What are your thought about PIP (performance improvement plans).

74 Comments

1. AnonymousMarch 9,2024 at 11:33AM UTC

   I have and it is.

   I was on one fo "failure to follow instructions " - instructions changed MULTIPLE times daily- I was an analyst and their guidelines changed with the weather

   My only saving grace with that organization is that daily, as each guideline was adjusted, I'd document in my daily achievements/tasks that I kept for myself. My manager saw in detail daily what I did and didn't according to processes that day, including weekends

2. AnonymousMarch 9,2024 at 1:38PM UTC

   Wow that’s insane and so sorry that happened to you! A lot of these managers have no clue and hate to say it but I experience the worst with woman bosses (not all a sprinkle of a few good ones).

3. AnonymousMarch 9,2024 at 2:41PM UTC

   She was a woman and I accomplished a lot in a short time. Anything GOOD was ignored. Anything bad, well...

   My mentor saw the good in me and stuck up for me, but she had been able to only so much

4. AnonymousMarch 9,2024 at 1:53PM UTC

   I have and I think it is….

   it was terrible and when the time came to let me go, that document seemed very different from the PIP

   it may be possible to use it in a more kind way or have a different process. My current employer in a very different field had something similar but it was more about offering support and included them meeting with me once a week for four weeks and offering support/extra training. (They don’t know what they’re doing and are younger than me but the experience was more supportive although they lack a lot of initial training)

5. AnonymousMarch 10,2024 at 3:24PM UTC

   This happened to me. When they terminated me, the PIP had already expired, and the reason for termination had nothing to do with the PIP, but they tried to use the PIP to declare "for cause" to UI to deny me unemployment. I appealed and won, even though the company had an attorney and I didn't. Plus, the UI referee chewed out my boss and the attorney in front of me for attempting to claim cause when I had never been written up for it, and it wasn't for something egregious (it was for errors in some paperwork I hadn't been fully trained on). What they were doing was laying me off because the patient census had dropped, and I had the fewest. It was a fraud on their part, trying not to take a hit on their UI premiums.

6. AnonymousMarch 9,2024 at 3:02PM UTC

   I have, and I think it was.

   I have also put employees on a PIP, intended as a wake-up call. Many of these employees completed the plan and were never written up again, as the wake-up worked. For some employers, supervisors, and companies, the PIP is the first step out the door. For others, it is a written memorandum that their performance is being noticed as deficient in some area that needs improvement.

   The best way to tell the difference is if there are tangible goals and steps within the plan and interim conferences or 1:1 with the manager. Most PIPs will include the phrase that failure to meet the goals could result in further action "up to and including termination of employment," so that alone isn't an indicator. If the goals stated within the PIP are obscure or highly subjective, and there are no check-ins with management, then it is likely a way to start pushing the person out.

7. AnonymousMarch 10,2024 at 12:30PM UTC

   We have an employee that we’re going to put on a PIP.

   TBH, I really hope they do not make an effort to change and just coast till termination. I suppose to an outsider that might sound cruel - but two years into consistently missed deadlines, almost never being online during working hours, almost never handing anything in, suspected substance abuse, lying, bullying, stalling and just generally being a liability…I am not sure the damage to many working relationships can be mended.

   I suspect the level of good faith intention of the PIP process is different everywhere. Need for smaller improvements in process should be handled before it gets to PIP stage but maybe some employers are more cavalier about bringing out the big guns early on.

8. AnonymousMarch 10,2024 at 5:31PM UTC

   This sounds like beyond a pip and all I can say is document document document because if there are no legit examples and PROOF there is no way you can get rid of the employee. Perhaps also talk to the employee maybe they are going through something.

9. AnonymousMarch 10,2024 at 6:47PM UTC

   Multiple documented issues, HR already involved. They have been going thru marital issues and originally management was willing to give some grace. This would be an instance of a PIP being used when it’s probably already too late but you never know. I imagine some employers use PIPs as more of a wake up call.

