Related Posts
More Posts
Subject Expert
Additional Posts in Accounting
Happy Ramadan to my Muslim peeps!
Best intern pranks.. go!
Do you prefer internal or external auditing? 📑
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
If you know the above to be true then I'd go to HR with your story now and ask how they recommend you proceed. Make sure your partner leaders know as well. If you didn't do anything you should be safe. Document all though!
OP, are you kidding when you speak of chances? You already gave her a few. This is a race to HR. Whoever gets there first, makes a better, untainted case. Why are you hesitating? The innocent have nothing to hide
OP, I totally respect the extra measure of grace you want to extend. However...save your “second chances” for those who will learn from them and those who will appreciate them. She is neither. Her second chance was your attempts to coach her up vs a PIP, and if what you say is true, you need to escalate.
Can't help but notice that these threads never seem to have an end result or outcome. What did you end up doing OP?
What kind of harassment allegations?
This doesn't make a whole lot of sense. Did you say something that would make her target you? Why is she focusing on you?
Go to Hr and bury her
Did you sleep with her and not call back?
AS1, You're clearly the one that got triggered over my usage of the pronoun "he" once and then made an idiot of yourself. I don't care what you are. Yes we've all seen this in the work place. It's real, it happens. What I do care about is that OP is facing a serious issue and is not something to ignore.
Is the poor performance documented? What type of allegations? Are the threats documented? Are any of the allegations true?
I have a ton of documented examples (30 from the past week alone) of her not meeting expectations and completely disregarding instructions. However, I struggle with this because if I do approach HR, her career will be over without a doubt. And I truly believe in second chances and helping to coach our staff vs. writing them off
Go to a Partner and lay out objective facts vs hear say.
OP - sounds likes your her PML and you should speak with your lead partner or SPML asap. I believe in second chances as well but she's already been given enough. FYI - not all PIPs lead to termination and you should have put her on one to begin with.
Go to HR or partner. If she is vicious and trying to ruin your career she can accuse of sexual harassment. Not big 4 but have example from industry. Girl got my relative fired on allegations eventually it proved out to be wrong. The guy who got fired didn't go back to same company just found something else. However, this period for him was stressful, had kids and and all. His marriage survived though. I know I am giving example of extreme situation but some times you need to protect yourself first.
You know, I was going to volunteer to be a counselor for a new staff who is not fitting in well. I’m gonna take a pass now.
Facts:
1. Multiple engagement teams had discussions with her through year on performance issues
2. No formalized review was submitted because we wanted to coach her instead of putting her on a PIP (which would result in her termination)
3. Executive team is aware of her performance issues and is supporting me
4. She is spreading malicious lies and slandering my name to many individuals, including our new staff that started last week in an attempt to promote her case
Even facts can be subject to interpretation based on perspective or else there’d be no legal profession. It doesn’t matter why she chose you and who cares if she has dirt on you. If what you are saying can be validated then she needs to go.
Protect yourself and provide plenty of documentation. I had to go to HR in order to report an activity that got a staff fired. I'm sure your firm has a requirement to come forward with information
PwC5 - I was the one tasked with communicating her poor performance, and as a result she blamed me for it. I took a soft approach and sandwiched compliments between the negative feedback, and provided her with examples of what she could do to improve going forward. Some people just want to blame everyone else for their shortcomings
OP- Hopefully her poor performance was documented by different folks. She probably has no evidence of harassment from you, so you could be fine. If everything you say is true, then she's crazy.
Wow AS1 you truly got me, great job!!! Good staff! Your point is now valid! Sorry but your post is so cringeworthy.
If she's said these things to multiple people and they have told you, you need to tell a partner AND HR. That can easily be verified. Someone like that creates a toxic environment for the team. Time to go.