odd and seems like theyre just winging it.

Definitely ask for clear documented evidence.

A PIP is usually a downward slope towards an exit. The fact there is a new manager indicates this is the reason this has kicked off. It may be your performance to date has been fine but not as good as others, or maybe your face does not fit in new managers opinion.

Have a 1-1 chat with HR first to discuss the PIP process. moving to the other team will buy you time, a SA could also buy you time to job search. pip you could just find yourself out the door with nothing.

Definitely start job hunting now, backup any documents/email addresses you need, payslips etc.

I'm assuming you have copies of previous appraisals that document your performance, and that as Jinglesomeoftheway says, there is solid evidence that you're aware of and has been raised and discussed with you about your alleged 'underperformance.'

I sympathise. This stunt was pulled on me during lockdown when I was suffering with WFH (hated it). Manager blurted out that if I didn't shape up there'd be a PIP (I was a solid performer previously and had the appraisals and feedback to prove it). It just solidified my suspicions that my face no longer fitted and new manager wanted me out.

It’s naive to think that a PIP is in any way support for you to get better. If you’re at this point, they’ve decided already, and I say this as somebody who’s been on that side of the table.

It’s important to know that this is not necessarily because of you… if you have a new manager then it’s very likely that their manager has brought them in to do a reboot, and you’re just a member of the “old guard”. If they do redundancies then there’s a huge process for them to follow; if they cut for performance reason then it’s straightforward and they can rehire immediately.

in theory you have protection because of your tenure. In reality, there is a two year backlog on employment tribunals, and the payout you’d get is probably less than they’ll offer you as a severance.

So… they’re offering you a severance plus gardening leave, which means they’re prepared to throw some money at it. Your job now is to get as much of that money as you can. Their starting point is eight weeks for your eight years (which is what redundancy would cost), plus your notice plus a chunk of “go quietly”.

If they offer anything less than two months of go quietly then push hard: say that in that case your lower risk option is the PIP. Insist on super clear criteria with bi-weekly reviews, say you’ll review the plan with an employment lawyer - that’s exactly the long-winded headache they’re looking to avoid. They’ll almost certainly up their offer.

Sorry this is happening to you. It sucks. 😔

Any more tips on maximising the payoff in this situation? Assuming you want to be let go with a payoff (5 years servcie for the person concerned).

If you go for a pay off they legally will have to pay for you to see an employment lawyer so I’d suggest you ask for this, that they pay for you to speak to an employment lawyer who can discuss the options with you.

Are you in a union? If you are, as them for advice. But...

Ask for a report showing all the times you've underperformed, and ask for a written PIP plan showing how your employer will support you to improve your knowledge/skill/tardiness whatever.. There is some onus on them to help you improve.
Also ask for clarification of what constitutes the performance gradings, eg outstanding, good, satisfactory, underperforming, or whatever your employer uses, and ask them how they will support you in moving from underperforming to satisfactory/good. How will you know you are meeting acceptable standards?
And ask for regular (weekly/fortnightly/monthly) reviews documenting your improvement, and possibly a mentor who can work with you to help you improve (even if you don't feel you need to).

Agree with others that PIP is a wsy to manage you out for whatever reason.

Use this to your advantage to get a good settlement ie one month's pay per year of service, paid for outstanding annual leave, any bonuses due.

Even if you cant afford an employment lawyer, you can still mention that you will look to get one to scare them off.

Contact ACAS as well.

It's horrible when this happens but chin up.

It’s important to know that this is not necessarily because of you… if you have a new manager then it’s very likely that theirmanager has brought them in to do a reboot, and you’re just a member of the “old guard”.

This is spot on. They've been clearing out old guard for some time now and I'm one remaining. New manager is very highly strung and nitpicky with impossible standards and things I've been doing for years with no bad feedback no longer seem to meet the grade