Possible PIP coming my way

HoratioMills

Hi all,

Today my director called me over to his desk to review a spreadsheet I had sent a colleague earlier in the week. During my time at his desk, I saw an email pop up from my manager which had my name on it - followed by Performance Improvement Plan.

I pretended I hadn't seen it and said nothing and carried on as normal. However, I'm concerned this may be coming my way in the near future.

The job has become unbearable this last 6-12 months and all the rules seem arbitrary. Some people think an approach should be taken this way, while others think the opposite. It feels like it has become a nightmare and I've simply lost interest and motivation in the job.

A lot of people think highly of me there and I have some great skills in some areas, but I'll admit I have made some minor mistakes recently, as has other colleagues. It's nothing major and it's not caused problems for the company or its reputation, but if they are going to place me on a PIP, I may as well take this as I'm doomed.

We have had a few meetings recently about my performance and my colleague who does the same job, and we feel we have had our heads pecked big time this last 6-12 months and we've made to feel we don't know what we are doing. I've found the entire experience exhausting and would rather things return to where they were before all this happened.

One additional comment - I've been pulled for things on a system we use which I know I'm not responsible for. The system seems to have gremlins in it and every now and again something will be wrong and I know for certain I've not touched it. I keep being pulled for things being wrong but I'm certain it's the system and not anything I've done. I believe this will be part of the PIP.

Anyway, I've not received the PIP yet and I may not, but I suppose I just need to see what other people think of this. It's a good job and I work with some good people, so obviously bothered by this.

Thanks for reading,

Lee.

goater78

Sounds pretty guaranteed you’re going to be put on a PIP and to be honest based on what you’ve posted sounds like you probably should be on one. 

PIP’s don’t always mean you are going to lose your job. I think you need to decide what you want to do. You can either follow the rules and improve your performance or seek another job. 

Bobbobbobingalong

A couple of bits of practical advice first - 1) Get hold of your employer's disciplinary and performance standards policies straight away, read and understand them, particularly what happens next and next again if you do not do what is expected and agreed between you. 2) If you are not in a union, join one without delay!

It sounds like you are taking this seriously and you should. If your employer is prepared to invoke performance measures then you need to expect that they will see it through to whatever the natural conclusion is, either renewed satisfactory productivity and you move on, or........?

A performance review is an ideal opportunity for you to agree a plan with a view to seeing you return to achieving your targets. It allows you to formally put to your manager the reasons you believe you are falling behind, whatever they are and if it is system constraints, seek assistance in overcoming them. Be aware that it is likely you will be given stretching objectives for the period of the PIP, ensure though that these are not greater than your regular equivalent objectives after all, if you're not achieving them now, how will you achieve greater targets in the weeks to come? Finally, remember that objectives should be agreed, not imposed, as you have to agree they are achievable so be realistic!

ReadingTim

Suggest that while you certainly treat it as a genuine attempt to improve your performance, also realise that this is the next step in the process of potentially dismissing you on the grounds of capability, so be prepared for that, up to being prepared to jump rather than being pushed.  

Furthermore, whilst knowing the process and/or joining a union could be beneficial, it probably won't change the ultimate outcome if the company have decided to get rid of you / manage you out - you'll probably come away with some sort of settlement agreement rather than being fired, but you'll still need to find another job at the end of the day.  

To be honest, even if the PIP doesn't materialise I'd update my CV and start looking ASAP - it doesn't sounds like you're happy anyway, so why stay a minute more?  

happyc84

PIP are usually set up by line managers who are protecting themselves. Putting the blame further down the chain. Process should start with a review of your objectives, then informal pip, PIP stage 1, PIP stage 2 and finally PIP stage 3. can take between 6 months and 2 years.
In past roles I've been the Trade union rep sitting in on these reviews.

Good luck, but depending on what you need from work, I'd start looking elsewhere. 

redped

happyc84 said:

PIP are usually set up by line managers who are protecting themselves. Putting the blame further down the chain.

That's a very sweeping claim to make - I've only ever had to set up one PIP when I managed a team, but was well aware of other managers involved in PIPs. None of the PIPs were done to "protect" the line managers - they were done solely to resolve issues of poor performance.

happyc84

redped said:

happyc84 said:

PIP are usually set up by line managers who are protecting themselves. Putting the blame further down the chain.