10. AnonymousMarch 10,2024 at 12:33PM UTC

    I am now, and it's been stated by my manager that it is. Working through the PIP as I make decisions to retire and be part-time. Simply don't need the harsh attitude towards elders in the workplace. Companies are showing older people the door in high positions who work methodically with a different tone and intention when it's not about wanting the power.

11. AnonymousMarch 11,2024 at 11:45PM UTC

    So sorry you have to deal with this.

12. AnonymousMarch 10,2024 at 2:58PM UTC

    Once I was put in a pip because I disagreed with management.
    A week prior I was told in my review I had exceeded expectations. They would use the pip to control employees.

    What happened in my case was. I didnt agree with the staff getting the director fire and lying and saying she was mentally unable and then following the firing they left for a 3 hours happy during the work day. I told them that I couldn’t attend following that I was put on a pip. Luckily I found another job during the pip I also submitted a rebuttal and quit then they were mad that I decided to leave and my direct manager cried! It’s often used in the wrong way with no intention of the employee improving or in my case getting with the program.

13. AnonymousMarch 10,2024 at 5:29PM UTC

    That’s horrible and so unfortunate that that happened to you. People leave jobs they leave bad managers and management. I have a strong dislike for the corporate world even though it does pay the bills. The lack of ethics and morals is sickening!

14. AnonymousMarch 11,2024 at 3:37PM UTC

    I was on PIP for the previous job because I didn't agree with my manager when she delivered some ‘feedback’ from our agency after my two consecutive years of exceeding expectations and two raises + promotions within 4 years (I have the same ‘feedback’ to the agency because I thought they were doing a terrible job just like everyone else thought - and I wasn't the only one complaining).

    My manager sided with the agency (they were kissing asses A LOT and not really doing a good job so everyone complained about that agency) and put me on PIP - I was also going through a divorce and under extreme stress. I delivered every goals on the PIP and she still decided to terminate me also because she can no longer gives me what I want / more raises + promotion. This seemed to be a great idea to fire me and promote someone with a much lower pay so it stays within budget, which she did a year later.

    I ended up hiring a lawyer and increased my severance package to 2x. And the company fired the agency two months after I left.

15. AnonymousMarch 12,2024 at 7:43PM UTC

    I've been put on a PIP, after stellar reviews and performing at the highest level in the organization. Survive more than 1 at this organization. Only to be let go from false reporting from staff. (I was told by my direct supervisor they figure out they made a mistake when revenues began dwindling and the same staff was found out trying to do the same to another director. )

    Unfortunately, women who do not like you, drum up these PIP's to passive aggressively get you to leave or open the door to move you out. It's a tool of mean girls in corporate America.

16. AnonymousMarch 10,2024 at 5:34PM UTC

    So sad how many of us have gone through these unfair practices of managers using PIPs as a way to exit the employee from the organization not realizing the impact they have on the mental health and financial impacts to the employee and the love ones they support. There’s a special place in hell for managers that do this!

17. AnonymousMarch 10,2024 at 9:52PM UTC

    No one is owed a job - especially if they can't/won't do the job they are being paid to do. I would love if a PIP would get someone back on the right track, but the only times I've had to use one were when we'd already done everything possible to try to get the employee up to the standard we needed. So, yes, by the time we started the PIP, we were over it and were just running the clock out to get rid of a terrible employee (PIP was HR requirement before we could terminate). Since crappy employees cause good employees to leave, I don't see how managers deserve to go to hell for doing their own jobs.

    If I ever got put on a PIP, I'd see it as my notice to look for another job immediately.

18. AnonymousMarch 11,2024 at 12:06PM UTC

    Most relevant post on this entire thread

19. AnonymousMarch 11,2024 at 11:38PM UTC

    i apologize I mean all managers who use the PIP for the wrong reason should go to hell! :)

    I am also a manager as well and I’ve been on both sides of the coin. One where I had to give a PIP to employees in which case they succeeded and were taken off. Another unfortunately was exited as she had not done her job at all and tried everything to help the employee but she kind of gave up so unfortunately yes she was exited. I myself have been on a PIP because deep down the manager I worked for felt I knew more than her and used it as a tool to get rid of me but God has a funny way of working things out. Like I said there are some bad apples who use it for the wrong reasons and manager just need to be properly trained and HR needs to ensure they understand both sides of the story as you do have some managers that nit pick or will set unrealistic expectations with no goal for the employee to succeed. So again to hell with all bad managers and bad management!!!

