Can you refuse a PIP? If so, is refusing one equivalent to a resignation?

55 Comments

1. AnonymousJuly 8,2024 at 7:33PM UTC

   I'm not in HR, but would imagine that if you decline the PIP they could terminate you immediately.

   Why not talk to HR?

2. AnonymousJuly 9,2024 at 12:49AM UTC

   Because HR only exists to make sure managers like this don’t cause the company a lawsuit due to their stupid actions.

   I was threatened daily and called names by my boss. He made fun of my deafness and for the fact that I was blonde - like that was a disability. He would steal files from my PC and delete entire network drives once a week and blame me for “breaking” my PC to avoid meeting deadlines. He also had an admin help him to create a copy of my email file so he could delete emails that I needed as a PM and he was sending emails to others as me!

   I made the mistake of going to HR to report him. I handed them a 400pg notebook of evidence I had on him. Screenshots of his IMs where he would call me “DDB” (deaf, dumb, blonde or b$tch - take your pick) and shots of his admin modifying my email that I had captured. I recorded his phone calls and played them for HR. He also threatened to have my brother and husband fired because I would forward needed emails to them so I could get them saved before he deleted them. He then proceeded to give another employee a transfer from FL to VA after she hacked into my PERSONAL laptop and deleted all of my evidence against him.

   I took a month off after he took my bonus away and threatened to ensure I would be fired asap. I used FMLA due to a total nervous breakdown. I stopped eating and started picking my own flesh off. I should have taken a lot more time off! I transferred to another dept when I returned to work, but the damage was done.

   I suffered a small stroke a few months later, collapsed face-first into the kitchen floor. I broke my nose, my glasses and bruised the entirety of my upper arm by hitting the doorframe on the way down. On top of the TIA, I suffered a MAJOR concussion. I lost several years of memory and the 4 days surrounding the stroke. I will never get it back. I was told I kept saying I was tired but was running into everything, falling asleep mid-sentence and was incoherent. Nobody called an ambulance and nobody thought to consider I had a head injury. I know my coworkers aren’t doctors, but the onsite NPs should have known better. I don’t typically pee my pants! I was later told I said something to a coworker and that was why I was being terminated after a few mos shy of 25 years with the same organization even after I passed the drug testing. That manager bully I had? He’s a VP now. That ought to tell you someone knew what he was doing and obviously supported it. Since I had been there a long time, I had a lot more friends. Internal Audit told me it was him deleting my drives and messing with my PC. They track EVERYTHING!

   Don’t go to HR! You might as well write up your own termination paperwork.

3. AnonymousJuly 9,2024 at 3:02PM UTC

   OMG! That’s atrocious! I am so sorry this happened to you. I am seriously considering a retaliatory lawsuit. This abuse needs a lot of big voices and action to make these horrible bosses accountable, along with their co-conspirators, and stop this insanity that is literally destroying people’s lives who are simply trying to make a living and care for their families!!

4. AnonymousJuly 8,2024 at 7:47PM UTC

   If there is a threat to received a PIP, then counter with may we sit down each week in a 1:1 to discuss my work each week, how I'm performing and how I might get guidance from you to do better. Soften her blow and feed her... trust me it works. Feed her ego. But in the meantime, get your resume ready and get out. You've done your job there, now go use your wonderful talents elsewhere with better leadership!

5. AnonymousJuly 9,2024 at 2:53PM UTC

   Thank you! I’m glad this worked for you.

   Actually, I requested a monthly 1:1 after the lousy 6-month review. We met 2x in the last year and it was to talk about budgets, not performance or goals.

   I’ve been researching narcissistic disorders (esp bosses). Stroking their ego is low on the advice suggestions since they’re motivations are manipulation and control. They thrive on belittling, gaslighting and dismissiveness…and anything else that will validate their authority and boost their internal low self-worth. Thanks again.

6. AnonymousJuly 8,2024 at 8:01PM UTC

   No, your performance assessment and judgment is your manager's authority. You can rebut the PIP with your own response but please understand that your rebuttal does not negate nor refuse the pip.

   Most all people disagree with their PIP. it's good to include your thoughts to make your side part of the record.

7. AnonymousJuly 8,2024 at 11:11PM UTC

   I had a new boss put me on a PIP after only one month of knowing me. Everything in it was false or dramatically exaggerated. I started putting my resume out and getting interviews. She terminated me after 30 days, and I accepted to get unemployment. I started he job I’m at now about 3 weeks later.

   Send out resumes now.

8. AnonymousJuly 9,2024 at 1:05AM UTC

   While you probably can't refuse the pip, you can certainly write a response as you acknowledge receipt of the PIP. In your response, you can make it clear that you do not agree with the allegations levied it against you with specific evidence for defending your position.

9. AnonymousJuly 9,2024 at 12:37PM UTC

   If you're in academia, go to the chair of Academic Freedom and Tenure and join the AAUP. I got an apology after a 5 year struggle. Not sure if it was worth it, but too old to relocate. Read up on narcissistic behavior, find a coach. In my experience, HR sided with the bully.

10. AnonymousJuly 9,2024 at 12:55PM UTC

    They will ask you to sign an acknowledgment that you received it. If written properly, they will include instructions on how to dispute the content of the PIP. Signing the acknowledgment is essential if you rebut or escalate to legal or EEOC action. It is not an agreement with the contents of the PIP; it is only an acknowledgment that you received it, which should be evident in the wording.

11. GirlBossanova934974July 9,2024 at 1:37PM UTC

    1) Start sending out resumes. 2) DO NOT resign from your job. 3) Sign the PIP if you receive one and provide a point by point rebuttal and make sure that gets incorporated into the PIP. Decent managers do NOT threaten PIPs and hold them over their subordinates. That can get your company into hot legal water. Last if you are terminated after the PIP, do not take the first severance offer of 2 weeks or so. Based upon your REBUTTAL, you have leverage. Go for 2-3 months. It all depends how poorly the PIP was written et al.

12. AnonymousJuly 9,2024 at 1:50PM UTC

    I've been there, only in my case it happened just before the end of my probation period and in the months before, she tried to move me into another team without my knowledge or consent, and it had transpired that she hired me into a role that technically didn't exist at that location, which caused a host of issues I tried to make the best of. She wanted me to do her bidding in forcing some issues, only that her approach was doomed to fail, and when I disagreed with her on what she wanted me to do behind another team's back (it would have been detrimental for the company in the mid/longterm), she turned on me, and started to pick on me and micromanage. I did go to HR, but they didn't want to know. The whole process was a sh*tshow, and in the end I took sick leave and never came back.

    I think you can be cleverer than me at the time and gather all your information and proof to take to any meetings. Make it really difficult for them because they essentially want to manage you out of your job with the PIP, no one put on one has ever survived in the company as far as I know. If you have any colleagues/other superiors on your side, you may want to talk to them. In my case, people spoke up for me without me even knowing, but to no avail in my case, there was too much office politics involved and I was the pawn on the chessboard.

    As others have said, get your CV together and look to move on - it isn't fair, but life is too short and precious to work for a toxic boss!

13. AnonymousJuly 9,2024 at 3:24PM UTC

    I have been there recently. I was given a PIP and later decided that the relationship was not going to work so I resigned. I was not given any coaching, anything that was discussed were negative which she delivered with an attitude. At some point her negativity affective my work (which I have always loved doing) I'm at a much better place now.

14. AnonymousJuly 9,2024 at 4:26PM UTC

    I can only laugh at this point ... I too, was given a PIP from a toxic boss that originally hired me, then after 9 months decided he did not like me anymore. He was very childish and immature in his authority as he had never been a manager before.

    He knit-picked all the expense reports, checked when and what time a rental car was returned, because he did not want anyone using the rental over the weekend. So if you came back late Friday night, you had better hope the rental place had an overnight drop-off. He was not helpful in 1:1 meetings either.

    He would try to get all the women to cry during our meetings as he criticized anything and everything you did or reported.

