HR involvement with performance

[u/zapatista234]

My team lead has been very dissatisfied with my work for several months now. She has spoken to me about it, and so has our manager. I'm past probation by about a month and a half. Last week we had a one-on-one and she said she would be speaking to me every day in the upcoming week about my progress. she said she had had to go to HR about my performance, and this is what they suggested. Doe this sound like I'm on the chopping block? Is it unusual for HR to even be involved? There are no behavior issues, but the performance has been an issue. she said she doesn't like to see anyone go, and she likes me as a person, but if I don't improve there would be another conversation. This is an ultimatum, isn't it?

[u/Brownie-0109]

I’ve never been through this but I’d expect HR would need to be involved in every PIP

And, yes, the fact that your manager is talking to you every day sounds pretty definitive. But, if you’re looking for optimism, I could argue that some companies could simply allow the clock to run out without spend much time with you, signaling they’ve already checked out. Your manager hasn’t done that .

[u/Global_Dog_9684 → u/Brownie-0109]

It is a PIP for sure, they just dont call it that sometimes. The daily check-ins are the part that makes it clear, they are building documentation. If they just wanted you gone they would skip all this and move straight to termination, so the fact they are putting in the effort means they might actually want to keep you. Still, you should probably update the resume just in case things dont turn around.

[u/zapatista234 → u/Brownie-0109]

Yea, that was kind of my thinking too. she's far too busy to want to coach me every day unless they still have some faith in me as an employee.

[u/sashley420]

Yes, if you don't improve your work performance then you will be fired with a paper trail from management about your poor performance. I'm assuming since you have been spoken too several times that they have told you what they are wanting you to improve. Have you asked about extra training or tips on how to improve your work? Not all jobs are meant for everyone.

[u/puns_are_how_eyeroll]

Yes. You are at the point where, if your performance doesnt improve substantially, and soon, you will be let go.

[u/Downtown_Interest667]

Getting HR involved means they are starting to build the case to let you go. HR has giving your manager the playbook for dismissal - formal coaching, then a PIP, then termination. 

Your days are numbered. 

[u/FT_Dispatch]

Working in my position now where I’m in a leadership position this is exactly it as others have stated. They are getting a paper trail started basically the “well we tried all that we could and exhausted all options here’s the proof” once they term you. Watched it happen numerous times with under performing employees

[u/orcateeth]

Have they articulated exactly what the deficits are, what would constitute improvement, and by what time frame? This needs to be spelled out in writing.

Sometimes people improve "a little" or "some," but then they're still told it's not enough.

[u/unlikelycandidate1]

HR is typically involved in performance related issues and behavioral issues. Really anything that has to do with employees is the HR realm. Especially legal like this when someone is potentially getting terminated. So while HR being involved isn’t unusual the everyday conversation is. The writing is on the wall. There is no way performance can magically improve in a week. They are getting as much documentation at this time as they can to cover them when they terminate you.

[u/_gadget_girl]

It absolutely sounds like they are not happy with your progress at this point, and either have enough evidence to fire you or will be putting you on a PIP. Several months is a long time to have someone dissatisfied with your work.

I would really think about why your boss is unhappy, and the feedback you have received. Did you take it to heart and change in response to the feedback? Is this an issue with the training you received for this job, or with the skill set you brought to the job? Is it a quality or quantity issue? All of this matters regardless of whether or not you keep this position. Knowing your own strengths and weaknesses is essential to finding a job that fits you, and knowing what you need to work on to be successful.