You’re put in PIP (Performance Improvement Plan). What next ? (2024)

My manager has decided to put me in PIP (Performance Improvement Plan) inspite of me working hard. I am told that I will be given a different project for regular assessment. What shall I do ? Wil I get terminated ?

Being put on a Performance Improvement Plan (PIP) can be stressful and confusing. While being on a PIP doesn’t necessarily mean termination, it is definitely a red flag in your career if you don’t tackle it wisely.

Before taking any action, schedule a 1:1 with your manager and get to know about the decision being taken and if there is a way it can be delayed or excempted. It depends on how much you and your manager are in sync and if your manager is ok with giving you a second chance. If your manager has made up his/her mind then you have to think about the next steps. Just give a try asking for it. If they don’t agree, then proceed reading below:

Let’s begin…

1. Your manager likely starts by discussing your performance concerns with you informally. They should provide specific examples and explain how your performance falls short of expectations.
2. After this initial discussion, your manager may officially document their concerns in a formal performance improvement notice or memo.This document should outline the specific areas of performance needing improvement, the expected timeframe for improvement, and the potential consequences of failing to meet those expectations.
3. Your manager might involve HR in this stage to ensure the process adheres to company policies and legal regulations.
4. You, your manager, and potentially HR collaborate to develop a formal PIP document.
5. You should have the opportunity to review the PIP and ask questions. You can potentially negotiate certain aspects of the plan. Eventually, you’ll be expected to sign the PIP, indicating your understanding and agreement with its terms.
6. You may be offered additional resources or support, such as training, mentorship, or coaching, to help you achieve your goals.
7. Regular meetings with your manager, and possibly HR, will be held to track your progress, discuss challenges, and provide feedback.
8. Your performance against the defined goals will be regularly assessed, and the plan might be adjusted as needed.
9. If you achieve the stated goals within the specified timeframe, the PIP is considered successful, and no further action is taken.
10. If you don’t meet the agreed-upon goals, depending on the severity of the performance issues and the company’s policies, potential consequences might include additional training, further PIPs, or termination of employment.

Always remember,

Your manager has the full rights to terminate you even in the midway of your performance improvement plan if he/she finds that you are not improving or not meeting the expectations. So be careful and always reachout to your manager if their expectations are being met on a periodic basis. Continuously seeking feedback is the key for a safe success.

There are several reasons why your manager might put you on a Performance Improvement Plan (PIP), and their intentions can vary. Here are the 2 reasons:

Reason 1: Genuine concern for your improvement:

This is often the most positive reason. Your manager may genuinely believe that you have the potential to succeed but need additional support and guidance to reach it. The PIP serves as a structured way to provide that support and track your progress. Sometimes, a PIP can be used as a wake-up call for you as performance has become complacent or stagnant. The structured plan and potential consequences can motivate you to refocus and put in more effort.

Reason 2: Facilitate documentation for termination:

If termination is ultimately planned, the PIP creates a documented record of performance issues and attempts at improvement, which can be helpful in legal proceedings or severance negotiations. This is one of the ways managers (unfortunately) get rid of under performing employees in corporate world.

So now what ?
You basically have 4 options at hand:

Option 1: Accept the challenge and clear the PIP by working hard.

Option 2: Clear the PIP. Then change the team via IJP.

Option 3: Clear the PIP. Then switch the company (job change).

Option 4: Immediately resign and start searching for another job.

Let’s go through these options 1 by 1 and find out which one will be the best / smart move for you in this situation.

Option 1: Accept the challenge and clear the PIP by working hard.

Choose this option if you genuinely believe you need improvement in the areas outlined in the PIP and you want to stay in the current company for atleast 1 more year. This may require significant effort and dedication to meet the PIP goals. Please be careful because failure could result in termination.

Option 2: Clear the PIP. Then change the team via IJP.

Choose this option if you value the company but just your team is bad. You need to find the right team during your PIP period and you can aggressively apply for IJP (Internal Job Posting) once you clear PIP but the interviews might be hard as you will be treated as a low performing candidate by other teams. They will scrutinize you. So keep in mind, success in the PIP doesn’t guarantee a successful transfer.

Option 3: Clear the PIP. Then switch the company (job change).

Choose this option if you believe you need more preparation time to start cracking companies outside. If you just don’t feel you can get a job right away, then PIP period will give you time to prepare. Just note that you will be under scrutiny during PIP. So you may have sleepless nights. Once you clear PIP, the company will not mention anything about PIP in the relieving letter. But if you fail PIP, they will mention it and wont even give you a notice period to serve. It will be an immediate termination. So it will cause issues to your job switch in the future.

Option 4: Immediately resign and start searching for another job.

I typically recommend this option. Because the world is vast and you may be a better fit somewhere else. Especially if you believe the PIP is unfair or the goals are unrealistic. And if you have financial backup and confidence that you will get a job outside during the notice period, I would say it’s a good option. If your current role is causing excessive stress, anxiety, or dissatisfaction, leaving can instantly improve your well-being because sometimes, the work environment itself contributes to performance issues. Leaving removes immediate triggers, fostering personal and professional growth in a healthier setting. Searching for a new job allows you to explore opportunities better aligned with your interests and career goals. You might also get a better pay raise than staying in the current company. While the PIP offers specific feedback, seeking diverse perspectives through interviews and networking expands your learning beyond its limitations.

Ultimately, the choice depends on your unique circ*mstances and priorities. Weigh the potential gains and risks meticulously, seek guidance if needed, and prioritize informed decision-making for a successful future.