4 ms·

That's untrue, a manager can put their employee into a performance improvement program (without even needing to inform them) which would block them from any int

• Thiez 5y ago
  How does a pip effect improved performance when the employee isn't even aware they're in one? Is trying to switch teams the only way to discover that, or are there other indirect ways?
  • wombatpm 5y ago
    But HR sees it as a way to prevent a subpar employee from escaping the natural HR process. The fact that you have not been informed yet is just a failure of current management to follow process, but does not obsolve you of your subpar performance. HR is there for the company, not for you.
    • NortySpock 5y ago
      But really, if the only goal is to not be able to shirk a PIP by repeated team-hopping, the PIP should just follow you as you move teams rather than blocking your progress, right? "Here's Joe Candidate, he applied for your open position, and he has a 3 month old PIP on track to be resolved in 3 months. Accept or decline the transfer to your team?"
      • wpietri 5y ago
        In theory that would be good. The issue is that a lot of managers don't like dealing with problems. If somebody is doing badly and maybe should be fired (which is what a PIP is supposed to indicate) you don't want a manager just passing the buck to some unsuspecting team. Ultimately, I think you're right. It's impossible to build a bureaucratic pachinko machine that will make the correct personnel decisions. You really need line managers dedicated to coaching staff, and higher-level managers coaching line managers. One-size-fits-all rules are not the optimal solution. But bad management is endemic in so many organizations that I'm sure these abuses go on all the time.