What's going to happen? What are the chances that this will be an honest process and is not just a way to get rid of me? I've been having some issues with my manager and I think this might be his way of putting me in my place. If that's the case, I'll just rather walk away on my own.
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Start looking now!!! Performance evaluations are used for selection. When the layoff comes down it targets specific organizations and usually a specific level of management. If your org & level is targeted, and you are rated in the bottom 3rd of performers, then you will be the 1st to be Layed off in their quest to satisfy the mandated 6% - 8% cut. When AT&T 1st began laying off regularly there were a lot of unprepared managers who didn't adequately appraise their force thus leaving them without a low rated sacrificial lamb when their group was tapped. This created risk for AT&T because folks were being selected for unknown reasons and thus discrimination could be argued (goigle class action lawsuits relatedto att layoffs). Today, AT&T has become professionals at job cutting. It's part of their business plan where they execute a layoff at least once or twice per year. Now the managers always have at least 1 employee that falls in the bottom 3rd of their group so that they're prepared for the layoff that will most certainly be announced. This means that low level managers must be diligent and prepared. If your group has a clear poor performer then they'll likely be evaluated low and be put in the bottom 3rd. However, if your group is solid.. That's where the targeting gets sketch because they still have to have a sacrificial lamb.
Worse, at&t cut through the obvious fat by 16/17. By now the pool of actual low performers is probably exhausted. No matter. The layoffs will keep coming and thus bad performers will have to be found or more likely created. The only way you avoid selection is if your org & level aren't targeted in the year you are rated in the bottom 3rd. Regardless, if rated low you'll have to forgo a merit raise for that year and you'll have to climb out of the cellar to avoid the same rating the next year. I say trust your gut and get to looking for another employer. As an AT&T employee you'll find that you have quite the value on the open market.
A PIP is never honest. It's a step to fire you. Start looking for another job. Even if you make it thru
PIP, they will come back for you with a DML - which is quit or be fired. Saw it happen too
many times.
Sorry.
If you’re a craft employee, just show up on time and do 8 hours, no OT. Make sure to take an hour lunch and complete all paperwork and training. Uneducated 1st level managers take their anger out on those doing the work when the second level questions them frequently. Once the spread sheet turns on them and they are last compared to everyone else they get fired. The union may be able to help a little but remember that they will side with the company until you call state and district to make sure they have copies of all grievances you filed. The more the better. File harassment complaints with HR every time the manager has a threatening tone, soon they will be treating you with more respect then they do their hom(o)e “partner”. It won’t take long, soon you’ll get another uneducated first level that will be fired also. If you are a manager, just quit and find another unskilled janitorial job elsewhere.
I had one of the toughest managers and I can tell you his behavior was much of sh– and I don’t hold tongue but you wouldn’t believe to this day we have a decent relationship even though he is not my manager anymore
- Start your day early wake up with a mind to serve
- Don’t complain if you and your mgr don’t see eye to eye ask another manager who may be more personable to help coach you effort will be noticed
- Follow the dumb a– processes the company will never succeed long term because they don’t listen to their people, just do what you have to do
- Take care of your customer
- When you feel resentment, anger, hopeless remember it will all be ok
- Really think about what your higher up is saying how are you doing compare to your team
- Your manager is trying to get you NO REALLY trying to get you to do better because your work reflects his and if you help him no matter how much of a jackass he or she is they will not bother you the biggest jackass of them all taught me and I was just like YOU !
" For those who asked, I'm non-bargained so I have to work with that."
In a previous role, when I managed non bargained folks...I can tell you that the one time I went this route, it was absolutely with someone that I needed to purge. Especially in this current environment, it essentially guarantees that you're on the chopping block for the next surplus event. If you're a lazy manager of people (and there are many like this) that simply rates most of your folks the same, and always takes the path of least resistance because difficult conversations make you uncomfortable, it becomes much harder to make the case to let one person go (the one you'd like to) over another. So something like a PIP and/ or a "meets some" on the A&D makes it easier to justify these decisions.
I was lucky to have an amicable relationship with the local union president from both a craft and supervising manager perspective in the same area which helped me understand many issues from both sides of the fence, but the bottom line is that "The Bottom Line" is what T and most successful corporations are about. Fostering egos, power trips and job protection simply don't or shouldn't factor into success in my book. Again, my 2 cents.
I've been fortunate to be on on all sides of it from a Craft (union), 1B supervising manager and Area Manager perspective. It was unpleasant across the board, but assisted me with identifying some shortcomings as well as drove me to become a better communicator and drop some negative attitude issues and unrealistic expectations that I was holding on to.
As a craft employee, it helped me understand the importance of proper time coding (both profile and DTR in SSI&M and DEG), job coding and narratives during return & close, OSSLOG notes, efficient work habits, etc. It also helped me to become more vocal about training gaps and properly getting those gaps documented.
As a supervising 1B manager, it helped understand that employees are not robots and no 2 individuals have the same skill set. A great deal of PIP plans were started and completed with not much more than vital 2-way communication about roadblocks, status, coaching and realistic expectations.
