I'm curious about experiences with PIPs. I found out yesterday that after nearly 6 years in my job, and a little over 2 months officially reporting to my current boss (who was a peer) that I'm put on a PIP. I have 30 days to show improvement. I have to put together my plan for addressing the feedback given to me. Verbally, she encourage me to "speak my truth" to HR about historical experience with a particular department, which both makes me wonder how much of this was her idea vs. someone higher up and makes me laugh because I feel that if I were honest, it wouldn't matter how I turned things around, I'd have a target on my back. The meeting started with getting performance feedback, and after she told me I was getting PIP'd I commented that I know how these usually work that it's a pre-cursor to being fired. She told me no decision was being made at the end of the 30 days and that she cares for me and wants to see me succeed. But then the written communication, which HR is CC'd, says that failure to show "immediate and sustained" improvement can result in further disciplinary action up to and including termination. A new hire is supposed to start in June. And I found out Wednesday (2 days before the PIP convo) that they got the green light to hire another team member (we were once a team of 4, but since November have been a team of 2 since 2 individuals chose to leave the company last year). Because of general anxiety about the job market, I want to do my damnedest to improve while ramping up a job search and reaching out to my network, but I'm skeptical that I even stand a chance. I appreciate any and all stories and advice.

35 Comments

1. AnonymousMay 9,2026 at 5:47PM UTC

   So sorry you are going through this. I managed to outlast a boss who "had it in for me"-- that boss no longer works at my employer and I have a new boss who actually appreciates me, but I will be honest that doesn't happen often. You should polish your resume and apply elsewhere. Also "keep the receipts" on all work communication. If someone says something to you that has any possibility of being significant, send an email that "in the break room, I understood you to say_______. Is that correct?" Then print their reply and/or forward it to personal email immediately. It also wouldn't hurt to do a free consultation with an attorney who offers it, and by all means print/save your positive evaluations from your previous boss. It sounds like the new boss decided to hire someone they're buddy-buddy with, and it may not have anything to do with your actual work performance. Some people are 50+ years old, but still have the maturity of a middle-school bully. I hope you get a better job with better pay, and when your former employer fails, you can sit back and enjoy some popcorn and your favorite soft drink while watching the show.

2. Joanna GiordanoMay 13,2026 at 2:11PM UTC

   documenting verbal discussions this way is great advice. You probably don't have the energy to do the legal route, but you could! If you want to be extra, you could check if your state is single party consent for recording and record your interactions directly. Just in case!

3. GirlBossanova934974May 12,2026 at 1:28PM UTC

   I would be on my way to a good employment lawyer. I don't know where your company found your new manager but she is about 51 cards short of a full deck when it comes to managing employees. WOW! Opens up the company to a host of ethical and civil liability charges. How so, you ask? A) Failure to set any sort of employee goals in the PIP B) Requiring the employee to go to HR to give feedback to HR about another department C) Letting it slide on the side that another employee has already been hired D) Having the audacity to say she gives a darn about said employee. If you are over 40 years of age, you are in a protected class of employees. I would go back in your emails and send out all communications to/from this so called manager to your personal email account. I would get a copy of ALL my past performance reviews and do same. Grab your employee handbook aka look for the verbiage having to do with performance review. Send that copy to yourself as well. Be prepared to let your lawyer review it. In the meanwhile, start interviewing RIGHT NOW. Settlements and judgements can always be collected after you have left. I collected around $200K in a settlements from one former employer around 4 years ago.......

4. AnonymousMay 12,2026 at 1:36PM UTC

   If it’s an at will employer none of this matters. The PIP is frankly a courtesy.

5. GirlBossanova934974May 13,2026 at 4:40PM UTC

   Unfortunately for employers and fortunately for employees, that is incorrect. Just because you are in an at will state or work on an at will employer, you are not given license to break laws. This is a warning to companies who have swallowed the Kool-Aide

   of AI chatter when it comes to HR functions. BY creating PIPS with NO criteria to pass the PIP, the company has left itself wide open for a cafeteria of discrimination lawsuits. PICK ONE! Then the same employer demands the same employee report abuses about another department to HR. Then the same employee finds out the company is already hiring her replacement. OMG! So now, the whole PIP was a sham as the company has already advertised the role to the outside and the employee has evidence to back it up. The lawsuit may be a stretch to win but a nice settlement can probably be had here. The WORST part for the employer is that if the employer loses the legal action, they could be easily be held liable for compensatory and punitive damages which makes a settlement more likely.

6. Nancy CincottaMay 13,2026 at 3:13PM UTC

   Better not forward emails to your personal account. That can vote you if they want to let you go on a technicality. You CAN, however, take a photo of the screen.

7. AnonymousMay 15,2026 at 4:18AM UTC

   GOOD FOR YOU!

