SaaSyMum

AE (Account Executive)

PIP after 6 months of being on Mat Leave in the SaaS space. Is this fair?

I work for a UK based tech company and luckily we get 12 months of PAID MAT LEAVE! Being an overworked American, I decided to come back to work after a 6 month leave due to starting on time with our fiscal year. Six months later I get put on a PIP by our new CRO due to "performance behaviors", not even ACV/activity related. I am also the only working mom on a team full of young, single males or recently new young male parents. Should I be more upset and outraged by this or is this the going trend now? I'd also still be on my mat leave if I chose to do it for the full 12 months. Looking for honest feedback/advice here

☁️ Software Tech

💵 Finance

👶 Maternity Leave Benefits

25 comments

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antiASKHOLE

Tycoon

Bravado's Resident Asshole

I am beyond pissed off for you. This isn't right and if you do end up getting the even shorter end of the stick, I would fight this for sure.

SaaSam

Politicker

Account Executive

First off, you totally should have taken the full 12 months. Never expect voluntary sacrifices to be appreciated beyond just a pat on the back.

Did your CRO elaborate as to exactly what "performance behaviors" he was talking about if it isn't related to hard data like ACV or activity? Sounds like an intentionally vague reason which begs the question, have you had any personal issues with anyone in the company lately?

Also, it doesn't really matter that you're the only working mom on a team full of young single males or recently new young male parents. They'll expect you to perform according to your compensation. If you're getting the same salary as your coworkers, you should be producing equal or greater results.

At any rate, if you haven't already, you should have a conversation with the CRO about exactly what the issue is. Wouldn't hurt to highlight the fact that you only took half of your owed maternity leave but also, don't be surprised if he mentions the fact that nobody asked you to do that.

Also, as I think about this, it's possible they never fully intended to make good on the 12-month maternity leave, and even six months was too much for them. If that's the case, you're better off finding somewhere else as that spells trouble for the future. Likely shady commissioning practices and unfair quota expectations waiting around the corner.

CuriousFox

WR Officer

🦊

Get all of your facts together and consult an attorney asap.

jefe

Arsonist

🍁

Or barrister or solicitor whatever the fuck...

Wellss

Tycoon

Channel sales

I'd be leaning towards the more upset & outraged reaction if I were in your shoes. The part that would get me the most is, like you said, you should technically still be on maternity leave but chose to come back early. Unfortunately the only thing I can think of to do in this case is bring that point up to the CRO in your discussions. Or, of course, leave for a company who is going to respect you coming back early instead of punishing you! I hope everything works out for you!

SaaSyMum

Executive

AE (Account Executive)

That's the funny part - my CRO refuses to even acknowledge this and every meeting I try to set up for us he cancels! Same with my direct boss. I'm def keeping tabs on everything on my own end if this were to blow up but it's very one-sided and I haven't had the chance to explain myself for these "performance behaviors" one bit. I'd love to call them out for it and say "you want to fire me for another male to take this position." but i don't know how that will go. i feel like my hands are tied and something will come back to bite me

TheIncarceration

Politicker

SDR Manager

This is unfair on so many levels. How do they expect you to overcome your PIP when they haven't even explained what "performance behaviors" they expect you to change?

SaaSyMum

Executive

AE (Account Executive)

They did, half were made up. My boss also said I'd have room to red line or make comments on it, that was a lie. I had to just sign it. I am having a call with HR today to discuss it. Try and get some advice by being as objective as possible. Let's see how this goes.

LordOfWar

Tycoon

Blow it up

This is some grade-A bullshit your employer is pulling. I hope you document everything to name and shame them should it go south.

I'm sorry I don't have any advice.

Kosta_Konfucius

Politicker

Sales Rep

Especially if you are in the green with quota, activities, and have a good working relationship with the team I would be pissed.

That is horrible they have done that, I would have them put in writing what performance you need to improve on if you are already good with activity/ACV

SaaSyMum

Executive

AE (Account Executive)

I thought I was! It wasn't until the CRO saw a Gong recording of me and my pitch was a little off. So what? I hate to bring up the millions of excuses I had for my pitch to be "off" that's why I am silencing myself in fear that nothing will change. "Fuck it or fight, it's all the same"

Sunbunny31

Politicker

Sr Sales Executive 🐰

Wait - this SINGLE recording is the entire reason for the PIP for "performance behaviors"?

