Placed on Performance Improvement Plan - What should I do?

I wish this corruption did not exist but it does. I am not saying all managers are like this, not at all. I am sure there are some ethical, honest, uncorruptable managers out there. I just haven't encountered many in over 30 years experience. Where are they?

Sounds like you worked in a few of the places that I endured. Yes, there are good managers out there BUT they are often as bullied and lied about and fired as the nurses that they manage and are sometimes fired because they seek to 'protect' their employee from worse from either high-up or lateral damage. This is a particularly gruesome habit of governmental see-nothing, do-nothing administrations. I had a championly wonderful manager at the start of my career and foolishly thought all managers were like her. But it does seem as if the last 20 years has bred a spectacularly "toxic" form of manger who seems to believe that since they were able to secure their job that they can go Machiavellian and everyone will cheer them. Unfortunately often they are correct, because those above them are shielded from the cost of the pristine management figures (real or enhanced) that they submit. I heartily salute the manager in nursing who is aware that preservation of staff, except when so mismatched that they must move on, is not only the best for the employees but is also best for the company. And likewise mourn the Caligulan managers who mange for the glory to themselves.

Does it sound good, bad, ugly?

Sounds bad. Maybe consider getting a registry job and pull one day a month. Then if things get ugly you have a foot on a lilypad from which to jump. If in a year you can get the writeup pulled then it may be square one again. But be sure to ask for and secure a personal review of your supervisory file and get a written itemization of the contents. Yes I have worked in places where the file was hidden and in places where the file was 'sanitized' before review only to be 'unsanitized' and even added to after review. Good luck and unfortunately, in the nursing field, that may be the definitive actor.

I had a manager who was giving me a bad reference behind my back. There was nothing, and I mean nothing, on my employment record, that had ever been shared with me. I thought I was doing a fantastic job. Then when I applied for a position elsewhere, someone finally had the courage to tell me this manager gave me a bad reference. It explained a lot as I kept getting rejected after going to interviews where they seemed very pleased with me and then suddenly I get this rejection letter. Talk about throwing someone under the bus. As a result, I no longer work quite that hard. I have become one of those minimalist people. They are the ones who get rewarded so why should I work harder to get thrown under the bus. I saw the same manager throw someone else under the bus. Unfortunately this individual does not grasp what has happened to her.

Sounds bad. Maybe consider getting a registry job and pull one day a month. Then if things get ugly you have a foot on a lilypad from which to jump. If in a year you can get the writeup pulled then it may be square one again. But be sure to ask for and secure a personal review of your supervisory file and get a written itemization of the contents. Yes I have worked in places where the file was hidden and in places where the file was 'sanitized' before review only to be 'unsanitized' and even added to after review. Good luck and unfortunately, in the nursing field, that may be the definitive actor.

Well I was never written up or even given a warning. I was literally just to tell me someone was worried. I was kinda confused as to where to go from there since it didn't sound that bad but then you find yourself questioning what they are talking about and if it's something you're missing... But things have changed since then, BIG changes so I was going to hold out longer unless something else happens and then maybe throw in the towel...

If you were spoken with there is a written report of that conversation in your supervisors file or in your supervisory file. Unfortunately.

Well I was never written up or even given a warning. I was literally just to tell me someone was worried. I was kinda confused as to where to go from there since it didn't sound that bad but then you find yourself questioning what they are talking about and if it's something you're missing... But things have changed since then, BIG changes so I was going to hold out longer unless something else happens and then maybe throw in the towel...

That is the mistake I made. But then I did not know that someone was throwing me under the bus behind my back, because they are supposed to tell you if there are concerns. Seems the old b**** was telling everyone but me. So why would I jump ship when they were all nice to my face. So at least the original poster's manager is being honest and giving her warning that she is on the hit list. Had I been given fair warning I would have left long before I did. It is this behind the scenes stuff that is so destructive. I see it happening to a friend of mine. She thinks they all love her at work and they laugh about her behind her back, have been trying to fire her for 3 years now and are well on the way to getting their way. She has however seen a lawyer, so we will see what happens.

What in the heck is wrong with people?!?!?!?

If you were spoken with there is a written report of that conversation in your supervisors file or in your supervisory file. Unfortunately.

But in my case, what would they even write?! Someone is worried about another person? Okay? And what would it solve to tell me this? Especially when said manager does nothing to correct or even attempt to solve the problem, if there is actually a problem in the first place. I find it hard to believe that every conversation is written up in a file.

Unfortunately, for all concerned, in the majority of management positions you are required to keep a running log of any concerns and who they were discussed with, even if there is nothing specific. After all the situation just might become "serious: and if it was not documented how are the supervisors managers to back the supervisor when he/she cannot "prove" that they have recognized the "problem' and had begun "corrective action". The first step in corrective action is to notify the "offending" party that there is or could be a problem. Then it is up to the "offender" to correct the problem even if they have not been given sufficient information to correct or even know the reality of the problem. To actually delineate the problem might, after all, result in the problem being solved or in the power being taken from the insinuator. But, unless you work for one of the about 1% of medium to large businesses, somewhere there is a note that will 'exonerate' the supervisor, and the more Draconian his/her manager and the corporate miasma are the more likely that the note will be 'enhanced' to your detriment. Which is why I much prefer small facilities that are non affiliated.

What s a game of chest? Do you mean chess? Also, there is no such word as kindergarteners. Use of the spell check function on your computer or using an actual dictionary would be helpful to you. The deterioration of usage of the English language is so depressing.

i was thinking his/her phone got the best of her/him, what happened to e that really should be there? hmm

But in my case, what would they even write?! Someone is worried about another person? Okay? And what would it solve to tell me this? Especially when said manager does nothing to correct or even attempt to solve the problem, if there is actually a problem in the first place. I find it hard to believe that every conversation is written up in a file.

Unfortunately, for all concerned, in the majority of management positions you are required to keep a running log of any concerns and who they were discussed with, even if there is nothing specific. After all the situation just might become "serious: and if it was not documented how are the supervisors managers to back the supervisor when he/she cannot "prove" that they have recognized the "problem' and had begun "corrective action". The first step in corrective action is to notify the "offending" party that there is or could be a problem. Then it is up to the "offender" to correct the problem even if they have not been given sufficient information to correct or even know the reality of the problem. To actually delineate the problem might, after all, result in the problem being solved or in the power being taken from the insinuator. But, unless you work for one of the about 1% of medium to large businesses, somewhere there is a note that will 'exonerate' the supervisor, and the more Draconian his/her manager and the corporate miasma are the more likely that the note will be 'enhanced' to your detriment. Which is why I much prefer small facilities that are non affiliated.