Possible PIP coming my way

Bobbobbobingalong

Well, if they do wish to consider invoking the formal disciplinary process as you seem to fear is happening, there are steps that must be followed the first of which would be you receiving a letter inviting you to a meeting at the conclusion of which there would be the potential for a formal sanction (so it can't be sprung on you without you knowing). The letter will specify what the outcome could be but for underperformance in the absence of any previous disciplinary ie: with a clean record, the likely outcome would be a first warning and further, subsequent, performance management.

ReadingTim

HoratioMills said:

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.

Thanks for the update - it's always interesting for people who posted replies to see how things pan out.  

However, I'm confused: your original post certainly suggested that some elements of the PIP were probably justified - are you actually working to address them? 

There's no harm in preparing yourself for the fact that you might be sacked, but not even trying to address your performance issues and simply carrying on as normal will probably guarantee that, whereas at this stage, I'm not so sure that outcome is so certain.  

HoratioMills

Hi all,

Not sure if anybody is still keeping an eye on this post but some developments.

I've only ever had one PIP meeting - the initial one; it was supposed to be weekly, then it was changed to monthly. I was due to have this meeting on Monday, but now it's been moved to May (so weekly, then monthly, then 6 weeks).

Last week, I received a voucher of a significant value from one of our directors and a thanks for hard work on a case recently; I also had a senior manager send me a text thanking me for my hard work on this also.

I supposed I'm okay considering all this, but then think they are keeping this above my head as like a threat that if standards slip; I'll be out the door.

Anyway, I'll keep posting here if anybody is still interested.

Thanks for reading,

Lee.

Bobbobbobingalong

HoratioMills said:

Hi all,

Not sure if anybody is still keeping an eye on this post but some developments.

I've only ever had one PIP meeting - the initial one; it was supposed to be weekly, then it was changed to monthly. I was due to have this meeting on Monday, but now it's been moved to May (so weekly, then monthly, then 6 weeks).

Last week, I received a voucher of a significant value from one of our directors and a thanks for hard work on a case recently; I also had a senior manager send me a text thanking me for my hard work on this also.

I supposed I'm okay considering all this, but then think they are keeping this above my head as like a threat that if standards slip; I'll be out the door.

Anyway, I'll keep posting here if anybody is still interested.

Thanks for reading,

Lee.

Well, a PIP ought to be in place for no longer than absolutely necessary, certainly not as a constant threat! You should ask management for a review and if performance is now deemed to be satisfactory, the plan should be binned. It's your call, but they seem to be comfortable with your performance so push the issue. And, please read what I wrote above, you are not now or (as far as can be determined from the little information available) at any point soon, in danger of being dismissed so stop fretting about it.

happyc84

often PIPs are used to avoid paying for wage increases.
. If your on a PIP then its below std performance, I would say to OP, ask for clarity and review their annual targets/objectives.

Bobbobbobingalong

happyc84 said:

often PIPs are used to avoid paying for wage increases.
. If your on a PIP then its below std performance, I would say to OP, ask for clarity and review their annual targets/objectives.

Well I think that's a pretty unlikely scenario as the PIP should record underperformance against specific objective(s) and it would be a matter of fact that one was, or was not performing satisfactorily. I don't see how a PIP being issued when targets are being achieved would work, so it isn't an arbitrary brake on anybody getting a pay rise as seems to be being suggested.

HoratioMills

Hi all,

Only one other update to report - all of the criteria the requested I meet have been met - except one. This is prioritisation.

It's a job in which you are pulled in all kinds of directions and sometimes you can never get anything done you intend to - phone calls, emails and other stuff can pop up. So, I've emailed a bit of a skeleton plan on how I'll deal with the most important stuff first and emailed this over to them this afternoon - it looks reasonable, but I'll have to wait and see what they come up with.

So, they are happy I've met all the criteria except one, but have stated if there isn't an improvement with prioritisation within three weeks, I'll get a verbal warning for it. They are happy, but I'll get a verbal warning...

Anyway, I'm of the attitude that what will be will be. I'm good at my job, knowledgeable and other people will employ me, so if the worst comes to the worst - so be it.

Thanks for reading,

Lee.

Bobbobbobingalong

"So, they are happy I've met all the criteria except one, but have stated if there isn't an improvement with prioritisation within three weeks, I'll get a verbal warning for it."

As a point of interest, did they deliver this threat by way of e-mail and if so, do you still have it?

HoratioMills

https://forums.moneysavingexpert.com/discussion/comment/80028014#Comment_80028014

Hi there Bob,

No - nothing by email; nothing written or signed - just mentioned during the meeting.

Three weeks is a curious time-frame - not sure if they have something planned then?

Does it matter if this was verbal, or written?

Lee.

Bobbobbobingalong

It only matters in as much as what you can prove - you are entitled to be subject to a fair disciplinary process, predicting the outcome (by promising you a specific result) is by definition pre-judging the outcome and is arguably an unfair process.