I am trying to survive a PIP period of time. (Not survive PIP itself, as I don't think it's realistic)

35 Comments

1. KarrieNovember 21,2025 at 6:15PM UTC

   I can relate, and I'm so sorry for what you're going through. I was in a similar situation 4 years ago (after working for the company for 6 years), and I can feel the anxiety creeping up as I read your post. I had my doctor write a letter so I legally had to get time off work for my mental health- it gave me some time to get a grip. When I told them I wasn't coming back, we arranged a SMALL severance and I set out to get another job. It felt like I was never going to get a job, but I eventually started working a PT job that turned into FT. My thoughts and prayers go out to you. None of the next steps will be easy, but know that you WILL end up in a better place.

2. AnonymousNovember 21,2025 at 8:21PM UTC

   Karrie, THANK YOU for shining some light on the darkness! I'm glad that you were able to ultimately get what you needed. I have considered potential of using FMLA or short-term disability if needed (if I just can't cope anymore). Thank you again.

3. SPQNovember 22,2025 at 6:17AM UTC

   Are you looking for the possibility of severance, or the possibility of claiming unemployment (if terminated without cause)?

   To my understanding, you can't have both. (But those of you who know better, correct me if I'm wrong).

   Asking because I'm hoping you can shed some light (for all of us who may comment or learn from this) on why you might choose (what seems like a smaller chance of) negotiating severance?
   - Is it because they could, and likely will, terminate you with cause (re: PIP) and you won't be able to claim unemployment?
   - Or, could it be if they terminate you, without cause, it hurts your professional reputation?
   - Or maybe you know that their severance packages are just the better option instead of claiming unemployment?

4. AnonymousNovember 22,2025 at 1:33PM UTC

   I have never been through this before, so I'm operating with a lot of ignorance here. My main motivation for trying to negotiate some kind of separation package is purely because I don't think I can tolerate another 60 days of this. If I simply quit, I will not be eligible for unemployment. Yes, the chance of severance is small - but like I said, optics are important to my company, and I am in a "protected" class (woman over 40) - My Hope would be that they would just give me a little bit of money to make me go away and not say anything negative about the company. Again though, I'm operating with a lot of ignorance.

   I am a little concerned as well that when/if I am terminated at the end of the pip (99% sure that I will be) they will make it hard for me to claim unemployment. To my knowledge, being fired " with cause" is usually reserved for things that directly break company policy (i.e., stealing, harassment, violating other policies, etc). But I honestly don't know.

5. AnonymousNovember 22,2025 at 2:49PM UTC

   Severance and unemployment benefits are not mutually exclusive and, depending on what state you live in, you can typically receive both. Keep in mind that if you are terminated for cause you likely will not be offered severance and not be able to collect unemployment. Some companies will offer a severance package to the terminated employee and require them to sign an agreement that they will not sue.

   Since you work for a large organization, there is likely a formal severance policy available on the company’s intranet under the HR section. You can also ask an HR representative if they can share a copy of it with you.

   As a people leader, I have had employees come back from PIP's and be successful. Others have not. You need to think about whether or not you want to keep going at this particular org, in this role, or with this manager. Also, check local laws, and review the company's policies before deciding what to do next.

6. AnonymousNovember 24,2025 at 2:57PM UTC

   having been through this, I agree that you can get both severance and unemployment (just not at the same time). Ie if you are offered 12 weeks of severance even if you take it lump sum your unemployment does not start until after the 12 weeks are up.

   and even if you are terminated for “cause” in some states - it’s a matter of waiting longer to collect unemployment as the employer tries to fight it. With that being said. - the OP needs to keep the paper trail of all the positive feedback. The canceled feedback to suddenly on a PIP and what you’ve done to meet their goals (including a copy of a PIP) -

   deciding on company sizes. They care more about kicking you out the door vs their unemployment rate increasing slightly for a few years. That small increase in employment outweighs your salary

7. AnonymousNovember 22,2025 at 2:51PM UTC

   I'm sorry—this is such a tough time of year to think about being unemployed. That said, sales are unique (as you know)—your income is based on commission, so it's difficult for the State to determine what you're entitled to. They can consider your base salary and use that, but it wouldn't be significant.

