How to Respond When You’re Put on a Performance Improvement Plan
It’s the conversation that no one wants to have at work.
It’s the conversation that no one wants to have at work. Not you. Not your boss. Not even Human Resources.
It’s the dreaded Performance Improvement Plan or ‘PIP.’
A PIP is different from a Written Warning in that it isn’t about addressing an isolated incident. A Written Warning is for infractions like showing up 2 hours late or unknowingly violating a policy.
This is unacceptable. Don’t let it happen again. Move on.
Sure, it doesn’t make you feel warm and fuzzy inside but mistakes happen, and you can avoid repeating this one fairly easily.
A PIP, on the other hand, feels more personal. It addresses a pattern of behaviors or shortcomings that cut to the core of your professional identity.
You’re not meeting expectations as a [insert job title].
We need to see immediate, consistent, and sustained improvement to avoid further disciplinary action.
Ouch. Now that hurts. But, feedback is a gift, right?
