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 like L1, L2, L3, SME, First Line Manager, and Second Line Manager. L2 is the level of support we give to our Clients. In the last 5-6 months, I had a turf with SME, which is generally equipped with the responsibility of getting the work done from the 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 didn't 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 didn't reply to his email because it was very clear from the response that even he is completely in favor of the SME.
Then the 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 organization), and no salary increment has been 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 nowhere, he has issued a PIP against me, stating the old challenges which have 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. The Second Line Manager is also new as he has been promoted from FLM to SLM. FLM said SLM had asked me to issue a 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 the IT market is completely frozen, and no openings are there as of now.
5. PIP issued is not regarding my Technical Skills, it's related to Communication Gaps, not being a team player, not taking ownership, etc.
Please advise.
Supreet Monga
From India, New Delhi
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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 like L1, L2, L3, SME, First Line Manager, and Second Line Manager. L2 is the level of support we give to our Clients. In the last 5-6 months, I had a turf with SME, which is generally equipped with the responsibility of getting the work done from the 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 didn't 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 didn't reply to his email because it was very clear from the response that even he is completely in favor of the SME.
Then the 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 organization), and no salary increment has been 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 nowhere, he has issued a PIP against me, stating the old challenges which have 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. The Second Line Manager is also new as he has been promoted from FLM to SLM. FLM said SLM had asked me to issue a 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 the IT market is completely frozen, and no openings are there as of now.
5. PIP issued is not regarding my Technical Skills, it's related to Communication Gaps, not being a team player, not taking ownership, etc.
Please advise.
Supreet Monga
From India, New Delhi
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Hi Supreet,
After going through the entire issue, you have now undergone two appraisal cycles. Although you have been rated and given good feedback, no increment has been provided, which is a flaw. Additionally, you have been placed on a Performance Improvement Plan (PIP) without proper communication regarding the reasons for it, which is another flaw. This situation suggests a lack of professionalism within your team. It appears that the manager is driven by personal ego rather than following proper procedures. Any PIP implementation should involve communication with HR, and HR should be kept informed of all such matters. I recommend that you approach HR and explain the situation. You can also highlight the emails you have sent addressing your work pressure and task allocation.
Regards,
Chandana Hyma
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10After going through the entire issue, you have now undergone two appraisal cycles. Although you have been rated and given good feedback, no increment has been provided, which is a flaw. Additionally, you have been placed on a Performance Improvement Plan (PIP) without proper communication regarding the reasons for it, which is another flaw. This situation suggests a lack of professionalism within your team. It appears that the manager is driven by personal ego rather than following proper procedures. Any PIP implementation should involve communication with HR, and HR should be kept informed of all such matters. I recommend that you approach HR and explain the situation. You can also highlight the emails you have sent addressing your work pressure and task allocation.
Regards,
Chandana Hyma
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Thank you, Chandana Hyma, for your valuable inputs.
Another query I have is if I resign after a PIP is accepted (right now, the 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 and 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
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Another query I have is if I resign after a PIP is accepted (right now, the 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 and 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
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Dear Supreet,
As I went through and understand your concern, if you are really performing poorly and have been put under a Performance Improvement Plan (PIP), this should be intimated to or copied to HR. I would suggest reaching out to HR, as that may yield better results.
You can address the following points with HR to educate them on your situation:
1. Show the written communication where you were informed that you met performance expectations.
2. If your supervisor has identified performance gaps, request evidence to be documented.
3. The most concerning aspect is that HR has not been informed about the situation, which excludes them from the process.
All the best.
From India, undefined
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As I went through and understand your concern, if you are really performing poorly and have been put under a Performance Improvement Plan (PIP), this should be intimated to or copied to HR. I would suggest reaching out to HR, as that may yield better results.
You can address the following points with HR to educate them on your situation:
1. Show the written communication where you were informed that you met performance expectations.
2. If your supervisor has identified performance gaps, request evidence to be documented.
3. The most concerning aspect is that HR has not been informed about the situation, which excludes them from the process.
All the best.
From India, undefined
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