I've been put on a P.I.P.

107 Comments

1. AnonymousJanuary 16,2025 at 1:50AM UTC

   I've mostly given them, but I've only been put on one once. That said, it all depends on how you attack the milestones and conditions of the PIP. Check-in with your manager at least twice a week and review progress. It sounds like your issues are skillset issues, not personal things like attendance and tardiness, so whatever you do, don't let them add to the problem. It depends on the company and the manager, but a PIP is not always a case of having one foot out the door and the other on a banana peel. Working hard to overcome it will show resilience and let them know you have perseverance and willingness to learn, even if your skillset isn't quite what they expected. Start by reviewing your training. If you don't understand something, ask someone.

2. AnonymousJanuary 17,2025 at 2:38PM UTC

   Did you mostly give them so the employee could improve or were there other reasons. Just curious

3. AnonymousJanuary 16,2025 at 9:01AM UTC

   Like you, I was once put on a PIP three months into the job and was unfortunately fired by the end of the fourth month. Frankly, I was grateful to be canned because my supervisor scared me and I couldn't please her to save my life. I remember asking her a question once and getting an annoyed response, "I thought I told you about this already." If you are receiving this sort of treatment from your boss, it's not you; it's them. They don't want to teach. I was lucky to have a talk with my co-workers one day and was told that my boss hated to work with entry-level people, which explained a lot.

   I am disgusted that you have to go through this because, depending on the job, it takes at least six months to learn a new job. With the help of The Great Recession, I struggled for years before falling into a regulated industry where training was not only given, it was required per the Code of Federal Regulations. Because your boss was trigger happy to put you on a PIP so early on, I don't believe the company you are working for is a good fit for you. However, since you need a job, I would suggest that you meet with your boss for daily morning "briefings." If you are in the office and your boss arrives later than you do, give him 15 minutes after he arrives to settle in before going to him to ask questions. If either of you are working remotely, ask him via Teams or Slack or what have you if you could do daily briefings that would be no longer than 10-15 minutes. Keep up on creating training materials and show them to him, particularly on new work flows that you need to learn. Have him double check your training materials so that you are not missing any steps. Finally, if you do lose your job, please don't do what I did and allow the experience to lower your self-esteem. It's not worth it. A couple of years after losing my job, I saw my supervisor on the local news receive an award for doing pro bono work. It was at that point that I knew I had moved on when I thought, "You may have won that award, but I know what kind of person you are and that's enough for me."

4. AnonymousJanuary 16,2025 at 9:06AM UTC

   Like you, I was once put on a PIP three months into the job and was unfortunately fired by the end of the fourth month. Frankly, I was grateful to be canned because my supervisor scared me and I couldn't please her to save my life. I remember asking her a question once and getting an annoyed response, "I thought I told you about this already." If you are receiving this sort of treatment from your boss, it's not you; it's them. They don't want to teach. I was lucky to have a talk with my co-workers one day and was told that my boss hated to work with entry-level people, which explained a lot.

   I am disgusted that you have to go through this because, depending on the job, it takes at least six months to learn a new job. With the help of The Great Recession, I struggled for years before falling into a regulated industry where training was not only given, it was required per the Code of Federal Regulations. Because your boss was trigger happy to put you on a PIP so early on, I don't believe the company you are working for is a good fit for you. However, since you need a job, I would suggest that you meet with your boss for daily morning "briefings." If you are in the office and your boss arrives later than you do, give him 15 minutes after he arrives to settle in before going to him to ask questions. If either of you are working remotely, ask him via Teams or Slack or what have you if you could do daily briefings that would be no longer than 10-15 minutes. Keep up on creating training materials and show them to him, particularly on new work flows that you need to learn. Have him double check your training materials so that you are not missing any steps. Finally, if you do lose your job, please don't do what I did and allow the experience to lower your self-esteem. It's not worth it. A couple of years after losing my job, I saw my supervisor on the local news receive an award for doing pro bono work. It was at that point that I knew I had moved on when I thought, "You may have won that award, but I know what kind of person you are and that's enough for me."

5. AnonymousJanuary 16,2025 at 6:35PM UTC

   How these end has a lot to do with company culture (some really intend them as improvement - many, maybe most, use them as the last step to get permission to dismiss). Given how little time you have in the position, it's most likely because HR won't let them fire you without the documentation. Whether this is fair or reasonable, it's hard to say. I don't expect my staff to be fully trained until at least a year in the role. At the same time, I did have to initiate a PIP for someone who wasn't mastering what I consider to be really basic things after 3 months. We did train - in ways that have worked for all my other hires - but we couldn't move on to the more complicated things when they hadn't even mastered the basics. It was clear pretty quickly that it wasn't going to work out, but HR insisted on dragging it out and the employee seemed surprised that the end result was termination. I would advise you to spend some time doing your best to master the material, absolutely complete every task you're assigned as well as you can, but also aggressively start applying for new positions. If you know it's not going to work in this role - whether it's because of you (not the right skills or field) or because of them (insufficient training or unrealistic expectations), consider being upfront with your boss about doing your best but just not working out. If you're providing at least some value to the business - doing great on tasks 1-3, just not able to get up to speed quickly on tasks 4-6 - maybe ask if they are OK with you focusing on tasks 1-3 while you're searching for another job. They may still have to document weekly or whatever that you're not progressing in tasks 4-6 so they have the paperwork they need to dismiss you eventually, but the pressure would be less all the way around because you'd all be in agreement that this is a short-term situation.

   It sucks to be there for you, your boss, and your team. It's extra stress on everyone, but hopefully you'll find your niche with your next position.

6. AnonymousJanuary 17,2025 at 2:06AM UTC

   In my case, a PIP was the prelude to a dismissal.

   Years later, my manager told me that I’d been dismissed because I was too experienced for the job and the company wanted to replace me with a more entry-level employee.

   In other words, the PIP was to provide a paper trail to protect the company, rather than to address performance issues. I’d rather the company had been candid and negotiated a severance agreement.

7. AnonymousJanuary 17,2025 at 1:34PM UTC

   Paid interview period.

8. AnonymousJanuary 17,2025 at 1:44PM UTC

   I personally think its slow motion firing . You can improve and get off the PIP but one mistake and they fire you anyway . Start looking for something new .

9. AnonymousJanuary 17,2025 at 1:46PM UTC

   I was put on a PIP 4 months before my 2 year mark. The last 2 weeks of the 30-day period the roof was being replaced. Everyone was complaining about the smell. Pieces fell down on someone in the shop. You'd think this would've been considered, extending the deadline. To this day they haven't listed the position to replace me.

10. AnonymousJanuary 17,2025 at 2:31PM UTC

    Time to refresh your resume. Usually a PIP is just an excuse to document and CYA before termination.