8. AnonymousMay 12,2026 at 1:35PM UTC

   Not every PIP is just a precursor to being fired. I’ve had to put several employees on them and our goal is always to get them off of it and keep them. I’d also say that every employee is always surprised by a PIP when in reality your manager has probably been trying to avoid it. Be self reflective.

9. AnonymousMay 12,2026 at 1:37PM UTC

   I also recommend dissecting the PIP and notating where the criticism (or the instructions) are in direct conflict with the employee handbook. And also anything you haven’t seen uniformly applied to the team. Make it factual and this will stop them in their tracks.

   an example: I was once called out for not responding to my new (bully) manager’s slack messages immediately. I was able to locate in the handbook that the SLA for employees was 48 hours, and noted the times and examples where I had waited even longer for somewhat critical responses. She deleted it so fast. Good luck! You have nothing to lose by meeting the PIP and respectfully pointing out disconnects. In fact it may just earn you more respect!

10. Joanna GiordanoMay 13,2026 at 2:09PM UTC

    love this advice. Know the system and use it.

11. AnonymousMay 12,2026 at 1:44PM UTC

    Respond earnestly and ask for frequent feedback during your PIP period.

    Unfortunately, it seems they are just trying to get rid of you and not pay a severance. It doesn't sound like they have provided you any specifics.

    I have had to PIP employees before for not meeting metrics, but that was a very specific and measurable thing. So at the end they knew if they made it or not.

12. QueenOfNumbersMay 12,2026 at 2:56PM UTC

    99.99% of your energy right now needs to be looking to your own future and getting another job. They are going to get you out. Whether or not you get a severance is up for grabs but do not waste any effort whatsoever and do not speak your truth. It will come back to bite you in the zxx. I can guarantee it I've seen it happen. Love from HR.

13. Dr. Patty GrossMay 12,2026 at 3:53PM UTC

    First, the termination clause is standard verbiage in a PIP. Second, focus first on putting your plan together, in writing, and presenting it to your manager. Include a weekly progress meeting in your plan. Third, begin ramping up your job search, just in case. Good luck!!

14. AnonymousMay 12,2026 at 4:44PM UTC

    Focus on putting your plan in place. Yes, it is entirely possible that you could be ripe for termination but you can turn it around with some effort and truly taking to heart the feedback that you got. This is not the time to spiral into the why just focus on moving forward with positivity. Track daily your work against the plan, oh and before you put that plan into action be sure that you have written go ahead on the details in it with your manager and HR. Concurrently if you are okay to consider moving on, do put your feelers out there without mentioning the PIP.

    Good luck! You got this.

15. RachelMay 12,2026 at 8:02PM UTC

    I may be one of the few, but i don't believe a PIP is a precursor to being fired. I have put a couple people on them (possibly a third) and one failed to get better but the other did a tremendous job and I am happy that we were able to keep him on.

    As long as they have proof you aren't doing what they've asked you to do, then you can acknowledge it and work to better yourself.

16. AnonymousMay 12,2026 at 8:17PM UTC

    HR has to place that verbiage of the failure piece in every PIP, verbal, write up, counseling doc.....

    To me it sounds like you are on the right track of how you put a plan together with the feedback you received. Not sure of all the details, but it sounds like there may be some tension with another department. If you focus on your plan and succeed at it, then you will be fine. Not all PIP's end in termination - use it as a way to grow and show your manager and your HR that you can take constructive feedback and make the most of it.

17. Changemaker828603May 12,2026 at 11:12PM UTC

    I was put on a PIP, that was literally, set up for failure.

18. Courtney StewartMay 13,2026 at 12:44PM UTC

    I was PIPd in a previous job. I immediately started looking for other employment while working on the plan to improve because I knew they were likely to fire me. Was the PIP justified? No. I got another job and didn't stick around to find out. It was a really negative environment to be in, and I'm glad I left.

19. AnonymousMay 14,2026 at 3:12AM UTC

    I was placed on a PIP and during the meeting the manager gave me the name of the HR rep. who was responsible for my team. I reached out to the rep and told her why I disagreed with the PIP and requested that no action be taken at that time as the HR rep wanted to know if she should share my concerns. The manager in a follow up teams meeting opted to embarrass me in the meeting and it was there I sensed what my next step should be. You see, since I was on a PIP, she felt it was okay to embarrass me and I suspected that if she did it then, she would try it again. I then called back the HR Rep. and gave her the remainder of the story. She asked again if she was free to speak and I gave her permission then. The manager's overall behavior was not only addressed by her manager but also HR. One of my takeaways from this experience is a PIP can create anxiety and stress and you have to decide if your mental health is up to it. I was not willing to sacrifice my mental health. I prayed about it and when I resigned, I was at peace and this is what mattered to me more than anything else. Hope you make the right decision!

