Workplace Theatre: The PIP
Can we stop playing games at work?
2024 is starting with layoffs and companies shuttering. PIPs play a role in the right-sizing of resources, which is also trending. I have placed people onto PIPs and have been on one myself. I can assure you, they aren’t fun for anyone involved. I put together this article to provide context, clarity, and advice to those at a job where they have been placed on a ‘PIP.’
What is a PIP?
A PIP can stand for many things, and I am a sucker for a Three Letter Acronym (TLA). I am not referring to Picture-in-Picture technology, a Personal Insurance Policy, Percentage In Point, or a Point in Polygon—some of which were worth asking Chat GPT about.
I am, of course, referring to a Performance Improvement Plan. These are formal processes put in place by employers when employees aren’t delivering on expectations defined by management. In theory, these are, quite literally, plans put in place to communicate what individuals need to do to meet the needs of the business. These plans have checkpoints and timelines and are pass/fail in nature.
What they mean
A PIP means a lack of alignment between employer and employee. The input from staff is not equal to the required output. Some adjustments need to be made by the employee to account for the misalignments and address them. A PIP is formal and part of your ‘permanent record,’ usually requiring signatures and/or someone from Human Resources to observe or otherwise witness on behalf of the company. This is not a good sign for the employee.
What they really mean
Again, this is not a good sign. Employees are typically told they aren’t being managed out of the organization. This is simply a checkpoint to reinforce what the manager has previously discussed with them. Management is hopeful that they can ‘turn it around’ and that they are a valued member of the organization. These statements aren’t entirely true.
Why? There isn’t typically a discussion or retrospective with all three parties that leads up to the PIP being administered beforehand to discuss an issue. The PIP results from a management decision approved by leadership and discussed with HR. The PIP isn’t about a solution; it’s about a formality. Take a step back and look at everyone in the conversation.
Human Resources
Protecting the company and reducing risk or legal exposure. Is likely meeting the employee for the first time and does this more often than they ever wanted to.
Manager
Hasn’t been able to make progress with the employee. Following the procedure and taking the last step before exiting the employee. Is frustrated, but trying to remain calm and positive.
Employee
Likely caught off-guard, trying to hold back tears or laughter. Nodding along, thinking about their resume and the job market while waiting to hear the length of ‘workplace probation.’
What you should do
You should do what you did when you left your last job. Surf LinkedIn, looking for whomever you would want to work with again and see if their company is hiring. Refresh the resume. Start pulling together Case Studies. Ensure you have access to prior work that you can de-badge or white label.
Pro tip: Send your resume to someone you know and ask for a favor because a) they just might owe you one, b) referral programs still exist, c) online applications are poorly configured and frustrating, d) resume keyword filters are awful and bounce qualified candidates all the time.
What you should also do
Take the rest of the day off to reflect. Deliver at your current gig while interviewing. Focus on areas of improvement since you will need to do something better or different at your next job. Try not to take it personally, even if you feel it’s personal. It might be—sometimes, we just don’t get along with others, and that’s ok (but no one ever says it).
Worthy considerations
A PIP isn’t being fired. It’s a head start, of sorts. Most employers aren’t going to give you three months’ severance in a down market. A PIP is almost a pre-severance period, as you get paid while looking for another job. The end might be near no matter what you do, and even if that’s not the case, you will have to swim upstream to avoid being exited. You must deliver at your job and double extra triple document what you do and how you did it simultaneously. Bonus: If you happen to be burnt out already, the extra documentation will wear you down faster.
Consider this
A ‘win’ here takes a lot of effort. Even if you successfully avoid getting fired, you won’t be promoted unless you change roles completely. You now have a Scarlett letter in the org, regardless of how big it might be. You can move on to another product team or change regions, but the damage has been done. Employees aren’t placed on a PIP twice.
