I'm moving to a new org, and my manager told me that one of my directs hasn't been performing (I'll learn the details tomorrow). Any tips for my first 1:1 with her? Do I mention the PIP? I don't think I should for my first 1:1, but I'm curious what others think or how I should bring it up eventually, if she doesn't. I know she had a baby last year around the same time I did, if that matters at all.

I sometimes struggle with being too nice or understanding so would appreciate suggestions

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If she’s already on the PIP and aware of it, you should definitely bring it up. It’s better to be upfront and honest about someone’s situation so you don’t come off as passive or avoidant. You can show empathy by seeing how it’s going and how you can support her through it. If she’s not on a PIP yet, you should probably not have this be the first thing you bring up in your first 1:1, however I would try to understand where she thinks she’s struggling.

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I agree with bringing it up in the first convo and getting alignment on where they need support. Make sure the next steps are clear and actionable. It’s sad when you see someone on a PIP that is vague or no support is being given to help them succeed. I also recommend asking for and reviewing the data that is backing up why they are on the PIP so you have some good hopefully non biased background of what got them there. Good luck!

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Yes. I would bring it up as well. But approach it with curiosity about understanding what the situation is in order to evaluate things and to also help her.

You may also talk to HR to see if the PIP should be extended to give you more time to assess the situation.

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It’s sad what we’ve come to (in US I presume) putting parents with kids under a year old on a PIP rather than giving adequate leave or having an economy that enables a parent to stay home for a while.

This may not be the reason for her performance issues but you’re in a good place to be understanding and help her get back into the groove.

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Depends on a few factors.
1. Is she on the PIP or not. If she is, then address it, the steps to get off it, and how you will motivate her to succeed.
2. Is there documentation. If not, then give her a clean slate. If there is, still don't bring up the PIP but make her aware of previous poor performance and that she has a clean slate.
3. Come up with a plan with check-ins to address her performance, keep her eyes on that progress, and to keep your manager apprised withthe progress.

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