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I've been the manager whose supervisors received a PIP from site-level management. They came in, issued a mass crackdown on supervisor accountability, and pushed Operations Managers to enforce. I think just about everyone on a PIP (estimating 5-6) survived, but they needed to drastically, rapidly change how they managed their departments. Disciplinary actions for employee underperformance, KPI tracking needed to be rock-solid for audits, cleaning/5S was priority, and required OT for anyone leaving an area in an unacceptable state (including the supervisor). Senior management made the intent very clear: The state of the whole operation was unacceptable, and remedy started with management accountability; either management holds their areas responsible, or they would be held responsible.
This wasn't a scorched earth tactic. We had people who genuinely cared and hated the poor state of things but felt hamstrung by lack of upper management support enforcing the disciplinary requirements within a union CBA. Once we got a General Manager who refused to let anyone be unaccountable, the culture changed 180 degrees in about 3 months.
I could count on one hand how many times I did see somebody survive the PIP. I would say a lot of the time it is a notice to just start planning your next move. Very dependent on the company and also what the PIP covers, assuming it is a realistically actionable plan.
I’m surprised they survived that many times!
No, unfortunately I have not seen anyone recover after having gone through the PIP process. Some processes may take a little longer than others, but the writing is on the wall and likely won’t be erased.
Ok well that’s more normal!
Let's be real here. PIP is the final box to check to avoid an "unjust termination" lawsuit. It goes (a) verbal notice, (b) written caution, (c) stern warning and letter of reprimand, and then (d) "Action Plan." If the employee has not straightened up after the first three steps, he's most likely a lost cause. Most recognize the inevitable and bail out of the plane -- parachute or not -- after the second step.
It is the final countdown!
I have one employee that I put on a PIP who completed it and has been doing great ever since, for a good number of years. They even advanced their career. As others have said, it's normally the last step. I was just jumping through the hoops, but it ended up working out well.
Wow I’m glad they made it!
I was put on a PIP to cover up my area director's failings (a subject which was put in writing when previous AD was transferred out), and completed the PIP without a single critical comment before being left to pick up the pieces. Months later, after turning the property into the highest performing on the Coast, the PIP was used as justification to terminate me, less than 24 hours after our team received the ONLY performance award issued.