Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I hate this kind of conflict, too, but do your best to get through the weekend and think about other things. Will you have a witness? I’d have a witness.

I would have someone else with you.

Oh yes. HR will be on the call and Legal (and HR) approve of the PIP. I just know that the colleague is going to say a bunch of nasty things about the people she works with, and me, in an effort to deflect blame.

Just let HR and Legal do the talking. Since it's a call, you can put yourself on mute to avoid reacting.

Anonymous wrote:Do you have everything clearly documented? If this is a first heard for this employee and/or you don't have a paper trail on the issues, delay until you can build them.

Make sure HR informs them of the PIP even if you are in the room. Be sure your management is on board with the PIP. Make sure everything is well documented.

This is a positive if she uses disrespectful language at the meeting. You can immediately terminate her based on that.

Anonymous wrote:

Anonymous wrote:I hate this kind of conflict, too, but do your best to get through the weekend and think about other things. Will you have a witness? I’d have a witness.

I would have someone else with you.

Oh yes. HR will be on the call and Legal (and HR) approve of the PIP. I just know that the colleague is going to say a bunch of nasty things about the people she works with, and me, in an effort to deflect blame.

We had to do this in my office. The person’s performance was inexplicable based on their background and work experience. I think there must have been some kind of addiction or mental health issue.

Anonymous wrote:I hate this kind of conflict, too, but do your best to get through the weekend and think about other things. Will you have a witness? I’d have a witness.

I would have someone else with you.

I'm assuming that HR will be with you when you communicate the PIP. If not, ensure that there is someone there if you are anticipating this kind of behavior. They have experience and will know how to keep things calm.

I hate this kind of conflict, too, but do your best to get through the weekend and think about other things. Will you have a witness? I’d have a witness.

Anonymous wrote:Stay calm and do not get defensive. Stick to the facts and tell the employee that while you’ll listen to them, it won’t change the PIP and it would be better for everyone to focus on how she will improve.

This is good advice. Be calm and don’t get dragged into the drama, rebuttals etc.

Just be a broken record.

A: You’re going on a PIP. Here is what that means.
B: I am amazing! This is bull! You’re just terrible at your job.
A: we will have weekly meetings on Mondays to discuss progress.
B: crazy nonsense.
A: see you Monday.

Can you do it in a conference room? Wherever you are, feel free to leave once you have said what you need to say. You don’t have to listen to their feelings

If she throws a fit, just terminate her based on that. We don’t tolerate inappropriate behavior.

Anonymous wrote:Do you have everything clearly documented? If this is a first heard for this employee and/or you don't have a paper trail on the issues, delay until you can build them.

Did you read the OP?

Do you have everything clearly documented? If this is a first heard for this employee and/or you don't have a paper trail on the issues, delay until you can build them.

Stay calm and do not get defensive. Stick to the facts and tell the employee that while you’ll listen to them, it won’t change the PIP and it would be better for everyone to focus on how she will improve.

I have to PIP a low performer on Tuesday and I can’t stop ruminating over it this weekend. The colleague is going to lose their everliving mind and claim all types of falsehoods. How do I stop caring about the s-storm that’s about to come? The colleague was hired 8 months ago in a senior level role (from a direct competitor) and it’s like she’s never seen the work that we do as an industry. The PIP is necessary, justifiable, and feedback has been addressed verbally and written multiple times.