    I knew something was off with him in the initial interview. He never asked me anything about my experience, but only talked about how he also did "this and that" as I had written in my resume. I really did not think the interview went well, but he decided to fly me in and meet everyone to make an offer. I am good at selling software.

    I overachieved in my quota and position, bringing in new revenue, and adding to the existing customer base, but that had no bearing on my PIP. He knew he was on shaky legal ground, so he had Legal and HR dial-in to our meeting at a room at a hotel at the airport. Had I known this was his goal, I would not have met him at the airport. In this type of situation, HR is never your ally.

    This immature manager decided to write up a PIP for me, stating if I did not acquire a particular organization as a client, then I would be fired. Needless to say, the organization he used was not a vertical or customer-type that our product would be good for.

    In the end, I actually accepted another position with another company. I was able to take a new job, even though, I was being terminated. My last day was the last day of the PIP ... lol

    The good news is he was taken out of management after this happened, but he is still with the same organization. I have an entirely different rant for that type of organizational behavior too.

15. Krystin MorganJuly 9,2024 at 4:39PM UTC

    That is a really stressful situation, I'm sorry! The first question I have is: what would you like the outcome to be?

    Unfortunately, if your hope is to avoid the PIP and get back to normal, that's probably unlikely. If you were to refuse to sign/acknowledge a PIP, they could say the alternative is to end your employment. Or, even if they somehow let you get out of signing it, it wouldn't fix anything—your manager would still see you as a "low performer" who was given a PIP.

    If you just want to make it clear you don't agree with the PIP, you can—as other commenters stated—add your commentary/rebuttal when signing to ensure your voice is heard. That's not necessarily going to change anything, but will at least let you stand up for yourself in a sense.

    If you feel anything is discriminatory here based on your inclusion in a protected class (assuming you're in the US), you can document that and reach out to relevant legal counsel.

    Ultimately, though, your best bet is to start looking elsewhere. Don't quit until you have something else lined up; if they provide you with a PIP, sign it and keep looking. If they terminate you, you should be eligible for unemployment (but you may not be eligible if you quit first, hence the advice to stick it out).

16. AnonymousJuly 9,2024 at 4:41PM UTC

    I remember being put on a PIP not because of poor performance, but because I was working with a group of misogynists and racists. HR was in the room (she didn't write it) and pointed out that there was nothing in the PIP that gave me anything to improve on and simply stated that I wasn't liked. She was so disgusted, she quit 2 weeks later. I had to sit there with my idiot boss who randomly gave me scores based on nothing every week. I was young. I didn't know my rights. I made it through the PIP, but was let go 6 months later. The company closed about 2 years later. Get your resume together and leave those a-holes. If you want to get unemployment, you'll have to go through the process. Get all your rebuttals in writing.

17. AnonymousJuly 9,2024 at 6:11PM UTC

    I would add that you may want to proactively ask if they'd be willing to negotiate a severance with you if they're ready for you to leave now. If you go that route, make sure they don't block UI benefits. Based on your circumstances, that may be a good option for your well-being.

18. AnonymousJuly 10,2024 at 12:27PM UTC

    That's awful. I'm so sorry that happened to you. I agree 100% that this PIP would actually be a "Personal Improvement Plan" than a "Performance Improvement Plan."

19. AnonymousJuly 10,2024 at 3:10PM UTC

    Thank you for that. It was really awful.

20. AnonymousJuly 9,2024 at 5:49PM UTC

    I would consider that since she has inherited you and not hired you herself her vision for her dept no longer aligns with how you work. There are a few steps you can take, one is as you are considering- fight or decline the pip (not a good idea). Alternatively be bigger than the situation and sit down with her acknowledge the rocky start and set some ground rules for how you take feedback and corrective action and what you need from her to feel supported. You might just find that the situation turns itself around. It is possible but it will require you to be giving up some control of the current situation and how you work. If what is discussed is unreasonable, just keep in mind the company is more likely to support her leadership than you and that could hurt you in the long run if you make it super negative. Take the time to grow from this and if you simply cannot let go a bit then it is time to look for a new role and the reasoning is that you no longer align with company culture. Good luck.

21. AnonymousJuly 10,2024 at 12:23PM UTC

    Actually, she did hire me. Once she saw that I am not subservient and have confidence in my myself and my work, she's made my life a living hell in the hopes that I'll quit. The PIP is the icing on the quiet firing cake. I cannot diagnose her but she has, and continues to, demonstrate overt narcissistic behaviors. I have put up boundaries and don't engage.

22. AnonymousJuly 10,2024 at 5:34PM UTC

    You cannot change who she is and how she responds to how you work, but you can decide to change your behavior because perhaps the pressures she has from above are making her behave this way towards you. You are subordinate to her and I suspect that you are rebelling a bit against her directiveness toward you which will hurt you more than it hurts her. Take the feedback, the pip and again if you cannot learn to work with her style, you have outgrown the place and need to move on. Don't do it to spite her because in the end it may hurt you more.

23. AnonymousJuly 9,2024 at 7:40PM UTC

    I'm not sure of your reasons for not going to HR. HR must be notified in order for you to get a PIP so not sure how that is working. Again, not sure of your back story but, no one legally is required to SIGN anything. Whether you carry out the activities outlined in the PIP is totally different. Understand there are basically three steps to termination; verbal warnings, written aka PIP, and grounds for termination. IF she is taking the steps to put you on a performance plan, she wants you to either succeed or fail. Failing leads to the final step. Which is why HR should be involved. You are not resigning by refusing to sign but, you are saying that you disagree with the actions being taken. She may explore other options due to your refusal to sign or accept assistance with improvement.

24. AnonymousJuly 9,2024 at 8:39PM UTC

    How many signs do you need that they want you to quit? You can take the pip and hit the targets, take the pip and miss the targets which might qualify you for unemployment or refuse the pip and be terminated on the spot for insubordination.

25. AnonymousJuly 10,2024 at 12:13PM UTC

    I know they want me to quit. I'm not going to. Hence, the reason for the question. Thanks.

26. AnonymousJuly 17,2024 at 3:33PM UTC

    I'm so sorry you aren't going to quit. I'm assuming there's some reason outside of work that you can't, and my heart goes out to you. People can't always just quit, whether it's for health, family, relocation, etc. Most people who advise quitting, myself included, have paid the price for not quitting. I was in a situation where I couldn't quit b/c of a family situation, and it took a huge toll on my mental health. I was ultimately fired and, although I got a significant payout, I was never the same. Consider a small reward at the end of each week you survive, even if it's just ice cream. It will make a difference in your mental health. Please take care of your mental health, appreciate the toll a hostile work environment takes on you and work with a good employment attorney. (((hugs)))

27. AnonymousJuly 10,2024 at 12:34PM UTC

    You cannot refuse the PIP, if it is given it probably stands unless there is some other change of command you can talk to who has the power to remove it. Now that being said, you do not have to sign it. You signature merely says you had the conversation and the document was delivered, they really don't need you to sign it for it to be valid.

    I'm sorry you don't have someone else in your organization to speak with about this. My best advice is to meet strength with strength, but only if you can do so in a professional and calm way. Sometimes workplace bullies need to be told what they are doing is not acceptable. Sounds like if they are going to threaten your job that will happen regardless.

28. AnonymousJuly 10,2024 at 6:16PM UTC

    I'm sorry, you can refuse to sign a PIP. It is your legal right to refuse to sign a PIP. I'm not sure why everyone believes we are obligated to sign something that is given to us because it is. If you sign something you disagree with, you are saying you are guilty and accept the consequences. You have the right to request for a revision and modification and or more time or even an alternative option. I have done this with employees and I work in HR.

29. AnonymousJuly 15,2024 at 6:08PM UTC

    I said in my comment, you can't refuse the PIP but you do not have to sign it. There does not need to be a signature on a PIP. Ive also have worked in HR and with employment attorneys for 20+ years...

