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

[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.