11. AnonymousJanuary 17,2025 at 2:33PM UTC

    I would agree with those who are saying to start looking for a new one. I’m surprised he’s doing that at only 4 months in when you should have a probationary period to be onboarded and trained or at least told on the expectations of you. In my experience, PIPs are typically the first step in termination. I’ve been on both sides of this issue. I’m putting one of my direct reports on a PIP as I’d already given this person several informal chances over a 6 month period to improve performance and teamwork. He’d been at the company for over a year now . The PIP is my last straw and I don’t think he’ll get through. My own situation was my new manager was looking for a reason to replace me with a colleague of hers and looked for any reason to push me out. The PIP was vague, like “do better” without concrete steps. I had to spell out the expectations and have her agree to it. I followed it to a T, but at the end of the day, she found a reason to say I didn’t meet the PIP and terminated me. HR typically sides with the company/manager so you won’t have them to lean on during this time.

12. GirlBossanova934974January 17,2025 at 2:39PM UTC

    I would be spending every waking minute out there looking for a NEW job. This coming MON, two dozen plus resumes go out to jobs you have targeted. This company has no intention of keeping you around. Looking at the whole picture, there is probably a world class finger pointing contest going on between your HR Department and your manager. That is why there is a PIP rather than an outright dismissal. HR is probably pointing the finger at the Hiring Manager for failing to provide a decent job spec and the Hiring Manager is pointing at HR for not giving him good candidates and/or budget constraints. OF COURSE, this manager is probably not fit to be any sort of manager as he cannot train. No doubt, promoted due to time in the job. Unfortunately, we see this more and more today. Companies trying to hire on the cheap, rejecting qualified candidates due to management's greed, and when it all falls flat on its behind, it's time to blame the new hire.

13. RobinJanuary 17,2025 at 3:02PM UTC

    On another note, this employee will probably win in an unemployment hearing if they can demonstrate ineffective inadequate training. Document everything, including any and all time spent by the supervisor on training. Keep all orientation and training materials and document document. You will at least have unemployment to help while you look for another position should the probably inevitable termination occur.

14. GirlBossanova934974January 17,2025 at 4:51PM UTC

    Excellent recommendation!! The new hire will get unemployment if these steps are followed. I would pushing out those resumes hot and heavy right now. Don't tell anyone about the current job but maybe say.....the company's financials are looking rather poor right now.......Looking for something more stable and that sort of thing.

15. AnonymousJanuary 17,2025 at 3:56PM UTC

    I'm sorry you are going through this. To me, it would make sense that you document everything you are doing. If on the PIP it is listed exactly where you are failing, then make sure you make notes of what confused you about the task. Then make notes maybe in a spreadsheet of every communication you have with your boss about each task. Most importantly, people who get fired, get hired. I've personally hired many. Not every job, or company or org is the right fit. The fact the manager put you on a PIP so soon after your start date tells me several things: the company has no clue how to train, they lack communication of what is expected, and mostly, they are doing it to protect themselves, not you. Sometimes people do surpass the PIP stage and keep their jobs. But what this tells me overall is this is not a good relationship and it's time to break up. And on your terms if possible. Work hard at appeasing the manager, but work harder to get a new job. Worse case, you'll get unemployment which isn't much these days. I've been in some doosy of situations, and let me tell you, in one job, I told them to fire me. I had all my financials good to go, got unemployment and had already interviewed with another company, who hired me, paid me more and respected me. Don't let this set back get to you, but I do know it would put a bad taste in my mouth. They don't want to be sued so do consult with an attorney just to see if that can help. In the meantime, head up girlfriend, you've got this, and get into a new role soon as you can so your skills can shine!

16. NGfairy2024#January 17,2025 at 3:59PM UTC

    PIP is very disheartening....but this is just an official way for managers to eventually fire people... Just move...may be quit before the PIP finishes (just to get a little win over your mgr)...this aint worth the fight..the fight will burn you & your mgr will win...

17. AnonymousJanuary 17,2025 at 5:32PM UTC

    I understand this is a difficult situation, and I recognize that it’s never easy for anyone to be in this position. A 30-day PIP is essentially a formal notice that provides you 30 days to explore other opportunities. Given that you’ve only been with the company for four months, it's worth acknowledging that many organizations may not offer such an opportunity, so the 30-day timeframe could be seen as a benefit in this context.

18. Krystin MorganJanuary 17,2025 at 5:44PM UTC

    I can't say it's an inevitable termination - I have seen people successfully come off of PIPs - but my general advice would be to start looking elsewhere either way. Many companies do use a PIP as documentation to justify a termination, and even when they don't, having been on a PIP often puts you at the top of the list for layoffs. And with just a 30-day plan, it's going to be pretty difficult to immediately turn things around.

    That said, I wouldn't recommend simply quitting. If you don't achieve the PIP and are let go, you'll be more likely to qualify for unemployment than if you quit on your own.

    I know this is super stressful, so hang in there!

19. AnonymousJanuary 17,2025 at 6:50PM UTC

    As a manager who is putting together a PIP for any employee in your exact place right now, its an inevitable termination.. its just a nice way for us to give you 30 day notice that its coming rather than blind-side you in my opinion. Also legally HR requires them or heck none of us would waste our time on PIPs.. I have not seen a single one at our org ever come back.. They are entirely to follow protocol to fire. I am already interviewing replacements.

    Start the search, it sounds like it isn't a good fit anyway if they can't train you properly then put you on a PIP.. that is completely unfair to you anyway.

20. AnonymousJanuary 17,2025 at 8:35PM UTC

    I would look for a new job. I had a similar experience. I took a role that paid 20k less than what o had been making. It was really close to home, and they SOLD me on the position. My training was terrible. I left when my 30 day review was more of a pip than a review. My previous role had been eliminated due to restructuring, I had been at prev company over 5 years, fortunately I qualified for unemployment. Sorry to be so direct, but I think you will face an uphill battle.

21. AnonymousJanuary 17,2025 at 9:24PM UTC

    I’ve seen both sides of it. A friend I worked with was placed on a PIP, and it was definitely done just to fire her. She had a chronic medical condition, and it seems they simply didn’t want to accommodate her.

    At a different company, I was placed on a 6-week PIP after being there a little over a year. It was very detailed, and my boss constantly checked in with me about it. I didn’t quite pull it off, so they extended it 4 more weeks. Still my supervisor was my biggest cheerleader, and I successfully completed it. However, I ended up resigning 2 months later due to a ridiculously difficult team lead and my constant fear of the “PIP stigma”. I regret not just getting fired because I did not qualify for unemployment after my resignation.

    I say all that to say, it depends on the organization you work for. Some truly want the best for their employees; others just use a PIP as a precursor to termination.

