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2nd Bad Performance Review | Fairygodboss
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Anonymous
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Anonymous
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Good points. Thank you.
Jackie Ghedine
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Coach for Gen X Women | Jack Russell of Humans
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There are a bunch of things that come up for me when I'm reading this. As a former leader in the media space, I had several occasions where individuals went through personal struggles and needed flexibility and understanding. I get it and I always tried to be as supportive as possible. There is a line between patience and understanding and consistently under performing and it seems like you crossed that line. Unfortunately, your boss didn't discuss this with you along the way which made the situation get heightened when maybe it didn't have to. After the first poor performance review (for whatever reason), there has to be accountability for you to over communicate to ensure you are meeting and exceeding expectations. If your boss doesn't provide feedback, I would schedule one-on-ones often, asking for the feedback against her expectations and the PIP. It has not become incumbent upon you to create a structure for working together because you're in jeopardy. Fair? No. But fair isn't going to play well here. As far as contacting the Dean, it may not be the fact that you contacted the Dean but that you told him/her that their process was inefficient which is can be seen as an immediate threat to their status. When we think about feedback, we always want it to be constructive, how can things improve not pointing fingers and it may have come across as just that. I think this statement, "not question directives" is a reaction to the perception of you that the team has created in their mind. Right or wrong it is now how you are seen. If you want to stay there longer (while you look for your job) I would suggest having a clear outline put together from your boss on what needs to happen and follow it to a "Tee," over performing until you can resign. Good luck.
Anonymous
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Not sure where you live but I would suggest contacting a local employment lawyer for a consultation. You may be protected under certain laws and if you've kept everything documented as you said, should be easy to figure out if you have a case or not. If yes, your lawyer could guide you as to navigating the pip and documenting communications, etc
Anonymous
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I would be inclined to pursue this but between trying to keep my current position while looking for another I think it might be a bit much for me at this time. Appreciate your comment!
Anonymous
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"you will not question our directives, you are not to email the Dean". Run away!!! OMG, that is horrible. Not a place for me and sounds like not a place for you. Years ago I also placed a rebuttal in my file to a harsh review. Recently a number of strong women in my company spoke up and although we were in different areas, we ALL got comments in our performance evals along the lines of "negative" and lowered ratings. Toxic workplace. Then we found out 7 mos later it negatively impacted our pay. Discriminatory workplace. How it still happens and is "acceptable", I have no clue. Run away! I know as the income earner you can't actually do that (same for me), so yes, please take the steps to get yourself to a reasonable workplace. I called gender bias and have my stellar reviews back again, but it's still awful and the microaggressions continue. (When I had a life-threatening pregnancy loss there was little to no support, but I've seen men who have cancer and heart attacks get support. Awful.)
Anonymous
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So horrible. Yes, you are right. Toxic, bullying and no support. If I were a man this would not be an issue. Currently job seeking. Im sorry you dealt with that and glad you moved on successfully. Its awful to feel this way. Im sick to my stomach and doubting my sanity. Time to go.
User edited comment on 11/22/20 at 1:39AM UTC
Anonymous
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When I'm reading this, I know I don't have the full situation, but there are some opportunities for improvement between you and your leadership team. First, there should be clear expectations for success in your role, and check-ins to let you know how you're doing (ideally once a month, but at least quarterly). You should go into your annual evaluation knowing whether it's going to be positive or negative. From the supervisor's perspective, I understand what you're going through, and in some management roles I've been in, we can pick up the slack if someone's performance is being impacted by something going on in their life, but sometimes we can't. They still have customer/business obligations to meet. That being said, why did you feel the need to send the personal situation you were going through to multiple people? Do you feel like your direct supervisor isn't working well with you? Additionally, what was the intent of sending an email to the Dean about using multiple systems when she was asking to reach out with concerns around covid? If one of my team members did that, I'd feel like I'd failed in some way by not letting them feel comfortable enough bringing concerns to me, and it probably made them look bad. Had you given them an opportunity to address the concerns and they hadn't? If so, there's a lot more going on here, and I'd say this position isn't a good fit. I would do what you can to meet the requirements in the performance eval and start looking for something that's a better fit.
Anonymous
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The only time I received feedback is once a year which is problematic for a lot of reasons. I received notes about my evaluation the day before (after business hours). So I had some idea but little time to respond as the evaluation was in the morning. I sent my personal situation information to my supervisor so that she would be aware that I was experiencing a major life event that impacted my work. It was not a call for sympathy but just like if someone in my family had died I was going through something that impacted me. I only let 3 people know. Although the people in my immediate office were aware because there are so few of us. I emailed the Dean (which admittedly was not a smart move) because during that time were being asked to report on anything Covid related that we put together or did that was educational in 6 different areas and it was redundant and confusing. I agree that this made them look bad and I apologized for it. I think you are right in that this position in not a good fit and I am looking for something else. Thank you for your comment.
User edited comment on 11/21/20 at 8:39PM UTC
Anonymous
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So it sounds like you were put on a performance improvement plan (PIP) which is potentially a step before termination. It sounds like in some ways you aren't really arguing with the review. It sounds more like you want the extenuating circumstances to be a factor. Unfortunately, if it is impacting your performance, it is going to become a point of contention. I'm trying to be as sympathetic as I can to people right now, but if it impacts the business, I have my limits as does the company. Your best bet is not to appease your director, but to improve your performance. The PIP must have some clear directives in it. What are they? How are you going to meet them? When I have an employee on a PIP 9 times out of 10 my hope is that they will come off of it, but to do so they must meet it. If you meet the plan, you will keep your job.
Anonymous
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Yes, its a PIP. I appreciate your perspective from the business point of view. I absolutely plan to improve my performance and will be submitting a plan to go over with my supervisor. Some of the issues they are related to putting monthly reports in the wrong folder (3 of them), they were placed in the wrong folder by me during the summer months. I never heard about it until Nov. during my evaluation. I didn't realize they were in the wrong folder. Because I only get feedback once per year I wasn't even aware I had placed them in the wrong area. There was no attempt to email or call and say "where are these? its been 3 months".
User edited comment on 11/21/20 at 8:34PM UTC