Placed on a PIP, what should I do?

Last Friday, during my first annual review I was placed on a 60 day PIP. I have been with the staff department for 9 months and the company for 14 months. I am in a finance rotational program and it is pretty demanding at times.

I was rated exceeds expectation in my behaviors but below expectations on performance. I didn’t get great training since the director I worked under gave me brief training and had her third child. The department I work in has no SOP’s and the new manager she hired is a real taskmaster. He is one of the most uptight people in the office, and in August when he started he only had 1 year of managing experience. Crazy enough one of the other rotational program members’ wife’s friends apparently had dated this guy and he was a control freak. It feels like he really has it out for me sometimes and other times we do multiple 1:1’s a week where he trains me on things and explains things. I rarely get positive feedback so it’s demotivating most days. He doesn’t really care about my development I feel like and he brown noses the director.

Once we finish the 10-Q, I want to discuss with him and see how I did on things. I don’t know how to explain the question to him - but I was never told “start looking” and I think that I’m just new and he doesn’t really understand how to coach employees. He’s not the type of person I want to open up to about my personal issues since he likely just doesn’t understand or care. It’s hard to find quick wins and they aren’t celebrated and honestly the PIP feels like a death sentence.

I feel totally screwed but am going to give it my best shot. I’m not sure when to pop the question. Busy season (60+ hours) starts next week. The job market isn’t great. What should I do?

Jobadvisor:

Being placed on a PIP (Performance Improvement Plan) can be a stressful and disheartening experience, especially in a demanding rotational program. Here's a breakdown of how to approach this situation, considering your specific circumstances:

1. Understand the PIP Thoroughly:

• Review the Document: Carefully read and understand every detail of the PIP. Pay close attention to the specific performance areas needing improvement, the measurable goals, and the timeline.
• Clarify Expectations: If anything is unclear, schedule a meeting with your manager to ask clarifying questions. Don't be afraid to ask for concrete examples of what "below expectations" looks like and what "meeting expectations" entails.
• Document Everything: Keep a detailed record of all meetings, conversations, and tasks related to the PIP. This documentation will be crucial if you need to defend yourself later.

2. Focus on Meeting the PIP Requirements:

• Prioritize the PIP Goals: Make the PIP your absolute priority. Dedicate extra time and effort to achieving the outlined goals.
• Seek Specific Feedback: Regularly request feedback on your progress. Ask for specific examples of what you're doing well and where you can improve.
• Demonstrate Initiative: Show your manager that you're actively working to improve. Take initiative to learn new skills, seek out resources, and go above and beyond what's expected.
• Find Small Wins and Document Them: Even small wins should be documented, to show progress.

3. Address the Lack of Training and Support:

• Proactively Seek Resources: Since formal training is lacking, take the initiative to find your own resources. Look for online courses, industry publications, or mentors within the company.
• Document the Lack of Support: Keep a record of instances where you requested training or support and didn't receive it. This documentation can be helpful if you need to escalate the issue.
• SOP's: If there are no SOP's, consider creating them. Documenting the processes you are doing will help you, and the company.

4. Manage Your Relationship with Your Manager:

• Maintain Professionalism: Even if you feel your manager is unfair, maintain a professional and respectful demeanor.
• Focus on Solutions: Instead of complaining about the lack of support, focus on proposing solutions. For example, "I've identified some resources that could help me improve my skills in X. Would you be open to reviewing them with me?"
• After the 10-Q, seek measured feedback: After the 10-Q process, it is a great time to ask for feedback. Frame the questions in a professional and measured way. For example: "I would like to review my performance during the 10-Q process. Could you please provide specific feedback on my contributions and areas where I can further improve?"
• Avoid Personal Issues: As you've noted, your manager may not be receptive to personal issues. Keep your communication focused on work-related matters.

5. Prepare for Potential Outcomes:

• Start Job Searching: While you're working to meet the PIP requirements, discreetly start exploring other job opportunities. The job market might be tough, but it's always good to have options.
• Update Your Resume and LinkedIn: Make sure your resume and LinkedIn profile are up-to-date and highlight your skills and accomplishments.
• Network: Reach out to your professional network and let them know you're open to new opportunities.
• Prepare for Termination: Unfortunately, a PIP can sometimes lead to termination. ¹ Be prepared for this possibility by understanding your company's termination policies and your rights as an employee.  
  1. Performance Improvement Plan (PIP): An Employee Guide | Ruggles Law Firm

  

  ruggleslawfirm.com

6. Addressing the "Start Looking" Concern:

• Direct, Professional Inquiry: After the 10-Q, you can address the lack of clear communication by saying something like: "During this review, I noticed a discrepancy in the feedback regarding my understanding of the urgency of certain tasks. Moving forward, how can we ensure clearer communication about deadlines and priorities?"
• Focus on Process Improvement: Frame your concern as a desire to improve communication and workflow, rather than an accusation.

