Please share your suggestion on how Mr. X should deal with this situation. This case is shared as received. The names and details of the firm cannot be shared due to security reasons.
Misuse of PIP - Code of Conduct
Mr. X is a fairly senior technical person, having experience of approximately 8 years. According to others, he is a very hard-working, dedicated, and capable guy. He used to work for a startup but now moved to an MNC.
Somehow, he was not happy with the current work/salary/culture/manager (apparently few other folks are also not happy). Later, the manager started giving him all sorts of tough times (like giving difficult escalations, micro-managing, asking him to call the client every day, giving unreasonable deadlines, in meetings constantly asking for status/difficult questions, and making trivial work very urgent for him). As per him, all his major work has been killed.
Everyone has a question, is the manager really a bad guy or Mr. X is also at fault. As per Mr. X, being a more dedicated and hard-working person, he was frustrated with the job and that unknowingly irritated the manager. The manager is also a strong leader and likes to give direct orders. A few other team-mates might have contributed to his plight.
Being in a relatively senior position, he managed to survive for some time but at some point, he felt frustrated/helpless. On one occasion, the manager asked him to leave his current task and look into something more trivial (Can be done by his juniors). He apparently got so frustrated he said, "he is going to look for something else." The manager took this as a threat from him and gave him a "PIP". He has also been told, "now where is your confidence"? He is now completely sidelined. He is having low morale, his family is suffering, and he is looking for a job. At the same time, he is asking for suggestions. One option is to approach HR, but as per him, nothing will happen as the manager has a very good rapport in the company. He fears things will only get worse (This might be his fear only). He can escalate only if he has another job.
Given that he is in such an unenviable situation, what all can he do? How can "code of business conduct" and any other employment/contract law rescue him from such a scenario? Can this disciplinary action (PIP) be a misuse of power?
What all should we learn from this (Apart from keeping a good rapport with the manager, we can be reasonably sure he tried to keep a good rapport and tried to get along)? How not to get into such a situation? How to rebuild the bridge (if at all that can be bridged unilaterally)?
On a similar line, in many cases, companies try to use PIP or other disciplinary actions to deter people from leaving the company (basically to change the thought process completely) and make their morale low. Is there any HR/legal protection against that?
During recession/downsizing times, companies use performance ratings as grounds to force employees to leave to save face and not pay any layoff compensation. Is there any protection against such malpractice?
From India, Mumbai
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1872Misuse of PIP - Code of Conduct
Mr. X is a fairly senior technical person, having experience of approximately 8 years. According to others, he is a very hard-working, dedicated, and capable guy. He used to work for a startup but now moved to an MNC.
Somehow, he was not happy with the current work/salary/culture/manager (apparently few other folks are also not happy). Later, the manager started giving him all sorts of tough times (like giving difficult escalations, micro-managing, asking him to call the client every day, giving unreasonable deadlines, in meetings constantly asking for status/difficult questions, and making trivial work very urgent for him). As per him, all his major work has been killed.
Everyone has a question, is the manager really a bad guy or Mr. X is also at fault. As per Mr. X, being a more dedicated and hard-working person, he was frustrated with the job and that unknowingly irritated the manager. The manager is also a strong leader and likes to give direct orders. A few other team-mates might have contributed to his plight.
Being in a relatively senior position, he managed to survive for some time but at some point, he felt frustrated/helpless. On one occasion, the manager asked him to leave his current task and look into something more trivial (Can be done by his juniors). He apparently got so frustrated he said, "he is going to look for something else." The manager took this as a threat from him and gave him a "PIP". He has also been told, "now where is your confidence"? He is now completely sidelined. He is having low morale, his family is suffering, and he is looking for a job. At the same time, he is asking for suggestions. One option is to approach HR, but as per him, nothing will happen as the manager has a very good rapport in the company. He fears things will only get worse (This might be his fear only). He can escalate only if he has another job.
Given that he is in such an unenviable situation, what all can he do? How can "code of business conduct" and any other employment/contract law rescue him from such a scenario? Can this disciplinary action (PIP) be a misuse of power?
