Manager wants me gone

beauf

Generally some one who uses a formal pip is the person whos lack of planning caused the situation in the first place. They generally won't manage the pip either.

Some people will manage by mentoring team member better fit in the team and yes I've seen that work. Especially if they have the acumen to see some tasks suit different people.

I've certainly turned people struggling around with a bit of hands on help. Can it be done certainly.

I'm not sure where you are going with the "what the point" mindset. Considering the target audience on this thread.

beauf

Cyrus wrote: »

Or you pay someone to do a job if they can’t do it they aren’t worth the payment you are giving them , why should someone suffer for the poor performance of another...

...because the cost to fix a problem is usually cheaper than replacement.

Peanut2011

OP,

As someone who has managed staff for a long time and has had people who were not performing I'm going to offer you another view.

If this was the first time you were told about underperformance then yes it's been handled badly and was an overreaction.

I would expect that from someone who has not managed staff for very long. However what also strikes me as an issue is that you say "now that you had the discussion you see you were not meeting expectations". We're your goals / expectations never discussed?

On what grounds did they pass your probation period??

Also, are you as committed now as you were when you started? I've seen a lot of people start really well but fall in to the negative environment or the role does not turn out to be what they wanted and performance does down.

For me there are too many gaps to judge the full story but if you recognise that you are not performing unless you did a lot more then what pip requires you to do, you will not gain the trust or respect at this stage.

You also did not go in to if you like / love the job you do but focused on the pay aspect. I can understand that but that has warning signs for me.

In any case I'd say you are better off looking elsewhere but don't be in a rush to just take anything going.

It's crap situation to be in. Best of luck.

Wanderer2010

Peanut2011 wrote: »

OP,

You also did not go in to if you like / love the job you do but focused on the pay aspect. I can understand that but that has warning signs for me.
.

What kind of warning signs? People need to get paid, they need money to pay bills, eat and have a general living quality.

Presumably you wouldn't work for free?

Cyrus

beauf wrote: »

I'm not sure where you are going with the "what the point" mindset. Considering the target audience on this thread.

I have no idea what you are saying here ?

Regarding people successfully improving the performance of someone who you have put on a pip, I suppose it depends on the size of organisation and how much spare capacity you have to accommodate people who perform at a lower level than others , in my company anyone who was identified as requiring a pip ultimately ended being let go.

beauf

A pip is often (probably usually) used as a HR tool to eject people. It's not usually a mechanism to help people improve. Which why those correlate in your experience.

In a place with no metrics they have no means to measure productivity. Thus it's measured by perception. Perception is harder to change than metrics.

Which is why the op needs to make it a numbers game. Or play office politics as that's the best way to change perception if there are no metrics. Or switch to another manager laterally. Because if someone has a habit of not looking at productivity by metrics then it's a lost cause.

Cyrus

beauf wrote: »

A pip is often (probably usually) used as a HR tool to eject people. It's not usually a mechanism to help people improve. Which why those correlate in your experience.

In a place with no metrics they have no means to measure productivity. Thus it's measured by perception. Perception is harder to change than metrics.

Which is why the op needs to make it a numbers game. Or play office politics as that's the best way to change perception if there are no metrics. Or switch to another manager laterally. Because if someone has a habit of not looking at productivity by metrics then it's a lost cause.

Productivity is easily measured for manual tasks more difficult in the professional sphere

Peanut2011

Wanderer2010 wrote: »

What kind of warning signs? People need to get paid, they need money to pay bills, eat and have a general living quality.

Presumably you wouldn't work for free?

If you don't like or love what you do, one can easily underperform as no passion comes behind it. One ends up coming in just waiting for time to pass to go home.

If that is the attitude one is hardly going to be employee off the month and if direction is not there they will struggle to do tasks which are not monitored regularly.

As I said I can understand one needing the pay, after all most people work to earn the living but in jobs like that some people struggle.

As a result you can't do right in a wrong job.

So I hope I answered you question but if you have nothing constructive to add I'd suggest you skip the post.

Wanderer2010

Peanut2011 wrote: »

If you don't like or love what you do, one can easily underperform as no passion comes behind it. One ends up coming in just waiting for time to pass to go home.

If that is the attitude one is hardly going to be employee off the month and if direction is not there they will struggle to do tasks which are not monitored regularly.

As I said I can understand one needing the pay, after all most people work to earn the living but in jobs like that some people struggle.

As a result you can't do right in a wrong job.

So I hope I answered you question but if you have nothing constructive to add I'd suggest you skip the post.

Thanks for the suggestion but its a public forum so ill pass on getting your approval before posting.
As for your comment about most people work to earn the living, id say pretty much everyone works for the money on some level and nobody could be reasonable expected to be Employee of the Month.

OP, id say ask your manager for feedback on what you need to improve on and let him go down the HR route if he needs to.

beauf

Peanut2011 wrote: »

...

As a result you can't do right in a wrong job.

....

Lots of people do jobs because they are good at them. Not because they love doing them. It's very common.

Cilantro2000

Peanut2011 wrote: »

OP,

As someone who has managed staff for a long time and has had people who were not performing I'm going to offer you another view.

If this was the first time you were told about underperformance then yes it's been handled badly and was an overreaction.

I would expect that from someone who has not managed staff for very long. However what also strikes me as an issue is that you say "now that you had the discussion you see you were not meeting expectations". We're your goals / expectations never discussed?

On what grounds did they pass your probation period??

Also, are you as committed now as you were when you started? I've seen a lot of people start really well but fall in to the negative environment or the role does not turn out to be what they wanted and performance does down.

For me there are too many gaps to judge the full story but if you recognise that you are not performing unless you did a lot more then what pip requires you to do, you will not gain the trust or respect at this stage.

You also did not go in to if you like / love the job you do but focused on the pay aspect. I can understand that but that has warning signs for me.

In any case I'd say you are better off looking elsewhere but don't be in a rush to just take anything going.

It's crap situation to be in. Best of luck.

I think I am performing now, and have hit the one specific measurable target I was given two months in a row. We never had a discussion after the 6 months period, I think it's the same with everyone, it seems like he forgets probationary periods even exist. The first time I got my goals for the year was in mid June so didn't know speciffacly what was expected. Given that I hadn't heard any criticism I had assumed (wrongly) that there was no major problems.

By the way I do enjoy the job for those who asked. I suspect a couple of guys (close friends) in the team the team have been pushing my manager for a promotion to my level on the basis that they know the work as well as me. They've been doing this particular work for about 4 years so they do know it very well. Will keep interviewing anyway and will hand in my notice once I get an offer.

beauf

Cyrus wrote: »

Productivity is easily measured for manual tasks more difficult in the professional sphere

Not sure where are going with that. You may just mean some things are harder than others which is a truism.

However putting metrics and quantifying things can be applied to almost anything.

We may be getting off topic. I was really only suggesting that the op needs to put metrics on his work.