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> that I was not picking up on what should have been obvious cues. Performance feedback should not come in the form of cues. If it does, it is poor management.
"To stay off the P-I-P you must answer me these riddles three."
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The company you worked for that allowed you to operate this way is in the minority. For 99% of companies the PIP is a documentation and CYA step to ensure that the employee goes away quietly, without things like filing for unemployment or suing the company. For most companies the purpose of a PIP is to fire a person.
What evidence do you have for this statistic?
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What’s the alternative? Give them a rainbow sticker? It’s business among adults, performance matters. If you can’t meet expectations then it’s not a good fit. That’s part of life.
An informal pip. You can tell someone they need to improve their performance. You can help them make a plan. And you can help evaluate the result. Making a plan can certainly help. You don't need to involve HR inorder to make a plan. (Not saying that pip isn't a good concept, just that a formal pip is a last resort kind of tool)
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What evidence do you have for this statistic?
None, sorry to disappoint your request for “source????.” It’s just common sense, finding someone who exits a PIP successfully is like finding a needle in a haystack.
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Was it justified or was your colleague wronged?
He was probably the smartest guy on the team. And when push came to shove, productive as hell. I think management didn't appreciate how much time he spent reading web comics though (you know, when push was not around). I imagine he'd have flourished if work-from-home had been a thing then.
I have received one PIP in my entire career - it was at an employer which was recently purchased by another company, shortly after the majority of my team was replaced with offshore contractors. I was not at all surprised at receiving it, despite my performance being roughly on par with my entire tenure in that position up to that point. If anything, I was happy to receive it as it prompted me to start interviewing e…
PIP doesn't always work, but it works wonders with some personalities.
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?
I believe that often times the PIP is an attempt to get more value out of an employee that you would otherwise replace with offshore resources. i.e. "Maybe if we spook them, we can get the work of two people out of them for a while."
Oops now you gotta hire a new one.
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We do it because we legitimately want them to improve, and the last resort is "if we can't work it out by X, we can no longer employ you". I don't think we've done it more than once or twice, though, because increasing the directness of the feedback that the employee is not doing well has generally worked.
I've never seen anyone put on a PIP where the intention was anything other than eventual firing. In all these cases, the person was doing an awful job for over a year, or in some cases, since they were hired.
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None, sorry to disappoint your request for “source????.” It’s just common sense, finding someone who exits a PIP successfully is like finding a needle in a haystack.
There’s multiple people in the comments of this post alone who have self exited a pip. And I know at least one in person myself. What’s common sense is that Common sense doesn’t mean much, people often draw false conclusions from narrow sample sizes among other fallacious beliefs and reasonings. Asking for a source should always be acceptable by anyone who has an allegiance to truth. Let’s be honest with each other.
So people's experience will fall into a few categories: * People who are not doing well * People where the expectations of the job are (honestly) different between employee and employer. * Trying to create cause to fire an employee / avoid layoff news.