As an Area Manager over field managers, the tune didn't change considerably. To be honest, PIP plans for supervising 1B managers in an operations environment are rare (should be anyway) and 2-way communication about realistic goals and improvement was paramount and in those few instances where I experienced it, open communication were key.
That all being said, metrics (and not customer experience) and scorecards drive the majority if not most decision making from a field operations perspective. Some are valuable and absolutely help to drive financial growth and operating efficiency, but many others seemed to only have the sole purpose of inflicting unnecessary pain that had little to do with customer loyalty/experience, driving operating cost out of the business or cultivating growth.
Just my 2 cents. Please don't bash me to hard in the comments or ratings. Transparency is the key IMO. Something we sorely lack at T.
Grammatical mistakes aside (JK. I realize we're all busy and on various device when posting) Thank you. This is about the nitty gritty gist of it.
if you're management/salaried, get your bags packed in such a case. you're employed at T's will anyway, whether you're on a pip or not. being on a pip means the target is even bigger on your back than it is for every other management worker at T.
if you're union, go complain to your union rep and have them start documenting everything with you. they'll likely cover you for at least a while, unless your underperformance is so pitiful that you're a lost cause to try to cover for.
4 hours ago by coginthewheel | 2 reactions (+1/-1)
Post ID: @1ubu+1a8jOHcx
Some of these comments are almost unintelligible. I realize not everyone was an English major or even went to college....but maybe proofread, and use the grammar and punctuation you were taught in 8th grade.
Just a suggestion......
Off you are put On a PIP. It’s because someone complained, it has less to do with your performance Than someone else wanting to make sure your boss, doesn’t put you above them. Your boss would have said something or it would have been in your review if your boss had a problem with your performance. These things don’t come to a head unless someone you work with escalates it above your manager. Because a PIP is a last resort and your boss isn’t going to just wait until the end. Then be saddled with all the effort to do a PIP. It was impressed upon your manager by his manager because someone you work with wants to make a point of this.
if you're management/salaried, get your bags packed in such a case. you're employed at T's will anyway, whether you're on a pip or not. being on a pip means the target is even bigger on your back than it is for every other management worker at T.
if you're union, go complain to your union rep and have them start documenting everything with you. they'll likely cover you for at least a while, unless your underperformance is so pitiful that you're a lost cause to try to cover for.
‘The amount of misinformation....’
I thought the same thing when I read the majority of the posts....an astonishing amount of inaccurate, misleading and poor information provided here.
Thanks for adding clarity.
My manager once said when going over monthly numbers that once you’re on a PIP it’s very hard to get off of it. The metrics used to calculate monthly measurements are flimsy at best. These jobs cannot be measured the way management is trying although they repeatedly say “ it all comes out in the wash”
The amount of bad information and advice on this post is astonishing. I wish the OP had been a little more forthcoming with info as it’s important to understand if this is craft (union) or management related. Management level employees can be placed on PIP for any number of reasons (not all of them bad either) depending on what performance is being targeted and in what profession (Sales channel, operations, IC, supervisor, etc.) and function. The same cannot necessarily be said for craft (union) employees as PIP’s in that space are normally ESM (Engineered Service Measurement) related specifically. It’s a step by step, phased, documented process for planned improvement in one area or many that BOTH the supervising manager and employee (From a craft perspective) agree to. Open and honest communication in both directions is essential. It’s not designed as a weapon or for revenge purposes and misuse is a COBC issue.
I see nothing in the OPs opening post that references being non-bargained.
Maybe reading comprehension is the problem with so many of you posting...this is not a ‘bargained for’, Union protected employee. Those of us in non-bargained, at-will employees have different procedures and processes for managing the tough position of PIPs. Many of these ‘recommendations’ are so inappropriate; though, perhaps well intentioned....,
As a survivor of a PIP, you need to know how to manipulate your numbers inside and out with time coding and job closing codes. If you don’t have the ability to lie cheat and manipulate your way through, then you will be walked out. Out of 120 techs I started the PIP at 110 ranking. I finished the PIP at a ranking of 4th while reducing my monthly close rate by nearly half and just using creative time and job closeout accounting. Manager was outraged and dumbfounded when I survived. They’re id–ts that don’t even have the skill to investigate how you code your day and have any idea what it shows.
Been around the block more than once... Figure out how to get along with your manager, period, plain and simple. Being on a PIP does not mean automatic dismissal. Though, if a surplus came you’d be at the top of the list. Remember, you won’t be working for this boss forever, put up with it and figure out how to please them. Sooner or later one of you will switch jobs and you’ll have a new boss. YOU need to get along no matter the problems, and that is a skill that will serve you an entire career.
