It's unlikely that HR knows enough about your job/responsibilities/project to define href="https://forum.tuteehub.com/tag/appropriate">appropriate metrics for href="https://forum.tuteehub.com/tag/performance">performance and acceptance.
You need to speak with your team lead about how you can move forwards in a postive way (for you, the team, and for the project involved). Ask about how you can improve and to what extent you need to be mentored.
Don't ask for a PIP as that goes on your HR record and it's an href="https://forum.tuteehub.com/tag/admission">admission of your failure.
It's your team lead's responsibility to ensure that the team is href="https://forum.tuteehub.com/tag/working">working as effectively as possible, so ask him for help.
manpreet![Tuteehub forum best answer]()
Best Answer
3 years ago
Two months ago, I joined to a new IT company with negative feedback from my previous manager, as a full-time tester.
During these 2 months, I have been working part-time for 3 weeks (4h/day) in a project. But, after 2 months, I have received super negative feedback from my team lead which I was addressed such as false-promising, deceiving, rude, and untrustworthy. And after that feedback, I was excluded from that project, and I have not been participating in any other project.
We had a meeting with the team lead and HR separately and I explained to them the situation and what I have done. It seems that my explanations convinced HR, but the lead. Now, HR conducts a meeting, and asked both of us to make a summary about my last 2 months' work in the company.
I am quite sure, I have done whatever I could for my team and this feedback is unfair. I am new in the company, and I am trying to do my best as much as I can. I am confident that I might rarely make a mistake 2 times. So, in my point of view, some part of problem was that the team lead did not provide me proper information.
However, I do not like to be insulted with these words in my workplace. Later, I asked the lead about why he has talked with me in this way?, and he said:
HR was saying that the email which I received was a feedback to learn about my mistakes, but the team lead was insisting that it was mostly an official warning. The company is flat and I do not understand who is whose superior here. But I know that the team lead has zero experience as a team lead. He just took the charge, just at the time when I joined the company.
As a suggestion for this problem, I would like to ask HR to clearly define the performance metricsand the performance measurement method.
The benefit would be:
I have 4 questions:
Is it possible to ask HR to define the performance metrics and the performance measurement method?
Is a PIP (Performance Improvement Plan) the thing, which I am looking for?
Is voluntarily asking for PIP like committing professional suicide?
What would be your reaction if your employee asked for a PIP?