22. TracyJanuary 17,2025 at 10:01PM UTC

    Does the PIP have clear steps and indications of what needs to be done to improve? Did your manager set up meetings with you to track your progress over the 30 days? If so I think there is a good chance the PIP is there for your improvement. If not they are showing that they are not investing in you and I would start looking elsewhere.

23. maria roseJanuary 18,2025 at 1:36AM UTC

    Following through after reading the OP post and reading the comment feed. I get the negative sentiment about receiving a PIP so soon as being hired at this current job which the OP stated that they self taught themselves how to do the job expectations. Those words by the OP of this post made me think. Did the OP present themselves during the hiring process as having a higher skill set than they actually had ( as in actual on the job skill—something that one doesn’t get by earning a degree—but learned in on-the job experience) I eas confused by that statement by the OP, because as some of the comments mentioned that usually most workplaces have a probationary period (30-45 days) at first to allow the new hire to acclimate onboard and the OP doesn’t mention difficulties with doing the job except struggling to understand tasks necessary as related to their job. Again, we are only getting information about the impression made by the OP that they are doing their best. Perhaps this supervisor recognizes that the OP needs a slower but intense re-training period and initiated the PIP process as a means of giving this OP more time to acclimate fully to the role and develop the ability to do all tasks required as per company standards not an approximation as attempted by the OP in their “self-training “ attempts, which they may have done because they “thought “ that they knew what was needed. A lot of newly hired employees who oversell their skills may get upset when given a PIP to adjust/address their performance to match the job description. A PIP is not necessarily a negative thing and not necessarily a first step towards termination unless the individual is a (excuse the wording) a total non-performer incapable of doing the job. A PIP is a means to get the training adjustment and guidance that was not precisely defined when the individual OP first started the job and will give the OP direct feedback on their performance doing the assigned tasks that they have issues perfecting well. And this time during the PiP will give the OP a good chance to evaluate whether continuing working at this job doing it at the structured tasks that are required is as good of fit for their skills that they feel comfortable doing. And that answer should determine the OP’s future goals.

24. AnonymousJanuary 18,2025 at 1:35PM UTC

    I was put on a pip last September shortly after a super busy summer where I had one slip on my yearly objectives (in June) my manager waited until after my wedding (in August) when I say she was relentless jn our reviews, it was soul destroying. Nothing was good enough and I knew deep down in my heart she wanted me out. She had taken a dislike to me and that was the bottom line. It was quite nasty and I even ended up suffering with hair loss. I updated my cv as soon as I realised this and I did end up getting a new job quite quickly. I am still working with some touch points to my old manager but through a new company of that makes sense. My advice is to listen to your gut and if you feel this pip is a means to an end, then update the cv and get looking. If for nothing else, do it for your mental health. You want to be happy in work and feel valued.

    incidentally, my old manager is trying to make things difficult for me in my new job but thankfully, my new employer has my back and is not taking it lying down. It’s not nice but my advice is to get out if you feel like they are just trying to get rid, a good cv is what you need now.

25. GirlBossanova627261January 18,2025 at 1:43PM UTC

    I would recommend reviewing the document and work with your manager to define clear weekly targets that focus on the gaps highlighted in the document. I would also take a moment for personal introspection and see if you agree with the direction the manager is taking you for the position. Jobs of the same title can have different roles and responsibilities, each company looks at the same job differently. Do you agree with the way this company wants you to achieve the role you are hired for? I am going through a similar experience. Hired as a HR Director for a large scale organization I learned 3 months after joining the fit is not there based on their demands for the role. Rather than force myself into a box I worked out a long term notice that is amicable for both parties and refocused my search on small to mid size organizations realizing where my strengths and opportunities were. It is scary in the job market. But your long term mental happiness and career goals might be better served elsewhere. If you are proactive most organizations will work with you. God bless and good luck.

26. AnonymousJanuary 18,2025 at 1:57PM UTC

    Typically when I've placed team members on a PIP, I have equal responsibility to assist them in being successful. Has your manager listed things they will do as well?

    Id also suggest looking for a new job

27. AnonymousJanuary 18,2025 at 2:03PM UTC

    I was put on a PIP in the past and doubled down in my approach but it wasn’t good enough. I wish I had known as I drove myself crazy trying to keep my job to no avail. Often when they are at this stage, they are documenting why you need to be let go and your efforts aren't going to change their minds. I wish I could go back and job search and leave at 5 instead of working all hours.

    While each company is different, I would suggest looking for a new position. For whatever reason, they are showing you they don’t want you there and use that time to network and set a foundation for your search. FYI, make DR and dentist appointments while having insurance. Good luck!

28. Kelly SchrieberJanuary 18,2025 at 2:10PM UTC

    Often a PIP will be used when management wants to terminate but they don’t have adequate documentation, so they use this process to formally document the performance issues. Make sure you know your rights and get all issues that are cited clearly documented and evidenced, that your manager indicates how they will support your improvement plan, also typically you are able to bring someone along to your meetings to advocate on your behalf if you feel like you need assistance in that regard. I would keep very good records of everything you are doing to comply. AND I would hedge my bets and start looking for a new job as well.

29. AnonymousJanuary 18,2025 at 2:35PM UTC

    I am going to share with you a very blunt answer but I hope this is helpful. First, I want to commend you for being honest about your inability to master these tasks. You sound like a very nice and honest person who is genuinely trying ,but it's just not working out. I would ask human resources.What happens next?... If you are let go, Will you be

    Able to apply for unemploymen?... Is there another position within the company that is more suited toward your skill set? You sound like a very nice person who would be a valuable employee in the right role. Thirdly, You should be actively looking for another job.Because I think if things don't make a dramatic turnaround in the next week.Or two, You will be terminated....

30. AnonymousJanuary 18,2025 at 2:39PM UTC

    It can truly go either way.

    As others have said, to be put on a PIP within 4 months of hire and after having to create your own training…there appears to have been miscommunication of expectations on both sides which needs to get ironed out.

    I would assume the PIP is in good faith if it outlines intermediate goals and regular check-ins.

    FWIW, when I was junior staff and stressed out middle managers would assign me tasks without clear instructions or templates - and then would thoroughly red-ink the work product upon review. It was easier for them to criticize than create, I couldn’t read their minds, and it was a hard way to learn.

    Now that I am a middle manager, I provide my team clear written instructions, templates and training - and I find some of them struggle with written and need interactive presentations, some struggle with verbal and need written, etc. There is no one way of transmitting info which works for every member of the team.

    So there is a learning curve of learning one another’s learning and communication styles.

31. AnonymousJanuary 18,2025 at 6:21PM UTC

    I’m truly sorry you have been put on a PIP, I’ve seen them go both ways and think it would be wise to apply to a few jobs. More importantly, I would suggest keeping yourself protected while you work through it with note taking.