    And your signature does not necessarily acknowledge agreement, merely that the document was presented. You can add comments that you disagree as well if preferred over signing.

30. AnonymousJuly 10,2024 at 12:49PM UTC

    Why can’t you go to HR? That’s ridiculous. HR must always approve the PIP. Additionally you have an absolute right to respond and dispute the PIP. Hello? Are you working in another country with another set of laws? You have to sign the PIP. Don’t sign it and dispute it.

31. AnonymousJuly 10,2024 at 1:49PM UTC

    It’s a challenge to offer meaningful insights without knowing your performance. Still, here are some thoughts offered for your consideration:

    A PIP should be approached professionally and with support. It should not be a looming threat.

    How is your performance through the eyes of others? What kind of feedback have you received? Have clients complained about your work product? Have peers refused to work with you? Have you been reassigned to different projects frequently? Have you missed deadlines?

    I managed a man who was convinced that he was killing it, yet his peers came to me and refused to work with him, managers were constantly escalating to me as he was creating unnecessary conflict and churn. During coaching he said “no one has ever said this to me before” and refused to consider alternative approaches. No one approached him with this feedback because they didn’t want the backlash, peers and managers, alike. And surprise, there was definitely backlash. He was 100% focused on technical skill and lacking social skills needed to meet the minimum bar. It was trending toward a PIP.

    There are two possibilities that I can see. You will succeed during the PIP or you will not succeed and will be terminated.

    While a PIP should come with coaching, there are some harsh realities. Do you think the manager WANTS you to succeed? Is it possible that the manager wants to install someone of their choosing?

    Whatever the case may be, be kind to yourself and others. Practice good self care during this difficult time.

32. AnonymousJuly 10,2024 at 2:12PM UTC

    This is very good advice.

33. AnonymousJuly 10,2024 at 7:52PM UTC

    Thank you.

34. AnonymousJuly 10,2024 at 2:11PM UTC

    What? Refuse to identify a part of your performance that they want to see improvement on? What? It doesn't need to be attached to any prior review, but with the level of work being done now. If you don't want to improve, then yes, I would suggest resigning and find joy elsewhere.

35. AnonymousJuly 10,2024 at 2:12PM UTC

    This whole comment section makes me appreciate my managers more every day.

    I had a PIP about 4 years ago. I went in the managers office and he asked me what was going on. I broke down into a mess. He didn't have to ask. My husband broke his kneecap and couldn't help himself so I was a nurse to him, my daughter and 3 grandkids lived with me so she could save her rent money for a house - she got it done!! (they were fine but 3 adults and 3 kids sharing 1 bathroom was a bit hectic). My husbands pay was cut more than half which meant I had to work as much as possible to stay afloat. I was losing it everywhere. Yeah and we had a small pandemic going on as well.

    After I explained all that to him, he asked how he could help. I am not good at admitting I need help. He set me up with our Employee Assistance program. His words to me were, I am still putting you on this PIP but come back changed in 90 days and you and I will rip it up together and it will be like it never happened.

    90 days later it was ripped up, (because I accepted the help and got a LOT off my plate and chest). The same manager has promoted me twice. He has been my mentor and always steers me in the right direction.

    I pray you can find a manager that appreciates you one day. I try to treat everyone that works for me the way he treated me because his kindness and understanding has made me a new person. I love my job and I couldn't say that for a LONG time.

36. AnonymousJuly 10,2024 at 6:35PM UTC

    I am so happy for you. Those kind of managers are rare (imo)...and sadly, nearly extinct.

37. AnonymousJuly 15,2024 at 10:34PM UTC

    That manager is a rare gem.

38. Maggie SoldanoJuly 10,2024 at 2:28PM UTC

    A well written pip could be just what you need to better understand your boss’s issues. Pips are super clear, have measurable results and are not subjective — the good ones anyway. As a manager, I’ve initiated 3 pips. Two resulted in stronger, more productive contributors who just needed a shot fired over their bough to understand that they are valued but weren’t bringing their best to the role. The other proved that the person wasn’t really committed to the role and didn’t want to conform to the responsibilities it entailed.

