My Co-Workers Tattle on Me

by Evil HR Lady on June 14, 2017

I have two high-achieving women that give my errors to management when they see them.  I know because they receive a call on what I’m working on and then I see supervisors looking at that case just no notes.  I take the time to learn my job and become faster and more accurate.

Now I’ve been placed on a Performance Improvement Plan.  How can I ensure management that I am a great employee but take longer to get there? I explained in my interview that I am not quick with new software and they hired me anyway because I was exceptionally qualified for the position.

Since I don’t know what your job is, it’s hard to say how important errors are. If you’re a nurse, errors can be fatal. Everything else can be somewhere along the lines of horrifying to no big deal. I’m guessing this is somewhere in the middle–not the end of the world, but an expense for the company.

So, what do you do? Listen to your boss and ignore your co-workers. They haven’t said anything to you directly, and the errors you are making are real errors. If they were lying about your errors that would be a different thing, but it seems like they are not–they are simply pointing them out to the boss. Now, if others are making the same errors and you are being targeted, then that would be a bullying situation, which would need to be dealt with, but it seems to me like the problem here is you’re making errors.

Some people can pick up new software quickly; others take an awful lot of time. You’re in the latter group and you knew that and explained that when you were hired. However, managers sometimes get anxious when someone isn’t up to speed rapidly, even if, logically, they knew it would take a while. Hence, the PIP.

So, take a look at your plan. I’m guessing it’s for 60 or 90 days (hopefully the latter). Go over everything on it and double check your work every day. Ask your manager for feedback. If you have a question, ask your co-workers for help. Tell your manager you appreciate her spelling out the areas you need to work on and that you are going to ensure that you work hard to meet your goals. Make sure you meet with your manager weekly to discuss your progress.

The PIP is the time your manager is giving you to learn the software and get up to speed. There’s no law that requires her to do that (although company policy probably does). Take it as a really painful blessing.

And, in addition, I, the queen of typos, am going to warn you against typos. Every “I” in your email was written in lower case. That indicates it’s not a typo but a habit. While I’m not your boss and I have no idea who you are in the real world, if you’re sending emails like this at work, even if your other work is picture perfect, people will get a bad impression. The occasional typo happens, glaring errors should be fixed before hitting send.

Previous post:

Next post: