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There 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.
Going 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 experienc…
Maybe this is part of the problem -- that it's called one thing (a plan to improve performance) but is used as another (legalese once you've already given up hope).
But I've never quite understood why. I imagine if I was a manager people would know if they are doing 20% as much as the best team member and would either be off the team or have shaped up within 6 months. That period where you genuinely are making sure that somebody understands you think they aren't doing well and clarify expectations seems valuable and ideally would happen long before it's too late.
There 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.
Maybe you should consider giving people feedback in non-PIP form!
Employment is at-will. It's better to just fire without the PIP drama. As it is, a PIP does not provide legal cover if the employee writes back, effectively rejecting it.
There 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.
With at-will employment is a pip necessary? What happens if you fire someone who is performing?
One of my current mentees got put on a PIP a couple years ago, and she likewise has significantly improved. (She also survived a round of layoffs a year later, which should speak to that)
So while PIPs might be started with the expectation that most employees won't improve, I think they're also started with the hope that they will.
With at-will employment is a pip necessary? What happens if you fire someone who is performing?