I just walked out of a conversation with my boss. The HR person from the head office also joined us via phone. I was served with a written warning 'for consistent disregard of work and attendance policy'. My boss says I am not communicating my whereabouts properly1, am not motivated, am not being accountable for my responsibilities within the team, am not actively taking part in office meetings.
While this is partially true2, I am alarmed by the fact that, while listing everything I've done wrong, he repeatedly made false allegations to inflate the case for the HR person, and leave me unable to deal with the avalanche of allegations one by one. I was not informed of the real nature of the meeting or the fact that the HR person will be there, and so was not prepared (unlike my boss). When I asked him to share his findings he refused, told me to look up the e-mails.
I have thirty days to 'improve significantly' or face 'further disciplinary action'. I was told that the working hours are nine to five, and if I take a longer lunch then I need to make up for it. I was given an order to move desks such that my boss could see everything I do any time he raises his head.
I also need to produce a written plan of the steps I want to take to improve productivity, attendance, and gain back the lost trust of the company, my boss, and (allegedly) my teammates.
The Question: what can I do?
What do I put in that plan, besides the obvious points?
Do I refute his false claims? We have a similar discussion scheduled for tomorrow.
Do I communicate the fact that micromanagement will not help? My boss was very hostile towards me in the meeting, pointing out that there are only two ways out of this, and that I 'know where the door is'. It is the first time he is leading a team, his last position was that of the product manager. Since he started leading the team from one year ago our team has shrunk by 30%.
Quitting is not an option at the moment.
I read the Does receiving a Performance Improvement Plan suggest my job is on the line?, and the answers are helpful, however it doesn't address my questions:
- How can I mitigate the current situation?
- What to put in the plan, since it looks like I'm the one who needs to create a Performance Improvement Plan, or at least a draft of it?
One week after the conversation described above the two of us had a short briefing, at which my boss kept comments to a minimum and didn't give me much feedback, only instructing me to proceed. I assumed it was because he didn't have enough time to formulate anything constructive, preferring to wait a bit longer. Another week later (two weeks into the 30-day trial period) we reconvened; he said he is not happy with my progress. This time none of the issues brought up two weeks prior came up; instead he chose to focus on my productivity. Having realized that the decision has already been made, three or four days later I submitted my resignation e-mail. A noticeable "relaxation" in my boss's overall attitude towards me followed immediately thereafter. We parted two weeks later, on reserved terms.
Before I was hired we agreed that I would be working from home once a week. Later my boss's attitude escalated into significant resistance to my doing it. I brought it up at the meeting, and he answered that this is because I was hired with trust which was subsequently lost. Basically he doesn't believe I'm doing much work when I'm working from home.
Due to me currently dealing with personal issues outside of work that I am not comfortable disclosing to any of my co-workers, including my boss.