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:
A top manager in company has asked him to be harsh with me, because I had a negative feedback from my previous employer.
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 metrics and the performance measurement method.
The benefit would be:
- I will clearly understand what I have done wrong.
- There would be no more harsh words, and I will not say the feedback is biased. Actually, I am offended by the words which are used in the feedback and I want to make sure, it will not happen again.
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?