In a recent meeting with my manager he told me that if I didn’t buck up my ideas he would start disciplinary proceedings against me that could lead to dismissal. I know that we haven’t been getting on but even so I was surprised and upset to be told that my performance is unsatisfactory, as I do not believe this is true.
Since this meeting I have been trying to get a clear understanding of my objectives and the standards I am suppose to achieve. I don’t feel that my manager has given me good enough examples to justify his claim. When I pressed him on this last week he responded by telling me that my report writing was not perfect.
I find this situation unacceptable – how can anyone be expected to be perfect? I am beginning to believe that our strained relationship is irreconcilable and my manager just wants to get rid of me. Perhaps I should just resign, as I do not want my CV to show that I have been sacked following a disciplinary procedure.
I think your predicament just goes to show how important it is to have a clear understanding of job objectives and performance targets up front. All jobs should be accompanied by a job description and once you accept the job, objectives and performance targets should be set and formally approved in conjunction with your manager. As you say that you are now trying to get these clarified it’s obvious that this didn’t happen in your case.
With no clear and agreed understanding of what a job entails or the standard of work expected, performance is left open to subjective judgement rather than objective review. And if little or no feedback is given on performance it is quite understandable that misunderstandings arise. You do not mention how long you have been in your current role. However it’s certainly long enough for you to form an opinion that your work is of a satisfactory level.
What I’d like you to think about is how are you are evaluating your performance? We have already established that you have no clear objectives so how do you know that you are focusing on the right tasks? I’d guess that your manager has given you little feedback on your performance otherwise the news that he was considering disciplinary proceedings wouldn’t have been a surprise. So how do you know that you’re doing a good job? Are you comparing your output to that of others doing similar work? If you work alone perhaps you’re basing your view on all the positive feedback you have received; all good evidence to use in defence of your manager’s accusation.
I think there are three facts to clarify here. The first is to establish that without any feedback from your manager it is perfectly understandable that you have been operating under the impression that your performance is satisfactory. The second is to establish that your work is in fact sub-standard and then, if this is true, thirdly and most importantly to establish that you are capable and willing to improve your performance to the required standard.
Now what about your manager’s comment re your report writing ‘not being perfect’? This smacks of an ill thought out response to being put on the spot. It proves that, if you really want something, it's important to pick the time and place carefully! I’m not condoning his response just trying to explain it.
Understanding that no one is perfect let’s just treat this ‘label’ as another term to describe a performance standard. If we do this then you are quite within your rights to go back and ask your manager to define what he means by ‘perfect’. It not a case of being cheeky it’s merely seeking clarification.
That brings us on to the current relationship you have with your manager. You mention that you have ‘not been getting on’. This does at least suggest that you meet on a regular basis. Could it be that your request for feedback has been ‘falling on deaf ears’? Or could it be that your manager has been giving you feedback but you have not been listening? Is there anything that you can do differently to improve your relationship?
It's one thing to have a ‘strained’ relationship with your manager it’s a far more serious matter if, having threatened you with disciplinary proceedings the only justification that he can come up with is that your report writing is not perfect.
My suggestion would be that you ask for a meeting with your manager to clarify and record the evidence behind his decision. If this unfortunate situation has arisen purely because of differing expectations and poor communication then it will be easily rectified. However do consider requesting an impartial witness be present during the meeting. This could be a trusted colleague or a representative from HR.
Familiarise yourself with your company’s disciplinary process. Normally at least one verbal warning must be given before disciplinary proceedings can be initiated. This is followed by a written warning, which outlines what will happen next. A meeting is then held to agree a performance improvement plan or PIP with the individual concerned. This will detail the specific tasks and performance targets to be met. The PIP is tracked feedback on performance given to the employee on a regular basis. The intention of a PIP is to give the employee every opportunity to improve and this normally spans a period of three months after which a final decision is made.
Although being placed on a PIP might not be an appealing thought it would give you the clarity you seek around objectives and standards and ensure they are formalised. It should also provide you with the opportunity to review your position and resign gracefully before being ‘sacked’ if you truly believe your position is untenable.
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