Content Highlights
So, you’ve just been placed on a PIP at work — now what?! In this article, we offer practical suggestions on how to handle a PIP.
Our firm has helped many, many clients survive a PIP, some with surprising benefits. Read on to learn more about how to address a PIP at work.
What Are the Initial Actions to Survive a PIP at Work?
The first thing to do when you’ve received a PIP (Performance Improvement Plan) at work is to meet with your supervisor.
- Discuss with your supervisor what deficiencies in your performance are at issue.
- Ask questions until you have a very clear understanding of those deficiencies.
- Don’t argue, just make sure you are clear.
Then learn exactly what is expected of you to remedy those deficiencies. You can read more about the purpose of a PIP on the web page “Performance Improvement Plan.”
Since we must presume that your supervisor believes that you need to improve, you should discuss the entire matter with your supervisor. Go through the written workplace performance plan with your supervisor. Be clear about what the document requires. It’s your supervisor, not HR, who is the key person to help you survive a PIP at work.
What Process Does a PIP Follow?
The PIP process consists of a specific period of time during which an employee must improve certain deficiencies in his or her performance. Even if not stated, there is an “or else” that follows the period of time, “or else” you will be terminated for poor performance. The PIP process often lasts 30 days. However, depending on the complexity of the work and the severity of the problem, the time period may last longer.
The supervisor (or the person who will decide whether the employee has satisfactorily improved performance) should meet with the employee periodically, usually weekly. At the weekly meetings, the supervisor should review how the work went during that week and whether the employee is on track or not. If the employee is not improving or has a bad attitude, the supervisor will bring those continuing deficiencies to the employee’s attention. That way, the employee can double down and try harder to improve performance at work.
The meetings and the discussions about the status of the employee’s work and improvement should be documented. The employee should be given copies of the documents so that he or she has guidance to follow. It’s a good idea to take notes at each weekly meeting.
During the time between meetings, the employee must use his or her best efforts to do what the supervisor has explained. Be diligent to do your very best to improve, even if you disagree with the PIP assessment. Just do it, and demonstrate a good attitude while you’re working.
If at the end of the PIP period the employee has not sufficiently improved, most likely the employee’s job will be terminated. However, if the employee believes that he or she can satisfy the PIP standards with more time, the employee should request an extension. If the company is being fair and wants to help the employee improve, an extension will be granted.
Are There Other Alternatives than Following the PIP?
Yes. A transfer to another department might be a better solution than a successful PIP. More often than not, an employee may be working in the wrong position for his or her skills. The employee could perform better in a different role. Even if the employee is not performing as well, that the same employee might be a star doing different tasks that are better suited to the employee’s talents.
If you believe that there may be a misfit in your job placement, take the initiative to bring that fact to your supervisor’s attention. Ask the supervisor whether there are other positions that are open for which you can qualify. If so, apply for a transfer to one of those positions.
I had a client once who was placed on a PIP that seemed impossible to complete. It finally came to light that the position required tasks that she had trouble doing. By discussing her different abilities and desires, we discovered that she had talents and qualifications for another position. She successfully negotiated a transfer and worked at the same company for many years afterwards.
Bottom Line: Be Open-Minded and Optimistic
While it is true that sometimes a PIP is a precursor to termination, that is not always the case. Following the suggestions above and showing management that you have a good attitude about work could bring you a long career.
We can help you survive a PIP at work. If this is the advice you need, give us a call.