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You threatened someone’s job and made this about you? 🤣🤣🤣🤣🤣
If you know they just need a break like you did, why not meet them half way, and try support them?
This would be funny if wasn’t so on point.
Before a PIP is ever introduced, the question should be: did this person receive the support they needed to succeed? That includes clear expectations, proper training, and consistent coaching. Without that foundation, a PIP risks setting someone up for failure rather than improvement.
At its best, a PIP should be a structured opportunity for growth, not a signal of exit. It should create clarity, rebuild alignment, and give the individual a fair path to improve.
Using a PIP as an exit strategy without genuine effort undermines trust and reflects more on leadership than the individual. We are all human, and strong organizations lead with accountability, but also with fairness and intention.
A PIP is always a tool for structured dismissal. You can’t dress it up as anything else.
It depends on the intent or the reason behind the PIP. If you feel it’s unreasonable, or if you have doubts about whether you should be there at all, or if you’ve had previous conflict with your line manager, you’re probably right. According to some research, 75–90% of people who are put on a PIP end up being fired or resigning. In my experience, it’s closer to 90%.
Pay attention to how realistic the expectations are. The same goes for the feedback you receive, and always ask for a written record after each PIP meeting. If you feel you’re being bullied, you probably are. Document everything and keep everything in writing.
If you’re unfairly placed in an extremely stressful situation like a PIP, and I know exactly how stressful it can be, there may be grounds for legal action. Just make sure you keep all relevant data, emails, and documentation for your own protection.
I’m sorry you’re going through this. I know how it feels.
Great advice for anyone going through this.
You didn’t “have to” you chose to. You don’t deserve to manage other people.
The employee is probably already looking or doesn’t care they’ll be let go. I was in a position that I was told “I don’t want to put you on a PIP”. Eventually was let go a slept so well the following few nights.
You should feel bad about putting someone on PIP. Did you counsel them on their job performance before putting them on a PIP? I worked for a manager who put several of my coworkers on a PIP. One of them was eventually laid off and another would have been laid if he had not already decided to retire. PIPs are just a method to put someone on a list for a potential layoff.
It's a way for a company to start the paper trail so you can't sue them. It's the beginning of terminating someone, and that's not what it used to mean. It's a trash HR practice and OP is a piece of garbage for even doing it.
I was put on a PIP by the Team executive after a coworker complained that I mansplained to her and made her feel stupid, this was after I complained to my team leader who told me to try and mentor this woman and help her understand what she was doing wrong. In the end my team leader didnt advocate for me at all and I could feel myself being slowly excluded from team events and being phased out of my projects. I started getting very stressed about it and tried to explain to my team leader and his response was that I was stressing him out and crossing his boundaries. He could have done better, cause now Ive left that job and they are struggling to keep competent people.
Ha, I was given a PIP this past November with the exact same reason (well, they added a few more BS reasons, without specific examples or proof), except it wasn’t a colleague, but one of our agents who’s manager escalated up high heaven an issue service desk should have resolved. That woman did not deserve an ounce of my patience, and was vehemently attempting to prove the policy and me wrong about a technical issue 🤦♂️. So I went down the technical path, and indirectly pointed how and what she was doing went not just against written policy, but also against common sense and reason. After about another 5 minutes of her still complaining that her way should still work, I pretty much ended the call with “even a tricycle can drive on a highway, but it doesn’t make it a viable mode of transportation for the venue in place”, and that policy is there for more than one reason. She didn’t like that answer I guess, neither did her manager who was not on the call, but took her word and escalated back to my management. Believe all women in action, especially when they can’t argue with reason they go for the jaguar of going personal. Long story short, I was let go a week before Christmas. After a very grim holiday, took me nearly 11 weeks to find another job (because no one posts reqs before mid-January, and multiple rounds of interviewing take a while), albeit, with 15% base increase, so there was a silver lining.
I think if you can say the following:
- I have checked in with the individual to ensure they have all the resources they need to do their job
- This is an isolated issue in the team i.e. all other members in the same role are doing their job acceptably with the same/less resources.
- The individual does not seem motivated enough to improve with the resources already given.
Then you've done more than most managers. Then a PIP is the strongest motivator for this person to improve.
