re: Fired w/ 3 month severance, or 3 month PIP?

That’s not what I said at all. The targets are the same for them that they were before the performance plan, only this time they are actually being held accountable. Once they realize they will be held accountable, they know they will not put in the work to accomplish goals because they never have.

Stop projecting

Oh, well I misunderstood what you were saying, and I take it back. I thought you were saying that you set unachievable targets so that they quit on their own so that you can save money. With the way you wrote it, that would be a pretty easy mistake.

Shut up retard. Like you would have a job.

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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.

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This.

One of my first jobs after school, I was put on a PIP plan. I did great my first year but the position “morphed” into something I didn’t want to do and frankly, kind of sucked at.

It was a 90 day plan but it was obvious they wanted me to leave and I’m pretty sure they knew I wanted to leave. So it was a bit of a dance while we went through the motions of the plan while I looked for a new job. I worked hard at keeping a good attitude and I accepted a higher paying position two months later, gave them plenty of notice and even helped get my replacement up to speed. The company appreciated how I transitioned out and even gave me a small bonus on my way out.

Long story short, the “dance” was the hardest part. Sometimes you’re not a good cultural fit, sometimes it’s simply work you're not cut out for. There’s no shame in that. If there wasn’t a stigma I think these things would be less painful for everyone.

In my experience as a manager, managing someone on a PIP is a ton of work and headaches for me. And I gain nothing from the employee because they will probably do the bare minimum to get by. And I’ll likely still shitcan them later.

I’d pay three months just to save the wasted time and effort.

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In my experience as a manager, managing someone on a PIP is a ton of work and headaches for me. And I gain nothing from the employee because they will probably do the bare minimum to get by. And I’ll likely still shitcan them later. I’d pay three months just to save the wasted time and effort.

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Then your training was lacking. The point of a PIP is to go back to their job requirements and enforce them as stringently as possible to force improvement. If the employee was never worth a damn then your training and probationary period wasn’t done well.

The best way is to train them and have a probationary period and not allow them to leave the probationary period until they have shown actual competence in doing the job. If they were never good in the first place it’s much easier to fire them during the probationary period.

I’ve done it too from lack of effort, but a major mistake is allowing an employee out of a probationary period when first hired without the ability to actually complete the job.