   You may be eligible for severance pay, but it's not guaranteed by law; rather, it depends on your employment contract, company policy, or specific circumstances, such as a mass layoff. While severance isn't legally required under the Fair Labor Standards Act, it can be offered to foster goodwill or might be included in your agreement. To find out what you're entitled to, review your employment contract and employee handbook, and talk to HR. Best of luck!

8. AyianNovember 22,2025 at 3:47PM UTC

   It's definitely a tricky time of year. If you're terminated following a PIP, you're still eligible for unemployment, even with a severance. I have no advice about negotiating for severance when you're on a PIP, but I would definitely start with documenting the specific changes that made your goals harder to hit. All the best.

9. AnonymousNovember 24,2025 at 1:49PM UTC

   Ayian, thank you.

10. AnonymousNovember 22,2025 at 4:46PM UTC

    Simple answer is probably not. In sales you are held to often not attainable numbers and often when there is a leadership or manager change they up the numbers to try to stimulate you to do more. If you are failing your numbers they have no reason to package you out. Best would be to lick your wounds, assume the worst (yes, I am usually the upbeat respondent here)and start to look for something else. Best is to use your customer network and perhaps even apply to the place that the new manager left. Let them know the company is going through changes (don't share granular details) and that you would love to take your experience at your current employer and bring it to a competitor. Take a deep breath, this is the worst time of year for job searching unless you are in a B2C sales role and so expect it may be February before most companies seriously start to hire again. So sorry for what you are going through, unless you really hit things hard it and meet the pip head on, ugh. Unless since you list your age you think there is some ageism going on (if so consult a lawyer), hang in there and do things outside of work to keep your sense of calm.

11. AnonymousNovember 22,2025 at 6:20PM UTC

    Serious question: why does this board always jump to hiring a lawyer? The OP is pretty upfront about not hitting sales numbers...in a sales position! Help me understand how ageism is playing a role here?

12. AnonymousNovember 22,2025 at 8:23PM UTC

    OP here. I don't think ageism is actually playing a role, but from the company's perspective, being highly risk averse and caring greatly about optics, I wondered if they would consider it (age + being female) a risk they'd simply rather not deal with (and thus just pay me a little bit to not leave a bad Glassdoor review or worse....this s*@t happens).

13. AnonymousNovember 23,2025 at 6:06PM UTC

    OP above: I work in HR/legal and suggested speaking to an attorney because she mentioned her age and perhaps that is a factor in what she is dealing with here. No need to respond to my advisement in such a negative fashion as often speaking with an attorney for some may give comfort if it is fixable or an EEO or retaliation issue.

14. BarbaraNovember 23,2025 at 7:06PM UTC

    All excellent insights. However there is no incentive for a lawyer here. The company is doing everything to the letter. Being in sales makes performance metrics very easy.

15. GirlBossanova934974November 23,2025 at 2:28PM UTC

    First question should be about the PIP. Can you meet those sales goals and how far are you away from them? Next, I would be working like crazy trying to get out of that place. You can get a severance payment and unemployment after your departure but I would focus on getting out of there. Use your customers as a place to start. Ask around! Look at competitors.

16. AnonymousNovember 23,2025 at 7:53PM UTC

    Thank you. I'm not confident about the goals... I am stellar at renewables and increasing the value of existing accounts , and the PIP document has strong emphasis on bringing in new business (which everyone on my team struggles with ). I ran the PIP document and the transcription of the PIP meeting through one of the AI tools, and the feedback I got was that this document was simply a legal paper trail to drive a termination. But who knows if that's accurate. I'm still going to do my job and try my best.

    And yes, I am trying like crazy to get out of here. Thanks again.

