I recently had a challenging experience at my new job in an academic setting where I am currently in my six-month probation period. I received a performance appraisal that felt overwhelmingly negative and unexpected, especially since I had no prior indications that my performance was lacking. During my review meeting, my manager asked me to rewrite my appraisal before she sends it to HR, which raised my concerns that this could be leading to a Performance Improvement Plan (PIP). Initially, I thought the meeting would be a straightforward discussion about my performance, but it quickly turned into a session where my manager scrutinized every aspect of my work, even the areas where I was rated highly. For instance, I was praised for efficiently processing reimbursements and travel arrangements, but instead of celebrating those successes, she pushed me to find ways to improve on tasks that were already running smoothly. I had included context in my appraisal to explain how I manage my responsibilities, but my manager insisted that I remove that information and replace it with specific actions for improvement, which felt like an unfair representation of my work. Additionally, she wanted me to take out her own positive feedback and detailed notes, which made me feel like I was being set up to appear as if I was underperforming in all areas. Now, I’m worried that the document I’m sending back will reflect a list of deficiencies rather than a balanced view of my performance. I have an appointment with the ombuds office soon to discuss this, but I feel pressured to submit the revised document before I can get any advice. This whole process has left me feeling anxious and uncertain about my future in the role.