    I say do it. You’ll get clear direction on the perceived deficiencies and gain clarity on your boss’ expectations. And if it’s not work you want to do, you’ll know for sure you’re ready to go.

39. AnonymousJuly 10,2024 at 5:31PM UTC

    It's not "your's" to refuse....it'syour manager's plan for you. It's a condition of your employment. You can add a rebuttal but that's it.

    Most people completely disagree with a PIP.

40. AnonymousJuly 10,2024 at 6:10PM UTC

    I'm sorry but a PIP does belong to you as your performance improvement plan and you do have the right to refuse to sign the plan. It is your right to go back to HR to have it revised if you feel it is not in your best interest or unfair. You are not obligated by law to sign anything. It is your legal right to refuse to sign anything. Please contact your HR representative and your department of employment security with your state to understand your employment rights. PIP's are written for you, they do not belong to your manager. They are not a condition of your employment but outline concerns your manager has and a path they would like to take to see improvement. HR can assist in modifying that plan. If you refuse to sign, other options can be taken or a termination clause may be drawn. Note, that unlawful termination can be an issue if not done properly.

41. AnonymousJuly 11,2024 at 12:47AM UTC

    HR is not ever going to reverse of amend a PIP

42. AnonymousJuly 15,2024 at 10:32PM UTC

    Because they would have to admit they were wrong, and that will never happen.

43. AnonymousJuly 12,2024 at 12:31PM UTC

    If the original poster is in at-will employment state, it will be difficult to claim unlawful termination. She would need to provide evidence of discrimination or harassment to have a case. Otherwise, if it’s a matter of her employer no longer “likes” her or perhaps that the nasty boss really believes her performance is off, they can fire her if they want to. PIP or no PIP.

    I do like the phrase in this comment— the PIP offers a way forward. Well put. I’ve been on the manager’s side — fortunately never got to the point of a PIP. But if I had needed to take that route, it would have been to set clear written steps and guidelines for improving performance.

    For this poster, I recommend job search- she clearly hates her boss and that is not going to improve with our without a PIP. Do the PIP, and search for a new job. If they fire you for cause you may not get unemployment insurance.

44. AnonymousJuly 10,2024 at 8:29PM UTC

    Agree with the previous poster. All you can do is to ACE the PIP.

45. AnonymousJuly 11,2024 at 12:29PM UTC

    A PIP is a way to quietly fire an employee. Most employees never reclaim their position. I am troubled by the advice to frantically document everything related to your employment. Why do expect a big pay out? Just let them fire you. You can't fight a losing battle.

46. AnonymousJuly 11,2024 at 6:12PM UTC

    I agree. I have never seen a PIP done in the interest of honestly giving an employee a chance to improve. It's a company's way of "documenting" their story-real or not.

47. AnonymousJuly 15,2024 at 10:29PM UTC

    Trust me - this is a no-win situation.

48. AnonymousJuly 10,2024 at 10:44PM UTC

    She is "threatening" to put you on a PIP? Has she given you an oral warning in connection with that? Assuming she has, you might want to document that conversation for your file. Note what she said and your responses. Be as detailed as you can. Bring a copy home with copies of all of your reviews, emails or other documentation of your good performance, salary & any bonus history, job description provided when you got the job & any description of any changes in your job after you started, etc.

    Then, assuming she puts you on a PIP, take a copy of that home. If you're required to sign that for her, tell her you'd like to take a copy home to review first. That way, you can read it away from the office, and not feel pressured to agree with anything immediately. And, if you do have to sign it, that's your opportunity to put together a factual, non-emotional, written response.

    Good luck.

