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There's absolutely no chance that a PIP is a way to get an employee to improve their performance to avoid firing them. None. The goal of employers is to fire employees, as quickly and in as great quantities as possible. The best, hardest-working, most loyal ones go first; and the toadies and bootlickers and least-competent ones are retained to cause as much discontent as possible for as long as possible to increase the stress on the few remaining decent people.
From a supervisor's perspective: A PIP is neither a tool for employee performance issues, nor is it a tool to fire someone; rather it's an HR invention to protect HR by inventing a paper trail.
Performance. If an employee is having performance issues, then I'm going to discuss and document those issues directly with the employee. What happens this depends on the source of the problem. If it's training, I get the employee trained. If it's lack of ability, we work on that. Only if the employee can not or will not do the job do we start down the termination path. Termination isn't a tool for routine issues; it's a last resort.
The PIP only comes up once I start the termination process. HR doesn't want to terminate employees; it's too much work. The PIP says what an employee must do to not be terminated. If the employee does those things, HR doesn't terminate. I've had employees cycle on PIP, off PIP, multiple times before HR would acknowledge the employee could not be helped.
PIP is step toward the last resort. I'd much rather get an employee turned around without one. Much better for everyone that way.
PIPs (performance improvement plan) can be useful and can be survived successfully. In some cases they are legitimate tools, used to correct a performance issue. All of the PIPs I am aware of had clear deadlines.
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No, they are rarely survived and they are not actually for the purpose of improving work performance. They are a legal documentation for the sole purpose of firing someone.
For anyone here on a PIP, start looking for another job right away.
From a supervisor's perspective: A PIP is neither a tool for employee performance issues, nor is it a tool to fire someone; rather it's an HR invention to protect HR by inventing a paper trail.
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Now I’m debating whether or not to resign and give 2 weeks notice or not in order to put my job search on overdrive. I haven’t signed anything yet regarding the PIP. I’m assuming they will give me something on Monday. I know if I resign, then I’m not qualified for unemployment. However, NC’s unemployment benefit pay is low and I have some money saved up to cover expenses for 3 months.
Now I’m debating whether or not to resign and give 2 weeks notice or not in order to put my job search on overdrive. I haven’t signed anything yet regarding the PIP. I’m assuming they will give me something on Monday. I know if I resign, then I’m not qualified for unemployment. However, NC’s unemployment benefit pay is low and I have some money saved up to cover expenses for 3 months.
Just keep working and showing up. MAKE them terminate you. Go for interviews and do not quit. The reason is simple. Until you do have that next job, it's best to not touch the cushion unless you absolutely have to.
Now I’m debating whether or not to resign and give 2 weeks notice or not in order to put my job search on overdrive. I haven’t signed anything yet regarding the PIP. I’m assuming they will give me something on Monday. I know if I resign, then I’m not qualified for unemployment. However, NC’s unemployment benefit pay is low and I have some money saved up to cover expenses for 3 months.
I wouldn't resign, I'd let them fire you but don't sign anything they give you that says you were not a good worker. Because that can be used against you if you tried to file for UI benefits.
um easier to find a job while you currently have one catch-22.....and any income is better than $0 income.
Above means, you just work till you get fired/ laid off/ find another job. If you work standard 40hrs plenty of time to job search no excuse.
If HM wanted to fire you now, you'd be fired. They out you on a PIP because as of right now, you are more valuable to them.
Typically, the reason PIPs have a bad wrap is because the employee, reacts negatively towards it 9/10 which in turn yields negative results 9/10. If your PIP clearly defines areas of improvement I wouldn't necessarily give up. If your PIP is vague sucks to be you, but I still wouldn't give up. Keep HR and Hiring Manager in the loop about your progress and play the game.
Unfortunately, even after you survive the PIP, still need to job hunt because just being put on a PIP is a stain on your record that lasts for years. Kiss that future promotion goodbye, no raise, no bonus nothing. Moreover, after successfully completing a PIP, employees truly are at-will no more HR no more bureaucracy. If you violate a policy, like lets say you show up to work late 5m. Your boss has the authority and can immediately fire you on the spot without any HR involvement. Many PIPs have a clause like that somewhere in that paperwork meaning you have to be the perfect model employee 24/7.
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If HM wanted to fire you now, you'd be fired. They out you on a PIP because as of right now, you are more valuable to them.
Typically, the reason PIPs have a bad wrap is because the employee, reacts negatively towards it 9/10 which in turn yields negative results 9/10. If your PIP clearly defines areas of improvement I wouldn't necessarily give up. If your PIP is vague sucks to be you, but I still wouldn't give up. Keep HR and Hiring Manager in the loop about your progress and play the game..
Completely and totally false.
PIPs are used to fire people and document the reasons why.
Now I’m debating whether or not to resign and give 2 weeks notice or not in order to put my job search on overdrive. I haven’t signed anything yet regarding the PIP. I’m assuming they will give me something on Monday. I know if I resign, then I’m not qualified for unemployment. However, NC’s unemployment benefit pay is low and I have some money saved up to cover expenses for 3 months.
I know it’s stressful, I’ve been there. Keep working until you find another job.
um easier to find a job while you currently have one catch-22.....and any income is better than $0 income.
Above means, you just work till you get fired/ laid off/ find another job. If you work standard 40hrs plenty of time to job search no excuse.
If HM wanted to fire you now, you'd be fired. They out you on a PIP because as of right now, you are more valuable to them.
Typically, the reason PIPs have a bad wrap is because the employee, reacts negatively towards it 9/10 which in turn yields negative results 9/10. If your PIP clearly defines areas of improvement I wouldn't necessarily give up. If your PIP is vague sucks to be you, but I still wouldn't give up. Keep HR and Hiring Manager in the loop about your progress and play the game.
Unfortunately, even after you survive the PIP, still need to job hunt because just being put on a PIP is a stain on your record that lasts for years. Kiss that future promotion goodbye, no raise, no bonus nothing. Moreover, after successfully completing a PIP, employees truly are at-will no more HR no more bureaucracy. If you violate a policy, like lets say you show up to work late 5m. Your boss has the authority and can immediately fire you on the spot without any HR involvement. Many PIPs have a clause like that somewhere in that paperwork meaning you have to be the perfect model employee 24/7.
The PIP is basically advance notice instead of being fired immediately. That, and with the friendly relationship with the manager, he needs to be looking.
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