Performance Improvement Plan

JPin

Hi All, - has anyone been put on one of these before? I have recently, it was disappointing but not overly surprising. My role was sort of external to the mainstream team and was not very productive.  My boss was not nasty or anything about it, he put down 4 items to be achieved within 60 days, the items are more specific to the job I should be doing.  On the document received or during the discussion there was no hint of what would happen after that if I was deemed unacceptable. Furthermore, I was due to go off on maternity leave for six months at the start of December - this was approved. So I have no idea where any of this leaves me now.
Has anyone any advice?

[Deleted User]

Once you've completed the 60 days, your manager will review your performance against the plan.

jonnygee2

The maternity is unaffected. Normally the PIP would be suspended over that time and resume when it is back, unless it is already over by then.

Lots of people get put on PIPs. I don't think its always a bad thing, I've had people come on from them really strong - actually as a manager that's what you are normally hoping will happen, it makes you look like a great performance manager if nothing else.

You should ask the manager directly if there is a chance of losing your job at the end of the 60 days. They may just be uncomfortable talking about it, but it's something worth knowing. Have you been there more or less than two years?

TELLIT01

These plans are becoming increasingly common.  Make sure you address the items which have been highlighted and speak to your boss if you are struggling to meet them.  Do not wait until the 60 days are up to raise issues.

bouicca21

I’ve twice had people on such plans. The essential question for the recipient is whether they genuinely accept improvement is needed or whether they get all resentful and believe they are being managed out.  If you genuinely accept that improvement is needed and are willing to put the effort in then you should have nothing to fear.  The whole point of such plans is to make things better.

JPin

jonnygee2 said:

The maternity is unaffected. Normally the PIP would be suspended over that time and resume when it is back, unless it is already over by then.

Lots of people get put on PIPs. I don't think its always a bad thing, I've had people come on from them really strong - actually as a manager that's what you are normally hoping will happen, it makes you look like a great performance manager if nothing else.

You should ask the manager directly if there is a chance of losing your job at the end of the 60 days. They may just be uncomfortable talking about it, but it's something worth knowing. Have you been there more or less than two years?

I think in terms of maternity leave the 60 days ends just before I would be due to go off. It's quite frightening, the possibility of being dismissed just before going on maternity leave.

JReacher1

JPin said:

jonnygee2 said:

The maternity is unaffected. Normally the PIP would be suspended over that time and resume when it is back, unless it is already over by then.

Lots of people get put on PIPs. I don't think its always a bad thing, I've had people come on from them really strong - actually as a manager that's what you are normally hoping will happen, it makes you look like a great performance manager if nothing else.

You should ask the manager directly if there is a chance of losing your job at the end of the 60 days. They may just be uncomfortable talking about it, but it's something worth knowing. Have you been there more or less than two years?

I think in terms of maternity leave the 60 days ends just before I would be due to go off. It's quite frightening, the possibility of being dismissed just before going on maternity leave.

They would have to have an ironclad reason to be prepared to sack someone about to go on maternity. 

Not sure on what your work process is but I’ve managed a few and if you fail the first PIP it tends to be a verbal warning, then a new PIP, if you fail that a written warning, then a new PIP and if you fail that you’re fired. 

I would request a weekly meeting with your manager to track your performance against the plan. 

On a slightly irrelevant point I’m surprised they are doing this if you’re off on maternity in a few months. Seems slightly unnecessary and a bit pointless. 

JPin

JReacher1 said:

JPin said:

jonnygee2 said:

The maternity is unaffected. Normally the PIP would be suspended over that time and resume when it is back, unless it is already over by then.

Lots of people get put on PIPs. I don't think its always a bad thing, I've had people come on from them really strong - actually as a manager that's what you are normally hoping will happen, it makes you look like a great performance manager if nothing else.

You should ask the manager directly if there is a chance of losing your job at the end of the 60 days. They may just be uncomfortable talking about it, but it's something worth knowing. Have you been there more or less than two years?

I think in terms of maternity leave the 60 days ends just before I would be due to go off. It's quite frightening, the possibility of being dismissed just before going on maternity leave.

They would have to have an ironclad reason to be prepared to sack someone about to go on maternity. 

Not sure on what your work process is but I’ve managed a few and if you fail the first PIP it tends to be a verbal warning, then a new PIP, if you fail that a written warning, then a new PIP and if you fail that you’re fired. 

I would request a weekly meeting with your manager to track your performance against the plan. 

On a slightly irrelevant point I’m surprised they are doing this if you’re off on maternity in a few months. Seems slightly unnecessary and a bit pointless. 

I was told I have 105 working days until I go off on maternity leave so obviously they think that is enough time. 

TELLIT01

JReacher1 said:

On a slightly irrelevant point I’m surprised they are doing this if you’re off on maternity in a few months. Seems slightly unnecessary and a bit pointless. 

The OP still has nearly 6 months before they go on maternity leave.  It would be wrong if they were permitted to underperform for that amount of time, without action being taken.  It would leave the door wide open for other staff to claim they were actually being given preferential treatment.

JPin

I honestly don't expect to make it to my maternity leave now which is very worrying.

theoretica

You have four items to be achieved.  Do they seem reasonable and relevant?  Are they things under your control?  If you have concerns or worries about achieving them you want to highlight this and work out a plan now rather than later.  If you are just emotionally distressed at the idea of being on a PIP but objectively confident you can make the four achievements recognise this and carry on.