    You should be having weekly 1:1’s with your manager and they should be keeping note of things discussed and you should be doing the same. If you need assistance with a task assigned and they are unable to provide training or guidance, it should be documented in the PIP that you requested this and it was denied. If they are asking you to do things that are not in your job description, or weren’t discussed during the interview process, that should be noted. Also, make sure you document any extra work you had to do to complete tasks, overtime worked, online training tutorials, etc. anything extra you did that the company should provide assistance for but didn’t. These sorts of documentations can be useful when filing for unemployment.

    Sometimes jobs just aren’t a good fit, but thats a reflection on the business not being prepared to train or invest in their teams. You sound like a person who genuinely cares about the quality of their work. Good luck!

32. AnonymousJanuary 19,2025 at 2:44AM UTC

    I work in HR, yes you can get out of a PIP but you need to focus and also ask for guidance and help. Be determined and plan it out in stages. Be aware that if you do not make it out you will be out of work.

    Ask your manager to help you prioritize the most VIP things in the PIP that need to be improved and continue to reinforce that you want to stay and improve and not fail at things. Good luck.

33. AnonymousJanuary 19,2025 at 1:55PM UTC

    In your experience in HR have you ever had an employee successfully complete a PIP?

34. AnonymousJanuary 19,2025 at 6:15AM UTC

    PIPs are the worst! I'm sorry you're going through that. And 4 months in? That's a big red flag to me. I recommend looking for another job asap, especially if you are struggling to "get it."

    If you try to stick it out though, engage the help of ChatGPT (on your personal computer or phone, if needed) to help you understand the tasks better... and help you navigate the PIP!

    Sometimes managers don't know how to have a conversation and are not willing to help their employee grow - they only expect them to 'know' their expectations. If that's your situation, go with your gut instinct. Best of luck to you!

35. MaryAnn Coats HastingsJanuary 19,2025 at 1:07PM UTC

    PIPs typically lead to termination. A decision has been made and the PIP is just a legal document to cover the employer. Find another job. Think about your exit strategy, plan a severance package and be ready to push for it. Especially since your training was insufficient

36. AnonymousJanuary 19,2025 at 1:53PM UTC

    Agreed with finding another job, but after working for the company for only 4 months, I doubt there would be any severance package.

37. AnonymousJanuary 19,2025 at 1:55PM UTC

    Not likely to get severance. OP may still be in her probationary period. You can be fired at anytime, but you are most vulnerable during the probationary period. She needs to spend all of her time focused on finding a opportunity and developing other sources of income.

38. DENISE DICKGIESERJanuary 19,2025 at 1:15PM UTC

    It is an inevitable termination. Find another job.

39. AnonymousJanuary 19,2025 at 1:17PM UTC

    In my experience i was put in a pip... then set up to fail. Start looking for other opportunities. It's inevitable

40. TakiiaJanuary 19,2025 at 1:23PM UTC

    I would encourage you to immediately begin to look for other roles. At this point, the PIP for you is the official documented record of your performance.

41. TrevorJanuary 19,2025 at 1:29PM UTC

    Whatever career community you've built up, whether on this job or outside of it, start leaning into them immediately. Like many others have echoed here, unfortunately a PIP is that slow march to the end.

42. KimBley GriffinJanuary 19,2025 at 1:36PM UTC

    Yes, I've never seen anyone (that I personally know) exit a PIP or have it be completed for their professional improvement at the same company. A PIP is absolutely a way for the company to protect themselves as they formally prepare for your separation from the company. I agree, quietly but actively seek employment elsewhere -- since working for the same company but in a different capacity also may not be a viable option for you.

43. AnonymousJanuary 19,2025 at 1:38PM UTC

    Once that seed is planted with an employer, it is very difficult to change the path. It is a clear sign they want to move on from you. I have been on a PIP before and every little thing was used against me. I completed the PIP and a week later was fired. I have also managed people who have been put on a PIP. This is the same result. There was no way I could keep her. Upper management was tired of her as was I. She became a huge liability. Sorry to say all this. Please expedite your career search for something else. Plan for that scenario.

44. AnonymousJanuary 19,2025 at 1:44PM UTC

    Start looking NOW! Use your work time to search.

45. AnonymousJanuary 19,2025 at 1:57PM UTC

    I was in a very similar situation. I got put on a P.I.P 4-5 months into the job. They told me I needed to become faster before they put me on it but I just was struggling to keep up and never could meet their expectations. I had barely any on-the-job training. I basically had to drink energy drink every morning just to survive the day and become adequate enough for them. It was very stressful on me and my physical health went down. I found out I had to have neck surgery the exact day I was put on pip and eventually went on medical leave for the surgery not too long after. My recovery took longer than expected and never returned back to that job. Realized my mental and physical health was way more important than that job is. Not the best outcome but eventually it did turn out for the best. I’m not stressed anymore and in a better workplace.

46. na1102January 19,2025 at 2:03PM UTC

    I’m sorry to say, but start looking for work. I was put on a PIP and worked my tail off to be sure every assignment given me was done and on time they found one small issue and that was it. I was out. And I had worked for this company for 30 yrs. Sometimes an employee is too expensive to keep . As karma would have it, a few yrs after my termination, the supervisor that put me on the PIP was put on one and was terminated -start looking for work now

47. Ana ChicoJanuary 19,2025 at 2:11PM UTC

    I’m sorry you’re going through this! My dad was on a PIP and he managed his way through to stay in the company. Some companies actually use it is because it is very costly to hire and train new people. Every case is different, but if I were you, I’d be both starting looking and also looking for help to meet the expectations of the current role. Why do you think you haven’t met them? Are expectations reasonable? Are you new to the role? I think that if you ask, people would be willing to help, we are never alone! Maybe, try with the people you know that are excelling in what you’re struggling? Maybe experts in this community would be willing to offer advise and insights? I for one if have experience in your field, would be willing to do a consultation help out, so maybe others are too!

48. AnonymousJanuary 19,2025 at 2:28PM UTC

    I was put on a PIP after 8 years at the company and 4 years in role. I fought it but realized there was no way to win. The bar went higher every week. I also started looking for a job and managed to find something.

    The process damaged my confidence in myself to lead projects and teams. About halfway through the process the company offered to buy me out of the remaining time. I took that offer I had known from week 2 they wanted me gone.

    A PIP is a lot of work and time for HR and your manager. You can ask if they are willing to buy you out so you get paid but don't have to do their tasks. Then you have 30 days to job hunt and don't risk damaging your confidence.

    I started my new job this week and have been fighting through feeling like I don't know what I am doing anymore. A PIP is the worst way to let someone go.

