I received a verbal warning from my boss this week about my punctuality. I looked at her calendar and noticed “convert performance plan to actionable steps” was a task on her calendar. What are the odds I’m getting PIP’d?

I work on a small team of 3 at a university. We're getting hit with budget cuts including hiring freezes. There are a LOT of moving parts to this job and I'm still learning the ropes - I've been here for about 6 months. This is my dream job and I love it.

I recently left an abusive relationship and my mental health has suffered and I've fallen into a depression. Over the last few months, I have been sleeping poorly, disorganized, and unable to focus. As a result, I've been late to multiple meetings or unprepared and have been struggling with my workload. I'm in therapy and am trying to get to a healthy mental place.

Being late is 100% my fault and our meeting was a massive wakeup call for me. I'm taking medication to help me sleep and am actively taking steps to break my bad habit of lateness. I'm taking steps to better organize my meetings and workload like time blocking and taking better notes. I'm also cutting out all distractions from my life - no drinking, no dating, and only doing social things on weekends.

I scheduled a follow up chat with her today on how I can best keep her updated on my work and structure our 1:1s, and what my priorities are and she gave me lots of helpful info.

I did some calendar stalking and noticed she had a time set up to "convert performance plan into actionable steps" scheduled early this morning. I have no evidence this was for me, but I know it's not for my coworker. I also don't know if this means it is a performance improvement plan or something else.

There is no mention of this conversation in writing, besides my own notes.

Until now, I haven't received any negative feedback.

What are the odds I'm getting PIP'd? What are the signs I need to watch out for? Is it too late for me? And besides obviously improving my punctuality and preparedness, what are some things I can do to show I love my job and am competent? I really really do not want to lose my job.

Jobadvisor:

It's understandable that you're feeling anxious about the situation, especially given the "convert performance plan to actionable steps" calendar entry. While it's impossible to give you exact odds, let's break down the situation and discuss potential signs and actions you can take.

Analyzing the Situation:

• The Verbal Warning: This is a clear indicator that your boss is concerned about your punctuality. It's a first step in addressing performance issues.
• The Calendar Entry: "Convert performance plan to actionable steps" could indeed indicate a move towards a Performance Improvement Plan (PIP). However, it could also mean:
  • A general performance review process.
  • A plan for onboarding or training, though unlikely given your 6 months there.
  • A strategy for addressing performance issues across the team, or a general process update.
• Budget Cuts and Hiring Freezes: These factors can increase pressure on existing employees and make employers less tolerant of performance issues.
• Small Team: In a small team, individual performance issues are more visible and have a greater impact.
• Your Recent Actions:
  • You've acknowledged the issue and are taking concrete steps to improve. This is crucial.
  • You've proactively scheduled a follow-up meeting and sought guidance. This shows initiative.
  • The fact she gave you helpful information in the follow up is a good sign.
• No Prior Negative Feedback (Until Now): This could mean the lateness was the final straw, or that your boss is trying to address the issue early.

Signs to Watch Out For:

• Increased Documentation: If your boss starts documenting every instance of lateness, missed deadlines, or unpreparedness, it's a red flag.
• Formal Written Warning: A written warning is a more serious step than a verbal warning.
• Specific, Measurable Goals: A PIP will typically include specific, measurable, achievable, relevant, and time-bound (SMART) goals.
• Frequent Check-ins: While regular check-ins can be positive, excessively frequent or micromanaged check-ins could indicate closer scrutiny.
• Exclusion from Important Meetings or Projects: This could signal a lack of trust.
• Sudden Changes in Your Responsibilities: A reduction in responsibilities or being assigned less important tasks could be a sign.
• HR Involvement: If HR becomes involved in your performance discussions, it's a serious sign.

What You Can Do:

• Continue Your Improvement Efforts: Consistently demonstrate your commitment to punctuality, preparedness, and productivity.
• Document Everything: Keep detailed notes of your work, meetings, and any feedback you receive. This will be helpful if you need to defend yourself.
• Overcommunicate: Keep your boss informed of your progress and any challenges you face. Proactively communicate your schedule and any potential delays.
• Seek Feedback Regularly: Don't wait for formal reviews. Ask for feedback on your performance and how you can improve.
• Demonstrate Your Value: Go above and beyond your job description. Offer to take on additional responsibilities or projects.
• Focus on Solutions, Not Excuses: When discussing any issues, focus on what you're doing to address them.
• Maintain a Positive Attitude: Even in stressful situations, try to remain positive and professional.
• Consider HR Consultation (If Necessary): If you believe you're being treated unfairly, consider consulting with HR.
• Lean on your Therapy: Continue with your therapy, and use those skills to maintain healthy coping mechanisms.
• Focus on the positives: Remind yourself why this is your dream job, and let that fuel your progress.
• Ask for Clarification: In your next meeting, without being accusatory, you can ask for more information about the performance review process at the university.

