Just interested in knowing if anyone knows someone that got PIP’d. Doesn’t seem too common in this industry / company.
How long is the PIP? Why did they get it? Did they recover from it? Ahh so curious ….
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6qmb+1sRijxeV
SOUNDs like you are right!
F UP, MOVE UP!
I got put on a PIP because a lot of people left and they wanted me to be a unicorn that could do 10 people's jobs, when this wasn't possible and I started warning them of the impending doom of me not being able to accomplish all of the work they responded with a PIP at which point I left. I watched the program burn from the outside.
Being put on a PIP because you are outspoken is another one, I was put on a PIP they said because of job performance but what is really strange is that my performance in the 90 days did not change at all, the only thing that changed was I didn’t speak up about stuff, so all they wanted was a yes sir type of person and I was not that if it was not the correct thing to do, so for those 90 I kept my mouth shut and did exactly same job and vola I was doing great according to the manager, nothing in my performance was different one the pip was over and I had talked to a few trustworthy managers I moved! Haven’t been on a PIP since.
So as long as you just nod and agree all the time even when it’s a terrible idea you are good, if you disagree you are considered a bad egg and will be targeted!
I can say from experience, because I had to work with a manager about a person on a PIP, that your mileage may vary. Everything from why, how long, who gets told, and the criteria are flexible. A bad manager may put people on a PIP just because, but a good manager would use a PIP as a last resort to try to help a person become successful in their role.
To answer your questions directly:
How long is the PIP?
- There is not a specific set time for a PIP. Usually it could be 30/60/90 days. The goal of the period should be long enough to show improvement, but short enough that a quick decision could be made. Overall, the shorter the period the better. If a person truly deserves a PIP the sooner they either improve or leave the better. We don't say it much, but an underperforming employee has a massive drain on the people actually working around them. It isn't just a physical drain but a mental drain.
Why did they get it?
- After underperforming for several months. Drastically underperforming. Also, reports by other employees who observed the person neglecting their work. Technically the person could have been fired from those reports instead of being put on a PIP. But, we knew they could do good work. If they would just work.
Did they recover from it?
- Yes, and no. Their performance improved during and after the period, however they never really understood how to really improve themselves. Several months after the PIP they found a different job and left.
There might be two other questions you might need to ask:
Who should be told?
- PIP's aren't Fight Club, you can talk about them... sometimes. PIPs shouldn't be disclosed to people without a need to know. If you're a team lead, their manager might tell you that a team member is being put on a PIP. However, if you are a coworker then their manager should never tell you they put the person on a PIP nor lead that may be involved.
What should a PIP involve?
- If I recall a PIP should have a very defined criteria of why it is being implemented and what its goal is. Like, we need you to complete tasks within two days, and communicate with your lead or manager what is going on. In the one I was involved with, we actually worked with the person to setup a learning plan to help expand their knowledge... and kind take some remedial courses on the basics of how to do your job. The person also had to show they understood the knowledge those courses provided and how that knowledge applied to the work being done.
PIP is the company tool to make you quit on your own. It will humiliate you. It will make you so irritated. It’s NOT about your performance. For the @uvt+1sRi jxeV, “The one who stays improves considerably”. This guy probably works for HR.
if you got a pip you're finished. they don't want you to succeed. they want you to quit
When are mid year reviews?
I have known 3. 2 were let go. 1 stayed. Seemed to be about 6 months long. They all three deserved it. The one who stayed improved considerably. They seem to use PIP as a way to document your lack of performance. And yes, I understand that everyone thinks they do good work. Even when they don't.
I know someone who got it because management thought he/she would leave the company and wanted to divert the remainder of the raise pool to others. They recovered in that the person never deserved it.
Don't you realize by now that L3H rewards bad management and BS'ers?! No one gets put on a PIP, because the bad ones are promoted and the good ones have enough common sense to get out of dodge.