17. Barbara M.November 24,2025 at 9:24AM UTC

    You were publicly praised for major wins. No negative reviews. No formal coaching. Nothing on paper. Then suddenly a PIP appears.

    Performance doesn’t deteriorate that quickly. Companies do, though.

    Sadly, this pattern usually means the budget, headcount plan, or strategic direction changed and the PIP is simply the “paper trail” they need as a cost neutral alternative to severance. HR prefers it because it reduces legal risk: “We coached performance and it didn’t improve.”

    So many smart, capable professionals walk through a PIP at some point, especially in high-pressure companies. It doesn’t define you, and it doesn’t predict your future.

    You’re already doing the right thing by job searching. This time of year is slow (managers are on PTO, teams are in holiday mode, year-end reporting is taking priority), but people DO get hired. And one encouraging truth: the market resets and moves faster in January. Companies want to start the year strong. So January often becomes a “let’s get the right people in the door” month.

    Be gentle with yourself right now. You’re reacting the way anyone would. None of this takes away from the good work you’ve done or the experience and strengths you’ll bring with you in your next role or opportunity.

    Wishing you the best.

18. AnonymousNovember 24,2025 at 1:32PM UTC

    Barbara, thank you so much for your words. I can't tell you how much they mean right now.

19. AnonymousNovember 24,2025 at 2:05PM UTC

    Contact an employment lawyer. My guess is since you’re on a PIP they may not offer severance, but the lawyer will have more info about options.

20. AnonymousNovember 25,2025 at 1:44PM UTC

    Thank you... I just reached out to someone yesterday, waiting to hear back. They've been giving my sales opportunities to the two guys on my team, accounts where I've put in the time to build up a relationship, and even earned money. Right now I'm just documenting everything and trying to keep my ego out of it.

21. AnonymousNovember 24,2025 at 3:16PM UTC

    Hello. I am sorry to hear about your situation. Unfortunately PIPs are not utilized how they are intended to help and provide support for improved performance/behaviors. I recommend reaching out to Dan Goodman. He is an employee advocate who offers services to navigate PIPs and negotiate severances. Here is the link: https://www.linkedin.com/in/daniel-goodman2001/

22. AnonymousNovember 25,2025 at 1:44PM UTC

    Thank you, I'm familiar with his posts on LinkedIn. I will keep him in mind.

23. AnonymousNovember 25,2025 at 1:25PM UTC

    I’ve been through this too. PIPs are tricky; at some companies, they exist only as a paper trail so the company can fire you. At others, they are actually a tool to help you get better. You’re doing the right thing by keeping your resume polished and looking for job leads. Sending you good energy!!

24. AnonymousNovember 25,2025 at 1:45PM UTC

    Thank you!! I will take all the good energy I can get.

25. Kathy SijanNovember 25,2025 at 1:45PM UTC

    I'm really sorry to hear that you're going through such a tough situation at work. It sounds incredibly challenging, especially with the compounded stressors affecting your mental health. Here’s some guidance on your options regarding a severance agreement during the PIP process.

    Understanding Your Situation

    It’s essential to recognize a few key factors:

    Company Environment: The company culture and current focus on efficiencies might affect how they handle your situation. If they are prioritizing optics, they may prefer to manage the situation discreetly rather than through a prolonged PIP.

    Performance Reviews: The lack of red flags in your performance reviews is a positive indicator. If others have similar sentiments regarding your boss’s management style, this could strengthen your case when negotiating.

    Mental Health: Your mental health is a priority. It's important to consider how ongoing stress from the PIP could impact you further.

    Options for Negotiation

    1. Prepare for the Conversation

    Document Everything: Keep records of your achievements, positive reviews, and any communications regarding your performance. This will help you present a strong case for negotiation.

    Understand Company Policies: Familiarize yourself with any existing severance policies within your company. Knowing what others have received can strengthen your negotiation.

    2. Approach HR

    Request a Meeting: Schedule a meeting with HR to discuss your situation. Be honest about your mental health struggles and the impact of the current environment on your performance.