What all should we learn from this (Apart from keeping a good rapport with the manager, we can be reasonably sure he tried to keep a good rapport and tried to get along)? How not to get into such a situation? How to rebuild the bridge (if at all that can be bridged unilaterally)?
On a similar line, in many cases, companies try to use PIP or other disciplinary actions to deter people from leaving the company (basically to change the thought process completely) and make their morale low. Is there any HR/legal protection against that?
During recession/downsizing times, companies use performance ratings as grounds to force employees to leave to save face and not pay any layoff compensation. Is there any protection against such malpractice?
From India, Mumbai
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Dear Ms. (Cite Contribution),
For the past four months, my situation mirrors the example mentioned above. I have also become a target of the management, who seem indifferent towards me. If I were to leave the organization, they would likely view it as their success in pushing me out. This is why I continue to persevere. Rest assured, I will retaliate when the opportunity arises, and I believe it will.
Let's look forward to hearing from our knowledgeable members for a solution.
From India, Kumbakonam
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For the past four months, my situation mirrors the example mentioned above. I have also become a target of the management, who seem indifferent towards me. If I were to leave the organization, they would likely view it as their success in pushing me out. This is why I continue to persevere. Rest assured, I will retaliate when the opportunity arises, and I believe it will.
Let's look forward to hearing from our knowledgeable members for a solution.
From India, Kumbakonam
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Dear Friends,
From the cited case, it is clear that Mr. X is not happy with the current work/salary/culture/manager. It means that he has not adapted to the work culture of the company. It also shows that Mr. X does not make any effort to know about the company before joining the same.
However, it is also said that he is competent to handle the jobs and very sincere. Also, the Manager has a good reputation as cleared from the case. Mr. X might be facing the problem due to the following reasons:
1. Overconfident, which might not be liked by his Manager and other colleagues.
2. Has not adapted to the culture of the company.
3. Other team members might be proving to raise their voice against the manager.
4. Manager might have the fear that Mr. X may supersede him (most often this happens in organizations).
5. Job fitment problem (he may not be meeting the expectations of the management).
OR
There may be other reasons.
Now, if the manager is Genuine and Mr. X is really a hardworking/sincere employee, then the HR department must interfere in this matter.
The HR head is not supposed to be a mute spectator. He must come forward to bridge the gap between the two. HR also plays an important role in acting very proactively, they must sit with both and listen to their problems and come up with optimum solutions.
However, in other cases (employees not required in the situation), companies take such actions to harass the employees so that they leave the company on their own. But this is the act of unprofessional companies.
To solve the above issue, the HR Head must come forward with concrete solutions.
Thanks
From India, New Delhi
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From the cited case, it is clear that Mr. X is not happy with the current work/salary/culture/manager. It means that he has not adapted to the work culture of the company. It also shows that Mr. X does not make any effort to know about the company before joining the same.
However, it is also said that he is competent to handle the jobs and very sincere. Also, the Manager has a good reputation as cleared from the case. Mr. X might be facing the problem due to the following reasons:
1. Overconfident, which might not be liked by his Manager and other colleagues.
2. Has not adapted to the culture of the company.
3. Other team members might be proving to raise their voice against the manager.
4. Manager might have the fear that Mr. X may supersede him (most often this happens in organizations).
5. Job fitment problem (he may not be meeting the expectations of the management).
OR
There may be other reasons.
Now, if the manager is Genuine and Mr. X is really a hardworking/sincere employee, then the HR department must interfere in this matter.
The HR head is not supposed to be a mute spectator. He must come forward to bridge the gap between the two. HR also plays an important role in acting very proactively, they must sit with both and listen to their problems and come up with optimum solutions.
However, in other cases (employees not required in the situation), companies take such actions to harass the employees so that they leave the company on their own. But this is the act of unprofessional companies.
To solve the above issue, the HR Head must come forward with concrete solutions.
Thanks
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Ms. (Cite Contribution),
Anybody reading this case would definitely once relate to their real life affliction. In most cases, such employees no matter how much experience they have, will definitely not fit in and go through such gush caused by employers direcly or indirectly.