49. Rashmi GJanuary 19,2025 at 2:29PM UTC

    Hi I would recommend start looking outside and simultaneously work on your improvement but just 4months into the job they put on pip is not good.are you sure it's pip and not probation . it's tough to look out and then also work but that is better for you

50. BeaBoss568754January 19,2025 at 2:32PM UTC

    sorry you are going through this… as a person that has to write pips, I always have regular check in with my staff to see how things are going.

    I suggest going to your manager and explaining that you are happy to work on the PIP but realistically the changes (whatever they are) may take longer than 30 days. Suggest a 2-3 month pip with check ins every 2 weeks so that you can update your manager on the progress you have made as well as the barriers you may be having that is preventing you from being successful. Ask for help when you need it. A good manager will want to help you be successful.

    hope this helps!

51. AnonymousJanuary 19,2025 at 2:55PM UTC

    PIPs can be a way to get you out the door, but not always. This PIP must include weekly checking with your manager, where you go over your progress and have a chance to get more information/training. If the PIP has no checking - that would be a red flag to me. If it is a genuine PIP, they ought to be invested in getting you up to speed. What has your manager offered to help you get to where they need you to be?

    I would try to meet their requirements if they seem sincere, however, please start looking for another job. You'll feel better leaving their on your own steam rather than being made to go. Good luck to you!

52. AnonymousJanuary 19,2025 at 5:34PM UTC

    PIPs should be illegal. They are a form of harrassment and torture.

53. Celena BartonJanuary 19,2025 at 3:01PM UTC

    Have a candid conversation with your boss. If your manager is worth his weight in salt, he will know that a PIP reflects poorly on him as well. And will want to help you succeed. If I had to put one of my employees on a PIP, I’d look at it as a personal shortcoming and do my best to help the employee improve. I realize most managers are terrible so maybe start putting the feelers out there and consider leaving this one of your resume.

54. AnonymousJanuary 19,2025 at 5:32PM UTC

    No way - it's already a done deal. The organization above your boss is already full aligned on you being gone.

    Do you think any leader takes a chance on being over-ridden by a someone higher in the organization? Never.

    Organizations decide verbally what to do so there is no documentation. Then HR is told and direct what needs to happen next.

    Bottom line, if your boss changes his mind after it's already verbally been decided, he'll be gone too.

55. AnonymousJanuary 19,2025 at 3:06PM UTC

    Never been under a PIP but just to be on the safe side I would start looking other places

56. AnonymousJanuary 19,2025 at 3:20PM UTC

    Why are you commenting if you’ve never been on a PIP?

57. AnonymousJanuary 19,2025 at 3:19PM UTC

    I am sooo sorry about this. Truly this is not fair. Your training was obviously crap and they do not sound like they were trying to help you.

    I really hate to break it to you but the PIP is meant to document a performance issue before they fire you. This covers their ass.

    I was put on a bullshit PIP by my manager because of several bologna reasons. I rebutted every single one. And still had to sign for it. I was training the new HR manager or the generalist did not mark the employee as termed so I was not aware to pay out their PTO or the employee was cursing me out in the break room and threatening me. Etc. The point is my manager did not like that I trained them in and that I did a really good at my job. My manager made A LOT of mistakes.

    Also, I work with executives in my role. One of them presented they were giving an employee a 60 days PIP and he literally said I don’t think the employee has a chance to make it through the 60 day period. I couldn’t believe what I just heard!!! Where are you coaching with them or working with them on their tasks?

    Start looking for a new job immediately.

58. AnonymousJanuary 19,2025 at 3:24PM UTC

    After 10 years of ourstanding reviews I got a new boss. This lady didn’t like me. So she placed me on a pip. With the help of my team we met all requests and met them on time. At the final review for the pip I was notified I would be under the pip for a year anything not done as she wanted it would be a pip failure. I thought F this. Made plans to retire with minimal notice. I knew this was a loosing set up. I filed an eeoc complaint and it has been in adjudication for the last five years! The government is terribly behind due to the huge amounts of filing. This person has replaced me with three people who are also having issues. As for me I am loving doing part time contract work. Make plans to look for another job now. It’s doubtful that this will end well.

59. AnonymousJanuary 19,2025 at 3:56PM UTC

    In my case, I was asked to perform work which was not even close to my job description and then got put on a PIP when I didn't get all the additional work done. I had several PIP "reviews" where my boss tried to force me to complete this additional work, which was nearly impossible if I were to also complete my "normal" work (what I had originally been hired to do). In any case, I could see the handwriting on the wall and resigned before they had the chance to let me go. In my opinion, PIPs can go either way, but mine was going the wrong way, so I chose to make the move first.

60. AnonymousJanuary 19,2025 at 3:59PM UTC

    I would recommend start looking. I was put on a P.I.P. Once - I had to fight for the work to do to be able to improve, my boss didn’t provide the resources like it was needed and required per their bosses verbal instructions, I went to weekly meetings documenting everything I did worked on, has to written feedback from others. it was literally hell, i was stressed out to the max and bad experienced extreme anxiety. I made it through the PIP only to within a few months later have my position eliminated.

    i honestly think that’s their way of getting sufficient documentation to do a termination.

61. Vivek HankareJanuary 19,2025 at 4:02PM UTC

    First of all, your negative words—of course, all worries full of.

    You cracked the interview, the manager found you suitable—that means you have the potential. The only thing that matters now is your mindset. Think of the bigger picture—you are not going to stay in this position for long, not in this company. You have so much more to achieve, with better positions and greater successes ahead.

    Don't be scared. Sometimes, it's good to feel like you don’t know everything because that’s when growth truly happens. Even I have gone through such situations—in fact, everyone has. And trust me, one day, you will be in the same position as the one who issued you that PIP, but as a leader who overcame it all.

    Do meditation. Everything is temporary.

    Move forward with guts, and glory will follow. It’s all.. yours..

62. AnonymousJanuary 19,2025 at 4:03PM UTC

    I would start my work search RIGHT NOW, because most PIPs are based on insignificant and unsubstantiated evidence, and are basically put in place as a step towards getting you out the door. Start looking, and document everything you do. And if I were you, I would let HR know that their training is far from adequate too! Many places today do not want to train employees - on how THEY do things. You are expected to just know. The workforce is miserable and unfair. Yet the job market is quite tight, and they claim they want qualified candidates with strong work ethics...yet when they have these people, they lay them off.

63. BarbaraJanuary 19,2025 at 4:46PM UTC

    Well if you’re at an at will company and they want to be rid of you they can just let you go and not spend any more time or money on you. I would take this as a positive that they want to retain you. If I remember correctly PIPs have formal goals that need to be attained, clear points of improvement and weekly check ins. Use the structure to your advantage and make those goals and show that you are determined to learn and improve. In the meantime meet with HR and see if there are other departments or jobs for which you may be better suited. Show that you are motivated and want to improve and stay. I’ve put people on PIP and they’ve survived. I didn’t want to go through all that for them to fail. But their attitude was the key.