Rather than intervene and use it for training and to get you in the right direction per their standards, they PIP you? And then refuse to engage to help?

What were you doing on this recording? Smoking a bong? I mean, seriously!

SaasSlingin

Politicker

Sr AE

Feel like I’m hearing about recorded calls screwing people more and more

SaaSyMum

Executive

AE (Account Executive)

It’s definitely the new wave of micromanaging. Everything is recorded! There’s positives to it but equal negatives as well

SaaSyMum

Executive

AE (Account Executive)

Exactly. I feel like they just skipped a few steps and would rather PIP me than to actively try to help me and communicate with me how to do better. Not put me on this stressful timeline of self doubt within the company. My boss literally asked me “should I give you a runway?” I told him I didn’t k ow what that meant.

Sunbunny31

Politicker

Sr Sales Executive 🐰

Your manager should use it as a training tool. Unless there are other issues with your performance that are too significant to ignore (and I'm going to assume that is not the case and they're just lame or lazy), this should be a way for them to address things they'd like to see improvement in.

I'm an EAE. I've been doing this for a while, but I can stumble through a call with the best of them. (or the worst). The job gets done! My ramp period had some adjustments to make sure I was using the correct words as I learned the solution and the important terminology, but I also know that I'm definitely not perfect every single time now that I've been set free, and if a single call was used to put me on a PIP, I'd be beside myself.

People fall in love with tech without using it properly. SMH.

HappyGilmore

Politicker

Account Executive

That's pretty unfair of them to do after you've come back from 6 months of mat leave. You have every right to be upset and should chat with the CRO about what the reason is behind the PIP

TennisandSales

Politicker

Head Of Sales

FUCK that. wow i would be super pissed.

Also do you have the option to take the other 6 months at a different time?

I would 100% set a meeting with that CRO and demand some more details.
this sounds shady AF!

id be ready to play the whole "you know I am the only working mom on this team, Im starting to see why." card at ANY moment. this would be a terrible PR hit if you leave for this.

PineappleYa

Opinionated

I fully think you need to document writing & emails w your private email bcc’d all your outreaches on details for what the KPIs are they want where you are falling short and request some additional training and guidance. Consult a lawyer for sure and find out what they recommend.
If it looks super bleak on the legal side determine w HR if u can split up when u take mat leave and take the rest of it while you job search … if you can have a possible legal recourse try the below:

“My historical performance has been xyz metrics/quotas/ accolades.
Having returned from an abbreviated maternity leave to ensure I helped the team with xyz I was excited to return to work to continue my success at company name.

Recently I was put on a pip and I hope to immediately address this.
How can I get a detailed written list if areas to improve upon with examples of where I went off track/can improve and how specifically to improve these areas with actionable training/coaching and expected outcomes/ metrics?

When is a good time this week we can review these items together to make a plan for my successful return to work and to ensure I meet or exceed all expectations? “

Pachacuti

Politicker

They call me Daddy, Sales Daddy

Did they detail the Performance Behaviors? Can you do a comparison of now -vs- then?
Can you jump back into paid maternity leave?

SaaSyMum

Executive

AE (Account Executive)

Unfortunately I can’t do the comparison since the CRO is new and never knew about my past performance and my new boss who I directly report to was hired from within and he has no idea what he’s doing. It’s definitely a case of not liking me and quiet firing me out of the company, without a doubt. I just feel like I need to fight this

Pachacuti

Politicker

They call me Daddy, Sales Daddy

Well that is unfortunate and it sucks. But it’s good that you recognize it now so you have a chance to get ahead of it.

jefe

Arsonist

🍁

This ain't right. And sounds like a load of BS.

Congrats on the wee one.

kelvin26

Fire Starter

administrative manager

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Donutpanda

Executive

Enterprise Account Executive

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SaaSyMum

PIP after 6 months of being on Mat Leave in the SaaS space. Is this fair?

25 comments

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