The problem with PIPs is that all they do is communicate the expectations of your job….which should have already been communicated to you.

Either you haven’t been meeting those expectations (for whatever reason) or your leadership is awful and hasn’t communicated them.

Either way, it’s probably time to go. Yeah I’m sure they work sometimes but even if they’re implemented and done in good faith (by the employer and/or employer), it’s most likely the writing on the wall.

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Posted by SuperOcean

Member since Jun 2022

3203 posts

Posted on 4/24/24 at 8:28 pm to bctiger7

My company will do all it can to not fire PIP. ... Move people around, 3rd ...8th chances. And it's frustrating BUT when there are layoffs....PIP get let go first

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Posted by Kingshakabooboo

Member since Nov 2012

679 posts

Posted on 4/24/24 at 9:24 pm to bctiger7

quote:
typically end up being dished out to the low performers

Well that is kind of the point. Why would
I do a PIP on someone performing at or above the expected level. We use them where I work. As a manager I have used them because I knew the partner wouldn’t improve and then I could use the failed PIP to start moving him out the door. I have also used them on good employees that just needed something to light that fire under them and get them performing. The key, in both scenarios, is to actually give good direction, support, and training after the PIP. If you aren’t going to do that then you are wasting your time and your employees time even doing the PIP. If their is improvement then it is a win for me, the company, the customer, but also a big win for the employee. They keep their job and hopefully put themselves in position to eventually promote or at least get better raises. If they don’t improve then oh well. Don’t need c players. Of course at that point we as management Need to reassess our hiring and onboarding to see why we hired poorly to begin with.

This post was edited on 4/24/24 at 9:27 pm

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Posted by hubertcumberdale

Member since Nov 2009

6505 posts

Posted on 4/24/24 at 9:42 pm to go_tigres

quote:
I’ll pip someone to enforce compliance ie: corporate mandated CRM usage. I’ll also pip under-performers. I have a crew of 40+ sales reps and if everyone sub 50% to plan has a solid pipeline and 5x’s their sales quota, I’ll coach them but not pip. If I have a 50%-75% rep who’s depleted his/her pipeline and has low quoting activity for two months straight, I’ll pip them. The goals I use are base line expectations so nothing outrageous.

Ohhh yeah daddy pip me harder

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