    Propose a Mutual Agreement: Frame your request for a severance agreement as a mutual benefit—allowing you to focus on your well-being while they maintain a positive public image.

    Highlight Performance and Potential: Stress that while the current numbers may not reflect your capability, you have a history of achievements that demonstrate your potential.

    What to Consider

    Exit Strategy: Be clear about what you want in terms of severance. This could include financial compensation or support for your job search.

    Timing: Approach this discussion soon, considering your mental health and the time frame of the PIP.

    Legal Consultation: If possible, consult with an employment attorney. They can guide you on your rights and help you assess the viability of your request.

    Final Thoughts

    It's entirely reasonable to seek a resolution that respects your contributions and mental health. Your well-being is paramount, especially in such a stressful and complex environment. Even if you're feeling overwhelmed, remember that it's okay to advocate for yourself and your future.

26. AnonymousNovember 25,2025 at 2:45PM UTC

    Just quit. I was put on a PIP, after I filed an EEO complaint. It was blantent retaliation. It wrecked me, emotionally, physically, mentally.

    Knowing what I know now, it wasn't worth it. I was approved for unemployment benefits, so that was good.

27. AnonymousNovember 25,2025 at 6:31PM UTC

    Thank you for sharing. That is horrible and simply amazing that companies pull these tactics. Let me ask, did you get unemployment because you were able to prove it was retaliation?

    I've been told that if I just quit (I'm in the United States), I won't be eligible for unemployment.

28. Changemaker828603December 2,2025 at 6:47PM UTC

    Yes. The unemployment saw it was blatant retaliation. I will tell you, after I quit I found a job right away, an excellent one. But I was SO mentally and emotionally spent, I did mess up, and was terminated. I should have just stayed on unemployment and spent my time healing and getting better.

    That is okay though. I found a better fit for me, and don't carry the anger any more. Just quit, file for unemployment, and if needed go through adjudication if it is denied. You will prevail. If nothing else, just leave for your mental health. A PIP done out of cruelty rather than a genuine effort to provide assistance and help to improve, just isn't worth it. There are psychopaths in offices, who get their need for cruelty to other met, by preying on who ever they perceive as the weakest. Their cunning is beyond what you can imagine.

29. AnonymousDecember 5,2025 at 11:59AM UTC

    Thank you for sharing this outcome you experienced. It's totally understandable that you would have had a tough time at the next job - there is definitely some healing to do from these situations. This is where I currently am - getting interviews, but I feel so unable to just jump into a new job. I'm glad you're in a better place now.

30. AnonymousDecember 8,2025 at 2:16PM UTC

    If you quit you won't be eligible for severance or unemployment.

31. AnonymousNovember 25,2025 at 3:12PM UTC

    I am so sorry you are going through this unpleasant situation! You deserve better, and, having been through similar corporate games, I am going to share with you some of the things I learned:

    • Take a deep breath and slowly exhale often. Keep your nervous system regulated.

    • Large companies do not care about people, they care about their bottom line. If your numbers are suffering, regardless of how good of an employee you are, it does make you a target.

    • HR is NOT your friend. They are there to protect the company's interests. You have to be the best advocate for yourself.

    • As an employee, you are ENTITLED to a performance review. A boss who SKIPS your performance review is shirking their responsibilities. (How are you supposed to know something is wrong if they don't give you this feedback?) You have to consider the PIP your feedback.

    • A PIP gives a company "cause" to let someone go who has previously received - even a decade's worth of - positive performance reviews. (Ask me how I know.) It's a setup to cover themselves in case they decide to let you go.

    • There is no such thing as a "pseudo PIP." They are calling it that, but how do you think present or future superiors (bosses or HR reps) will look at it in your file? This is damaging to the perception of your reputation (just at this company, not overall).