Key Considerations:

• Time Management: With busy season approaching, prioritize tasks and manage your time effectively.
• Mental Health: A PIP can take a toll on your mental health. Make sure to prioritize self-care and seek support from friends, family, or a therapist if needed.
• HR Involvement: If you believe you're being treated unfairly or discriminated against, consider contacting your HR department.

In summary: Focus on meeting the PIP requirements, document everything, proactively seek resources, and prepare for potential outcomes. While it's a difficult situation, you can navigate it with a strategic and proactive approach.

Started new job 5 weeks ago. A better opportunity has come up. Do I take it?

I (f24) just started a new job 5 weeks ago. While the role is considered a promotion from my previous job, I find myself still doing many of the same entry-level tasks, just with a different job title, which was unexpected. The pay increase between my old and current job was only 7%.

I checked LinkedIn a few days ago and I saw a better opportunity pop up. It’s the same job title as my current job in the same field, however, it pays 15% more (23% increase from my old job) and seems like I’d be undertaking more highly skilled tasks which I am qualified to do.

All three jobs (old, current, and prospective) are in the same company but in different units. They’re all in the same building, just on different levels, with different managers. I have run into old colleagues from my previous job in the 5 weeks since starting my new one.

Advice on if I should pursue the advertised job or not would be really appreciated! There’s definitely more room for growth in that role and of course the higher compensation makes it all the more tempting. Plus they also offer compressed work fortnight’s (10 days of work in 9 days) so I’d get an extra day off every 2 weeks. I have actually been wanting this exact job for over a year, but they never advertised so I eventually settled and applied elsewhere which is why it seems like a sick joke that they’ve advertised so soon after I’ve started my new job! My current team are lovely and they’ve spent a lot of time training me and definitely see me as a long-term employee. I feel terrible even thinking of switching jobs so soon and also I don’t want to burn bridges with a unit that would be so near to me. Also could such a short employment hinder future opportunities? I’m familiar with the onboarding process in this company, so I know by the time I put in my notice for my current job I’d be employed with them for approx under 3 months.

Jobadvisor:

This is a tricky situation, but let's break it down to help you make a decision. Here's a structured approach:

1. Analyze the Pros and Cons:

• Pros of Taking the New Opportunity:
  • Significantly higher pay (15% more than your current, 23% more than your old).
  • More challenging and fulfilling tasks, aligned with your qualifications.
  • Greater potential for career growth.
  • Compressed work fortnight (more time off).
  • It's the job you've wanted for over a year.
• Cons of Taking the New Opportunity:
  • Potential for burning bridges with your current team.
  • Appearing "job-hoppy" (short tenure).
  • Feeling guilty about leaving so soon after training.
  • Possible awkwardness seeing current team members around the building.

2. Weigh the Long-Term vs. Short-Term:

• Long-Term:
  • The higher pay and better role alignment will likely lead to greater career satisfaction and financial stability.
  • Gaining experience in a role you desire is invaluable.
  • The compressed work fortnight will improve your work life balance.
• Short-Term:
  • The immediate discomfort of leaving a new team.
  • The stress of changing jobs again so quickly.

3. Address Your Concerns:

• Burning Bridges:
  • Communicate professionally and respectfully with your current manager. Explain the situation honestly, emphasizing the opportunity's alignment with your career goals.
  • Offer to assist with the transition, such as documenting your processes or helping train your replacement.
  • Since it is still within the same company, try to maintain positive relationships with your current team.
• Job-Hopping Perception:
  • While a very short tenure can raise eyebrows, it's not always a deal-breaker, especially when you can explain it reasonably.
  • Focus on highlighting the skills and experience you gained in your current role, even if brief.
  • During future interviews, you can address it by explaining that an unmissable opportunity arose that was more in line with your long term career goals.
• Guilt About Leaving:
  • Acknowledge your feelings, but remember that your career is your priority.
  • Businesses understand that employees will pursue better opportunities.
  • Do not let guilt hold you back from a better future.

4. Recommendations:

• Apply for the new job. You have nothing to lose by applying.
• Prepare a strong cover letter and resume highlighting your relevant skills and experience.
• Be prepared to explain your short tenure in your current role during the interview process. Focus on the positive aspects of the new opportunity.
• If you get the job, communicate professionally and respectfully with your current manager.
• Focus on the long-term benefits of the new opportunity.

