Performance Management
Discussion
Hoping for a bit of advice regarding work issues.
Sales based job , with commission and basic salary .15 years at same job. Targets are set monthly and quarterly. This year has been tough and lots of colleagues have already left or been moved already, but ive ridden it out ok until just recently.
Sales are down for sure and Ive used the excuse to use most of my holidays already this year. This has resulted in my sales being lower than my colleagues so far this year however they've still got to get 20+ days holiday to use before the end of year. If you work it out on a days worked basis we are very very similiar in terms of sales up until this point of the year.
I've now been placed on performance management as apparently i won't hit the figures needed for 2019. When i've pointed out that Im in a good position for the rest of year in terms of working days its been dismissed as ill never hit the numbers.
My question is, can i have performance management for 2019 when the year hasn't finished yet? I clarified the time period in a email and its the 2019 year. Not YTD, not quarter,month etc.
If i dont hit the numbers they've said im looking at dismissal apparently.
thanks in advance
Sales based job , with commission and basic salary .15 years at same job. Targets are set monthly and quarterly. This year has been tough and lots of colleagues have already left or been moved already, but ive ridden it out ok until just recently.
Sales are down for sure and Ive used the excuse to use most of my holidays already this year. This has resulted in my sales being lower than my colleagues so far this year however they've still got to get 20+ days holiday to use before the end of year. If you work it out on a days worked basis we are very very similiar in terms of sales up until this point of the year.
I've now been placed on performance management as apparently i won't hit the figures needed for 2019. When i've pointed out that Im in a good position for the rest of year in terms of working days its been dismissed as ill never hit the numbers.
My question is, can i have performance management for 2019 when the year hasn't finished yet? I clarified the time period in a email and its the 2019 year. Not YTD, not quarter,month etc.
If i dont hit the numbers they've said im looking at dismissal apparently.
thanks in advance
Based on the fact they've taken 15 years experience and decided to put you on a PIP means that you should realistically start looking for a new role (whether you want to or not), as it sounds like they have already made their mind up on your role and your ability to fulfil it.
You may have some grounds to push back, but it really also depends on;
1. What performance metrics they expect you to meet?
2. How long you have to meet this expectation?
If either of the 2 above are unreasonable - then you may have some grounds.
But I've always found that HR is not your friend in these situations, they are there to protect the business not the employee (again, my personal opinion from observing both sides of the process).
You may have some grounds to push back, but it really also depends on;
1. What performance metrics they expect you to meet?
2. How long you have to meet this expectation?
If either of the 2 above are unreasonable - then you may have some grounds.
But I've always found that HR is not your friend in these situations, they are there to protect the business not the employee (again, my personal opinion from observing both sides of the process).
None of us can genuinely answer the "can they" question without knowing the contents of your employee handbook and guidance. I can say that the sales guys I worked with (enterprise sales, more like account management, with 18-month lead times for some contracts) used to live on a 6-month to 6-month basis. They had quarterly reviews and two bad ones in a row would be a problem; three in a row was a PIP; fail the PIP and it was the dismissal process. My mate used to say "I hit my target, so I have a job for another year at least".
On that basis, if you had similar terms in your handbook, they may well be following the correct process. But as others have noted, you have been there 15 years and they have proceeded straight to PIP without even considering how you have been managing the economic conditions (you could have sat on your hands knowing there was no way you'd make any sales instead of being proactive). Therefore it sounds as though you have fallen out of favour for whatever reason. It happened to me - I went from "could do no wrong" to "find anything you can pick him up on" within the space of six months. Someone had been pouring poison in the boss' ear. Without wanting to being negative or cast aspersons, it could easily be that while you were taking those days off one of your colleagues has taken the opportunity to stick the knife in. Prisoner's Dilemma - if they get you out the door then their job is marginally more secure.
