I don’t understand why you would PIP a person and keep them waffling around for months on end collecting paychecks when you can just severance them out and pay less in time and money?
Performance improvement plans are on the rise
11–20 of 201 posts
Re: Performance improvement plans are on the rise
#12No clue why PIP is so hated. I suspect that its from people who think they are so good that they should be immune from being fired.
No clue? Did you read the article? I think you should be put on PIP and promptly fired.
Re: Performance improvement plans are on the rise
#13There is nothing to hate here. I have given numerous PIP's as a manager and only actually fired once. The purpose of a PIP is to improve, not to fire a person.
Not in management so I can't argue with you on that. But it seems like at the time the PIP is summoned, the person has somehow made to fireable-grounds.
There might be a selection bias at hand only people that fail a pip and are fired are eventually free from nda.
Re: Performance improvement plans are on the rise
#14> “A lot of the time, they’re done,” Gadea said of underperformers. “They’re burned out, they need a break. And now you’re asking them to work harder.”
I've seen that once, most recently.
Before that, it was somebody who was trying to get let go on performance grounds, thinking that it would lead to severance (didn't work out).
Before that, it was somebody who got put on PIP, but I'm not sure why, and they were personally devastated and then quit.
Telling somebody that they're fucking up and that they need to improve is one thing, that's just feedback. Creating a structure that's officially "if you don't do X, Y, Z, then you're fired"... just fire them.
Re: Performance improvement plans are on the rise
#15I don’t understand why you would PIP a person and keep them waffling around for months on end collecting paychecks when you can just severance them out and pay less in time and money?
It is to cover some of their bases in a potential wrongful termination case
Re: Performance improvement plans are on the rise
#16Going through the motions of a PIP is a pain if you're management. If someone gets PIP'ed then a decent manager already exhausted all other avenues to get a team member to start contributing at the expected level and the PIP is just to provide cover.
You don't PIP a lower performing staff unless they're completely useless or toxic to the environment, you just find tasks that suit them better. At least in my experience managing staff.
Re: Performance improvement plans are on the rise
#17No clue why PIP is so hated. I suspect that its from people who think they are so good that they should be immune from being fired.
No clue? Did you read the article? I think you should be put on PIP and promptly fired.
I've done both. I rather the PIP.
Bunch of people who took the ZIRP startup decade and assumed it was a permanent thing to not actually have to do work to keep your job.
Re: Performance improvement plans are on the rise
#18I saw this happen at Apple to an engineer on my team — maybe 8 to 10 years ago. Yeah, it did look like the die was already cast, they just wanted perhaps a lawsuit-proof way of showing them the door.
Was it justified or was your colleague wronged?
Re: Performance improvement plans are on the rise
#19There is nothing to hate here. I have given numerous PIP's as a manager and only actually fired once. The purpose of a PIP is to improve, not to fire a person.
Not in management so I can't argue with you on that. But it seems like at the time the PIP is summoned, the person has somehow made to fireable-grounds.
I think the PIP is hated because it ruins the illusion of camaraderie, like an ultimatum in marriage. But really, unlike a marriage you shouldn't have that illusion in the first place, you were always a replaceable cog whose only value is what service you can do for your boss. If you always had that perspective then the PIP can be seen as a helpful encouragement to improve rather than a precursor to an actual firing.
Re: Performance improvement plans are on the rise
#20There is nothing to hate here. I have given numerous PIP's as a manager and only actually fired once. The purpose of a PIP is to improve, not to fire a person.
A manager should be communicating expectations regularly. PIP conventionally means "we're firing you in a few months," so you're just threatening to fire people euphemistically.