Rising Star
Related Posts
Coach
Need a job in Kangra district Himachal Pradesh
Additional Posts in Healthcare
Pro
Can I get 15 likes so I can DM please!!??
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Sounds like preparation to terminate and avoid any severance.
Added context would be needed. Specifically, how big is the department. If a small department, not uncommon. If a bigger department, something is going. As an example, if it is a call center where performance expectations are to handle X calls a day. And there is not enough volume for people to meet the goals, then there is something bigger going on with the business.
Some businesses do this as a last ditch effort to save a dying department. Likey much higher management has made bad hiring decisions and poor policies that have killed productivity but they need an excuse to blame it on the team members, so PIP the whole team, then blame them when the department fails.
It's not always about the nurses. During Covid my clinic was desperate and made poor hiring choices. A year later the state have us a choice to either "clean the house" and rebuild the team from scratch or close the clinic down.
Yup. Putting staff on PIP has become increasingly common as the market slows down. It's like "soft layoffs" to ease employees out instead of making headlines. It really has little to do with performance. I see it as failure on higher management's part.
Definitely a failure of management!
That is common nowadays and indicative of toxic leadership
Chief
Its probably a CYA so they can fire them.
Rising Star
Seems like a bad idea on the employers part. Could see an employment attorney arguing against dismissal if all ok the team were on a pop it seems to be a problem higher up
Is that Personal Improvement Performance?
Performance Improvement Plan
Usually, this is done to weed out individuals who are lacking performance OR the opposite - people with high performance but lack certain skills. PIP is intended to help the person "improve" however I feel that it shouldn't be necessary. I find that companies use this, NDAs, and At-Will employment altogether to try to get rid of valuable workers. PIP is usually and should be very specific as to what the infractions are in writing and then the manager/supervisor is supposed to meet regularly to document errors or improvements. There is usually a 30-day time clock on it - pass or not pass. If you fail any portion of the PIP, you can be termed.
The whole team will most likely get let go then
That’s what happens when you choose to hire experienced workers so your have to spend too much time training instead of good employees that are being overlooked due to lack of experience. Instead of taking responsibility for your bad choices as a leader, why not put the blame on the staff. Oldest trick in book, throw them under the bus so they can save themselves.
So true
Performance Improvement Plan = time to update your resume
I just got so tired of the abuse
Chief
That sounds extreme! It’s unusual for an entire team to be on PIPs. It might indicate management issues rather than performance. Sometimes, unrealistic expectations or poor communication can lead to widespread "performance problems."
My NHA handed me a blank PIP to do myself on myself for MA apps that SHE neglected to do since April while they had no BOM because the BOMs kept walking out on them. I got those backdated to 2023 instead of the usual 3 month backdate. Guess who's fired? Last one came in the day they walked me out. Glad I cleaned up your mess and got your A/R back on track in the 90 days I was there! No wonder they have terrible staff retention.
Never heard of the whole team!
Sounds like my employer.
Sounds to me like the team members are NOT the problem. As the saying goes "crap (substituted the real term) rolls downhill". It might be time to keep a record of the manager who has enforced the PCP. And it might be worthwhile requesting a meeting of all participants with the executive director and asking as a team what the end game is and why the PIPs were needed. I received one that was 12 pages long and filled with fabrications by the ED on staff. I reciprocated and replied back with an answer to every accusation. It wasn't long after that the paper trail started too and I was terminated. My joy was learning soon after that the ED got the boot and was walked out of the building by the regional. Corporate had no idea how he was bullying and targeting all of his managers.
I was recently fired from a job and based on my experience it seems like I was placed on a PIP but i was never asked to sign any documents. I started three weeks after a surgery so I was a liability to the company despite being forced to work. Every month I was sat down by HR and given performance reviews which were always negative and unclear and unproductive. I was at this company as a pre med student as a member of their pre health internship program. Are my suspicions justified?
I saw many managers do this before layoffs in order to reduce the amount of unemployment. If the employee is documented as not meeting requirements, the better the explanation to terminate. As a former manager, I did have to put a poorly performing employee on a PIP, but, fortunately it was rare.
I've been an RN for 30 years, had worked for an organization for 22+ years which was a great place to have worked at and then moved to another state bcz I got remarried. Had worked at the last place for almost 7 year, where there were great people that I worked with. I had some training, but not enough or wasn't consistent. When one learns a skill but doesn't use it regularly or no ongoing training you loose it.
But, management didn't provide ongoing educational opportunities, learning modules, mock codes. Leads one to failure and feel less than confident as what happend to me.
This company is fire at will.
There where lies and false allegations against me and they refused to listen to my side. Fortunately they accepted my resignation.