On that basis, if you had similar terms in your handbook, they may well be following the correct process. But as others have noted, you have been there 15 years and they have proceeded straight to PIP without even considering how you have been managing the economic conditions (you could have sat on your hands knowing there was no way you'd make any sales instead of being proactive). Therefore it sounds as though you have fallen out of favour for whatever reason. It happened to me - I went from "could do no wrong" to "find anything you can pick him up on" within the space of six months. Someone had been pouring poison in the boss' ear. Without wanting to being negative or cast aspersons, it could easily be that while you were taking those days off one of your colleagues has taken the opportunity to stick the knife in. Prisoner's Dilemma - if they get you out the door then their job is marginally more secure.
Thanks for the reply. Lots of sense in there for sure
To answer a couple of points. I’ve been there 15 years but the new manager has only been around about a year and we do have a clash of personalities. But he clashes with most from what people have said.
I truly don’t believe any colleagues have had any negative input. There’s 4 of us in total in the department and I’d say we all are friends for sure. They’ve even tried to talk me out of going for interviews this week.
To answer a couple of points. I’ve been there 15 years but the new manager has only been around about a year and we do have a clash of personalities. But he clashes with most from what people have said.
I truly don’t believe any colleagues have had any negative input. There’s 4 of us in total in the department and I’d say we all are friends for sure. They’ve even tried to talk me out of going for interviews this week.
d8mok said:
No they haven’t. Just me.
I suspect their reasoning will be the other two made their Q2 targets.However I would ask them why you are on PiP when the other two have not, just in case.
ETA - I also wonder if you have significantly longer service than the others so they are looking to avoid paying you redundancy by PiP instead.... If there is a downturn in the business.
Edited by Jasandjules on Tuesday 10th September 09:43
d8mok said:
Q2 and 3 was also missed by the other 2 people. Sorry I wasn’t clear on that.
You’ve made a good point. Maybe they are looking at Brexit issues and lack of sales and I’m the most expensive one here I guess.
Have you invited them, in writing, to clarify why 3 people have missed Q2 and Q3 targets and only one is on PiP? As you consider there is a disparity in treatment...You’ve made a good point. Maybe they are looking at Brexit issues and lack of sales and I’m the most expensive one here I guess.
Yes pick up on why the other 2 havent been challenged, again as someone said it depends on your Ts and Cs of employment but an employer still has to abide by Employment Law - if they cannot satisfactorily answer without showing that they are discriminating then you should be speaking to ACAS or similar.
Yes that’s a good suggestion. But to be honest I’m tied to school holidays pretty much. What they say to me is that most others don’t use their entitlement for the year that’s why they end up better. But if I’m honest I don’t want to do that as I love my holidays and time with family
Jasandjules said:
No it is unwise to put an employee on PiP when they have not yet missed targets. We "think" you will is not a basis. Time to talk to them on a WP basis to agree an exit IMHO.
However I assume you have missed quarterly targets soo...
This to be honest. I would be challenging them on both holidays vs quarterly targets and approach to other colleagues re failure to meet expectations. A grievance wouldn't go amiss here, and helps protect you for the future should you need to challenge again. This just my opinionHowever I assume you have missed quarterly targets soo...
Your manager clashes with you and sees you as a blockage to whatever he's trying to achieve. Your below target performance has given him a lever to move you aside.
The adult thing to do is have a frank conversation with your manager. If that results in them shrugging shoulders and pretending the only issue is your performance, you are never going to 'win' unless the manager goes before you do.
Think about what you want as a result from this. You have a lot of service and the company might be willing to pay you a considerable sum to resign and avoid the pitfalls of dismissal.
Sorry to say, that it sounds like a good time to move on. Do so on your, rather than their terms.
The adult thing to do is have a frank conversation with your manager. If that results in them shrugging shoulders and pretending the only issue is your performance, you are never going to 'win' unless the manager goes before you do.
Think about what you want as a result from this. You have a lot of service and the company might be willing to pay you a considerable sum to resign and avoid the pitfalls of dismissal.
Sorry to say, that it sounds like a good time to move on. Do so on your, rather than their terms.
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