Performance Improvement Plans

You're lucky. A PIP is basically HR creating a paper trail to justify your eventual termination (in case of lawsuits, etc).

A PIP should be the last chance to improve. You should have had many chances before that, with lots of clear feedback. Of course it's soul-destroying, but laying them off is worse.

My assumption is there's a PIP or PIP-like event coming up. When that happens do your best to satisfy the requirements but also look for a new job. They're going to want you gone if they PIP you.

PIP is an HR tool. How it goes is, in practice, pretty much totally up to them in collaboration with your manager.Maybe you have a genuine, acute but deemed manageable problem, and a manager who genuinely wants to help you overcome and move past it. Maybe.If not, as others have said, it's a prelude to firing you. If you don't seem to be failing out, they will find a way to adjust it until you do. In the meantime, they are collecting data and paperwork to "justify" y

that just seems weird though. for it to get to the point of a PIP being necessary, a lot has had to gone wrong until then. feels like it's a blunt instrument, used when usual communication has almost broken down. are expectations not normally discussed more informally in regular 1:1s already?i do know people who have successfully completed PIPs and stayed. but every person who's taken the PIP as a signal to look for another position has done better in their careers and been happier

I think it really depends on the place. I was PIP'd recently and genuinely thought I was doing something wrong, until it was clear the bar kept moving even though I was meeting all requirements. A few weeks in I discovered I wasn't the only one in that situation (4 others, all expensive senior employees) and the company had a history of using arbitrary PIPs to justify firing with cause instead of having to pay out severance (I'm in Canada)

More soul destroying than "your performance is shit, so shit I see no hope your worthwhile, get out?"I think the GP is overly optimistic about a PIP. In general I'll say when I've put someone on a PIP, it's been with the expectation of firing at the end. "We have discussed this problem and I've made it clear you need to improve, this is your last chance, I need to see x, y, and z (where X Y and Z are as concrete and measurable as possible) or mm/dd will

Do Performance Improvement Plan (PIP) style firings get around this?

A lot of companies put everyone who screws up (in a big enough way) on a PIP so they can fire them at the drop of a hat if they screw up again. Not that you shouldn't also look for other jobs but it's very much a box checking exercise in that case. Just don't screw up for 30/60/90 days or whatever and you're fine. Often times your manager will re-arrange your job duties to help you out with this (assuming they want to retain you).

It's a sad story; but PIP is really the pink slip; you take it as an advance notice that you're going to be fired, and start looking for jobs. I've heard stories of people completing PIP programs successfully, but quite honestly, I don't get it. Once you got to that point, you're not a good fit to the team and/or they don't appreciate you. Makes no sense to stay. I could understand staying with the company & switching teams/departments, but staying in