If you are placed on a Performance Improvement Plan (PIP), you may feel a lot of emotions. It’s hard to receive critical feedback and hear that your work or behavior is insufficient or not meeting expectations.
Additionally, with some managers and in some companies, a Performance Improvement Plan can indicate that you may be leaving the company soon. This can be a tough position to be in.
What is a Performance Improvement Plan (PIP)?
Performance Improvement Plans (PIP) are designed to give underperforming employees a chance to meet their performance goals. A Performance Improvement Plan is a formal written document that tracks how well you are performing compared to the requirements of your job, outlines what needs to be improved, and sets goals for performance improvement.
A Performance Improvement Plan should provide clear, actionable details on how to improve the employee’s performance, which may include recommendations regarding the individual’s skills, behavior, and attitudes, as well as their productivity and quality of work. There should also be a timeline for achieving the goals of the plan.
When do employers use Performance Improvement Plans?
When do employers use Performance Improvement Plans? “Supervisors use formal plans after other follow-up sessions and training, as well as informal communications with the employee, have failed to change work practices or achieve acceptable job performance,” according to Kendra Janivsky, SPHR, SHRM-SCP in an interview with The Balance.
What to do if you are placed on a Performance Improvement Plan (PIP)
As a first step when placed on a Performance Improvement Plan (PIP), take a moment. You may feel sadness, anger, frustration, defensiveness, or a number of other emotions. This is not the time to make a major decision, and it may not be the best frame of mind for talking to your manager.
“Take time to step away from the conversation and tend to your needs first by clearing your mind,” according to Liz DeGroot, Chief Human Resources and Finance Officer at Eden, an employee experience and resources platform, in an interview with The Balance.
But once you give yourself some time, you will need to figure out the next steps. Here’s how to do that.
Review your options
Job expert Joe Mullings, CEO of Mullings Group, said, “If you are placed on a Performance Improvement Plan (PIP), think about whether you really want to continue working at the organization. You may have been feeling dissatisfied with the job and ready to move on to another role. Or perhaps you feel that your relationship with your manager (or the company) is beyond repair.” He added, “There’s no need to put yourself or your employer through the emotional and psychological strain that comes with a Performance Improvement Plan (PIP).”
If you are ready to walk away from the job, you will want to update your resume and prepare to transition to another job. But if you prefer to stay, read on to learn what to do next.
Schedule a meeting
Your manager may have scheduled a follow-up meeting, but if not, you can request to schedule a time to discuss the plan and what you need to do to meet your goals. You will also need to know how much time you have to turn the situation around.
During the conversation, you will be able to find out exactly what is included in the Performance Improvement Plan (PIP) and what is not. You can ask questions, and at many employers, you may be able to be a partner in the process of creating a plan to move forward.
Note: If you need help communicating with your manager, you can request the involvement of someone from human resources in the conversation.
Understand the plan
You should receive a written document at the end of the meeting. If you do not receive it, you can request documentation of the plan and what you need to do to meet its requirements.
Liz DeGroot said, “Take time to read this and ask for examples if you do not understand anything – remember it’s your plan, and you should leave the meeting knowing what specific actions you need to take.”
Before
To leave the meeting, you should know the following:
- Why you are on a Performance Improvement Plan (PIP)
- What the goals of the plan are
- What you need to accomplish to succeed
- The timeline for achieving the goals
- The consequences of failing to meet the goals of the plan
Take it Seriously
Career coach Laura Parker said, “If you are on a Performance Improvement Plan (PIP), consider it a life raft – this is your last chance to improve skills or change behavior as specified in the plan.”
Parker noted that it’s common for performance improvement plans to be more about behavior than skills. This can include things like how you dress, your attendance, and how you interact with others. A Performance Improvement Plan (PIP) often covers “how” you do your work, while “what” you do is covered during regular performance reviews.
Since Performance Improvement Plans (PIP) often relate to behavior, you may find them relevant in your life outside of work as well. “Performance Improvement Plans are a wake-up call. You can choose how to receive them,” Parker said. Engaging with the advice may aid your growth both professionally and personally.
Establish Regular Check-Ins
Liz DeGroat said, “When you start working on a Performance Improvement Plan (PIP), check in with your manager as much as you can, even daily if needed. This will help demonstrate your enthusiasm and commitment to the process. Additionally, these regular conversations will ensure you are on the same page.”
Ashley Drouz, a career consultant, pointed out that you can use this opportunity to strengthen the working relationship and learn from a more experienced member of your organization. Drouz noted that you could come out of this experience with a mentor.
Pay attention to any feedback you receive during the meetings and adjust based on the input you receive. You can ask questions to confirm whether the manager observes improvement or if there’s more you can do, according to career coach and author Amy Venn Reeves in The Balance.
Note: Keep track of your performance. The data you gather can be a list of successes along with a record of time spent in the plan. By tracking your time, you’ll ensure you receive recognition for the work that you are doing. You can also document anything you do above and beyond the Performance Improvement Plan or areas where you are performing well.
Consider it an Opportunity
Ashley Drouz stated, “While some may feel like failures when placed on a Performance Improvement Plan (PIP), it can become an opportunity thanks to a shift in intended mindset. After all, you are being provided with all the information and tools you need to perform your job successfully. It’s an investment in your potential.”
If you can reach this point of view, you might gain a lot from the Performance Improvement Plan (PIP).
Take Action on What’s in the Performance Improvement Plan (PIP)
Your primary focus should be on making the changes and improvements outlined in the Performance Improvement Plan (PIP). But to do so, you may need to leverage several different types of resources:
- Communicate with colleagues: Colleagues can share helpful information that you may want to utilize to get your work and tasks done faster and more accurately, according to Amy Venn Reeves.
- Look for training opportunities: These can occur in-person or through podcasts, YouTube videos, books, and more.
While colleagues can be a good source for insights on how to perform your job better, there’s no need to share that you’re on a Performance Improvement Plan (PIP), according to Amy Venn Reeves. “If people comment on a change in your behavior or attitude, tell them you’re trying to be a better employee because you realized you need the job, so you’re taking it seriously – or any answer that feels sincere to you,” Amy Venn Reeves said. “But make sure it’s an answer that will end the conversation.”
Questions
Frequently Asked Questions (FAQs)
Will a Performance Improvement Plan (PIP) affect your chances of future success in the job? If you can overcome the issues that have been identified, you may be able to save your job and your future with the organization. This assumes that the employer enters into the Performance Improvement Plan (PIP) in good faith and does not plan to terminate you later using the PIP as a cover for potential legal action.
Should you apply for other jobs? It is wise to consider other jobs. If your performance is an issue, it may be that the job is not the best fit for you or that you are not a good fit for the company. Exploring other job options will give you choices if the Performance Improvement Plan (PIP) does not work.
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