The Disheartening Experience Of Being "Papered":

By Morgan Blake

The following is an article that I wrote several years ago when I first encountered “Papering” for the first time.

For years, I've dedicated myself to my job with unwavering loyalty and consistent performance. However, recently, the atmosphere at work has shifted. I've noticed a change not just in management's tone but also in their approach towards documentation. It's something often whispered about but seldom addressed openly—papering of employee files.

What Papering Feels Like

The term "papering" might not mean much to someone outside of a business environment, but for those of us within, it carries a weight of anxiety and mistrust. Papering refers to an employer trying to fire an employee, to do this above board an employee will often go from zero disciplinary write ups to three to four within a week.  If the employer doesn't have an HR department it can even be within one day.  To a dedicated employee, being subjected to excessive disciplinary write ups in a short period of time,  feels like a betrayal. It's as if the years of hard work and commitment are suddenly being questioned, or worse, disregarded.

The Onset of Doubt

When you've been with a company for a long time, you become part of its fabric. You contribute not just to its successes but also work through its challenges. So, when you start seeing a sudden influx of write-ups for what seem like trivial issues, it instills a deep sense of unease. The process often begins subtly—perhaps an email about a minor mistake you made, followed by a formal write-up for something as benign as arriving a few minutes late or a small error in paperwork.

The Impact on Self-Esteem and Job Performance

This kind of scrutiny doesn't just affect my view of a company; it affects my self-esteem. I begin to question my abilities and my worth to the company. Am I not the employee I thought I was? Have I been overestimating my contributions? The stress and doubt seep into my daily tasks, turning what used to be routine work into a source of potential errors and further documentation. You start walking on eggshells and wonder if the years you have given to this company may have been all for nothing, a waste of my time and the employers.  This cuts even deeper into the mental psyche when an employer you felt would be honest and straightforward with you refuses to do their job as a manager, and instead takes the easy way and gets rid of you like trash. 

The Emotional Toll

The emotional toll is perhaps the most severe consequence of this practice. As the paper trail grows, so does a feeling of impending doom—the sense that these papers will soon pave the way to my termination. The loyalty I felt towards my employer begins to erode, replaced by resentment and defensiveness. The workplace no longer feels like a space for growth and opportunity but a battlefield where every day could be my last.

Communicating With Management

In an ideal world, communication lines between employees and management would be open and constructive. However, when you're being papered, reaching out to discuss your concerns can feel risky. There's a palpable fear that speaking up might just lead to more scrutiny or hasten adverse actions against you.

A Call for Ethical Management

This experience has led me to advocate for more ethical management practices. Documenting performance issues is necessary, but it should be done with the intent to help employees improve, not just to create a case for their removal. I believe in a fair and transparent approach where feedback is given constructively, and employees are part of the conversation about their performance and expected improvements.  Where ideas and creativity can blossom and create a better environment for the employees, but by doing so it will ultimately make a better environment for the employer as well as the customers we serve every day.  By empowering your workforce they will be more apt to do more each day, only creating a more loyal, intelligent, and productive workforce 

Conclusion

To companies and managers, I ask: consider the human element in your employees. We are not just entries in a file but people who have devoted years to the growth of this organization. To fellow employees facing this issue: you're not alone, and it's okay to seek clarity on your standing and to advocate for a fair assessment of your work.

From an employee's perspective, being subjected to papering can feel like walking on a tightrope without a safety net, a disheartening shift in what might have once been a rewarding career journey.  In the end, there's always another job out there and ultimately one that will actually care about you.  If you have experienced or are experiencing “Papering”, don't feel obligated to give a 2 week notice, as your employers won't give you a 2 week notice when they terminate you!