Does anyone know of anyone actually given a PEP?
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Saw something similar where I work. Manager kepted moving Goal Posts on PEP stressing out the employee even further. When Employee passed this bs PEP sleeze bag Manager got his HR buddy to let him force another PEP on same employee. Funny thing is this HR witch had moved to new job and no longer represented employee. How this Witch got away with approving second PEP on this employee goes to show how Managers at my Company get away with bullying employees. So once again this employee passed the second PEP where the dirt bag manager changed the goal post again. So you think this would be the end of it with the Employee passing two unfair PEP's forced on them that some HR witch went along with. But the manager got away with forcing a third PEP on the employee in which they passed. So with all this going down with several sleeze bag character's involved why didn't a higher level Manager put a stop to this employee being abused and bullied by this manager???
@2xtq+1lEv1p7Q ... nice to hear about someone helping out a colleague. good job. there is so much negativity and cynicism at ford.
Retired manager probably was not good at communicating. Guy who retired manager slapped the PEP on probably didn't deserve it. Better if retired manager had worked to be better communicator.
PEP dude should borrow Ford 350 from OP and do donuts in retired managers front yard.
There are as many experiences with PEPs as there are manager types
Some managers use it as a tool to help an employee improve
Some managers use it as a tool to reduce headcount
Some managers use it as a tool to extract revenge for a perceived slight
Some managers use it as a tool to eliminate their competition
The worst I ever saw was a con artist manager who faked all the PEP paperwork for an employee and the employee was ousted after failing to meet PEP milestones - all the while not knowing there were milestones or a PEP. For sure that manager was a snake, any interactions with the guy leaves you feeling slimy.
Retired manager here… yes, I had to implement a PEP for a struggling employee. And it worked! Clear goals were set, we had some regular check-ins assessing progress toward those goals, and by the next PR, there were no longer any significant issues to address.
I am still around after my manager had HR give me a PEP two months ago. For my manager to do that to me and HR not firing me I gave my manager a yard job in a Ford 350. I was laughing so hard I lost track how many times I drove around his house in his yard. I tried to power drift when turning as I went around his house. I borrowed the Ford 350 from a buddy and drive a old Chevy Nova so my manager doesn't seem to think it was me doing circles arround his house at 2 am in the morning.
Nothing is secret about being on a PEP. It’s a formal process that includes a meeting and signing a form.
@1efi+1lEv1p7Q Yes. There is a form they fill out and you have to sign it to acknowledge where you need to improve.
Does your management have to inform you that you're on a PEP or is this like double secret probation?
They can't give you a PEP w/o first warning you that your performance is on decline. Now with the quarterly check-ins, they effectively made it easier to serve notice. Once they put someone on PEP it is probably a foregone conclusion that the result will be obvious.
I believe Farley is on a PEP.
Just get a one year FMLA and let them deal with it. They play unfairly, so they get played back
Performance Enhancement Plan. Precedes termination for bad performance.
What is a PEP? I’m a ford employee but I honest don’t know that acronym.
Everyone in the Brackets group got one...