64. AnonymousJanuary 19,2025 at 7:57PM UTC

    You know sometimes you read a thread and it just reminds you of what a great manager you have.

    I am terribly sorry for what you are going through.

    about 4 years ago, I was placed on a pip. It wasn’t necessarily a performance issue but I was a hot-head. I did a lot of responding before I thought. I said some really not so nice or professional things to people without any regard or respect for their position or predicament.

    My boss’ boss called me into his office. He was honestly ready to fire me. We talked while and he was explaining why I was on the pip and very specific expectations of fixing my issue.

    I asked point blank if he was trying to fire me because if he was, don’t prolong it. He assured me he was not and that he wanted to take me under his “business wing” and be my mentor because he knew I had what it takes but needed to smooth out some rough spots.

    He met with me weekly to discuss my progress. He would have people in meetings say things that would in previous circumstances send me over the top to see how I would react.

    i trust him with my career completely. He called me into his office and told me my name was being thrown around for a job opening in the offices. He said while it wasn’t a bad job, he didn’t think it was for me. He told me to interview and see what I thought.

    I never applied and I didn’t interview. I honestly trust him that much.

    A month after the PIP, I was promoted to a supervisor position and he has more plans for me in the factory.

    it doesn’t always have to be a bad thing but I would take the feel of the initial meeting to determine what steps to take next.

    good luck!

65. AnonymousJanuary 19,2025 at 8:14PM UTC

    Did you outline to your manager where you are struggling and did they give you suggestions? If so, follow what he gave you point by point. If not, get the hell out of there.

    I know this isnt’ what you want to hear but my last job used PIPs to get rid of people

66. AnonymousJanuary 19,2025 at 8:37PM UTC

    It can be a warning too. But don't take it lightly. Do what you can like your life depended on it. Take out 1 hour the previous night to plan your next day. It helps immensely with your mood and confidence. You don't dread the the start of the day because you have already prepped the last night. Show your boss that you are serious about learning and showing improvement. Document what you think are your tasks and review with him ASAP to set expectations. Good luck.

67. Eric LauJanuary 19,2025 at 8:48PM UTC

    if you dont mind me asking what role r u in? is it office politics at stake?

68. AnonymousJanuary 19,2025 at 10:08PM UTC

    I started at a job that had no training documentation. At all. I was just suppose to figure out this web of interconnected servers and things, etc., with my lead on a heavy dose that something that starts with K for her mood issues. Cool. I get that she has issues, I’m supportive. She’s never available for our 1:1’s,, can’t answer my emails - see a theme? I arrived one morning to find our boss calling the other lead “my love” and BOOM - instant PIP. while my case is blazing different than yours - I booked it and got out. Been in the workforce a long time - never any performance issues.

    Try to make the changes, but be smart. Only you look out for you.

    good luck.

69. AnonymousJanuary 19,2025 at 10:48PM UTC

    You might want to take a quick moment of reflection to determine if you really even like what you're doing. If not, pushing through and improving on a PIP is going to be torturous, because you're not doing it because you want to but almost like you have to. I found this out the hard way. Yes, the job market is tough right now, but it can be ten times worse trying to hang onto a job that you absolutely hate. It's just my opinion. But whatever happens, I wish you all the best.

70. David PageJanuary 20,2025 at 1:44AM UTC

    Pip plans are used in two ways with no real plans or way to help U improve setting U up to fail to give them a paper trail to be able to sack U . They are also used to help U improve and if they trained U and gave advice and have an outcome to succeed.

71. LORI-ANN BURLINGAMEJanuary 20,2025 at 2:43AM UTC

    Unfortunately, not everyone can train new employees and it appears that your manager may take a lot for granted. It can take up to nine (9) months to train a new employee.

    Focus on the tasks that you have mastered and take one day at a time. Remind your manager of your progress.

72. AnonymousJanuary 20,2025 at 3:40AM UTC

    Usually a PIP is put in place to start a paper trail so that they could terminate you. I would start actively looking, but I'd also be prepared to connect with the HR manager and ask them not to contest unemployment, and see if you could work out a severance that could include a month of health insurance covered by the employer.

73. AnonymousJanuary 20,2025 at 1:49PM UTC

    I did “pass” my pip and kept my job, so it is possible. That said, when layoffs hit a few months later I was still gone (got severance and they emphasized it was unrelated…who’s to say). The job hunt lasted awhile (from when I was put on the pip), but I ended up getting a more senior role and and a 20% pay increase. All to say that even if it doesn’t work out at this job, better things can be said n the way! Good luck

74. AnonymousJanuary 20,2025 at 1:52PM UTC

    I’m a manager and I put people on PIPs. It was a last resort after trying to coach them up.

    Honestly even if you survive the PIP, find another job. I’ve only seen two people survive a PIP. Both times the PIP was too vague (ie “get better” with no hard metrics) and both people ended up on new, tougher PIPs with a year. They were both eventually fired.

75. Marian Eihselle ReyJanuary 20,2025 at 1:52PM UTC

    If you like this job, try asking questions to check what is missing. Ask for tips on how you can improve. If management can't provide what you are asking for to improve, then I would personally look somewhere else who values my work as an employee. Just my 2 cents. But good luck!

76. GabrielleJanuary 20,2025 at 3:03PM UTC

    My advice would be to start looking for a new job. This is coming from someone who was on a PIP.

77. AnonymousJanuary 20,2025 at 4:33PM UTC

    Find another job and fast. It’s another way of them saying we want you out if they’re don’t get you on the PIP they will find some tiny things in the employee handbook to use against you.

    Also be very careful who you communicate with in the office. Your boss has people with their ears open.

    I recently got canned from a job after being on a PIP. It was a toxic mean girls environment. They did my mental health a huge favor when I left. I landed a better job with better pay and work with amazing people.

78. Deborah MichaliszynJanuary 20,2025 at 4:59PM UTC

    if it's vague, and nothing really crystal clear and actionable where you could literally put all the improvement tasks on a checklist and tick them off as you do them, you have to ask them for that clarity. If you can't get the clarity, if it's still vague, then they are deliberately making it impossible for you to succeed doing your job. You should document it, you could even use it when asking for unemployment insurance, stating that they gave me extremely vague tasks, and maybe started moving goal posts too if you figured anything out and did it. Yeah, document. They are. And whatever you do, keep calm, don't get upset with them, always show that you are cooperating with them. That way, they can't use your "attitude" against you either. can you secretly record meetings, and transcribe them for later to look at? you should. if they are getting rid of you, it won't matter if you are recording them, you're on the way out. but it's evidence. And, yeah, start applying for other jobs, go on interviews on your lunch breaks, not in the office, but if you have a laptop, go to some other space if its online, even your car with the background blurred or with an image. Just, get cracking. I mean, every evening, put out resumes, and NETWORK like hell!!!! Network to death, go to things in the evenings, make friends in industry now. Don't ask for a job, just make friends and act as if everything is ok at your job. be helpful to them.