49. AnonymousJuly 11,2024 at 12:46PM UTC

    I’m contending one right now, because was done with false accusations. Is an uphill battle, but when they include things that aren’t really happening and improvements that are ambiguous and unmeasurable, they are setting you for failure. I won’t allow that to happen. My phone is on recording every time I’m in the office and I document everything on email. I’ve been contending it for a month and my boss hasn’t assign me any project, so once in a while I sent him an email asking for update in assignment, to save evidence that there is no way I can work a PIP without profitable tasks. Is exhausting and anxiety inducing, I have some reasons to give them a break to fix it, but while is in the works, I keep documenting incidents. If I was in a position of just looking for another job, I would, because living hyperaware is not good for the mental health. You have to put those things in the balance. Is your right to contend it, is it worth it?

50. JudyJuly 11,2024 at 1:21PM UTC

    A pip has to be built on issues that need to be corrected-I think if you refused a pip-you might be insubordinate-but if you perform to what the pip requires, then its completed, on the other hand if the pip requests unreasonable work-you can match it to your job description to see if its reasonable

51. AnonymousJuly 11,2024 at 2:34PM UTC

    Something similar happened to me. I had a good 90 day review only to be put on a PIP and then let go about year later despite a lack of a clear PIP or support. Even though I was given overwhelmingly positive feedback about meeting the PIP, actions taken were inconsistent with my efforts and lacked reasonableness when I asked others for their thoughts. Take stock of the nature of your efforts and your relationship with your supervisor. How does everyone you’ve worked with rate your work (within reason), and how do you? Has your supervisor demonstrated that they genuinely support you? Do they value your contributions? What’s the nature of their feedback (is it constructive or not?) Have they shown support for your training and professional development? do they support you through troubleshooting issues or do the bare minimum or nothing at all when you hit a wall and have exhausted available options. Do they follow up with you to make sure you’re supported or are you chasing them for support? I advise that you try to read the writing on the wall. If you feel the PIP is measurable, clear and realistic, try to make sure you adhere to it. If the PIP seems to be one set up for you to fail regardless consider conserving your energy to work towards securing a new role where you are supported to thrive. Document your work, and contributions. Document your learnings and where you can grow, and focus on moving forward. This is tough to go through but I’ve learned you must value yourself first and foremost and use that as a light to see where there is joint commitment in working with you for their success and yours and where there is not. Rooting for you!

52. AnonymousJuly 11,2024 at 5:55PM UTC

    No you cannot refuse a PIP. You can add your opinion. But a refusal is grounds for termination. But you can always try and sue for wrongful termination.

53. Lisa MarieJuly 11,2024 at 8:39PM UTC

    I'm sorry you're going through this. The PIP process is nauseating, especially when it is riddled with untruths or gross exaggerations.

    Understand that:

    1) you are not in a position to "refuse" accepting a PIP.

    2) you are able to respond/rebutt the deficiencies listed in the PIP, but consider this - will it be worth it rebutting all the points? I say this because with your seemingly unprofessional/petty manager, pointing out her untruths or exaggerations will only serve to make that manager dislike you more and quite possibly move directly or more quickly to terminating your employment.

    3) whether or not you meet/exceed the requirements of the PIP, 9 out of 10 PIPs still ultimately end in employee termination within weeks or a few months of the end of the PIP.

    Therefore ??

    4) update your resume NOW, and use every available time and effort outside of your working hours to find another job ASAP. This way you can resign, move on, and deny her the pleasure of terminating you.

    Good Luck.

54. AnonymousJuly 15,2024 at 4:18PM UTC

    A PIP is the beginning of the end. Update your resume and LinkedIn and look for another job. You can write a rebuttal, but it will not matter. They want you out. Either get a better job, or work the PIP and wait for them to terminate you and file for unemployment.

55. AnonymousJuly 17,2024 at 6:25PM UTC

    Perhaps you can guide the conversation. Say something like, I’m aware of the following possible outcomes. 1) succeed in the PIP, 2) partial satisfaction or 3) not satisfied in response to specific coaching and well-defined tasks. I have heard that #3 could result in a severance package. Could you please describe to be what the severance option is were we to skip the pip? It shows your hand and a lawyer might advise against it. But if you are planning to quit right away, then this might help you obtain the severance now. I’d be curious to hear what others think.