20. AnonymousMay 14,2026 at 2:01PM UTC

    I was put on a PIP several years ago. I should have fought it, but didn't because I was devastated. What I SHOULD have done is meet with my manager and HR to discuss the following:

    Annual performance review - did you meet your goals for the year? I met all but one of them, and, compared to my peers did better than them on that last one. In fact, most of them did not complete the rest of the ones that I had completed

    Thank you emails from colleagues - I had received several direct thank yous, and was recognized by name in a thank you to our president for assisting on one of the biggest transactions of the year

    Awards - I received several cash awards from colleagues in recognitions for my contributions to projects

    Find all the positive feedback you have received throughout the year and present to your manager with HR present and ask them what else you should have done.

    I was also informed by my manager that a colleague was concerned about my ability to perform. I reached out directly to that person, they told me they had no issues. They were initially concerned about a mini-project I was in charge of, but it finished successfully and they would gladly work with me again.

    Finally, this came as a surprise to me at the end of the year. Ask why this wasn't brought up sooner so you could have addressed the "issues" before it came down to a PIP. A good manager would not let you get to the point where such drastic measures are being taken.

    ps. I didn't like the company anyway, and was fortunate to find a better job quickly. I gave notice to the old company, and due to two weeks notice and a surplus of paid leave time, they paid me for a month after I started my new job!

21. AnonymousMay 15,2026 at 12:49PM UTC

    If you love your job and company, I don't see why you should conclude that resignation is the answer to being put on a PIP.

    Take it at face value and a genuine opportunity to introspect - what part of the feedback is admittedly true? Work on that, set SMART goals with your supervisor.

    What feedback are you sceptical about? Dig further to understand exactly what your supervisor sees as not up to standard, and the precise, measurable steps she wants you to take to improve.

    Be crystal clear in the plan what support you need from the company to meet their expectations. This is a litmus test on whether they actually want you to succeed.

    Make sure every discussion/meeting about the PIP is formal, recorded (if possible), minuted and signed off on by all parties, and provide weekly progress reports. Request periodic check-in chats.

    Also, request more than 30 days and explain why you'd need a more realistic timeframe. I'd recommend at least 2 months.

    However if you're honest with yourself and know that your work is solid, and you aren't happy in this job, then plan your exit regardless of the PIP.

22. Sue Gordon- retired Career CoachMay 15,2026 at 12:52PM UTC

    Did they provide clear feedback about your work — what lead to this? If you want to keep your job, then do exactly what the PIP says. And document every conversation with your boss and anyone else involved going forward.

    If you disagree with the feedback provided, then document what you can to demonstrate you did perform to expectations.

    Good luck.

23. AnonymousMay 18,2026 at 1:43PM UTC

    I just deleted a reply I made. FGB played games when I wanted to edit my reply for clarity after posting. FGB has gone downhill. It took forever to delete it too.

    So sad for the OP.

24. KathyMay 18,2026 at 3:36PM UTC

    A surprise PIP is usually a legal maneuver to justify firing someone or if the company is planning a layoff then it's used to justify a layoff.

    Check your employee handbook to determine the process involved in a PIP. There should be some kind of warnings prior to the PIP.

    Perhaps the new manager wants to hire her 'friends' and to create open positions the company requires a current employee to leave.

    Start looking for a new position.

    Good luck!

25. AnonymousMay 18,2026 at 3:47PM UTC

    Also just to piggyback on all the comments - please ask for weekly check-ins with the leader/supervisor. How have I done this week toward the PIP? Has there been an improvement this week? What are they pleased about? What would you like to see going forward? Conversely, what are they not pleased about? Can we discuss this again next week? Please take away and all feedback they have to offer and ask them to provide the feedback in person as well as in writing. Also, if you have a cell phone - make sure you record these conversations for your personal use. This is your personal conversation on your personal device. it may be hard to hear feedback in the moment, but you can go back when you are calm and play this back and pick up on any hidden clues. What are they not saying.

26. AnonymousMay 19,2026 at 12:55PM UTC

    One of the things that jumps out at me in your post is that you say you've been with the company for 6 years BUT you don't say anything about your own assessment of your actual performance. Longevity and performance are different things. You also say that this person used to be one of your friends, which means she probably knows your strengths and weaknesses in the workplace. Be honest with yourself about your performance as well as you move through this.

    I know it's hard, but we always have to remember you NEVER have close friends in the workplace especially in a highly competitive job market. The fact that they have decided to put you on a PIP is DEFINITELY a precursor to firing. Do NOT trust her and do not trust HR. You can still be cordial toward her and definitely do not be hostile. But don't be a fool and think that she's still your "buddy."