20. AnonymousMarch 17,2024 at 7:39AM UTC

    Since when has HR actually taken the employee's side of the story into account on anything?

21. AnonymousMarch 11,2024 at 6:19PM UTC

    I had a stellar yearly performance review and was told I was doing great job and they were happy to have me. Two weeks later I was put on a pip, because I disagreed with how someone was wrongly fired. I found out when I went to hr they had not submitted it and they also did the same to another colleague when she didn’t go along with whatever they wanted. So it’s not always performance based, but I took the hint and got the heck out of there. Found a new job. When I put my notice in, they asked me why do I want to leave?? Wtf! If they are going to put you on a pip for any reasons, it’s time to go.

22. AnonymousMarch 10,2024 at 9:11PM UTC

    I was let go after 3 years and no complaints or reprimands and never one PIP. I wish someone would have brought up any issues instead of just sighting “moving in a new direction.” I at least with one I’d have started looking and moved on instead of this insane job market and spending 40 hours a week hunting with no real responses but a few.

23. AnonymousMarch 11,2024 at 11:30PM UTC

    How can they let you go with no write ups or no PIP if it is indeed performance related?

24. AnonymousMarch 17,2024 at 7:38AM UTC

    In an at-will state they can really just say they are moving in another direction or terminating you. Some will offer severance to give you an incentive to not sue.

25. AnonymousMarch 11,2024 at 12:07PM UTC

    If you’re put on a PIP, your time with an employer is coming to an end.

26. AnonymousMarch 11,2024 at 4:04PM UTC

    Not necessarily. I've partnered with managers to successfully get their employees on the right track through utilizing a PIP.

27. AnonymousMarch 11,2024 at 11:29PM UTC

    I really do believe this but then again as a manager myself when I’ve put people on PIPs I’ve always gotten them off it and really did use it as a tool to support them. As painful as a PIP is for the employee it does create more work for the manager so why would I even want to put an employee on one unless they were doing really poorly and just needed the week over week guidance in a formal manner which also created a level of accountability. No one under my watch who was on a PIP was let go but I can speak for other managers who unfortunately use it as a tool to get rid of employees. These are the bad apples that make it bad for good managers.

28. AnonymousMarch 17,2024 at 7:37AM UTC

    The stigma of a PIP and how low the odds are of getting through one successfully make it impossible for any employee to believe it's to support them. Almost every single search result related to being put on a PIP tells you you're about to be fired.

    Plus if the person's struggle has a root cause of depression or a similar health issue, it only makes things worse.

    You must be an amazing manager, because I don't know anyone whose ever been put on a PIP who has actually wanted to stay with their manager.

29. AnonymousMarch 11,2024 at 12:56PM UTC

    My goal with a PIP is almost always to get the employee off it, but it is also often an important documenting step in the HR process if someone does need to be terminated.

30. AnonymousMarch 11,2024 at 1:10PM UTC

    Most managers I've worked with use PIPs as a way to start the termination process for underperforming employees. If it's a good manager they've already been trying to coach the employee to improve their performance but it hasn't been successful to that point, and the PIP is the next step. I've seen very few employees pass a PIP, and where I've worked HR will not allow termination on performance unless the employee has been put on a PIP first.

31. GirlBossanova934974March 11,2024 at 1:28PM UTC

    Unfortunately, PIPs are used by too many companies to railroad good employees right out the door.
    In my case, one minute, I was doing quite well according to my latest performance appraisal. The next minute, I discovered the company was faking up revenue aka bunko accounting, REPORTED IT, and the next minute, I was on a PIP. Turns out the Plant Manager was up to his eyeballs in funny money accounting. He was faking up revenue, inventory, and customer counts. I was terminated 90 days later. The good news? A year later, the Corporate Auditors showed up and politely escorted the Plant Manager out the back door. I tried to file a lawsuit but since it was not age discrimination or something like that, no lawyer would take on the case.

