Dear *****,
Please accept this letter as my resignation from ***** Fitness. Thank you for hiring me for the position. I have decided to leave due to poor supervision and training and a performance improvement plan based on false information and vagaries. Based on that last point, my last day of work is today.
I have worked for ****** since **** *, 2022. You informed me I would have a one-month training period. You were only available to train me my first two weeks. That's on you. I can't simply guess **'s operating practices, norms and program guidance. You shared the personal reasons you weren't at work and, since I'm human, I understood and rolled with it. I wonder, though, should you be put on a PIP for telling me about your personal life?
During today's review, you did bring up some fair points. There are definitely areas of improvement I need to work on. I own that and have been working diligently to get better. It’s my first 90 days here but I've committed to get better. Here's what you should own up to if this were a 360 degree review: you failed to train me properly and you haven't made an effort to work the same shift as me to help properly assess and improve my performance. More critically, you falsely claimed I told a customer that they would get the first month free for the ******** promotion and falsely claimed I clocked out yesterday at 9:30 pm last night when Paychex clearly shows me logging out at 9:00 pm. The more important question is “Why did I clock out at 9?” The answer is: because I was selling. That's my job – to sell – and I've been figuring out how to do it without your assistance. Making this worse, much of the feedback you gave me was second-hand information, not what you’ve actually witnessed. We rarely work the same shift so you are not in a position to know about the progress I have been making.
I enjoyed this job initially and I was motivated to do the work and learn. I’ve worked hard at ******** every single shift and my closing percentage was nearly the same as the other SA who has sales experience prior to this job. I took this performance improvement plan seriously and I spent all of my shifts working as hard, efficiently, and accurately as possible. I show up on time and do the work. When you called yesterday at the last minute and asked me to work your shift on my day off, I agreed and cancelled plans as a show of commitment – not because it benefitted me. It’s impossible to win in this situation because if I spend the time to sell a ****** membership during my last shift as well as vacuum, mop, and switch the rower batteries after, I’m told I'm not efficient with my time even though I'm doing the job.
One final point on integrity. To tell me yesterday I had nothing to worry about today in order to get me to work your shift and then perform the hatchet job today just put the icing on the cake. If an employee is performing poorly, be consistent with your messaging – even if you're not telling the whole story.
There's no integrity in the paper trail of this performance review you've documented. Your HR and Legal Counsel can verify that if you're curious. While you're talking to them, ask them what “constructive dismissal” is. There may be a paper trail here for that.
******** Fitness seems like a decent company. Based on this email though, the wrong person may have received the Performance Improvement Plan.