Recover from a PIP

Question: What should I do if I’ve been PIPed? My manager recently informed me that I am going to be put on a performance improvement plan (PIP) for the next rating period. I am unsure what this means and how I should respond. I thought I was doing a good job, what are my next steps?

Answer: First of all, I am sorry you are having to deal with this situation. It is (unfortunately) a pretty serious thing to be PIPed, especially in this economic environment. Officially, it means that your manager feels at least one area of your performance is not up to the standard they believe it should be and they are creating a documented record of where they believe your performance needs to improve. Usually they will also be specifically counseling you in that area over the rating period. The tricky part is that this documented record of your performance shortfall is often the first step in process of giving you a low rating and/or letting you go from your position. 

The first thing you need to do is get as specific as you possibly can on what exactly in your performance is substandard and (!) what improved performance would look like. It is pretty standard that your manager will provide the former, but many of them can be vague about what  exactly it will take for you to have “officially” improved your performance. You need to get as clear as possible on what the agreed upon end point is, so you can build a roadmap that will actually get you there.  

The next thing you need to do is start keeping a record of all of your meetings with your manager. If you have access to a member of HR, be sure that they also are receiving a record of those meetings. This is CYA* 101 in any workplace. If you are having a difficult conversation, ALWAYS document and if possible, loop in HR early and often. I would argue it’s best practice to record or keep notes from every meeting with you manager/leadership. It’s better to have it and not need it than the other way around.

OK, now you know what exactly you need to fix and you have an audience to your process. The first thing to do is brainstorm ways you can demonstrate the improved performance. For example, if your issue was a straightforward skill gap issue, seek training to fill the gap as soon as possible.  If you were dinged for lateness, (obviously) start showing up to meetings and getting your reporting in on time, and keep a record. If your issue was an interpersonal one, the first thing to do is to approach your colleague with whom you have the issue and begin the process of relationship repair- figure out how to work together moving forward if possible (and if you can’t, at least create a record showing that you have tried).

The final thing to do is marshal your peer feedback (see last week’s post!)

You will need evidence of improved performance, and one piece of evidence that cannot be ignored come performance review time is your peer feedback. Get your colleagues to specifically comment on your improved skill/timeliness/relationship and if possible, tie it to impact in your job. 

Just a note that even with all of this, you still may not be able to avoid a low rating or job loss, depending on your unique situation and company. However, these steps will at least prepare you to make a good fight of it, and if applicable, consider a wrongful termination suit if you are let go after improving substantially. 

I hope this helps!