32. AnonymousMarch 11,2024 at 10:45PM UTC

    Some laws protect whistleblowers. I'm unsure of the process or the statute of limitations, but those can be the only reasons a lawyer would not look at the case, at least the only reasons I know.

33. AnonymousMarch 11,2024 at 2:20PM UTC

    As someone who was previously put on a PIP I can say it absolutely destroyed my mental health. My manager would in one breathe tell me she was trying to help me and at the same time nitpick every single thing I did. I'm in a much better place now and was able to leave that company with a severance and a new job for which I am grateful, but I would never want that experience again.

34. AnonymousMarch 12,2024 at 11:42AM UTC

    Sounds like we lived the same life. I highly dislike managers who use the PIP for the wrong reason. It’s like one minute I’m exceeding at my job and then next it’s I’m on a PIP and my boss could never even come up with clear cut examples when asked she would just nitpick and make up stuff. I really hate my old boss and hope she burns in hell.

35. AnonymousMarch 12,2024 at 3:24PM UTC

    I wonder if she's also MY old boss? Same bad experience!

36. AnonymousMarch 12,2024 at 12:36PM UTC

    same. still recovering.

37. AnonymousMarch 16,2024 at 12:13AM UTC

    So sorry I know not the easiest and I honestly empathize with you.

38. AnonymousMarch 11,2024 at 6:43PM UTC

    This is exactly what happened to me 2 weeks ago. A new team lead came in and put me on a pip so she could get me out. It’s a horrible thing to do to am employee.

39. AnonymousMarch 11,2024 at 8:35PM UTC

    Pips are a way to get rid of you

40. AnonymousMarch 16,2024 at 12:12AM UTC

    They definitely are!

41. AnonymousMarch 11,2024 at 9:32PM UTC

    Consider it a favor if you are in an employment at-will State. It’s your Employer’s way of informing you that you are about to be fired. They could have let you go immediately and made up some bs excuse. This way you have a heads up so that you can start your job search while getting paid and try to save money like crazy. Consider your PIP end date your termination date.

42. Olivia PhillipsMarch 11,2024 at 10:08PM UTC

    They’re used to get rid of people. They are almost impossible to survive. I just read an article on this that may give additional insight as well https://www.businessinsider.com/pip-start-looking-job-good-bad-managers-2024-3?amp

43. AnonymousMarch 12,2024 at 11:45AM UTC

    The thing is managers sometimes don’t realize the mental damage and implications they can have on an employee by putting them on a PIP. Now an employee might become further disnengaged or feel like they have to be on pins and needles with their boss. I know me for me once my boss put me on a pip I hated every interaction with this woman because I knew deep down she put me on the pip for no reason and felt I could do nothing about it as hr is just as hopeless.

44. AnonymousMarch 12,2024 at 3:23PM UTC

    Exactly! I thought the PIP was bullsh1t and said so--not in that exact word until things ended, but I said it was wrong every single time we met!

    The situation was abusive that I had no interest in staying. Spent all my time the last few weeks there on job search activities. TOTALLY disengaged!

45. AnonymousMarch 16,2024 at 12:12AM UTC

    Girllll a lot of times the PIP is bs. It’s just some managers abuse their so called power. I’m all for when it is used for the right reasons for really poor performers. But when you are blindsided or it feels a bit targeted then it becomes a problem.

46. AnonymousApril 4,2024 at 1:12AM UTC

    There is also using it when it's the wrong tool for the job, so to speak. Someone struggling to get through a close family member's end of life situation isn't going to be 100% and no one cared that a PIP made it worse.

    But the CEO blathered on about the importance of mental health . . . . <vomits>

47. AnonymousMarch 12,2024 at 1:11PM UTC

    Yes - they are always a way to start a document process to get rid of you. Even if you “survive “ the PIP they will utilize if in “position eliminations”. Their goal is that either you 1- you’ll find a new job and quit. Or 2- you fail and they can fire you. Those options remove them from having to pay unemployment and having their unemployment insurance rates rise.