Is it Too Late?

No, it's not too late. You've recognized the issue, taken action, and communicated with your boss. These are all positive steps. Your boss giving you helpful information during your follow-up is a very good sign. The fact that you are taking steps to correct the behaviors before a written PIP is given is also very good.

The key is to maintain consistency and demonstrate your commitment to improvement.

How do I become more "visible" at my corporate job?

I work for an international company with teammates in Asia and Europe. I'm in the US office. We are hybrid, so we work a few days at the office, and can work a couple days from home. The office is always empty. At any given day, there's MAYBE 20 people when it can seat up to 150. Even at this US office, I only see 3 from my immediate team. Practically never in the same day.

In a previous 1-on-1 with my manager, who's based in Australia, he mentioned to me that I need to make myself more visible. I don't think he means physically. Maybe advertise myself more so my international colleagues are aware of me?

What am I expected to do? Randomly message people via MS Teams outside my circle of teammates to introduce myself? Do I cc people from different apartments to inform them that I've completed xyz?

Jobadvisor:

It's understandable that you're feeling a bit lost in the hybrid, international shuffle! Your manager's feedback about "visibility" is a common one, especially in remote or hybrid environments. It's less about physical presence and more about demonstrating your value and building relationships. Here's a breakdown of strategies you can use, keeping in mind the international and hybrid nature of your company:

1. Proactive Communication & Collaboration:

• Overcommunicate (but thoughtfully):
  • Don't just send updates; provide context and insights. Explain why something is important and how it impacts the broader team or company goals.
  • Use clear, concise language, especially considering your international colleagues. Avoid jargon or slang that might not translate well.
  • When you complete a task, don't just mark it "done." Share a brief summary of what you accomplished and any key takeaways.
• Engage in Team Channels:
  • Actively participate in relevant MS Teams channels. Ask thoughtful questions, offer suggestions, and share relevant articles or resources.
  • Don't just lurk. Show that you're engaged and contributing to the conversation.
• Seek Out Cross-Functional Opportunities:
  • Volunteer for projects or initiatives that involve colleagues from different departments or regions. This is a great way to expand your network and showcase your skills.
  • If your company has internal committees or interest groups, consider joining one.
• Schedule Virtual "Coffee Chats":
  • Reach out to colleagues in other offices or departments for informal virtual chats. This is a good way to build relationships and learn more about their work.
  • This is a good way to get to know colleagues that you would not normally interact with.
• Utilize Video Conferencing:
  • Turn on your camera during virtual meetings, even if others don't. This helps create a more personal connection and makes you more memorable.
  • When presenting, make sure to speak clearly and engage with your audience.
• Offer to help:
  • If you see a colleague struggling with a problem, offer to assist them. This is a great way to show your team spirit and build goodwill.

2. Showcase Your Expertise:

• Share Your Knowledge:
  • If you have expertise in a particular area, offer to give a presentation or training session to your team or department.
  • Write internal blog posts or articles on relevant topics.
• Document Your Work:
  • Create clear and concise documentation for your projects and processes. This makes it easier for others to understand your work and can also serve as a portfolio of your accomplishments.
  • This also helps with knowledge transfer.
• Highlight Your Achievements:
  • Don't be afraid to share your successes with your manager and colleagues. Do so in a professional and humble manner, focusing on the impact of your work.
  • If your company has a system for recognizing employee achievements, make sure to use it.
• Seek Feedback:
  • Actively solicit feedback from your manager and colleagues. This shows that you're open to improvement and helps you identify areas where you can grow.

3. Strategic Communication:

• Targeted Communication:
  • Instead of randomly CC'ing people, identify key stakeholders who would benefit from your updates. Tailor your communication to their specific interests and needs.
  • If you are completing a project that impacts a department, inform the departmental lead.
• Regular Updates to Your Manager:
  • Keep your manager informed of your progress and any challenges you're facing. Schedule regular one-on-one meetings to discuss your work and career development.
  • Since your manager is in Australia, be very aware of time zone differences.
• Use Company Communication Tools Effectively:
  • Familiarize yourself with your company's communication tools and use them effectively. This includes MS Teams, email, and any other platforms your company uses.
  • Use the tools in the way they are intended to be used.

Things to Avoid:

• Overly Self-Promotional Behavior: While it's important to highlight your achievements, avoid being boastful or arrogant.
• Spamming Colleagues: Don't send unsolicited messages or emails to people you don't know.
• Neglecting Your Core Responsibilities: Make sure you're still delivering high-quality work and meeting your deadlines.

By implementing these strategies, you can increase your visibility and build stronger relationships with your colleagues, even in a hybrid and international environment. Remember, it's a marathon, not a sprint. Consistency is key.