PIP or not PIP?

miss_kau

My best friend was told he was going to be placed on a PIP by HR and his line manager due to a poor sales (all previous years he's exceeded targets).
His line manager has told him what his PIP end date is
His line manager wants him to write his own PIP objectives (my friend had been stressing about this but finally pushed this back)
His line manager has setup weekly meetings for PIP updates
My friend currently hasn't seen to any objectives or signed anything so far. Can he be classified as being on a PIP?

Marcon

miss_kau said:

My best friend was told he was going to be placed on a PIP by HR and his line manager due to a poor sales (all previous years he's exceeded targets).
His line manager has told him what his PIP end date is
His line manager wants him to write his own PIP objectives (my friend had been stressing about this but finally pushed this back)
His line manager has setup weekly meetings for PIP updates
My friend currently hasn't seen to any objectives or signed anything so far. Can he be classified as being on a PIP?

Pity your friend pushed back on the objectives bit - that was a golden opportunity missed.

If a PIP doesn't exist (?does it?), hard to see how he can be on one. He needs to talk to his line manager, not his friends - even his best friends, however well intentioned you are. Things won't end well if he doesn't tackle the issue with the correct party.

Bobbobbobingalong

Why not tell your friend to get hold of his employer's Performance Management Policy, read it then compare it to what has and has not happened. Then, maybe he should return if necessary so that he can set out precisely what the position is.

TELLIT01

By writing his own PIP objectives it will show his understanding of where he falls shorts of expectations.  Once he's done that it needs to be reviewed by the line manager to confirm that both parties agree.  Only then should the PIP be brought in.

miss_kau

Thanks to all for the feedback. I will advise him to ask for the performance mgmt policy to compare what's been/hasn't been done and take it from there. 

I see from your point of view why it would be a good opportunity to write his own objectives. My feedback (perhaps ill-advised) was the line manager should write the initial set and they review together before signing. This would prevent him from 'setting himself up to fail'. 

He'd happily take redundancy (some people in the company have been made redundant) but that's not available to him. Anyway, as a plan B, he's also looking for alternative work.

Thanks again. 

avawat20

Well to be fair you are correct, a manager (acting on behalf of the organisation) needs to make it very clear to someone what areas they are underperforming in, and what they will do to help them and what level of performance is being aimed for.

He's not on a PIL if there is no documentation. As others have said, he needs to get the policy. There can be an unfair dismissal if a fair process is not followed. Also advise he joins a Union sooner rather than later, even if hoping for a redundancy route!

happyc84

The friend should have joined a trade union before they had employment issues.
It's like insurance you can't take out a policy after your house has been robbed to claim for the items that were nicked.

Also hows many years the friend been with the company?

miss_kau

He's been with the company for a decade.

I've advised him as you all kindly suggested to get a hold of the perf. mgmt policy to understand if the process is being followed.

I also asked him again if he has seen or signed any written objectives to which he has said No. He did mention there was a verbal discussion on 'objectives' with the manager but it was the wrong set of objectives for his role/banding level. Tbh, his line manager seems a bit daft - as the manager also let slip one of this other direct reports was on a PIP too (but they decided to take a settlement).