Performance Management Used as a Weapon
Pros
Well-known brand. Some dedicated frontline employees who genuinely care about students and the mission.
Cons
In my experience, performance management was not about development — it was about control. After raising internal concerns, I was suddenly placed on a PIP that bore little resemblance to my job responsibilities or prior evaluations. Expectations shifted. Standards moved. Documentation escalated. It felt less like coaching and more like constructing a termination narrative. What was most alarming was the timing. The performance issues cited had never been formally documented before. Once concerns were raised, scrutiny intensified immediately. Feedback that had previously been neutral or positive became selectively negative. HR did not function as a neutral party. The process appeared to support management decisions rather than objectively examine them. Transparency was minimal. Psychological safety was nonexistent. Once you’re labeled a “problem,” the outcome feels predetermined. If you plan to work here, document everything. Save emails. Clarify job duties in writing. And understand how quickly your role can change if you challenge leadership.