    As others have suggested, you should definitely have weekly meetings with her while you're on the PIP. Keep your own documentation of your highlight reel during this period. After each of your weekly meetings with her, send her a friendly email just to recap what you've accomplished towards your pip as well as your ongoing success at the company. Just let it be three to four bullet points but you should have something every week to show that you are valuable to the company.

27. Dorothy WhiteMay 19,2026 at 1:54PM UTC

    I think you're getting great advice here...I have been a manager who was about to put a person on a PIP (believe me, well deserved). First of all - they should not have blindsided you with it. That's just wrong. I gave my team member regular feedback throughout the year, including specific language around a potential PIP. Our HR was very strict - a PIP in the US is a lot of work for the manager if it's being done properly. My person resigned instead of going through it. On the other hand, I've been on leadership teams, and during performance review sessions, have been a part of truly meaningful PIP/Post-PIP discussions and have seen many people come out of them with flying colors. Honestly, it was truly a huge boon for these people as the LT was so impressed at how well the PIP'd individuals handled it- so, depending on your workplace culture and of course any hidden agendas... handling it professionally, addressing whatever areas of concern with a good attitude, etc, may turn a rough situation into something very positive.

28. AnonymousMay 19,2026 at 5:19PM UTC

    You are right to be skeptical and if you have been there for six years you are doing a fine job. There is something afoot here and they are trying to get rid of you using a PIP. I would also be suspicious of an HR person that "cares" for you. that is not their job, they are there to protect the company, not support you. I would document your whole work history, have previous performance reviews, and document this new reality. I would also seek legal opinion about what your options are. See if you can go on stress leave and find another job while on it. They are trying to get rid of you, there is no question. I am sorry this is happening to you, it is stressful and traumatizing but know it is not you, it is them and you are better to be somewhere where you are appreciated and HR has appropriate boundaries. PIP is a warning sign you are about to be fired-take notice and protect yourself. Also learn about mobbing, bullying in the workplace Linked In has lots of good articles and posts about this. Good Luck!

29. AnonymousMay 19,2026 at 9:04PM UTC

    After 6 years this happened to me in February. I am now unemployed. I would say now is the time to save all conversations, all reviews, etc. My manager was all about me ‘speaking my truth’ as well, but I would encourage you to stick with a typical corporate trope. Do NOT give them any sign you’re unhappy etc. I did all I could to stay but at the end it felt like a foregone conclusion. Sending tons of luck and support to you.

30. EMILY KIKUE FRANKMay 19,2026 at 9:55PM UTC

    I'm sorry, but you should start looking for a new job. In my experience, PIPs are often vindictive or are attempts to let someone experienced and skilled (and thus expensive) out of a role. I really am sorry. It stinks. But if you start looking now, you will at least be ahead of the game.

31. AnonymousMay 20,2026 at 1:26AM UTC

    I would look into FMLA if you can afford to unless you are eligible for Short Term Disability. This will buy you time…they most likely are looking to fire you. And don’t trust anyone. All great advice below, but unless there is a true way to improve quickly and meet the targets of the plan. You are out.

32. Deborah MichaliszynMay 20,2026 at 4:50AM UTC

    My experience is, it's extremely rare that you'll be able to improve, and here's how you'll know: they ask for vague things. They won't provide you training to improve. They will keep moving goalposts. They will create a phony write-up. Hr will tell you you had a lot of time to improve and gaslight you. They will speed up the process. When you ask for clarity or to put it in writing they won't. Your being set up to fail. They want you to quit so they don't have to pay severance. They expect you to know that termination is inevitable and that this is all about making you quit. Not termination.

33. AnonymousMay 21,2026 at 10:03PM UTC

    I currently have two people on PIPs. One is doing really well — they’ve taken the feedback seriously, maintained a positive attitude, and are making strong progress. I’m confident they’ll be fine.

    The second has gone in the opposite direction. Their attitude has declined, and their performance is worse now than it was before the PIP. I’m much less optimistic about that outcome.

    Both were well aware the PIP was coming. They had been spoken to for over a year.

    In your situation, being placed on a PIP only two months in with the new manager and without prior warning would concern me. While it’s impossible to know the manager’s intent for certain, I’d view it as a significant red flag and would start exploring other opportunities. In my experience, when a manager wants you gone, you will be gone.

34. AnonymousMay 22,2026 at 10:34AM UTC

    Does your PIP have specific outcomes? I believe that if it doesn't and the communication was that you didn't do anything about it, you should go to HR and clarify. I wouldn't go down without a fight. And yes, regardless of how that goes, it's best to start looking for another job, unless the new boss goes away.

35. AnonymousJuly 30,2026 at 6:23PM UTC
    This HR are so stupid. I can`t even listen to music while working. This timers never have been useful. Do you remember times without HR`s, it was easy to find a good job with more salary.