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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.
They control their performance, you provide what may be needed to help them succeed.
If this has been done and they succeed, you reward.
If this has been done and they are not succeeding, you start performance improvement to help them along. Their performance dictates the outcome.
A conscience is a wonderful thing to have...
aww, do you need some time off and maybe a massage in the executive lounge? If they got a pip and it wasn't because of no effort on their part, then you should get one too. If an employee is struggling that is on their leader. were they aware this was coming? did you do all you could to coach them up before this happened? maybe you already know this and that is why your "conscience" is bothering you.
I have successfully passed a PIP, also failed a PIP, and also managed someone on a PIP. I think the biggest thing I would do differently is let the person on the PIP know about unfair and unreasonable dismissals in NSW and the conciliation process. If the person on the PIP has a history of very positive feedback and performed well on previous performance reviews and is suddenly on a PIP, I feel like they have a good chance at getting something out of conciliation. At least extra "redundancy" pay or documenting the dismissal as a resignation instead.
Honestly even conciliation feels unfair to the employee on a PIP..
And PIPs should not be used when the employee has admitted they are burnt out and need a break
They should be forced to take a break instead xD
Step1...manage YOUR expectations first. Apprehension over delivering bad news is your humanity instinct talking. Its received more airtime than it deserves vs. the optics of an "HR Move" like this. At Will means just that and a PIP is a courtesy frankly. Our colleagues elsewhere in this thread refer to check-ins, expectations, comms & feedback, coaching, etc. They are correct to do so as that is what Operational Maturity looks like. ...and then there's those all too common companies where you can get whacked in one sentence over the phone and a PIP, Training, Feedback...etc. mean nothing. Tragically common. "Log off and turn in your door badge on the way out...RN..."click". is how that convo usually goes. I hear "it only hurts the first time". (yikes, sorry). You'll be lopping off heads with the best of them in no time. If you want to manage it like an actual human? Bless you! I defer to our colleague Besmira Rexha responding in this thread. It's not the only template, but they've offered a solid starter framework.
And then there's an AI interface into which you can enter all of this for that unbiased clarity you seek.
Tough spot for you. Good Luck
PIP is the worst death note possible, tactless. If I were out on one, I'd ride it out like I was Peter in Office Space.
You will get used to the responsibilities of management eventually. You need a capable team. Your younger self survived, so make sure the performance plan gives the junior a path that actually helps them. It is part of your job.
Sometimes you have do what you gotta do.
If you identified that they are taking advantage of the companies rules or your good will then it's either your job or theirs. Do you want to be fired or do you want to do you want to let them continue wasting peoples time? It's not just about them, or you. What is the team missing by them not following protocol?
The only four things that ever matter is if you documented everything correctly, whether you gave proper coaching, what the company (HR) wants to see, and the what the state needs to see if they call you to be on an unemployment call.
You can be sued over mistakes never let anyone say that the company will protect you because they will protect their bottom line before you or them.
It doesn't appear it was that difficult for you. Focus on Empathy and having more of it. You dont want it to get easier, some things in life are supposed to be hard. For example in the Marines combat & is outcomes were hard. We trained hard for it and it was still hard.
Everyone knows PIP is just a courtesy to let the emoloyee know to look for another job. If there was any actual improvement expected that would have been done before an official PIP. 🤷♂️
If the person is truly messing up you follow procedure . Ask yourself could you have done anything differently to affect this outcome. If not they already looking for a job and let it play out. Next hire make sure you don’t do a repeat otherwise you are wasting resources
I think that is a joke I'm good at my job IT engineer I was pretty much thrown out of a contract with little notice I was doing my job just little slow but I was new...it was well politics because I voted for Trump to wtfo
Let me give you some actual guidance versus other comments on here. You can tell most are jaded or not in management at all See as they don’t understand that management also has structures to abide by. If they working in the corporate world and are blindsided by how it works then they went in blind to begin with.
It can be difficult at times to compartmentalize who someone is vs the work they do. Not everyone can successfully fulfill the need of a position. If you have already been through the process of coaching and doing all that you can, you will still feel indifferent about what has to be done. Dont take “feeling bad” negatively, it’s your empathy and that’s ok. Being empathEric will make you a stronger leader and create a different type of loyalty from your team. Does it get easier, it did for me. I’ve placed people on PIP, written them up and even let them go with them leaving with a smile their face. How is this possible? because we already worked on it as a team. also don’t sit their with a sad face or potty them that’s not what they want. You also don’t want someone struggling everyday about work that just isn’t fulfilling to them because they’re stressed and feel negatively everyday about the goals that are unobtainable to them. If I think someone discipline is great and they have it their all I always offer a reference letter. I’m very transparent and my team is never blindsided by this. All you can do is your best and learn from these experiences.
There's a lot of missing context, but generally, what helps to have a clear conscience is to be genuine and truly interested in seeing the person succeed. This helps frame the feedback as constructive rather than punitive or negative.
That said, the person has to be self-aware enough and interested to make some adjustments. If not, it may just not be a fit, and it's best to part ways.
PiPs are not meant to steer people toward a forced exit, but rather to offer an opportunity to realign the fit for a win-win.
Maybe I'm reading too much into your comment about you being more stressed about it than the other person. If they're not concerned, maybe that's a sign they're not motivated to improve or are unaware of how serious the situation is, even after repeated shared feedback, coaching, and verbal warnings.
Once things get to the PiP stage, it should be abundantly clear that there is a significant gap between what the person is delivering and what's expected of them.
The PiP should be designed to provide clarity, next steps and requirements with milestones and measurable objectives.
Did you work with the person to address the issues before taking that step? If you did, then ignore the haters in this thread -- you are not making this about yourself, you're giving evidence of having a soul. It's the managers who don't follow due process and give people a chance to turn around that deserve criticism.
This almost is never something done without reason. Why would you feel bad about it. If you are doing it you must be their manager. They clearly are not hacking it or it wouldn't have been risen to this point.
Definitely commend you for keeping this post up... This is wild
A PIP, in it's purest form, is a formal reprimand like, don't do this anymore, straighten up, if you don't improve/stop I'll fire you. Unfortunately they are seldom used in their purest forms, too often it's a legal way to harass an employee into quitting, keep them INeligible for raise, promotion or bonus, etc. I've had a PIP put on me before, luckily it was delivered in a very tarnished light, by a tarnished manager, so HR oversaw the entire process, it quickly ran its course, and expired.
I am utterly cynical about HR in big business. They enact the dictats of the C-Suite - who are concerned about profitability.
The challenge was that my management knew.