New manager put a three-year employee with good reviews on a PIP, claimed past performance issues that didn’t exist, then threatened them for asking questions: ‘He needs to assert dominance by making an example of me’

Author image for Etai Eshet
Etai Eshet • Editor
Feb 10, 2025 5:00 PM EST

The corporate world has a time-honored tradition that mirrors the old prison yard rule: new managers, like fresh inmates, must establish dominance on day one. While prisoners might pick fights in the yard, new bosses hunt for imaginary problems to solve, targeting successful employees like seasoned inmates target the unaffiliated.

It's about marking territory, showing strength, and making sure everyone knows there's a new sheriff in town.

Both scenarios follow the same playbook: identify your target, isolate them from allies, create problems where none existed, and make an example that keeps others in line. While prison requires physical intimidation, corporate warfare relies on Performance Improvement Plans and vague accusations of inadequacy.

Our latest victim enjoyed three peaceful years at their dream job until the new sheriff rode into town, guns blazing with promises of revolutionary leadership.

Add as a preferred
source on Google
Advertisement

  • "New manager is trying to give me the boot"

    "I was in full shock... He didn't seem concerned about me" Performance Improvement Plan
    via designer491
  • I got what I thought was my dream job a little over 3 years ago. Everything was pretty great and, I thought, I was doing good work. No negative feedback, no notes or negative comments on reviews and zero issues from my end.
    via Front_Refrigerator99
  • Until last month. We got a new manager who set up one on ones with everyone on the team and was talking up about how he's going to do so much better than the other managers before him!
    via Front_Refrigerator99
  • Well, I got into a call with him and he instantly tells me how I have had problems with performance and I was moved teams because of it 2 months ago (despite being told it was just a resource reallocation) and he needed to put me on a PiP.
    via Front_Refrigerator99
  • Cheezburger Image 10465788416
    via Antonio_Diaz

    The image does not depict the actual subjects of the story. Subjects are models.

  • Within minutes of their first meeting, years of success transformed into grounds for a Performance Improvement Plan. When the confused employee dared to investigate these mysterious performance issues, they received a stern warning about asking questions. Nothing says confident leadership like threatening people who seek clarity.

  • I was in full shock and told him as such. This was all a huge surprise and goes against everything I've been told. He didn't seem concerned about me being left in the dark and said we would discuss everything in next week's
    via Front_Refrigerator99
  • meeting. That's it. 15 minute call and now I have to wait a week to hear any answers. I barely slept that night and woke up with determination to find out wth was going on. I asked a few of my old team leads if they had received any reports about poor
    via Front_Refrigerator99
  • performance (they hadn't) and even went to the person who did my review and asked what could have changed in the 15 days between my positive review and assurance my move was resource focused only and the day I actually moved teams.
    via Front_Refrigerator99
  • Someone must have reached out on my behalf and I am now being told by this new manager that what I am doing is inappropriate and if I talk to anyone else then they will visit more drastic measures.
    via Front_Refrigerator99

  • The playbook is clear: create problems, isolate the target, prevent fact-checking, and hope they quit before anyone notices the pattern. Its not about performance - its about power. When documentation contradicts the narrative, block access to documentation. When old managers might provide context, ban communication.

    The moral here is that sometimes your dream job becomes a nightmare not because you failed, but because someone else needs you to.

  • Performance Evaluation Last Name: First Name: vious Position Title: Date of Review (Month/Day Department: atings Key: Consider the degree work meets acceptabe tently Below Expectations ectations 2. Below Expecta 5. Consistently www accurate, neat and complet
    via Bill Oxford
  • This was my dream job and I loved it for years and now the new guy seems like he needs to assert dominance by making an example of me. I'm really not sure what to do
    via Front_Refrigerator99
  • TiredWomanBren Go to HR and ask to see your file. Don't talk to anyone else.
    via TiredWomanBren
  • slackerdc This job is over for you time to move on.
    via slackerdc
  • pl487 He's decided he doesn't want to keep you and is giving you the heads up to start looking for a new job while you are still being paid by this company.
    via pl487
  • The reason he decided that doesn't really matter at this point.
    via pl487
  • SimilarComfortable69 Unfortunately, depending on where you live, most work is at will. You can be fired for almost anything, or nothing. You probably need to get your résumé on the street.
    via SimilarComfortable69
  • NHhotmom Probably someone went to HR who told him how ridiculous he looks! A new Manager putting an employee on a PIP who had a positive performance review 15 days ago!
    via NHhotmom
  • You should go to HR. Ask how he has enough data to even put you on a PIP?! What areas of weakness has he even observed in such a short time?! He doesn't know your performance AT ALL.
    via NHhotmom
  • Ask HR to move you to another Manager or into another role. Say you are concerned about where this came from and also retaliation. Bring a copy of your recent performance review with you. "He doesn't know me or my performance"
    via NHhotmom
  • "I have a very recent performance review with no performance issues addressed" "I want to be removed from his direct line of report. This is outrageous."
    via NHhotmom
  • I managed a big HR department. No way would it have been allowed at all in your case to put you on a PIP. It's inconceivable.
    via NHhotmom
  • Adventurous-Bar520 I would contact HR in advance of this meeting to see copies of your performance reviews and file. Be prepared to take out a grievance on this manager they cannot put you on a pip for no reason, and if there is no evidence there is no reason. I would look for a new job, because they are not going to like you fighting back too. But you may be able to claim constructive dismissal.
    via Adventurous-Bar520
  • Mysterious_Spark for He's trying to fire you performance so that he doesn't have to pay unemployment. You should consider talking to a lawyer. It's a scam. He doesn't want you talking to other people because you might be able to gather evidence for a lawsuit. Is there an HR department? You should speak to them now.
    via Mysterious_Spark
  • Boring-Artichoke-373 Sounds like he is gunning for you. However, it also seems like he is coming in big and boasting about how great he is. Remember, the candle that burns twice as bright burns half as long. If you keep your head down and make it hard for him to get rid of you, he may
    via Boring-Artichoke-373
  • move on to a softer target. If he targets too many people, or makes the mistake of targeting employees favored by his superiors, those above him may decide that he is the problem. He may also be trying to get rid of you and others to bring in his people.
    via Boring-Artichoke-373
  • pip-whip "Better than the previous manager" likely means he's going to reduce operating costs. That means your salary. Start looking for another job yesterday.
    via pip-whip

Want More? Follow Us and Add Us as a Preferred Source on Google.

Tags

management boss workplace-stories hr toxic-workplace manager bosses work PTO managers supervisor workplace Horrible Bosses work-life balance
Scroll Down For The Next Article