If you're feeling guilty, that's good. It's a horrible part of managing, and it means you're still human, and you clearly have empathy for this person.
You mentioned exit. Have you already determined the outcome? Did you assist this person by assigning a mentor? Goals needed to be met? Did you verbally warn them? If you think this person is worth a second chance, then work with them.
PIPs are scams designed to fire people without representation, usually done by dirty managers. If I were the other guy, I'll see you and HR in court.
Your main problem is that a PIP has become synonymous with managing someone out of the company. If people actually used them ethically and for their intended purpose they wouldn't feel like a curse. It's likely you feel bad because you're doing a bad thing.
It's a Performance Improvement Plan. Make it an actual plan to improve their performance and give them all the support they need and then you won't be stressed about it.
First job out of university, did that to me. Mind you I was not aware this well known company was so awful. So I took as a sign, because I was already stressed, having anxiety and headaches. I gave my two weeks notice the next day. Working in tech can be great, but if the company itself is set up for failure, we are not miracle workers.
I read somewhere that something like 90% of people fail PIPs and it's not because they were all terrible employees. It is a way to get people to quit. Sometimes high pressure tactics are used like, "How do you like this Job!" right after the presentation of the PIP in your private 1 on 1 to take advantage of your psychological state and get you to contemplate resignation right there since they cannot suggest that you quit. No unemployment or severance. When these types of tactics are used, along with HR runaround, feigned support, last minute mandatory meetings, etc. It's a strategic way of making things stressful , difficult and getting you out the door cheaper for the company. It is nothing to do with helping anybody except the company.
I had it happen earlier.
So did maybe half dozen or so others in the company. What a coincidence we were all in the or older bracket.
But by making this about performance, which is the opinion of your manager, it doesn't matter how well you're actually doing your performance will never live up to his or her expectations.
Demand evidence
Demand that it be provided to you and to the HR organization whose entire job is to make sure that you are let go for a valid reason
Then you can use it when you contact the EEOC about being released for no good reason other than your age
And by the way, do it with your state EEOC not the federal
And they're right PIP is just a are now going through to lay the for your dismissal.
Any leader knows the 'tough' conversations need to be had. A PIP is a journey to improve and provide a valuable service to the company. Or it is the road map to an exit. It is a learning tool if the appropriate conversations are occurring and training is available for the employee. Also, this may not be the role for you if posting online for reassurance is needed.
Was it your choice or pressure from upper management? This was done to me after nearly 16 years of loyalty but came about when there was a change in management. It was out of nowhere. I believe it should only be given after multiple discussions without improvement otherwise it's just a signal you're not liked and they just want to get rid of you. Someone who was a colleague then became management had to deliver this to me and I still hold a grudge against him because he didn't treat me as colleague and friend anymore, just another person who wasn't management.
You are feeling bad cause you didn't provide them with the courage and skills to advance or learn from when are kicked out from your truthful assumption. It will continue to chase you till provide a way for them to improve. Be capricious
There are many employees who survived and passed PIPs successfully and still got terminated for stupid reasons.
PIP is used to push employees out rather than keeping them.
It is to save the company from lawsuits, that's all
tou sound like a caring person who felt bad for the person. I think that’s awesome! Some employers want robots without empathy or emotion! You be you! Sometimes you will have to deliver bad news but you can keep your true character.
If they don't deserve PIP, then they will sue you for other reasons like discrimination, have fun with that :) ?
I think employees should know their legal rights especially when not to sign a PIP. Why agree to be on a PIP unless the employee truly believes they can get out of the PIP? But, PIPs typically has wording about how it's the employees fault and the exact days of when the PIP will end (usually meaning their last day). Although the employee is generally forced into retraining and the employee has little choice but to follow through regardless if they sign the PIP or not. As for legal battles, I suppose that depends on how bad the company mistreated the employee. But having a legal record out there might lead to more trouble than it's worth? But I don't know, maybe it's best for an employee to talk with a lawyer if it becomes that serious and to know their rights.
If you and your company operate honestly then the PIP will have measurable criteria for exiting the PIP that can realistically be achieved by someone wanting to improve. You also should have given corrective feedback before it got to this point as an informal warning.
It’s better to let someone go for legitimate performance reasons than to drum them out because you have a beef with them that isn’t professional or because you need a pretext to cut headcount.