Put on a PIP - what rights to I have to complain to HR?

[Yougottobekiddingme]

Still waiting on details on PIP. My new manager and I have not been getting on due to their expectations of their job being laid on me and the other managers in the group. They are often woolly, not clear on what they are asking, sending us down rabbit holes (of which these activities are now being rescinded as it was clear they were a waste of time without much business impact). I knew she was documenting but in our mid year to define goals they said I was going on a PIP to help me improve. Can I complain to HR? I will comply with the PIP as I need my job. Are the following reasons suitable to discuss with HR:

1. new LM been in job for 3 months and does not know my line of work and what it means to be successful
2. these were their observations and no feedback received from peers or other heads
3. my last review I met all goals and objectives and was made head of dept
4. this was the first discussion we’d had on goals and objectives
5. I felt blindsided being put on a PIP with no prior warning nor feedback from any other colleagues
6. this person has only managed teams in Americas and not global teams so in EU we are more reserved
7. lm has asked if I have reservations of the ask to discuss in 1 to 1s and not in managers forum (they have asked other managers to do this and is trying to ‘control’ any free speech on her suggestions (which as I’ve said is usually woolly and unclear)

or do I suck it up! I am looking for other jobs aa this manager is really dismantling all the good work we achieved prior.

I’d be surprised if HR don’t know about the PIP already…

I would imagine the issue was discussed with HR and the PIP was agreed as the plan going forward

Same situation here. It's an absolute nightmare with current LM. Trying to stay strong but it's hard.

Quite possibly but HR will only have the manager's story. Talk to them.

I agree that HR will almost certainly already have been involved in the decision.

my last review I met all goals and objectives and was made head of dept

And since that review you have been working in the new role, where your line manager does not consider you are performing to the requisite standard.

Your point 5 is basically everyone's reaction to a PIP.

I don't think raising your point 7 with HR will achieve much other than rolled eyes, especially if you phrase it like that with the "free speech" angle. Free speech isn't a thing in the UK, and it's not generally a thing in the workplace.

If you're not happy with the changes, I'd play the game while you job hunt.

A formal PIP should not be the first you know of any concerns with your performance - you should have already had these concerns presented informally and been given a chance to clarify.

If any of the PIP objectives look too woolly to define or measure speak up and get them reworded. They have to clearly say what was unsatisfactory and what improved performance will look like. It's hard work managing someone on a PIP as you have to carefully review everything they are doing to determine whether they are improving or not. A poor manager will make a hash of it.

Just remember people leave managers, not jobs. Always have an exit strategy. Make sure HR are involved in the PIP process.

but do keep a record of everything & cover your back.

HR will have based their advice entirely on the manager's version of the situation though.