3 ms·
Agreed. Anecdotally, I have never seen a PIP lead to a turn around. Honestly, I started to think it was just a way to cover for wrongful termination. What I ha
by Cd00d 5y ago
Agreed. Anecdotally, I have never seen a PIP lead to a turn around. Honestly, I started to think it was just a way to cover for wrongful termination.
What I have seen is PIPs lead to so much stress and anxiety that people are unrecoverable.
I unfortunately worked with one person where a PIP led to hospitalization for thoughts of self-harm, because it was clear there wasn't going to be success in the current role, but there was no way to exit effectively (and there were confounding personal-life stress/factors). The whole thing was a horrific mess, starting with a nepotism hire, and finishing with unacceptably incompetent HR.
- PragmaticPulp 5y agoPIP means different things at different companies. It's true that some companies really just use PIPs as a documentation period to build a case to fire people. A lot of managers and companies I know have moved away from the "PIP" terminology because the acronym has become too toxic to be productive. Instead, they'll have different names for their version of the program. With few exceptions, managers don't enjoy firing people. We don't enjoy PIPing people, either. A good PIP (or whatever a company calls it) is usually structured as a mentorship program that lays out clear expectations for what is expected from an employee, pairs them up with mentors who can help get them there, and involves more frequent check-ins than normal to help get them on track. As a manager, I have seen many PIPs succeed, if executed properly. I've also seen many fail. One of the common failure modes is when the employee assumes the worst and doesn't bother trying to improve. That's one of the main reasons smart companies don't use the "PIP" terminology any more.