Is my manager forcing me out?

In our 121 last we had a good discussion on creating a personal development plan, with the idea being I’d write down clear goals & action points to get from my current level to the next, and I’d provide weekly evidence of it. I prepped the doc accordingly, but instead of wanting to discuss it, he said I have 4 weeks to “turn things around” - without giving any new info on what I’ve done wrong - esp given I wrote my goals based on this same feedback from last week??

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Posting as :
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You’ve been put on a PIP, or performance improvement plan. Did he look at the goals? If not, I’d modify them so they’re easy lay-ups. Either way, you’re probably gone after 4 weeks. No one survives a PIP.

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I got put on one or more so threatened to be put on one out of the blue but my boss ended up leaving instead. Boss played favourites and wanted me gone to promote another coworker above me but frankly it was done for me to leave. I mostly encouraged the other coworker to find a better job elsewhere and it worked. Boss was overly disappointed that their favourite left and left not too long after.

This is just a great example of a toxic culture. If I was you I would start looking for a job with a better work culture.

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You should ask for clear examples of what was messed up / etc, goals that your manager wants you to hit in 4 weeks, and more.

If he never documented it and it’s all verbal, then you might have some leverage.

I would also talk to HR about it.

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Are you sure you want to quit? If you think you’re going to be let go, it’s better for that. Ride out the time from now til last paycheck, keep your unemployment eligibility, and start aggressively job hunting while you’re still employed.

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I would reel it in and take a deep breath. You went from asking this question and debating what it meant to saying you were going to give notice on Monday, two hours later.

Calm down and analyze the situation. Don’t make a rash decision. Quitting only takes away your unemployment eligibility.

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That’s a textbook Performance Improvement Plan. Have you ever discussed performance issues?

Thank you all for your very valuable inputs.

I wanted to give you an update on the situation.

I went with my gut and handed in my notice last Monday and it felt like a huge weight off me. I was diplomatic and explained to my manager that my mental and physical health had suffered under the strain of my day-to-day work with little time for rest, which was impacting my energy and concentration, exacerbated by a lifelong pre-existing medical condition I suffer from which he was well aware of but never asked about. I added that I need to reset and reframe what I want from a career to achieve equilibrium. To all this, he replied- wouldn’t your health be the same problem wherever? A normal person might have said- “I’m sorry to hear it… I wish we talked more… maybe I could have supported you better…”. But his response was exactly what I expected. It’s as if the idea that reducing your work stress to prioritise your wellbeing and feeling better somehow eluded him.

Ultimately, I feel this indifference and lack of empathy stems from a limited emotional intelligence, which good leaders have and actively demonstrate.

Anyway, that’s all I wanted to add. Thank you all for your time. Have a great day!

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