Predominantly, Mr. X should have been with a li'l patience until he gets a new job in hand andthen would have shown the uncomfortability (if he tends to be real uncomfortable to above mentioned salary or manager or culture). Am I exact?
Mr. X should know his rights as an employee. He is experienced and can put a way out in expressing his repugnance to the Manager. Trust this is not difficult as we think, confidene in us shall put us forward to speak freely.
He could look out for a better job as soon as possible. Remember, an employer who puts his employee in an harder & awkward situation will obviously not respect the rights of that induvidual. [Since, the Mnager has a good rapport, he is almost succeeded at this stage].
The Manager was literally conjuring the employee towards PIP, I'm sure he should have gone to HR (cause fear persisted and "FEAR" is the biggest adversary of all). He was stringent & assumed things inaptly.
Companies play all tacts to belittle employees all time. One cant escape easily; though HR can mitigate between Company-Employee issue and help find raison d'ętre for amicably solving the matter
From India, Visakhapatnam
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Anybody reading this case would definitely once relate to their real life affliction. In most cases, such employees no matter how much experience they have, will definitely not fit in and go through such gush caused by employers direcly or indirectly.
Predominantly, Mr. X should have been with a li'l patience until he gets a new job in hand andthen would have shown the uncomfortability (if he tends to be real uncomfortable to above mentioned salary or manager or culture). Am I exact?
Mr. X should know his rights as an employee. He is experienced and can put a way out in expressing his repugnance to the Manager. Trust this is not difficult as we think, confidene in us shall put us forward to speak freely.
He could look out for a better job as soon as possible. Remember, an employer who puts his employee in an harder & awkward situation will obviously not respect the rights of that induvidual. [Since, the Mnager has a good rapport, he is almost succeeded at this stage].
The Manager was literally conjuring the employee towards PIP, I'm sure he should have gone to HR (cause fear persisted and "FEAR" is the biggest adversary of all). He was stringent & assumed things inaptly.
Companies play all tacts to belittle employees all time. One cant escape easily; though HR can mitigate between Company-Employee issue and help find raison d'ętre for amicably solving the matter
From India, Visakhapatnam
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Misuse of PIP!!
That is an appropriate title for the thread; for most often PIPs are misused.
It is just the starting step in documentation for a potential firing situation for an employee. In fact, in good companies where they have a robust hiring mechanism and an equally fair and efficient performance management system, such situations should not arise. In fact, to avoid such situations is the sole purpose of PMS and HRD.
More often, such situations arise due to the personality clashes of the manager and his senior most reportees, and more often because the manager "views" them as threats to his position, which in fact may be true in certain situations where the subordinate is more qualified, more experienced, or more adept at his job than the manager himself.
And to the question of how Mr. X should deal with the situation; the only appropriate option left for him, under such circumstances, is to immediately start looking for another job. It would be very easy for those who made him sign the PIP to even set impossible targets or to prove that he did not fulfill his committed assignment and performance.
It is just another way of saying, "Look; we DID give him a chance to improve!!"
Warm regards.
From India, Delhi
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That is an appropriate title for the thread; for most often PIPs are misused.
It is just the starting step in documentation for a potential firing situation for an employee. In fact, in good companies where they have a robust hiring mechanism and an equally fair and efficient performance management system, such situations should not arise. In fact, to avoid such situations is the sole purpose of PMS and HRD.
More often, such situations arise due to the personality clashes of the manager and his senior most reportees, and more often because the manager "views" them as threats to his position, which in fact may be true in certain situations where the subordinate is more qualified, more experienced, or more adept at his job than the manager himself.
And to the question of how Mr. X should deal with the situation; the only appropriate option left for him, under such circumstances, is to immediately start looking for another job. It would be very easy for those who made him sign the PIP to even set impossible targets or to prove that he did not fulfill his committed assignment and performance.
It is just another way of saying, "Look; we DID give him a chance to improve!!"
Warm regards.
From India, Delhi
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