![]() ![]() If it is clear that the PIP is unwarranted, you may be able to escalate your claim to HR or upper management. Weigh the costs and benefits of each option carefully before deciding which path to choose.Įven if you feel upset and unfairly marked for a PIP, consider what makes the most practical sense as you move forward. Once you have receive notification that you have been put on a performance improvement plan, there are several options you can take. Poor communication, lack of support, canceled 1:1s and general avoidance are all signs that your manager may not have your best interest at heart. If your boss simply delivers the PIP notice without thoroughly discussing it and offering their help, they are likely already resigned to things not working out. Lack of direction, coachingĪ manager who genuinely wants their people to succeed should be very hands-on and supportive when someone is working to improve their performance. If you are told to do something in a very short period of time with limited resources, be skeptical. Similarly, if the PIP requires you to meet a goal that requires certain resources but your manager is not willing to give you access to those resources, you are being set up to fail. Insufficient time or resourcesĪnother sure sign of a bogus PIP is a timeline that makes it impossible to achieve what is being asked of you.įor example, if a sales person is given the goal of conducting 25 new client meetings in one week, when that would normally be the number of meetings conducted in a month, something’s not right. If you are given goals that do not have specific criteria or numbers associated with them, that is a cause for concern. One of the benefits of a PIP is that it should lay out very clearly and explicitly where you are falling short and what you need to do to meet expectations.Ī well-intentioned PIP will list specific, measurable goals that you are tasked with meeting within the timeline of the plan.įor example, a sales person may be told that they need to increase their lead generation by 25% by the end of next month.Īn example of a poorly defined goal is to “increase lead generation significantly.” ![]() Goals of the PIP are vague or not measurable If there have been no prior documented problems or indications of performance issues, that raises a red flag. If an employee has been having weekly 1:1 discussions with their manager and the same problems and feedback keep cropping up, that would be a hint that the manager is not seeing the positive changes they have been asking for. Unless totally oblivious, most people are aware of their shortcomings and missed expectations at work. One of the first indications that you have been unfairly marked for performance issues is if the PIP comes as a complete surprise. It’s not always that simple, of course, but the PIP at least indicates that they want to retain you and give you a chance to prove yourself. While some companies have been known to use PIPs as a formal documentation process leading up to a predetermined decision to fire an employee, you shouldn’t automatically assume the worst.Ĭonsidering the at-will nature of most employment these days, your boss could fire you at any time. Remember to check your personal biases and look at things from a strictly business point of view. Have you had legitimate performance issues that would warrant concern from your boss’s point of view? Is the culture or pace of your workplace at odds with how you work and carry out your duties? ![]() After the initial disappointment of receiving the PIP notice, take some time to carefully think through your situation and reflect. How to tell if a PIP is unfairīeing put on a performance improvement plan is a stressful event that can be difficult to view objectively. We outline the signs to look for in an unfair PIP that is stacked against you and how to proceed. It’s an uncomfortable situation to be in, but don’t jump to conclusions and assume your boss hates you and you are soon to be fired.īut what if you legitimately have good performance, but a not-so good relationship with your manager? Could they be trying to get rid of you with a PIP? So, you’ve been caught off guard by a notice from your boss that you are being put on a performance improvement plan. Subscribe to The Thoughtful Leader newsletter to discover leadership insights to elevate your team's performance.
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