    • You have a few options at this point, so you have to decide what you need and are willing to put up with: 1) Stay at the company, work through the PIP, and hope your boss gets focused enough to recognize your capabilities by the time the PIP is over. (If you do this, I recommend you seek external training - as in YouTube, friends, etc. - for any area you are unsure of. 2) Stay at the company and fight for your job... Do you have documentation of all your claims (boss's negligence, you asking for a performance review and it being denied, sales achievements and relationships with top clients, etc.)? What are you willing to sacrifice to keep this job (sleep, mental health, years of your life)? What have you already sacrificed? 3) Go for a severance package (I personally recommend doing this sooner rather than later). Tell them that you have given XYZ to the company this far (until this boss came along and these changes were made). What's the worst that could happen? 4) Find a job ASAP and quit.

    Final thoughts:

    • The moment you bring a lawyer into the situation, it will be escalated (they will get their lawyers involved, etc.).

    • If I was in your shoes, what advice would you give me? Don't be afraid to do the thing you're afraid of.

    • Life is short. I was SO happy when my job ended. I realized I had been in an abusive relationship --- with a corporation. I realized I had sacrificed precious time with my family. I had neglected my health, well-being, personal goals and dreams... All for what? A consistent paycheck? I can't get back those 100-hour weeks. I hope this helps give you perspective from someone on the other side. My heart goes out to you! You are worthy of defending yourself. You are worthy of moving on to another position where you will hopefully be appreciated more than you are here. Take care.

32. AnonymousNovember 25,2025 at 6:34PM UTC

    Thank you so much for sharing your experience and sound advice. It sounds like you have been through a lot, and I hope you have found healing on the other side (sounds like you have). I'm trying to document as much as I can (such as my request for training on a new required sales/prospecting tool not being addressed for months, and having opportunities with companies I had good relationships and sales with handed to my 2 other male colleagues).

    My only fear in quitting is that I would not be eligible for unemployment. Since I am not performing at their preferred level, I know they do not have to give me severance. So I do feel very stuck.

    Thank you again for your incredibly kind words. I will take your advice to heart.

33. AnonymousNovember 26,2025 at 6:56PM UTC

    It is my pleasure! I've been on the other side for a little while, and am still processing a lot - but my future is much brighter.

    Your company sounds A LOT like mine... I wouldn't be surprised if it was the same one. Lol

    That is a conundrum --- you just have to decide what is more important to you: unemployment (at the cost of being fired and all that comes with it emotionally, in future job interviews, etc.) or risking it and taking another job as soon as you can. It sounds to me like the current company is setting themselves up so they don't have to give you severance. ALWAYS go with your gut! If you see that 15-minute call from your boss come through with a cryptic meeting title, you'll know what they are about to do. The only remaining question is: do you want to leave on their terms, or yours? Good luck, my friend! I wish I was a CEO so I could scoop up all these amazing employees who are victims of corporate greed. :)

34. AnonymousNovember 27,2025 at 1:32PM UTC

    Thank you for this, my story is similar and I went through the entire PIP process hoping that there would be a way for me to somehow exit it. I had anxiety and panic attacks with increased blood pressure. At the end just before I turned two years in the company, they ended my contract while I was still on sick leave. I have never felt so hurt and dejected.

35. Vanda LeeDecember 3,2025 at 4:13AM UTC

    Document EVERY issue that has happened since she started managing you, with an emphasis that you did not received your last performance review. Meet with HR and ask for a severance package. This happened to me 2 jobs ago, and I presented in such a way that they were concerned I was going to take legal action - ageism and no record of poor performance in my reviews... I was just a scapegoat for an evil regional manager and his boss who was just as bad. He had a heart attack when my PIP started and was out for 2 months, and she stepped in and treated me horribly - the way she spoke to me was ridiculous = bully and intimidation tactics. I just thought - I'm not going through all of this. Even if I had survived the PIP, I no longer wanted to work under either of them, so I got some advice from a labor attorney on how to "word" my conversation to insinuate the possibility of legal action due to my age.... then I called HR and asked for a severance package. I got 3 months and full benefits that were extended due to covid while I looked for another job. Don't fight a battle you will not win - it's not worth your mental health.