Hello Members, Greetings to all .
Here is the description of the challenges :
I am a part of a very renowned and famous IT company which even existed before Microsoft, in a Technical Role of Server and Virtual Server Administration. The structure we follow for employees is in a hierarchy of like L1 , L2 , L3 , SME , First Line Manager and Second Line Manager. L* is the level of support we give to our Clients. I am L2. In last 5-6 months I had a turf with SME which is generally equipped with the responsibility of getting the work done from rest of the Employees or Resources. He tried to suppress me by overloading the work on me and I on formal emails shared the challenges , but he kept on ignoring it and continued with suppression of completing the overburdened work. As a result I contacted my First Line Manager on email and complained about the SME, but even he dint pay any heed to it and in fact questioned me on email ( ignoring all the facts and Artefacts of the deliberate suppression ). However I then dint reply to his email because it was very much clear from the response that even he is complete favour of the SME.
Then appraisal cycle came in between and my performance was reviewed and it was formally written that I met the expectations, but no increment in salary was awarded to me . I have gone through 2 appraisal cycles ( 2 years in the organisation ) and no salary increment is done till date.
Now SME has been promoted as First Line Manager and I became one of his reportees. And now all of a sudden from no-where he has issued a PIP against me stating the old challenges which has already been covered by the Old manager in the Last appraisal cycle.
The old manager formally is out of the Picture and both First Line Manager and Second Line Manager are new to me . Second Line Manager is also new as he has been promoted from FLM to SLM. FLM said SLM had asked me to issue PIP against you however this is not true because this is from the personal issues he has with me.
Now PIP has been issued to me - SLM is Copied in it but NOT The HR and they are seeking my acceptance on it on email.
Questions :
1> What do I do here ?
2> PIP template has a line on every page which says " *** Confidential. While the principles of managing low contributions are global , some details may be subject to local legal and other requirements. Seek advice from your local HR and legal Staff. " , Now this line is for the benefit of the manager who is issuing this PIP or for me .
3> HR is not in CC , shall I speak to the HR now .
4> What all things can I do to save my job as now it seems that my days are numbered in this org. , we cannot step out at this point in time because IT market is freezed completely and no openings are there as of now.
5> PIP issued is not regarding my Technical Skills , its related to Communication Gaps , not a team player , not taking ownership etc etc.
Please advise
Supreet Monga
From India, New Delhi
Here is the description of the challenges :
I am a part of a very renowned and famous IT company which even existed before Microsoft, in a Technical Role of Server and Virtual Server Administration. The structure we follow for employees is in a hierarchy of like L1 , L2 , L3 , SME , First Line Manager and Second Line Manager. L* is the level of support we give to our Clients. I am L2. In last 5-6 months I had a turf with SME which is generally equipped with the responsibility of getting the work done from rest of the Employees or Resources. He tried to suppress me by overloading the work on me and I on formal emails shared the challenges , but he kept on ignoring it and continued with suppression of completing the overburdened work. As a result I contacted my First Line Manager on email and complained about the SME, but even he dint pay any heed to it and in fact questioned me on email ( ignoring all the facts and Artefacts of the deliberate suppression ). However I then dint reply to his email because it was very much clear from the response that even he is complete favour of the SME.
Then appraisal cycle came in between and my performance was reviewed and it was formally written that I met the expectations, but no increment in salary was awarded to me . I have gone through 2 appraisal cycles ( 2 years in the organisation ) and no salary increment is done till date.
Now SME has been promoted as First Line Manager and I became one of his reportees. And now all of a sudden from no-where he has issued a PIP against me stating the old challenges which has already been covered by the Old manager in the Last appraisal cycle.
The old manager formally is out of the Picture and both First Line Manager and Second Line Manager are new to me . Second Line Manager is also new as he has been promoted from FLM to SLM. FLM said SLM had asked me to issue PIP against you however this is not true because this is from the personal issues he has with me.
Now PIP has been issued to me - SLM is Copied in it but NOT The HR and they are seeking my acceptance on it on email.
Questions :
1> What do I do here ?
2> PIP template has a line on every page which says " *** Confidential. While the principles of managing low contributions are global , some details may be subject to local legal and other requirements. Seek advice from your local HR and legal Staff. " , Now this line is for the benefit of the manager who is issuing this PIP or for me .
3> HR is not in CC , shall I speak to the HR now .
4> What all things can I do to save my job as now it seems that my days are numbered in this org. , we cannot step out at this point in time because IT market is freezed completely and no openings are there as of now.
5> PIP issued is not regarding my Technical Skills , its related to Communication Gaps , not a team player , not taking ownership etc etc.
Please advise
Supreet Monga
From India, New Delhi
Hi Supreet,
After going through the entire issue, now you have undergone 2 appraisal cycle though you have been rated & given good feedback, no increment has been given which is flaw. Now you are put down to PIP without any proper communication of why & what for? which is a flaw again. So it is clear that no professionalism prevailing in your team. It is merely on personal ego's the manager is doing what he want. Any PIP should be communicated to HR. HR should be in loop for all such communications. You should approach your HR & state the matter.There is always scope for you to highlight the emails which you have addressed regarding your work pressure and allotment.
Regards
Chandana Hyma
9After going through the entire issue, now you have undergone 2 appraisal cycle though you have been rated & given good feedback, no increment has been given which is flaw. Now you are put down to PIP without any proper communication of why & what for? which is a flaw again. So it is clear that no professionalism prevailing in your team. It is merely on personal ego's the manager is doing what he want. Any PIP should be communicated to HR. HR should be in loop for all such communications. You should approach your HR & state the matter.There is always scope for you to highlight the emails which you have addressed regarding your work pressure and allotment.
Regards
Chandana Hyma
Thank you Chandana Hyma for your valuable inputs.
Another query I have is if I resign after PIP is accepted ( Right now manager is waiting for my acceptance on it ) , in the PIP period of 60 days if I resign would it harm me in any case with respect to my full n final and My salary ? Would they be deducting any salary stating that PIP is still in place or something like that ?
Thanking you in anticipation
Supreet Monga
From India, New Delhi
Another query I have is if I resign after PIP is accepted ( Right now manager is waiting for my acceptance on it ) , in the PIP period of 60 days if I resign would it harm me in any case with respect to my full n final and My salary ? Would they be deducting any salary stating that PIP is still in place or something like that ?
Thanking you in anticipation
Supreet Monga
From India, New Delhi
Dear Supreet,
As i gone through and understand your concern... if you really performaing bad and have been put under PIP, this is should be intimated or copied to HR must. I would suggest if you can reach to HR that may give you some better result.
You can bring up the following to HR to get him educated on your query.
1. Show the written mail which you have been informed that you have met expectations regarding performance.
2. If your reporting really found gaps on your performance he should show the proof for the same as a record.
3. Although the worrest part was HR haven,t been informed regarding the case, which ignores him/her out of the box.
All the best.
From India, undefined
As i gone through and understand your concern... if you really performaing bad and have been put under PIP, this is should be intimated or copied to HR must. I would suggest if you can reach to HR that may give you some better result.
You can bring up the following to HR to get him educated on your query.
1. Show the written mail which you have been informed that you have met expectations regarding performance.
2. If your reporting really found gaps on your performance he should show the proof for the same as a record.
3. Although the worrest part was HR haven,t been informed regarding the case, which ignores him/her out of the box.
All the best.
From India, undefined
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