If you’ve heard of a performance improvement plan, aka a PIP, chances are you haven’t heard people talk about it in the nicest of words. For better or worse, performance enhancement plans have a bad reputation as a harbinger of death – well, a harbinger of layoff, at least. But this reputation is not fully deserved. While it is true that PIPs are often a prelude to termination, this is not always the case. If you receive a performance improvement plan, Luxembourg Phone Number there is still hope – in some cases you can still fix the problems and keep your job. But let’s dig a little deeper into PIPs: what they are, what you can do about them, and what they mean to you.
What Is a Performance Improvement Plan (Pip)?
A Performance Improvement Plan (PIP) is a document that is handed over when your management is unhappy. With your performance and wants to give you the opportunity to improve – well. That’s what it’s supposed to be. be at least. The reality is that in some cases it’s more of a threat or scare tactic. But we’ll get to that later. The PIP will outline any issues management is having with your performance and any improvements they want you to make – hence the name “performance improvement plan”. In most cases, there will be specific goals and a deadline by which you must achieve those goals.
Ok, but What Is the Subtext?
The problem is that in reality, the performance improvement plans are not. As friendly or benign as they seem in theory. If management was genuinely interested in keeping you as an employee but wanted to see improvements. They would try to coach you or work with you to improve your performance. Your manager knows that receiving an official document. Stating that you need to improve will not go down very well and will probably scare you.