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> Why would you expect to be able to come back into having people report to you after a five month leave from a high-paced environment? Getting brought back up

> Why would you expect to be able to come back into having people report to you after a five month leave from a high-paced environment? Getting brought back up to speed will be obviously necessary, and the PIP thing sounds like an explicit effort towards exactly that. So, in the end, she collected half a year's pay for no work, and then quit. PIP is a prelude to firing the majority of the time and is basically putting you on notice that you'll be laid off/fired if there is a need to reduce head count.

78666cdc 11y ago
She should explain that then. Another commented on this post said (s)he knows multiple people that have gone on PIP, gotten out of it, and are working normally now.
- fweespeech 11y ago
  https://michaelochurch.wordpress.com/2012/12/24/never-sign-a-pip-heres-why/ https://michaelochurch.wordpress.com/2012/12/24/never-sign-a... > There isn’t any upside to signing the PIP because, once one is presented, the decision to fire has already been made. A manager who genuinely wants to improve a person’s performance will communicate off the record. Once the manager is “documenting”, the relationship’s over. Also, people very rarely pass PIPs. Some people get the hint and leave, others fail and are fired, and in the remainder of cases, the PIP is ruled “inconclusive”, which means “not enough evidence to terminate at this time”. That’s not exactly an endorsement. For a PIP to be passed would require HR to side with the employee over management, and that will never happen. If the employee is under the same manager in 6 months, there will be another PIP. If the employee tries to move to another team, that will be almost impossible, because a “passed” PIP doesn’t mean exoneration. The reputation for instability created by a PIP lingers on for years. What I am essentially saying here is that, once a PIP appears, you should not sign it for the sake of maintaining a professional relationship. There is no relationship at that point. https://news.ycombinator.com/item?id=473232 https://news.ycombinator.com/item?id=473232 http://www.askamanager.org/2013/05/what-to-do-when-youre-put-on-a-performance-improvement-plan.html http://www.askamanager.org/2013/05/what-to-do-when-youre-put... > Okay, here’s the deal with performance improvement plans: They are indeed very often the last thing that happens before you’re let go. In theory, if you meet the terms of the plan, you’ll preserve your job and be able to move forward, but in practice, by the time you’re on one, it’s often because things aren’t working out and aren’t likely to. > To be clear, that doesn’t mean that PIPs never end in success. Sometimes they do. But because they so often don’t, it’s smart to be job-searching meanwhile, because they’re so very much the writing on the wall giving you a warning that you might lose your job at the end of the process. (However, don’t let your job search interfere with your focus on work. If you have to pick between the two, choose work if that’s likely to make the difference between meeting the terms of the PIP and not meeting them.)

78666cdc 11y ago

She should explain that then. Another commented on this post said (s)he knows multiple people that have gone on PIP, gotten out of it, and are working normally now.

fweespeech 11y ago
https://michaelochurch.wordpress.com/2012/12/24/never-sign-a-pip-heres-why/ https://michaelochurch.wordpress.com/2012/12/24/never-sign-a... > There isn’t any upside to signing the PIP because, once one is presented, the decision to fire has already been made. A manager who genuinely wants to improve a person’s performance will communicate off the record. Once the manager is “documenting”, the relationship’s over. Also, people very rarely pass PIPs. Some people get the hint and leave, others fail and are fired, and in the remainder of cases, the PIP is ruled “inconclusive”, which means “not enough evidence to terminate at this time”. That’s not exactly an endorsement. For a PIP to be passed would require HR to side with the employee over management, and that will never happen. If the employee is under the same manager in 6 months, there will be another PIP. If the employee tries to move to another team, that will be almost impossible, because a “passed” PIP doesn’t mean exoneration. The reputation for instability created by a PIP lingers on for years. What I am essentially saying here is that, once a PIP appears, you should not sign it for the sake of maintaining a professional relationship. There is no relationship at that point. https://news.ycombinator.com/item?id=473232 https://news.ycombinator.com/item?id=473232 http://www.askamanager.org/2013/05/what-to-do-when-youre-put-on-a-performance-improvement-plan.html http://www.askamanager.org/2013/05/what-to-do-when-youre-put... > Okay, here’s the deal with performance improvement plans: They are indeed very often the last thing that happens before you’re let go. In theory, if you meet the terms of the plan, you’ll preserve your job and be able to move forward, but in practice, by the time you’re on one, it’s often because things aren’t working out and aren’t likely to. > To be clear, that doesn’t mean that PIPs never end in success. Sometimes they do. But because they so often don’t, it’s smart to be job-searching meanwhile, because they’re so very much the writing on the wall giving you a warning that you might lose your job at the end of the process. (However, don’t let your job search interfere with your focus on work. If you have to pick between the two, choose work if that’s likely to make the difference between meeting the terms of the PIP and not meeting them.)