79. SheilaJanuary 21,2025 at 2:13PM UTC

    Also I would add that in addition to recording conversations and meetings, document everything. Keep emails or fwd them to yourself at home. If you were set up to fail you can document that and get unemployment compensation while you are looking

80. AnonymousJanuary 21,2025 at 5:04PM UTC

    Be careful recording anything as in many states you can get in trouble recording people without their knowledge. I'd do some research before trying that approach. Document, great. Write notes, absolutely, send the notes to your manager saying this is what I understood from our conversation, yes. But recording without permission - that may not be a good idea. Google it - I can tell you the response I saw would tell me not to do it.

81. AnonymousJanuary 20,2025 at 7:57PM UTC

    4 months and already on PIP, looks like you are on your way out

    I would start looking and get something that’s a better fit

    what kind of job is it anyway? Just curious

82. AnonymousJanuary 20,2025 at 8:14PM UTC

    Please look for another job. Red flag and the writing is on the wall

83. IntentionGirl630054January 20,2025 at 8:53PM UTC

    Definitely start looking right now - easier to get a job when you have a job -- the current company can only say the date you started with them and your title, they cannot offer any information (PIP). Make sure whoever you ask for references are able to provide POSITIVE references. If any of them know you are on a PIP, do not use that person for a reference. Don't forget your "customers" whether they are real customers for the company or simply internal folks you've worked with and had a good relationship. They usually mkae great references.

84. AnonymousJanuary 21,2025 at 1:43AM UTC

    People rarely survive a PIP - it's just their way of getting some more work out of you (if you believe you can stave off the firing, you'll work twice as hard until they fire you, for cause - a total win for them). I had a car accident last summer and almost died and then I was spoken to for taking too much time off. After that, out of the blue, I was on a PIP. And they gave me so much work (12 hour days) that there was no time to look for a new job. I eventually quit before the end of the three months, but not before they got an excessive number of free hours out of me. My boss told me I should get better with time management when I told him how many hours I was working. Your employer is NEVER on your side, especially when it comes to a PIP. Take care of yourself - no one else will.

85. AnonymousJanuary 21,2025 at 2:22PM UTC

    Agreed. PIPs are usually set up to fail. LOL. I was given hours of paperwork. They knew that I would have done it, so they also forced me to leave each day at exactly 430 pm,

86. AnonymousJanuary 21,2025 at 10:32AM UTC

    PIP's are not a good thing and usually end up with termination. You should start looking for another job asap. They can always find a way to let you go. l have also found that the more stressed I am about understanding something new, the worse it gets for me . Wishing you the best

87. AnonymousJanuary 21,2025 at 1:37PM UTC

    My manager had very unrealistic expectations from me and she did the same thing. She called me for a meeting and said she is initiating my PIP process. She gave me 2 options : go through PIP or resign. She said there is no point of PIP because she doesn't like my performance and would fire me eventually. I considered every possibility, talked to HR, talked to higher management but it was of no use. I resigned.

    I suggest you should start looking for another job. You can switch internally but I highly doubt your manager will support that

88. Cheryl DennisJanuary 21,2025 at 1:39PM UTC

    I’m sorry that you are experiencing this difficulty on your job. As a former manager of employees I can tell you that sometimes the P.I.P. Is a CYA tactic to get an employee terminated. But I do not know your circumstances.

    Here are some questions and some advice on how you could turn this around.

    1. Did you overstate your qualifications to get the job and truly not have the experience they were looking for?
    2. is it a mid-level role? Often times employers expect you to be semi-autonomous and don’t want to be hands-on.

    The fact often overlooked is that managers often don’t have good training and onboarding skills and there would be no way of knowing until you are on the job.

    Here are my suggestions:

    1. Don’t wait until the time is up to meet with your manager to discuss your performance. Instead, let her/him know that you really want to improve.
    2. try to set up weekly check-ins where you demonstrate what you are doing and get feedback from your manager. You can then take that feedback and work on the next week.
    3. Take the emotion out of it. Think of yourself as a tool. Are you the right tool for the job at hand? Don’t take it personal. Just work, even if you have to put in more hours to meet the expectations.
    4. Every day, pray to God and reflect on your progress. Ask yourself and your manager in your weekly meetings:

    -what have I accomplished?

    -what can I do differently to become more proficient?

    if after taking these steps your manager wants you out, ask if there is something else you can work on for an additional 30 days while you look for another role.

    Remember that if this isn’t a fit, it can be a learning experience. It might be the best thing to ever happen to you if you use this time wisely.

    But whatever you do, don’t take it personally. You might not be a fit, and you might discover what you are better at, but you won’t know unless you double down and try your best.

89. AnonymousJanuary 21,2025 at 2:04PM UTC

    Hi there,

    I work specifically with struggling team members, and a PIP is my method to help them improve- as opposed to a UDA which is the path to termination. That being said, the PIP does sometimes lead to termination if there truly isn't improvement.

90. Changemaker828603January 21,2025 at 2:20PM UTC

    It is plain and simple, for whatever reason, they don't like you and want you gone.

    I am sorry, I have experienced this. It is inhumane. If you quit, you won't get unemployment. Power through it.

91. AnonymousJanuary 21,2025 at 2:20PM UTC

    Been on one since taking PTO. I also had broken the cardinal rule in an environment that is filled with petty and jealousy. It's boiling down to not getting along not my work itself, but it's easier for them to say that because they don't want to do their part of their job. It took me while, but I'm emotionally disconnecting from it and looking elsewhere because I can.

92. AnonymousJanuary 21,2025 at 2:50PM UTC

    You will be terminated at the end of the PIP. That is clear if you are not being properly trained, and it happened so quickly. Get out while you can find a job as currently employed.

93. AnonymousJanuary 21,2025 at 3:24PM UTC

    By your own admission, which I applaud, you admit that this is not a good fit. And I know the courage it takes to say that in this tough job market. You mentioned that they were training you for the job from day one. That makes me wonder how aligned were you to the requirements of the position when you applied for the role. There's this craziness in the job market right now that encourages people to apply for EVERYTHING but at the same time most employers do not have patience to literally train employees for a new job. Take it as learning lesson and going forward, seek out positions that are at least 80% align to your strengths and demonstrated capabilities. Good luck!

94. AnonymousJanuary 21,2025 at 9:57PM UTC

    Thank you! I wish I could find a job like that . . . .

