Well-liked employee gets called for a performance improvement meeting that included HR without him knowing, so he flipped the scene, looked for a new job, and resigned: 'The director called me after, absolutely flabbergasted by his unprofessionalism'

Author image for María Cetra
María Cetra • Writer
Oct 5, 2026 1:00 PM EDT

The best Uno reversed situations I have seen in a while.

It's funny how managers and bosses have no problem firing someone without much notice or care, but they sure get offended when the burned-out employee they definitely aren't paying enough leaves. It doesn't matter to them if they got notice from the employee; they just get bothered by the fact that they are able to leave the toxic workplace. This story is funny because I love how this employee acted; he did everything perfectly calculated. It gets to a point where even his direct manager had to clap back at him. He got involved in a performance review over one little mistake that was not really that important, got shamed by being asked to hop on a meeting without knowing that human resources was going to be there as well. And he was going to get fired for all that and just thought of a way out. He was a perfectly good employee; making a mistake doesn't undermine all his previous effort, especially as he has been with the company for several years. But to this boss, nothing really mattered. 

One mistake and you are out? I get that when it is a very big mistake or if it involves a very important client. But this wasn't like that. This account was not one that the company would have deemed as important. This employee was well respected due to his hard work and commitment to the company. This situation didn't have to end like this at all. But I'm really glad that this employee was smart enough to notice what was happening before it truly happened. It is funny that this manager got so mad; he definitely had no reason to. He had no problem lying to the employee for the first meeting and getting human resources involved without his knowledge, but now he takes offense at the fact that he did the exact same thing. The employee got played first, but he had the last laugh. I clap for him, and I wish other employees in this situation would realize what they need to do in a case like this one. 

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  • 01

    An employee uno reversed a new Director by holding a meeting with HR, then inviting his managers to it

    To preface this the employee is absolutely adored but on a performance PIP. I'm his direct manager but didn't agree to the PIP we just had a crazy complaint and it really ruffled feathers (the complaint was a missed deadline account). My director on a set up a regular coaching session which was kinda out of the blue and when the employee logged onto the meeting, obviously it was us and HR already on the call and the PIP document on the
    via u/quail_challenge122
  • 02
    A meeting in the office for a performance review. Stock photography for depiction only.
    via Dylan Gillis

    A meeting in the office for a performance review. 

    Stock photography for depiction only. 

  • 03
    shared screen. Dude was in shambles. But used the PIP as a paid interview period (as he should) probably because HR was saying one thing on what a PIP is but my director was basically saying he was not cut out for the job he had for 5+ yrs. Today he invited us to a PIP follow-up, no problem. Dude was smart he insisted on weekly follow ups so this wasn't weird. HR was never on those it was
    via u/quail_challenge122
  • 04
    either me or me and my director with him and maybe 15 mins or SO. We hop on and HR was already on He submitted his 3 day notice. I'm not mad. We planned to fire him over a $2k-$5k (though tenured) account nobody cared about, but the relationship was deep. I was interviewing for director roles elsewhere (getting reps in), and in late a few times. I figured he used
    via u/quail_challenge122
  • 05
    this as a paid interview period which explains his lateness to work. Dude was never ever late to work, he never took PTO. Suddenly he was eating up PTO and I was absolutely approving it. The director called me after, totally floored. Absolutely flabbergasted by his unprofessionalism. Mostly the director was embarrassed. After venting for over ten minutes, I said "He has 3 young kids and a
    via u/quail_challenge122
  • 06
    baby; we were about to let him go when rent is due without severance." The director said, "But he.." I interrupted, "But he owes us nothing." It was an insane reversal. I had to suppress my emotions because it was killing me!! I was like "go boyyyy...." Anyways. The fallout is going to be immense. Note to anyone who hasn't done a PIP before. You can, in fact, sh the bed on a PIP and cause a lot more damage to overall team vibes and morale
    via u/quail_challenge122
  • 07
    and sometimes that's more meaningful. Edit- I am a bit surprised how many people are claiming to not understand the above. You guys, are probably some real d-bag managers with this type of feedback. I didn't ask you to critique my format or wording. Enjoy the situation, and go on.
    via u/quail_challenge122
  • 08
    Two coworkers in a meeting. Model portrayal.
    via charlesdeluvio

    Two coworkers in a meeting.

    Model portrayal. 

  • 09
    PrettyCutiie As someone who was put on a PIP after 6 years for one missed deadline - that PIP was the best thing that happened to me. Got me a 40% raise somewhere else.
    via PrettyCutiie
  • 10
    stannndarsh My director wanted me to put my highest performing, best producing and kindest developer on a PiP bc she didn't update devops one day. I told her no, and she said either I put her on one or she puts me on one for insubordination. I sent a screenshot of that chat to HR and asked them to review devops if needed as my person is the best in general at updates and missed one day after working 11 hours.
    via stannndarsh
  • 11
    Anyway, I have a meeting in 11 minutes with HR and my director isn't talking to me. Apparently I shouldn't share screenshots like that, or ones where she says 'we can make everyone work harder by writing them up' with HR. Oops. Edit: will update in a bit, wild day but it's good! I can't share too much here until Friday, normally I would but I was advised by HR and legal not to even
    via stannndarsh
  • 12
    let anyone know I talked with them. They deleted invites and all. I'll update everyone Friday around noon eastern. Thanks to those that said I sound like a good manager. I believe I can help my team advance their skills and careers, but also feel managers should protect from above. Unfortunately I do more of the latter but I just lead as I felt my favorite boss of all time. She was amazing and 4 years later I still call her for advice.
    via stannndarsh
  • 13
    Careless_Button3364 Your director (and company) s k if you use a PIP as a first course of correction. That is literally not what they're for and it speaks to a terrible culture.
    via Careless_Button3364
  • 14
    Opening-Panda-578 Unprofessional to quit a job that is telling you that you aren't fit for and actively trying to fire you? Like how dare he leave on his timeline and not wait to be fired? This word seems to be a coverall for anything a manager doesn't like.
    via Opening-Panda-578
  • 15
    DibblerTB "Unprofessionalism" is thrown around way too much. He was being entirely professional. He was just not being a punching bag or a pushover. Neither of those are professional. "Professional" seems to be "bootlicking" in the eyes of way too many. An ab e of the concept.
    via DibblerTB
  • 16
    Miker9t Sad that PIPs are not used for actual improvement in most cases. Director should have been fine with it, it's exactly what he wanted. Guy is gone. What's his problem?
    via Miker9t
  • 17
    PsychologicalPea5270 Good for you for knowing people are people and not objects or machines. Bravo! Unprofessional! made me laugh. So they put him on a path to fire him and leave him jobless, and get mad he beat them to the punch. The director is the unprofessional one and sounds like a heartless POS.
    via PsychologicalPea5270

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