Written by Vaclav Koranda

What to Do When You’re Placed on a PIP

Being placed on a Performance Improvement Plan (PIP) can be a daunting and stressful experience. However, it doesn’t have to end in catastrophe if approached with the right mindset and strategy. This article will guide you through the steps to take when you find yourself on a PIP, helping you navigate the process and emerge stronger on the other side—or somewhere else.

Understanding the PIP

A Performance Improvement Plan is a formal document that outlines specific areas where your performance is not meeting expectations, along with detailed steps and goals for improvement. The purpose of a PIP is to provide you with a clear roadmap to enhance your performance, with the ultimate goal of helping you succeed in your role.

Well, that’s the theory, anyway.

In reality, being put on a PIP often means that your boss is already fed up with your performance and has asked HR to terminate your employment. However, since you haven’t done anything egregious enough to warrant instant dismissal (like murdering your colleague or habitual tardiness), HR advised your boss to initiate a PIP first. Thus, the so-called “Performance Improvement Plan” is essentially a “How to Fire You Plan.” If crafted meticulously, the PIP can target your weak spots and set challenging goals. But don’t worry, this rarely happens unless you are a genuine slacker. More on that below.

Understanding Why You Were Put on PIP

First, it’s crucial to understand why you were placed on a PIP. Based on my experience reviewing hundreds of PIPs, the common issues usually fall into the following four categories:

Mismatch in Skills or Role Fit

Sometimes, companies take a chance by hiring or promoting individuals who may not possess all the necessary skills, with the expectation that they will develop these abilities over time. While this approach can yield successful outcomes, it doesn’t always go as expected. Some individuals struggle to bridge the skill gaps, which can lead to performance issues and unmet expectations.

If this is your situation, consider seeking a role—inside or outside the company—that better matches your skills and strengths.

Poor Relationship with the Boss

When your relationship with your manager is strained, it can have a significant negative impact on your performance, or on its evaluation (which is essentially the same). The tension often leads to communication breakdowns, making it difficult to convey feedback effectively. As a result, expectations may become unclear, leaving you uncertain about your responsibilities and goals. This lack of clarity can cause frustration and demotivation, further exacerbating the performance issues. Ultimately, fostering a positive and open relationship with your manager is crucial for maintaining clear communication and achieving optimal performance.

If this resonates with you, work on repairing the relationship with your boss to improve collaboration and communication. Eventually, you could consider seeking transfer to another department where you and the manager may fit better together.

Read more here: Build a Strong Working Relationship With your Boss to Propel your Salary and Career

Lack of Effort

Some employees may develop lazy habits if their work environment permits it. However, when they face the reality that underperformance is no longer tolerated, many individuals are motivated to step up their game. This shift in expectations can prompt employees to rise to the occasion, and in some cases, they even transform into high performers. The change in their behavior highlights the impact that a supportive yet challenging environment can have on fostering growth and excellence.

If this is your case, acknowledge the feedback and focus on improving your work ethic and results.

Read more here: How to Avoid Getting Fired

Abusive Employees

Some employees actively seek out low-effort roles where they can avoid substantial work. In these positions, they often use the time, and sometimes even company resources, to focus on personal projects or side hustles. This behavior can go unrecognized for an extended period if management is not attentive. However, it can also be easily identified as clear underperformance and potential conflict with the company’s interests..

If this applies to you, it might be best to find a job elsewhere with fewer demands and less control that aligns better with your intentions.

How to Successfully Navigate a PIP

Based on the scenarios described above, you always have the two fundamental options:

  • Go through through the PIP, or
  • Find a new job elsewhere.

If you decide to leave, you will find useful resources at the bottom of this article.

If you decide to proceed with the PIP, here is my advice how to handle it effectively:

Step 1: Stay Calm and Positive

Receiving a PIP can trigger a range of emotions, from anxiety and frustration to self-doubt. It’s essential to stay calm and maintain a positive attitude. Remember, a PIP is not a definitive termination notice. It is never too late, until it is too late. If you understand the true nature of the issue, there is a good possibility to clear it and stay with the company.

Step 2: Understand the Expectations

Carefully review the PIP document to understand the specific areas where your performance needs improvement. Make sure you grasp all the hard goals, timelines, and evaluation criteria outlined in the plan. If anything is unclear, don’t hesitate to ask for clarification from your manager.

However, leaving certain parts in the grey area might help you later, as your manager won’t be able to clearly pinpoint your deficiencies. Therefore, you should consider this strategy carefully.

Step 3: Seek Feedback and Support

Schedule a meeting with your manager to discuss the PIP in detail. Use this opportunity to seek constructive feedback and gain a deeper understanding of the expectations. Ask for specific examples of where your performance fell short and inquire about any resources or training that may help you improve.

However, the less involved your boss (and anyone else) is, the more likely you can argue in court (if it comes to that) that you were not provided with appropriate support, advice, and guidance.

Step 4: Leverage Available Resources

Take advantage of any resources or training opportunities provided by your company. Whether it’s attending workshops, accessing online courses, or seeking mentorship, make an effort to enhance your skills and knowledge. Demonstrating your willingness to learn and grow will reflect positively on your commitment to improvement.

Step 5: Maintain Open Communication and Stay Professional

Maintain open and proactive communication with your manager throughout the PIP period. Although you know your boss wants to fire you, it is rarely personal. Most managers can recognize that, if you clear the reasons you were placed on PIP, retaining you can be more cost-effective than terminating your employment.

Maintain a high level of professionalism, continue to perform your duties diligently, show up on time, and demonstrate a positive attitude. Avoid negative behaviors such as complaining or blaming others, as these can further harm your reputation and prospects. If you encounter any obstacles or challenges, don’t hesitate to discuss them with your manager and seek his guidance.

Conclusion

Being placed on a Performance Improvement Plan can be challenging, but it’s also an opportunity for personal growth. What doesn’t kill you will make you stronger. By approaching the PIP with a positive mindset and diligently working towards your goals, you can demonstrate your commitment and potentially turn the situation around. Remember, the way you handle this experience can have a lasting impact on your career, so stay focused, proactive, and professional throughout the process.

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Do you need my personal assistance? Simply send me your resume and a link to your LinkedIn profile at vaclav@getyourdreamjob.co and I will come back to you!

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