That's a very sweeping claim to make - I've only ever had to set up one PIP when I managed a team, but was well aware of other managers involved in PIPs. None of the PIPs were done to "protect" the line managers - they were done solely to resolve issues of poor performance.

Interesting to hear what you learned from the PIP process, what was the outcome for Management and the person involved. What would you say to the OP?

HampshireH

redped said:

happyc84 said:

PIP are usually set up by line managers who are protecting themselves. Putting the blame further down the chain.

That's a very sweeping claim to make - I've only ever had to set up one PIP when I managed a team, but was well aware of other managers involved in PIPs. None of the PIPs were done to "protect" the line managers - they were done solely to resolve issues of poor performance.

I completely agree. I too have had to put an employee on a PIP many years ago. They took it as intended worked to improve and successfully continued in their role. PIPs should be fully supported.

They took the same approach when they then had to do the same with one of their team a few years later.

It wasn't to protect me it was to help them improve and keep their job. 

I've also known senior managers on PIPs. I will say I have found managers being on PIPs those that aren't as productive and often leave with the Manager leaving because they don't see the issue or because their senior hasn't the time to support it and so it fails.

redped

happyc84 said:

redped said:

happyc84 said:

PIP are usually set up by line managers who are protecting themselves. Putting the blame further down the chain.

That's a very sweeping claim to make - I've only ever had to set up one PIP when I managed a team, but was well aware of other managers involved in PIPs. None of the PIPs were done to "protect" the line managers - they were done solely to resolve issues of poor performance.

Interesting to hear what you learned from the PIP process, what was the outcome for Management and the person involved. What would you say to the OP?

The person involved handed in his notice about an hour before I officially told him he would be going on a PIP (although I had discussed his poor performance with him a number of times) - which was frustrating in a way for me, as I'd spent a lot of time working with HR beforehand on how the PIP should be structured.  On the other hand, team morale did increase when he left, as several people pointed out how frustrated they'd been by his inability to meet any deadlines (including ones he had suggested), the poor quality of his work, etc.

I've also known of two other people who have been on PIPs and improved their performance to a level where they successfully came off the PIPs and continued working for the company for several years.

So I'd say to the OP that it's always worth putting the effort in to the PIP - it doesn't automatically mean you're going to be out of a job.

happyc84

redped said:

happyc84 said:

redped said:

happyc84 said:

PIP are usually set up by line managers who are protecting themselves. Putting the blame further down the chain.

That's a very sweeping claim to make - I've only ever had to set up one PIP when I managed a team, but was well aware of other managers involved in PIPs. None of the PIPs were done to "protect" the line managers - they were done solely to resolve issues of poor performance.

Interesting to hear what you learned from the PIP process, what was the outcome for Management and the person involved. What would you say to the OP?

The person involved handed in his notice about an hour before I officially told him he would be going on a PIP (although I had discussed his poor performance with him a number of times) - which was frustrating in a way for me, as I'd spent a lot of time working with HR beforehand on how the PIP should be structured.  On the other hand, team morale did increase when he left, as several people pointed out how frustrated they'd been by his inability to meet any deadlines (including ones he had suggested), the poor quality of his work, etc.

I've also known of two other people who have been on PIPs and improved their performance to a level where they successfully came off the PIPs and continued working for the company for several years.

So I'd say to the OP that it's always worth putting the effort in to the PIP - it doesn't automatically mean you're going to be out of a job.

Thanks for the update on how the PIP process could have worked, too bad the individual decided to resign before going through the process and the positive outcomes of the other 2 PIPS.

An update for the OP would be good when they are ready.

HoratioMills

Hi all,

Just a quick update - I got a PIP the other week and had a few points to address, which I may go into more detail later.

I resigned myself to the fact I was getting sacked so last week I worked without any pressure.

I was supposed to have a weekly update meeting today, but it was moved to tomorrow. Then that was cancelled and it's been moved to next month (about 3 weeks away).

The energy in the office seems to have changed and things seem much better.

Anyway, let's see what happens but I'm still going to have the view I'm getting sacked as this seems to work!

I'll keep you all posted,

Lee.