A male direct report had become complacent in his role and made several massive mistakes others caught before they got the client/agency in financial or legal trouble. I put him on an informal performance plan and after that barely made a blip, he went on a formal performance plan. He turned it around! Not 100% but much better than where he was 9 months ago. I’m a director and a female VP in my dept called me a bully for putting him on a PIP. A BULLY for wanting my team to MEET expectations. 😞

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Ignore them. you did the right thing and they should be ashamed for gaslighting you

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also i know ignoring is easier said than done - try to keep your chin up because you holding him accountable for his actions will be one of the few things keeping your account from slipping away, especially assuming he was on a downward spiral

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PIP is a kindness. At worst it’s a heads-up to clean up your resume. At best, it’s a wake-up call. It’s not a repeat-use tool but a last ditch kick in the pants. You do it once and it works or it doesn’t. Using a PIP for its intended purpose isn’t bully behavior, it’s one of the few tools you have to manage poor performance (usually out the door).

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Ask your VP if they’d prefer substandard performance from your teams — hell, you — instead

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I was just surprised at her level she would consider this bullying. Same dept, but different team. Way to support people who are trying to make their team be the best that they can be and drive the business forward. It was really disheartening but at least I saw her true colors.

The proof is that your approach worked. The results in the person’s turnaround speak for themselves. A good thing. The only issue would be if this individual left the company citing your approach as the reason. That would be a bad thing.

Interesting that she wouldn't think about how name-calling is a form of bullying as well. The pot is calling the kettle black.

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