    If you survive - plan on them finding a way to “position eliminate” you - at least at that point you’ll unemployment with no questions and even sometimes with a nominal severance (with stipulations of course)

48. AnonymousMarch 16,2024 at 12:11AM UTC

    This is exactly what happened to me. So spot on. I honestly just hate when managers use it for the wrong purpose and you as these employee have your back up against the wall since it becomes targeted and a bit retaliatory regardless what you do.

49. AnonymousMarch 21,2024 at 1:09AM UTC

    Agreed

50. AnonymousMarch 17,2024 at 7:32AM UTC

    I know someone who got through the PIP and was fired shortly after without a real reason.

51. AnonymousMarch 18,2024 at 6:19PM UTC

    Yep! Survived one and was later "let go" (basically laid off without severance) during a mass layoff over a year later. Despite the assurances that it wouldn't affect my record once I fulfilled the terms of it, the VP announced to all of her staff that nobody "except one problem employee" would be laid off from her department. Guess who that was...

52. AleshaMarch 12,2024 at 1:30PM UTC

    I've had staff members not only survive a pip but thrive afterwards (and go on to become managers). PIP's shouldn't be a surprise. This is for employees who have had repeat performance issues where you've met with them multiple times. PIP's shouldn't be used to get rid of employees.

53. AnonymousMarch 12,2024 at 8:17PM UTC

    I've had the same experience. I've also had some miserable failures, usually attendance issues. Flex schedules or reducing to part-time weren't options, but they were always late when they did get to work. I had one who went through all her PTO (vacation, sick, and personal time) and then expected to be paid for a vacation she had scheduled to go to a wedding. She had scheduled and had the vacation approved before running out of PTO but had to take it without pay.

54. AnonymousMarch 12,2024 at 1:45PM UTC

    In my experience, a PIP happens after I have tried to coach someone for months beforehand without success. Given there is an HR component to it, I try to avoid it until I have no other option. Even then, I try to give obtainable goals with the hope that maybe things will start to click for that person.

55. Jaki EvansMarch 12,2024 at 3:16PM UTC

    I believe your comments are on point - and this is the way a PIP is SUPPOSED to work. In my experience, PIP's are used in a very threatening manner to the person. It is a lose-lose situation for the employer. They end up with a demoralized, humiliated (because gossip spreads faster than a wildfire), and scared employee. The employer, is threatening to take away the only financial security that person has, berates them, and then expects perfection along with a winning attitude. Right. Beat em till they're in line and then make em smile. Why would you do that? If talking hasn't worked (and this is based on the assumption that you HAVE discussed the issues with them), fire them. Period. Don't prolong the pain. You both need to move on. This 'trying to avoid lawsuits' is BS. What about the emotional state of the employee? Oh, that doesn't matter - we have protect the corporation. I don't get it. I wonder if whoever had the brainstorm that a PIP is good imagined the rabbit hole it would become.

56. AnonymousMarch 17,2024 at 7:31AM UTC

    Spot on. Our CEO posted a lengthy blathering thing about caring about employees' mental health and suicide prevention month while my PIP and circumstances behind it meant I was having asthma attacks daily from the stress of the situation and close to a "perfect accident" attempt myself.

    They flat-out lied to the state to try to block my unemployment.

    The job market sucks, but I'm glad to be rid of them!

57. AnonymousMarch 12,2024 at 2:01PM UTC

    In a poorly run organization, a PIP is frequently a way to chase someone out or target an individual without looking like it. They think it protects them from discrmination lawsuits.

58. Sandy PochapinMarch 12,2024 at 3:02PM UTC

    I was on a PIP once and I think they can be used two ways. A PIP can force someone to move forward on an initiative they've been dragging their feet on -- or it's a way to legally "fire" someone based on" non-performance", no matter how difficult the PIP's required standards may be to achieve.

    I've seen it both ways, but no question the PIP is there to protect the employer, not the employee.

