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Started By
Message
Fired w/ 3 month severance, or 3 month PIP?
Posted on 2/1/24 at 4:15 pm
Posted on 2/1/24 at 4:15 pm
Personally, I’ve never seen someone get out on a Performance Improvement Plan (PIP) and have it work out. To counter, if it’s someone who is an immediate concern, we fire them but do a 3 month severance agreement.
Personally, if I’m in these shoes I’d prefer the later. What days the OT?
Personally, if I’m in these shoes I’d prefer the later. What days the OT?
17
Posted on 2/1/24 at 4:17 pm to BabyTac
Are we replying in Dark Mode or Classic?
Posted on 2/1/24 at 4:21 pm to BabyTac
In what pretend land hypothetical industry are you referring to?
Posted on 2/1/24 at 4:22 pm to BabyTac
I’d say most people facing a plan would take the severance. For what it’s worth I’ve put several people on a plan, given them many chances, and they ultimately get fired. You have to frick up to get on a plan. Bad customer service, no showing, fricking things up multiple times.
Posted on 2/1/24 at 4:24 pm to BabyTac
PIP plans are put in place to let people know they are about to be fired, not to get better. That way they leave the company on their own accord.
Posted on 2/1/24 at 4:24 pm to BeerMoney
Everyone I’ve put on a performance plan ends up leaving on their own accord because they know they can’t meet the expectations set. Saves me money.
Posted on 2/1/24 at 4:25 pm to BabyTac
quote:
Personally, if I’m in these shoes I’d prefer the later. What days the OT?
I thought you were the boss?
Posted on 2/1/24 at 4:26 pm to BabyTac
Good news is Buccee’s is coming to Ruston soon Tac and pay well for toilet cleaners
Posted on 2/1/24 at 4:28 pm to DCtiger1
quote:
Everyone I’ve put on a performance plan ends up leaving on their own accord because they know they can’t meet the expectations set. Saves me money.
Man I’ve had a couple of younger ones who didn’t take the hint. I’d say it cost more in other employees being unhappy, and me having to document it, than to just give them 3 months and tell them to hit the bricks. I wish we could offer that.
Posted on 2/1/24 at 4:29 pm to BabyTac
I had to put one employee on a PIP a few years back. To be honest, I thought it was BS as it was directed from above me. I made it clear what he had to do to get off the PIP successfully and I coached him along ensuring that he met all of his targets. He still works for me and is one of my best employees. So, yes, a PIP can work out. It's all on the manager.
The sad reality is that 99.9% of people put on a PIP, the decision has already been made to fire them and the company just wants to cover themselves against a lawsuit. I actually gave him a chance to prove himself.
The sad reality is that 99.9% of people put on a PIP, the decision has already been made to fire them and the company just wants to cover themselves against a lawsuit. I actually gave him a chance to prove himself.
Posted on 2/1/24 at 4:30 pm to BabyTac
Punch out go to rehab, then take short term disability then take long
Posted on 2/1/24 at 4:30 pm to DCtiger1
quote:
because they know they can’t meet the expectations set. Saves me money.
Nevermind
This post was edited on 2/1/24 at 5:04 pm
Posted on 2/1/24 at 4:35 pm to tgrbaitn08
quote:He doesn't come across as an exec does he?
I thought you were the boss?
Posted on 2/1/24 at 4:37 pm to BabyTac
quote:you might be next if ya don’t know how to spell
Personally, if I’m in these shoes I’d prefer the later.
Posted on 2/1/24 at 4:39 pm to BabyTac
3 month severance. I think a big problem with "corporate america" is so it's hard/frowned upon to get rid off people who are just plain bad or don't fit in and both employers and employees would be happier if there was less of a stigma of firing/being fired.
eta: less stigma and fewer laws
eta: less stigma and fewer laws
This post was edited on 2/1/24 at 4:45 pm
Posted on 2/1/24 at 4:42 pm to BeerMoney
quote:
and they ultimately get fired
Been involved in a few "terminations" and even if the employee earned it, I have never enjoyed knowing someone is losing the job.
Also, I'm a firm believer that they were not "fired" by me, they fired themselves due to the actions or lack of.
Posted on 2/1/24 at 4:42 pm to BabyTac
I was about to be put on a performance plan at my last job. Then I found a job that paid way more and is waaaaay easier and realized just how shitty my last job was
Posted on 2/1/24 at 4:46 pm to GreatLakesTiger24
quote:
3 month severance. I think a big problem with "corporate america" is so it's hard/frowned upon to get rid off people who are just plain bad or don't fit in and both employers and employees would be happier if there was less of a stigma of firing/being fired.
The problem is the whole system. Good luck getting an HR recruiter to hand you a resume of someone halfway competent. It seems that the only qualification that the HR recruiters look for is that the person is a minority. Then, when they suck at their job, firing them is challenging because most of the time, they will file an EEOC complaint, regardless of the situation. Then you have to deal with that BS on top of everything else.
Posted on 2/1/24 at 4:49 pm to Landmass
quote:
The sad reality is that 99.9% of people put on a PIP, the decision has already been made to fire them and the company just wants to cover themselves against a lawsuit.
In my experience this is the case.
I know of one instance they put them on a PIP, told they had 90 days to improve.
Weekly meetings with manager made it clear they were aligning. Directly told that they didn’t see deficits in quality of work.
Terminated with 5 days of the 90 day mark passing.
This post was edited on 2/1/24 at 4:50 pm
Posted on 2/1/24 at 4:50 pm to Landmass
The post above mine said the exact thing. How am I an a-hole. I’m a business owner, there’s no HR department. The people I’ve put on performance plans had at least a year prior of fricking off. If anything I’ve been way too generous in the past. frick your self righteous bullshite 
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