95. Pamela ReddingJanuary 21,2025 at 3:41PM UTC

    If you cannot do the job even with extra training, it is not a good fit for you. The employer has a job that needs done, they are giving you a 2nd chance to come up to the need.

96. AnonymousJanuary 21,2025 at 7:18PM UTC

    I am sorry about your situation in your job.

    You may need to try to improve your performance. If you have a mentor or a job union, you may want to get some legal advice.

    But you may need to consider applying for a different position at another position if possible.

97. Titra HamiltonJanuary 21,2025 at 7:49PM UTC

    I am sorry to hear that you are on a PIP. The reality is that your manager is moving to terminate you. You can salvage your job, but you will be working to dig yourself out of a hole. To do so, you have to be aggressive to change the narrative about you. Provide feedback on what tools you need to be successful and update your PIP, met with your manager regularly/weekly to discuss progress and document meeting results. If given a task, you will need to deliver quality, earlier than planned and document and escalate anything that blocks your progress even for a minute. Be specific with by when you need it and escalate of you do not get your ask on time. Admittedly, this will be a lot of work. If the "tea leaves" confirm that they prefer to let you go, then spend time looking for another role instead. The chose is yours. Good luck.

98. AnonymousJanuary 21,2025 at 10:08PM UTC

    OP here. I just wanted to say thank you to all of your for your comments and suggestions. This job is definitely not a good fit for my skills. I have been looking for a new job on and off since October, but after a tedious day at work, find I have very little energy in the evening to trawl through pages of job listings for jobs that I can't really do. I network but struggle to build relationships with other people.

99. vikash anandJanuary 22,2025 at 1:34PM UTC

    To be honest.... PIP just an inevitable termination in slow motion

100. ImChris CharambaJanuary 22,2025 at 2:24PM UTC

     Navigating a Performance Improvement Plan (PIP) can indeed be stressful, but it's important to view it as an opportunity for growth rather than a foregone conclusion. Here are some steps you can take to increase your chances of success:

     1. **Clarify Expectations**: Ensure you fully understand the specific areas where your performance is lacking. Request a sit-down with your boss to discuss the details of the PIP and clarify any points of uncertainty.

     2. **Seek Support**: Don't hesitate to ask for help, whether from your boss, colleagues, or a mentor. If your training was inadequate, see if there are any resources or people who can provide additional guidance.

     3. **Create a Plan**: Break down the PIP requirements into manageable tasks. Develop a timeline for addressing each area of improvement and set specific goals for each week.

     4. **Document Progress**: Keep a record of your efforts, achievements, and feedback. This can help you track your improvements and provide evidence of your commitment to your role.

     5. **Communicate Regularly**: Maintain open lines of communication with your manager. Update them on your progress and any challenges you are facing.

     6. **Stay Positive and Proactive**: Focus on what you can control and maintain a positive attitude. Show your employer that you are devoted to improving and learning.

     7. **Reflect and Adapt**: After a week or so, assess what’s working and what’s not. Adjust your approach as needed, and stay flexible in your efforts to meet expectations.

     8. **Consider Long-Term Goals**: Think about what you want from your career. If this role isn't a good fit for you, consider what you could do differently in seeking your next opportunity.

     Many people do successfully navigate a PIP by taking proactive measures and demonstrating their commitment to improvement. While it can be challenging, focusing on continuous learning and seeking support can lead to positive outcomes. Remember, you're not alone, and there are paths forward beyond this situation. Good luck!

101. AnonymousJanuary 22,2025 at 2:47PM UTC

     By the way, I think it's a performance improvement plan. I think if they state what the expectations are clearly, you can follow along and know how to execute. If not, you must ask and put things in writing. Good luck!

102. AnonymousJanuary 22,2025 at 3:10PM UTC

     As a manager who has placed employees on pip’s, it is part of the process for eventual termination and avoiding possible lawsuits for wrongful termination.

103. AnonymousJanuary 22,2025 at 3:26PM UTC

     4 months into a job I did well I was put on a PIP for work I had not yet been trained on. I was super upset but the director there assured me that it was protocol. It still did not sit right with me. Why not be professional and have a conversation? I’m smart, capable and professional. I couldn’t get over it and ended up leaving shortly after. I know there are some orgs where it is

     “part of the process” but this wasn’t something that I was going to stick around for. I could have easily passed the PIP but still no longer wanted to represent that organization. For me, my peace has always meant more than the salary. I am now in a situation where I have an employee on a PIP but it is because she is unqualified for the position and moving towards termination.

104. AnonymousJanuary 22,2025 at 7:08PM UTC

     I had a similar situation. A manager just back from leave gave me a PIP--she clearly spent more time putting together the document than she had actually talking with me. It even contained contradictory recommendations (something like "take on more tasks" on one page and "don't take on extra tasks" on another--not the exact recommendations, but similar.)

     I knew it was a sign that I needed to get out of there as soon as possible.

105. AnonymousJanuary 23,2025 at 11:47AM UTC

     I agree with the comments about the PIP - (Performance Improvement Plan is yes, the proper term) - that it is just the organization covering their butt with a plan for termination in process. I have managed in organizations that did this and in a high position myself, was placed on a PIP with no previous history of any performance problems. I had received high ratings on all of my reviews, was a leader the staff respected for having a heart -- and when I did not concur with my boss on an issue of accused racial discrimination (proven false) she retaliated. I appealed the PIP and filed a claim with the EEOC. I left the company, of course, but on my own accord. It can be brutal out there but trust that that a better job is waiting for you.

106. AnonymousJanuary 27,2025 at 2:10PM UTC

     I was placed on a PIP 18 months into my role, but that was because my boss did not like me and came up with lame excuses that my performance was lacking even though I talked to everybody around me that I worked with asked if there's anything I could do better in my role and nobody said anything and they said I was doing a great job so clearly my boss had something against me. A week after she told me she was putting me on a pip she just instead decided to let me go and gave me about the effort so I was glad to accept that and honestly as tough as a job market is right now I have a piece of mind, knowing that she was the worst boss I ever had and I don't have to work for her again and I have a amazing husband who is supporting me through this unemployment process. Keep your head up. Everything happens for a reason and whether you stay at this job or find a new one, just know that you are worth it. Another tip is now that you even put on a pip just start looking for a new job because it's easier to find a job while you already have one versus when you don't.

107. AnonymousJanuary 28,2025 at 8:02PM UTC

     I had a very similar situation, 4.5 months into my new role and I was PIP'd. I worked my a** off making progress and improvements, having weekly check-ins with my manager. I should've read between the lines and seen it as a way for them to let me go. I was truly being optimistic and hoping for a positive outcome. Sorry you're going through this, I would start looking for another job if you haven't already. Personally, I didn't have the mental capacity to job search since I was spending all my time improving my way through the PIP. Good luck!