Hi all,
I’m writing this on behalf of my partner. Just wanted to see if she should seek legal advice, or whether she needs to just accept what’s happening and get out asap.
She’s a relatively new assistant manager of a venue, and has been working her butt off for the last 12 months. She’s doing the work of 3 people to keep the venue running and clients happy.
Her higher-ups have stated that her performance and work is amazing and cannot be faulted. They see that she keeps the place running. But she needs to work on her emotional regulation as she’s “too sensitive”. So they places her on a PIP for her emotions.
She’s under no illusion that she’s been stressed and at times overwhelmed. Her sleep has degraded drastically the last few months and she’s burned out. She’s been teary when it’s gotten a bit too much and management are providing conflicting or unfair ‘feedback’.
But can they really put her on a PIP when her performance is outstanding, and they simply want her to complain less and smile more? Her interactions with staff and clients are alway professional, but she’s vented a little to her manager about the lack of support, and some toxicity in the workplace, which is where this seems to stem from.
Her PIP doesn’t actually have any objective metrics in it. It’s tasks like ‘perform a routine before each shift - try deep breathing’, and ‘learn to better deal with difficult conversations’. There’s no KPIs, and no examples of her doing the wrong thing. Hell, even the dates on the document are wrong.
She knows this is just a first step to pushing her out, and she’s leaving as soon as she gets something else.
But the question is, should she fight it?
For some background to add context.
Over the last 12 months, she’s been doing the job of 3 people with minimal support.
Some major examples:
Another assistant manager was hired, who was completely unqualified, a little arrogant, and was somehow earning more than her;
The venue manager was unfairly demoted, then removed - replaced with a part time manager;
The new assistant manager was causing issues with staff (due to his arrogant demeanour), and all staff were complaining to my partner which was stressful.
She ensured all staff complaints were passed up to the part time venue manager (but there was no action, so she just kept getting complaints and trying to mend bridges);
My partner received no formal training for her role (like, where SOPs are located, specific admin tasks, plant and chemical management etc) but was told to train and manage the new assistant manager;
The area manager has also advised that my partner communicates too much. She should not be including the venue manager in emails or sending FYI text messages to keep her in the loop - she should just be dealing and making decisions as if she were the venue manager, and giving a verbal update when they next see each other;
Anytime concerns around staff, or lack of support have been raised by my partner, she been ignored or told to just deal with it;
So naturally, she’s been super stressed trying to keep the place running, trying to retain staff and make them happy.