59. AnonymousMarch 12,2024 at 4:27PM UTC

    I’ve given PIPs and also been given.. depends on managers intent.

    I’ve PIP’d Union staff that felt they were untouchable and continuously violated the rules in the CBA & employee handbook. I outlined every single infraction and attempted to coach and/or give verbal. I don’t like giving PIPs it’s not a first resort imo.

    Personal experience with my leadership… it was a labor law legal way to push me out b/c they didn’t not have justification based on performance outcomes nor merit. They’re just trying to CYA for wrongful termination lawsuit.

60. AnonymousMarch 12,2024 at 4:36PM UTC

    PIP's are to be used when properly done to course correct someone who is failing in their role. What should be included are timeboxed deliverables that include content based upon the role that the person was hired to do. In some cases they are definitely used by managers who just do not align with the folks in their team. IMHO (being in HR/legal) I find that using them for this purpose defeats the actual reasoning for them.

    If you were put on a PIP yourself think long and hard about the details of the deliverables and whether they are insurmountable or not. If you truly believe that getting out of the PIP is not likely start your job search immediately or perhaps even ask if you can be packaged out.

61. AnonymousMarch 13,2024 at 12:42AM UTC

    I was once placed on a PIP completely out of nowhere. There was never a discussion about any issues with my work and my annual reviews were excellent. For got through the PIP and realized management just wants to get rid of me.

62. AnonymousMarch 15,2024 at 1:37AM UTC

    The same thing happened to me. I was reprimanded for using the wrong font, having 1 too many decimals. All sorts of minor insignificant things. It was a way to get rid of me as I didn't think like they did. A weight was lifted when I left...and I've been successful ever since.

63. AnonymousMarch 15,2024 at 3:49AM UTC

    That is insane but such a relief to no longer work in a toxic environment.

64. LORI-ANN BURLINGAMEMarch 13,2024 at 7:45PM UTC

    As a former labor relations specialist, I worked with three (3) employee unions (over 800 union members.) Many of our managers did use PIPs to make employees aware of areas that needed improvement. They can be a positive tool in helping an employee reach his/her goals.

65. Elizabyth HarringtonMarch 13,2024 at 9:13PM UTC

    I've never seen them used productively as a tool to improve. They seem to be the tool of choice for toxic managers at bad companies, who need written CYA documentation before firing someone. I have never resorted to putting a direct report on one and never will. While it's possible to successfully survive getting put on one, it completely destroys trust on all sides and it's honestly a lot better for your mental health to leave ASAP.

66. AnonymousMarch 17,2024 at 7:25AM UTC

    You sound like a good manager because you actually understand that!

67. Elizabyth HarringtonMarch 18,2024 at 6:11PM UTC

    Thank you! Most people really want to do a good job, so it's just a matter of correcting the misalignment and working with them. This is much easier done through positive means during 1:1s than through punitive measures. Do this and you'll have a high-performing team of rockstars. Of course the downside (if you can call it that) is that at the end of the year, I've gotten some flack in the past from management for recommending all of my reports get bonuses (because they've all deserved one). But hey, it's worth it! :)

68. AnonymousMarch 15,2024 at 2:14PM UTC

    I was on one at my old job and nearly got on one at my new job.

    Old job was because the boss clearly didn't like me. When I worked with others while she was gone on maternity leave, I thrived. Everything ran smoothly. She comes back and the red pen came out for everything I did (my work was consistent with the time she was on leave). Everything I said or did was wrong and then when I recapped everything, she gaslit me into stating "that wasn't said" or that I "didn't listen properly and clearly don't grasp the fundamentals" while mocking me.

    At the new job, it is due to different styles of communication. It's ongoing but the outline is a bit clearer. This time, I did insist that my leadership also adapt their styles of communication as well as my own because they barely give me any info. It's actually been helpful this time around but I still have my guard up. So no pip because we were able to hash things out but still weary.

    Been working for 25 years and never had a problem until 4 years ago at my previous employment.