5. Consider Company Culture:

• Since it's the same company, understand if internal transfers are common. If they are, it will be less of a red flag.
• If internal transfers are not common, it is even more important that you are very professional when communicating your intent to transfer.

In conclusion: While leaving a new job so soon is not ideal, the significant benefits of the new opportunity likely outweigh the short-term discomfort. Focus on communicating professionally and respectfully, and prioritize your long-term career goals.

My current employer told me not to take a new job because I would suck at it. Is this a legit concern or am I being gaslit into staying?

I took a new role last year and I absolutely hate it. It’s very restrictive and I’m doing the same task over and over. The compliance level is also insane and if everything isn’t perfect it gets reported. I legitimately would’ve never taken it if I knew this is what I’d be doing even with the pay increase.

My career was doing well before and I was learning a lot. Once I got this new job I felt I stagnated. I was told I’d get more responsibilities once I mastered my restrictive tasks, but the responsibility never came.

In my opinion this resulted in errors. Since I was so miserable I would make repetitive mistakes out of boredom. I had one on ones with management on ways to fix it, but ultimately it just made me more restricted in what I could do.

After a few months I got so sick of this role I started applying to new ones. I got a senior position last week and it’s exactly what I’m looking for. I went to put in my two weeks and my boss scheduled a meeting. He basically said that I am not ready to take a senior role. That I am too mistake prone and I would crash and burn if I took this new role.

Tbh, I thought they would be thrilled with me leaving, but to hear that they want me to stay and are concerned with me taking a promotion is weird. I never had issues before with mistakes so I’m pretty sure I just hate my job. But I am so thrown off by them saying not to take a job because I will be fired.

Should I take this criticism seriously or is this just an attempt to retain me?

Jobadvisor:

This is a complex situation, and it's understandable that you're feeling confused and unsure. Here's a breakdown of the potential motivations and how to approach this:

Analyzing Your Employer's Concerns:

• Potential Legitimate Concerns:
  • Your employer has observed your performance in a specific, highly restrictive environment. It's possible they genuinely believe your recent performance reflects a broader pattern.
  • Senior roles often demand a higher level of autonomy and responsibility.
    ¹ If your recent mistakes were due to inattention from boredom, these could be amplified in a less structured environment.  
    1. How to Encourage Autonomy in the Workplace: 5 Effective Strategies | Elevate Leadership

    

    www.elevateleadership.com
  • They may be judging you based on how you performed in their environment, not the new environment.
• Potential Gaslighting/Retention Tactics:
  • They might be trying to manipulate you into staying by undermining your confidence. This is a common tactic to retain valuable employees, especially when they fear losing them.
  • They may be trying to make you feel dependent on them, reinforcing the idea that you're not capable of succeeding elsewhere.
  • They could be upset that you are leaving, and this is a way to express that anger.

Factors to Consider:

• Your Previous Performance: You mentioned having a good track record before this role. This is crucial. It suggests your current issues are likely tied to the specific environment.
• The Nature of the New Role: If the new role aligns with your past strengths and interests, you're more likely to thrive.
• Your Self-Assessment: Be honest with yourself. Are your recent mistakes genuinely indicative of a larger problem, or are they a direct result of your dissatisfaction?
• The New Employer's Assessment: The fact that another company offered you a senior position suggests they see your potential. Their assessment is equally, if not more, valid.

Recommendations:

1. Trust Your Gut: You know yourself best. If you feel confident in your abilities and the new role aligns with your goals, don't let your current employer's negativity deter you.
2. Don't Let Them Define You: Their assessment is based on a limited and potentially biased perspective.
3. Reflect on the Feedback: While you shouldn't let it paralyze you, consider if there's any kernel of truth in their criticism. Use it as an opportunity for self-improvement.
4. Focus on the New Opportunity: Prepare thoroughly for the new role. Address any potential weaknesses and demonstrate your capabilities.
5. Document Everything: If you suspect gaslighting, keep records of conversations and emails.
6. Sever Ties Professionally: Regardless of their motivations, maintain a professional demeanor during your departure.
7. Remember why you started looking in the first place: You were not happy in your current role.

In conclusion:

It's highly likely your employer's concerns are more about retaining you than genuine concern for your career. While it's wise to consider their feedback, don't let it overshadow your own judgment. The fact that you were offered a senior position shows that other professionals see your value. Take the new job, prove them wrong, and thrive in a role that aligns with your skills and aspirations.