Being put on PIP

[Rose38]

Yesterday I had a performance review with my manager and it went really badly. She was going on and on about mistakes I had made which were true. She is saying she wants to put me on PIP end of June and it will last 3 months and if I don't improve they can let me go.

Although I don't disagree with the issues she has mentioned, I have not been told anything in my monthly one to ones with her. Nor has she at any point let me know I need to focus on this particular area or anything.

She said yesterday that I don't seem to have grasped the basics of my job which I feel is not fair to say since only in March she signed me off as permanent. Had this been the case then surely you would at least extend someone's probation?

Just for background towards the end of April I had a really bad miscarriage. I didn't go off sick but took a day & a half holiday (to see the hospital). Physically and mentally the whole thing was draining and I guess I dropped the ball slightly at work. My manager is aware of this but when I was back at work, she didn't even ask me how I was and if everything was ok. I've basically had to update her myself when we had monthly meetings (as some ongoing issues from that miscarriage happened).

I feel like the way my performance review has been done seems a little unfair. I agree with where they have placed me and also that they won't be giving me a pay increase due to this but I feel like being put on PIP is a bit much considering the circumstances. And they didn't even give me any indication that anything was wrong or give me a chance in the lead up to rectify things.

Just really wanted a second opinion on how things work in other companies around this sort of thing. Thanks for reading.

Thanks for the messages everyone. I think I will just put my head down and try and rectify the issues. I was planning to do this anyway but I just wanted to hear what is normal for PIPs in other workplaces really.
I do feel my manager could have dealt with this better but I guess when the time comes to give feedback on this, I can mention this. The others who were put on PIPs previously were also put straight on them without any concerns voiced prior to it. It wasn't for the same reason as mine though. But I really do feel they could resolve issues if they voice concerns before they get worse.

I would be wondering if they want you gone so they don’t have to fund a future maternity leave.

Slow down and do everything by the book be careful about being on time etc.

As I said I passed probation then was put on one a week later. I have not fought it too much admitted I have made mistakes but pointed out I haven’t actually had a 1 to 1 to address anything so I did not realise as it’s early days. Get your head down but maybe also look around for a new job you probably will not feel right again in this job.

i agree and sometimes one that you cannot win. Obviously not with all companies but a lot.

In the OP’s team, other members have “turned it around” by being on pip

Maybe but it doesn’t sound like a company I would want to work as with my case to jump straight to a pip without any negative feedback is not a good way to deal with it.

A PIP is nearly always in place as a protection barrier when sacking someone to avoid a claim of discrimination.

I'm always early for work...throughout the week I probably work an extra hour for them (time accumulated I mean) which I don't get paid for. But I do it because I hate being late and would rather be early.
They don't ever deny that I am a hard worker. I am not lazy and literally stay at my desk throughout only leaving desk if something urgent crops up.

Yeah I think I do need to consider if this is the company for me. Their leadership skills leave a lot to be desired. I've never seen a company so poor with their training. If you ask a question several members of my team may give you a different answer to the same question which for me shows that they have not been trained fully. I did give one of the heads of department this feedback last year.

Op you have posted a lot about fact you are fully remote, have two young children and a husband who doesn’t help out at all.

That generally isn’t conducive to fully remote 40 hour a week jobs

I dropped my hours to 24 hours. HR approved my request and I started these new hours just this month.

Oh I was on the thread where they had refused the request

Do you mean the thing I said about working extra each day? Someone said I should make sure I'm on time...that's why I mentioned that. It is a remote job but some people do still log in late for work. I'm not one of those people though and have never been.

So work when from refusing to accommodating?

Yeah I went to HR with it and they were very helpful and understanding. I don't think my manager was happy with the decision but it ultimately was a decision HR make.

So if you really feel like you’ve been wronged by being put on PIP, go to the very helpful HR

otherwise see this as an opp to turn things around

If you have been there 15 months then you could be let go without them needing to demonstrate you were not making the grade. This is an opportunity to address your errors and move forwards. Why did you not do so of your own initiative when you realised you had made them? How many mistakes did you make? Your absence record is not good, even miscarriage aside, so it would be difficult to manage you and assess your contribution over a period. Accept the PIP and turn it around , realistically how easy would it be to you find another job on your terms.

Good point

they could just let you go with no reason op

so this pip won’t be for managing to you out

yeah its a confusing title, I thought that at first x

You are definitely being managed out OP, sorry to say. Your manager is unhappy with the drop in your hours, they are likely concerned about imminent maternity leave, so they are laying the foundations to get rid of you without HR being able she to object.

Keep your head down and look for a new job.

Honestly start looking, some companies i find since wfh have terrible training standards i have been told so many different ways of doing things it left my head spinning.

If you want to stay in the job then you’ll need to engage in the PIP process. Based on my experience as a people manager, I’d suggest the following:

The PIP objectives should be clear, objectively measurable (as in, not down to your opinion vs manager on how well it’s been completed), time bound and realistic for the 3 month period or whatever is planned for the PIP duration.

Conversations to review progress should happen regularly - make sure they are and that everything you discuss is documented thoroughly. There is usually a template for this and your manager should be updating that to reflect progress and the conversation and this should be shared with you after every review. Review it and revert with any comments amends if what is noted does not reflect the discussion and/or the reality of the situation.

Ensure the PIP also captures any dependencies you have to deliver the objectives agreed and any additional support, resources or adjustments you may need to support you to be successful.

Best of luck.

I have literally spent 3 days trying to figure out a quote with 2 people telling me different things. Said quote was actually brought up in meeting yesterday to point out errors. Today I actually went above everyone and called the project manager manager in Ireland he said oh no that spec is completely wrong leave it for now. wtf I ain’t jumping through these hoops I will happily go but take what I can while I can instead of quitting and shouting myself in the foot.

@Trovindia I agree, OP has dropped her hours, is underperforming and has indicated she might go off on mat leave again in the not distant future. Company is preemptively trying to manage out.

They don’t need to expend their energy on pip

she’s only been a permanent employee for 2 months

A temporary contract still counts towards service for employment rights.