Given a performance improvement (PIP)notice - please share your wisdom

[Anonymous]

Anonymous wrote:This is OP: i honestly don't care much about the job and I actually thought about quitting. But I am a bit concerned about the bad reputation with HR and how that will affect my next job. Then I just don't believe it's my fault and quite sad about it so want to challenge with some facts/data, then quit. Honestly, my supervisor should be fired but he has been with the company longer than me, si it would be difficult to achieve.

This is very much win the battle lose the war.

Or more likely, lose both anyway.

Just move on. Upper management isn’t going to open an email and be like “oh wow, darla was telling the truth when she said her manager forgot to tell her X! And this proves it! Let’s put a stop to this! I’ll talk to management!”

[Anonymous]

Anonymous wrote:

Anonymous wrote:This is OP: i honestly don't care much about the job and I actually thought about quitting. But I am a bit concerned about the bad reputation with HR and how that will affect my next job. Then I just don't believe it's my fault and quite sad about it so want to challenge with some facts/data, then quit. Honestly, my supervisor should be fired but he has been with the company longer than me, si it would be difficult to achieve.

Why would it impact your next job at all? Companies don't call HR and ask about performance reviews from HR before hiring you. I agree with all the others to document but focus on finding your exit.

Chances are HR won't say a single thing. They're usually afraid to say anything other than confirm your employment and say you're eligible for rehire. Unless you stole laptops or went crazy in front of everyone and made threats, they'll avoid a long conversation about you. Use colleagues you partnered with on projects as references.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is OP: i honestly don't care much about the job and I actually thought about quitting. But I am a bit concerned about the bad reputation with HR and how that will affect my next job. Then I just don't believe it's my fault and quite sad about it so want to challenge with some facts/data, then quit. Honestly, my supervisor should be fired but he has been with the company longer than me, si it would be difficult to achieve.

Why would it impact your next job at all? Companies don't call HR and ask about performance reviews from HR before hiring you. I agree with all the others to document but focus on finding your exit.

Chances are HR won't say a single thing. They're usually afraid to say anything other than confirm your employment and say you're eligible for rehire. Unless you stole laptops or went crazy in front of everyone and made threats, they'll avoid a long conversation about you. Use colleagues you partnered with on projects as references.

+1, and it's often not even HR that conducts those calls, but a third-party company that verifies employment dates.

[Anonymous]

Anonymous wrote:

Anonymous wrote:This is OP: i honestly don't care much about the job and I actually thought about quitting. But I am a bit concerned about the bad reputation with HR and how that will affect my next job. Then I just don't believe it's my fault and quite sad about it so want to challenge with some facts/data, then quit. Honestly, my supervisor should be fired but he has been with the company longer than me, si it would be difficult to achieve.

This is very much win the battle lose the war.

Or more likely, lose both anyway.

Just move on. Upper management isn’t going to open an email and be like “oh wow, darla was telling the truth when she said her manager forgot to tell her X! And this proves it! Let’s put a stop to this! I’ll talk to management!”

+1

If you want to retain counsel, then the documentation would help. Otherwise, it's not worth it. If you've been thinking about quitting anyway, you could quit tomorrow. But then you can't collect unemployment and may lose out on a severance. If that doesn't matter and peace of mind is all you're after, peace out without any guilt.

[Anonymous]

Anonymous wrote:Find a new job, a PIP is just a paper trail to terminate someone.

This 100%. Half the time the plan they give you is impossible to succeed at so that they can document your failure and fire you.

[Anonymous]

Is the proof you have proof that they were being unfair to you? Or proof that they were violating company policy (eg impermissivle reimbursements, embezzlement, regulatory violations)? If it’s the latter, it might be worth bringing to senior management. If it’s the former, unlikely to be worth it.

[Anonymous]

Anonymous wrote:Is the proof you have proof that they were being unfair to you? Or proof that they were violating company policy (eg impermissivle reimbursements, embezzlement, regulatory violations)? If it’s the latter, it might be worth bringing to senior management. If it’s the former, unlikely to be worth it.

i have 3 managers to report to and work in an office that I don't report to anyone. All my supervisors are remote. I am in the office like a contractor but I am not, but half employee. My direct supervisor and his boss both don't report to anyone in the office I work at --the result of reorg and super complicated. There have been lots of conflicts. They pushes me to get the work done with impossible deadlines - possibly to revenge people in the office who didn't want this reorg. Job itself is becoming too boring.

[Anonymous]

Don’t waste you time fighting it or trying to change anyone’s mind, OP. As other have said get your ducks in a row and start looking. HR these days usually only confirms your dates of employment if anyone contacts them.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I have lots of evidence/emails/Teams chat to show my managers' problems.

Good you collected those records. Any allies up the chain who can help you rather than turn it into a massive retaliation-fest?

Oh, and when I started to amass evidence and filed a complaint, my boss turned into Little Miss Tattletale. She went over the top looking for reasons to complain about me and started to turn admin-related molehills into Mt. Everest.

That’s how PIP works- they document issues, legitimate, small issues, and fire you when not improved.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I have lots of evidence/emails/Teams chat to show my managers' problems.

Good you collected those records. Any allies up the chain who can help you rather than turn it into a massive retaliation-fest?

Oh, and when I started to amass evidence and filed a complaint, my boss turned into Little Miss Tattletale. She went over the top looking for reasons to complain about me and started to turn admin-related molehills into Mt. Everest.

That’s how PIP works- they document issues, legitimate, small issues, and fire you when not improved.

Even worse, you know you have to function according to specific rules that don't apply to anyone else, i.e. Joe can take a personal day without notice while you have to file two weeks in advance and get HR's blessing as well.