Start walking. Your problems with the Boss made you his problem. You are correct, the Boss is trying to get you, no doubt. You made yourself an easy target. Not meeting metrics, probably an attendance issue, insubordination, yes, 90 day PIP. Your Boss has probably been documenting all interactions with you and your responses. You’ve probably had meetings regarding performance with Union Representation in attendance. You are one step closer to the exit. It takes a whole heck of a lot to hit the PIP status. Talk to the Union regarding your situation. PIP basically a documented agreement between you and the Company to meet agreed upon performance goals. It is time restricted, 30days, 60days, 90days. It is in your best interest to meet or better those goals. PIP can go on for awhile depending on how far you are from acceptable work metrics. Think of it like the Company is the hammer and you are the nail. You will conform or you will be gone. PIP is no joke. Chances are you won’t get thru this. You’ll quit or be fired. Most that do get put on a PIP program are just not good fits for the job title or the Company. Getting retrained or having a lead or mentor can be a possibility but you will be held to the PiP agreement, as well as the Company. Which will give you all the rope needed to hang yourself. Good Luck, prove me wrong.
I will make this short and sweet ; it's the beginning of the end. Seen it before, many a people and never did it end up " ok ".
Years ago I worked for another company and got a new manager after about 11/2 years in. I lost my wise old friendly boss everyone loved and received a real a$$hole boss in return. They guy was so incompetent and paranoid it was criminal. Long story short we got into it on several occasions because he was extremely rude and condescending. Plus the guy was just stupid.
I was the only one that stood up to him. Other guys simply avoided him. He made several women cry he was so rude. He wanted me gone because I didn't kiss his backside like he thought I should so he put me on a PIP and said I had 45 days to improve or else I'd be terminated. I should have just told him to shove it right there on the spot and walked out. The severance I got was peanuts, plus I would have had the satisfaction of telling him where to go.
Take others' advice here and leave and find another job ASAP. Pip's never end well.
if you were moved to a different manager recently it was for the reason and you are experiencing that reason right now.
They can NOT fire you for numbers. Make sure you do quality work. My bosses phone would ring constantly as I asked him a 1000 questions!!
On the job injuries always work. Get a good ambulance chaser too!
You should thank you manager for pointing out you weaknesses. Ask him/her what else you might do to improve and grow going forward.
Meanwhile take the advice shown above, get a new job
As a former manager. When a manger puts you on a performance improvement plan this is taking the 1st legal step for documentation to get you off the payroll with no serverance. Most times you are chosen because your manager just does not like you and wants you gone. I was told by my director that I had to put 1 person on PIP within my group or I was going to get in trouble. So, I rotated PIP within my group without ever firing anyone and without telling anyone about it. This caused a lot of stress for my work group but at least no one was fired under me.
Thanks for all the advice. For those who asked, I'm non-bargained so I have to work with that.
PIP?
Get documentation from your boss in WRITING what you need to improve, and how much.
Ask for constant guidance...by email.
They'll try to trip you up by calling while you're driving hoping you answer.
Do everything, EVERYTHING, by the book.
They'll spy on you.
The stress may cause you to seek FMLA.
You may need to contact the FEDERAL EEOC office....not the company.
Never, ever talk to the foreman without representation present.
File grievances at every turn.
Use their GPS to your advantage.
No one ever got fired for doing a good job.
They'll find another "flavor of the month" when you stop being fearful.
Entry level managers (1st lines) are lazy and don't get paid enough to deal with the headaches you can cause them-using their rules.
Sorry you are going through this. Often pips are the first step to create the documentation to fire you. Don't expect fairness. Hr department probably won't support you because they would be opposing a manager. Best to look for another job if you can. Do the best you can in the meantime and don't be emotional about it at work. Act like it doesn't bother you at all.. You risk being seen as unstable otherwise and it won't change anything.
Enroll in EAP, your stressed out call for assistance on anything over 1.25 hours on job, send emails to clarify, take covid 19 time etc, make sure you contact ethics for any situation your encouraged to “close” on anything that gives more time but not accurate
Are you a bargained employee or non? Are you a salaried personnel (exempt) or non-exempt? I think the objectives are the same for every employee—improve performance; but the processes are probably different within organizations. Again, hope it all works out in your favor.
Document everything. Make sure they give you specifics and metrics. Remember, you have more time to document and measure than your manager. Make the process as painful as possible for them; meet weekly, you control the conversation, etc.
If you are bargained for, ask the union. They have more experience with PIPs than you do. Anyhow, the PIP should indicate what the problem is, and what needs to be done to correct it.
Again, if you are a represented employee, the PIP needs to be "fair", otherwise it can be grieved on the spot. If you are being held to a standard that no one else is being held to, it is "unfair".
If you are in a job that isn't a good fit, maybe you do need to leave.
You best update your resume and get out as fast as you can. If you stick around you will get let go and even if you don’t, that will remain on your record and limit any future opportunities for a very long time. Best to start looking for a new job and get out ASAP.
Was a Union Steward present to verify validity?
Wide range of ‘reasons’ why people are placed on a PIP; and they do not always automatically mean you’ll be exited from the business. I’d review, in fine detail, what the terms are ...meaning areas of improvement and your manager’s expectations for meeting those goals. Next, it’s imperative that you set timelines for checking in with your boss to determine if you’re on track. Don’t be afraid to tell him/her what you need from them in order to achieve your goals. Put it in writing so that everything is clear and above board.
A PIP is scary, but does not always result in termination. I wish you good luck.
Managers put people on pips to document a justification for firing them without giving severance.