When is the right time to talk to my supervisor about my Performance Improvement Plan (PIP)?
Last Friday, I received a 60-day PIP during my first annual review. I’ve been with the staff department for 9 months and with the company for 14 months, currently participating in a demanding finance rotational program.
While my behaviors were rated as exceeding expectations, my performance was marked below expectations. I’ve faced challenges due to limited training from my previous director, who had to cut her training short because of a new baby. The department lacks standard operating procedures, and the new manager she hired is quite strict. He started in August with only a year of management experience, and I’ve heard from others that he’s known to be controlling. Some days, it feels like he has it in for me, although we have multiple one-on-one sessions weekly where he tries to provide guidance. Unfortunately, I rarely receive positive feedback, which can be demotivating. I sometimes feel like he’s more interested in impressing our director than in my development.
Once the 10-Q is completed, I plan to discuss my performance with him, but I’m unsure about framing my questions. I wasn’t explicitly told to “start looking” for other opportunities, and I sense that his coaching skills may not be very strong. Opening up about my personal challenges is difficult since he seems somewhat indifferent. Finding quick wins is tough, and I feel that the PIP hangs over me like a cloud.
I want to approach this situation strategically but feel quite overwhelmed. When would be the best moment to bring this up?
One response
It’s understandable to feel overwhelmed after being placed on a PIP, especially in a demanding environment like finance. Here are some steps you can take to facilitate a constructive conversation with your supervisor:
Timing: Wait until after the 10-Q is complete, as you mentioned. This will allow you to focus on your performance without the added pressure of a significant project. After the dust settles, aim to schedule a meeting rather than trying to bring it up spontaneously in a busy moment.
Preparation: Before you meet with your supervisor, outline specific areas you want to discuss regarding your performance. This includes accomplishments, challenges you’ve faced, and areas where you feel you need clarity or support. Being prepared will help you guide the conversation and keep it productive.
Approach: Frame the conversation around your eagerness to learn and improve. You might say something like, “I would appreciate your feedback on my performance since the start of the PIP. I’m committed to developing in my role and would like your input on how I can meet expectations.”
Seek Constructive Feedback: Ask for specific examples of areas where you’re falling short and what steps you can take to improve. This not only shows that you’re proactive, but it also puts the focus on your development.
Express Your Willingness to Learn: Let him know you’re open to suggestions on how to better navigate the expectations within the department. This can foster a more supportive atmosphere.
Follow Up: After your initial conversation, schedule regular check-ins to discuss your progress on your PIP. This demonstrates your commitment to improvement and can help you stay on track.
Consider Other Resources: If you’re feeling consistently unsupported, consider reaching out to HR or a mentor within the company for guidance on how to navigate the situation.
Remember, this is an opportunity for growth, even if it feels daunting right now. By approaching the conversation thoughtfully, you can pave the way for a more positive working relationship with your supervisor. Good luck!