69. LizMarch 17,2024 at 7:23PM UTC

    Hello. I lived through a worst-nightmare PIP scenario. It began in my 7th month of employment and just 2 weeks after my performance review (which went fine, as I was awarded a $2,000 bonus). It began with my manager calling sudden meetings about: my phone being overheard ringing (never was a problem before, and everyone else's phones always rang); my being overheard humming; a sudden "loss of confidence" in me. I survived the PIP because they found nothing substantial. What I didn't know at first was that they were preparing to set me up for failure further down the line. The reason for the PIP was a direct report throwing me under the bus to HR in retaliation for my asking him to stop (an AVP with 18 yrs seniority with a history of inappropriate workplace relationships - I didn't see at first that his behavior was ill-intentioned because he was initially kind and charming-- and honestly, at almost 50, I thought I was too old to be THAT kind of target...until his behavior got creepier and creepier, including unannounced neck-squeezes and shoulder-rubs in the midst of the office/cube farm- it was anxiety-provoking to say the least because he didn't care who saw him). After the the PIP ended I was followed, stalked, gaslit, and given made-up write-ups. He stalked me in AND out of the office. I was fired 4 1/2 months after the nightmare began. I will never get over how much the WOMEN in management seemed to enjoy traumatizing me. When they reinstituted a brand new PIP 2 months after the first one ended, I will never forget how these awful women made eye contact when I said to them "This really began back in xxxxxxx." I knew from their looks that I was right. Make no mistake: at work, NO ONE is your friend. Go in, do your job to the best of your ability, go home. There are ways to help guide and coach employees other than a PIP (that is, IF the employee WANTS to see you/ help you succeed). A PIP is just a long, drawn-out CYA for the organization. Btw, they thought they wouldn't get sued. They were wrong. Still, in the end, that experience was not worth the payout.

70. AnonymousMarch 17,2024 at 8:31PM UTC

    Any helpful tips for an employee who was also unfairly put on a PIP?

71. LizMarch 17,2024 at 9:37PM UTC

    It really depends on WHY was the PIP was implemented (in my case, it was to protect an AVP, but also management had judged me). If it is a clear-cut case of retaliation, consult with a lawyer. Mine knew this organization and knew they were trying to make me quit and told me to ride it out, as he couldn't take my case until they fired me. Document everything, taking care to note dates and times. What also helped me was having allies- one of them gave me the name of the woman he had engaged in an illicit workplace affair with (my lawyer was armed with that and it was what brought about a quick settlement). I believe that a PIP usually spells the end and means the decision to let someone go has already been made. They should look for another job while they still have one.

72. AnonymousMarch 19,2024 at 2:41AM UTC

    Document, document, document! Also recap any verbal meetings 1/1s in email to ensure nothing was missed. This gives the manager time to address and if not should something come up you have your paper trail. Ask for feedback from others, save all kudos, etc.

73. AnonymousMarch 18,2024 at 10:34AM UTC

    PIPs really are an exit strategy for the manager of employee.

74. AnonymousMarch 18,2024 at 7:26PM UTC

    I was put on one once not too long after reporting someone for profane language during a meeting and misappropriating company funds for their own private use (a trip themselves and spouse) as I was in charge of expenses of our department.
    They weren’t my direct manager but they were still a manager. It wasn’t the first run in of their deceptive and crude behavior either that I had reported. That said, serious bugs were put in my managers' ear from this person and I was put on a PIP 4 days prior to finally going on holiday. During their meeting was just this other manager's complaints coming out of my manager mouth for things from months ago that I was never told of. I knew they had also gotten people fired for not meeting their quotas or straight up stealing their sales and it was known. I refused to co-sign the PIP as well it because I KNEW if I did I’d be confirming things I had never been responsible for and now being held accountable for or what were flat out lies. Aware of this, I knew I was being railroaded. So at that point it was better to simply quietly resign because I KNEW I’d still have problems with this manager not making it past 30 days probationary period clearly knowing none of their behavior would never have been corrected and never will, it was clearly a losing game and a means to avoid paying UI. That person is STILL there and it’s been over a year and a half and they can’t keep someone in that role for more than 2-3 months before they quit too! Leaving was the best thing I ever did.