Anyone been thru Cisco's Documented Coaching process, pre PIP stage, that can share what is involved or what to expect?
7 replies (most recent on top)
A senior director once told me these DC are ways to test their managers who have nothing better to do most of the times. In reality half the middle managers could vanish and no one would miss a beat or revenue targets.
it did not lead into a pip, it ended without any further consequences. It felt like my manager was only interested to start the DC to show who has the bigger ba--s, but he was barely interested to go through the 6-week long process.
The unfair point in DC is that they get somebody from HR/or other experierenced „coaches“ to discuss your output during the weeks, while you are alone without the chance to get some help during the process.
I got him as new manager after the last layoff which has hid my previous manager. The new manager and myself had a fundamental different view on how to lead people which results in some situations where my way of working was contradicting with his point of view about how I should working.
By a stroke of luck, the problems that parts of the team had with him were passed on to his manager and now he is visibly making an effort.
@aa did it lead to pip? was the DC started after a negative review or before?
DC is precursor to putting one on PIP.
Seriously what is causing managers to put one on a documented coaching? Like when someone is really goofed up, a serious mistake or just on slight project delay? The trend goes up and down with oncoming LRs.
Share what happened before getting put on DC which gets HR involved.
Sounds like a pile of woeful h0rsesh1t to go through.
Not just no, but h3ll no.
you are on your way out start looking for a job
I had a documented coaching at the beginning of this year.
The points listed by my manager to justify the DC were ridiculous in my eyes, but they were obviously enough for HR.
Every week for 6 weeks I had to write down in detail what I had done, was only allowed to attend meetings with a camera and had to complete a training course.
In the end, you could tell that my manager just wanted to show who was in charge. Typical micromanager.