🚨 You’ve been PIP-ed! Now what? 

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🃏 Game over?

Being put on a performance improvement plan (PIP) at work can feel like the end of the world to some. But the reality is that it doesn’t have to be so bleak.

According to Jessica Zhang, senior vice-president of Asia-Pacific at payroll services and human resources (HR) company ADP, a PIP is fundamentally intended to identify an employee’s areas for improvement and outline specific, measurable steps for them to take.

“Young employees assigned a PIP should approach it with the mindset as an opportunity with support for growth, rather than a penalty,” she tells thrive.

A PIP may be an official signal that you’re currently at the bottom of the curve in terms of your work performance, but it doesn’t mean that you have to stay in such a position. In fact, a fair and well-structured PIP should offer the right guidelines to steer your career back on track and a good chance to redeem yourself.

Here’s an example of what a PIP could look like to help an underperforming employee meet their targets:

📧 A mere formality?

What complicates PIPs are employers’ intentions behind the programme and how they are planned and executed.

Sometimes, PIPs can simply be a formality undertaken by a company before they let an employee go, which can result in the programme being disorganised and not well thought through. Companies that do so may just be trying to avoid any negative publicity for firing an employee without a warning.

This can be incredibly frustrating for employees who see the PIP as a last chance to do better. After all, what’s the point when your employer has given up on you?

Under these circumstances, some employees may consider throwing in the towel and use their time and energy to find a new role instead.

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This can be incredibly frustrating for employees who see the PIP as a last chance to do better. After all, what’s the point when your employer has given up on you?

Under these circumstances, some employees may consider throwing in the towel and use their time and energy to find a new role instead.

However, giving up once placed on a PIP may not be a wise move. If anything, it could backfire and create negative consequences for an individual’s long-term career.

“It’s important for individuals to be able to show their next employer that they at least tried to work it out with their current employer, especially if and when word gets out in the industry that they were put on a PIP,” says Eric Sim, founder and chief trainer, speaker and coach at training outfit Institute of Life.

He adds that the first response from those issued a PIP shouldn’t be to fight the situation, but to be collaborative and highly communicative to achieve the discussed goals.

Those on PIPs should also evaluate whether their placement on the plan is completely justified and if some factors that led to their situation were beyond their control. In some fields, such as sales, the health of markets can affect the quality and quantity of deals they close.

Being thoughtful about the targets set within the plan is important, too. “If a top performer is expected to hit 10 client calls per month, for example, it won’t be fair for a low performer to do the same,” Sim explains.

“This is something that can be negotiated in the beginning of the PIP, for your goals to be reasonable and clear, especially if they were not previously.”

🚪To stay or to go

Being PIP-ed isn’t a pleasant experience, but there are still things you can do to help yourself and ultimately decide whether you should stay or go:

• Understand the PIP thoroughly: Ask for clarifications on any vague or ambiguous points. Make sure the plan and expectations are clearly outlined with specific, measurable goals. Be upfront if the targets are unrealistic and suggest reasonable adjustments. Do not hesitate to have a discussion with management around receiving additional training and resources to help you meet your goals. Being proactive is your best bet in redeeming yourself through the PIP.
• Get support and the point of view of a reliable third party that has your best interests at heart: Seek advice from a trusted mentor within the company to ensure the PIP aligns with company policies and is genuinely intended for your improvement.
• Document everything: Keep detailed notes of all communications, progress and any obstacles you face in the process. This can help ensure accountability on both ends and serve as evidence if the process does turn out to be unfair later on.
• Remember to seek feedback regularly: Ask for continuous feedback from your manager on your work progress. Do continue to do this beyond the PIP period too as it gives you a chance to course-correct early on if your performance ever starts dipping again.

We hope that you don’t find yourself in a position where you are PIP-ed, but if you do, maybe don’t tap out of the situation immediately. Even with employers who are determined to remove you from the organisation, the last thing you’d want is to reinforce their current impression of you. At the very least, trying your very best will set positive ground work for the next chapter of your career, be it at your current workplace or new pastures 🌾.

TL;DR

• A PIP is typically a last-ditch effort by organisations to get an underperforming employee back on track 📈
• Certain companies employ PIPs as a mere formality before asking an underperforming individual to leave the organisation 😶‍🌫️
• However, it isn’t wise to give up right away, as it could signal that the individual did not try to improve with the PIP at all which may hurt future career opportunities
• If you find yourself on a PIP, remember to communicate and collaborate with your employer to achieve reasonable deadlines and alignment on targets set 🗣️