- A PIP outlines an employee's deficiencies and provides a roadmap for improvement.
- Managers may use a PIP to help an employee improve or to manage them out of a role.
A performance improvement plan — or a PIP — typically details an employee's deficiencies, failures to meet job goals, or issues with behavior. It should also provide a road map and timeline for rectifying these failures.
The plan typically outlines skill gaps and lack of goal achievement, including steps to improve performance and meet expectations. A PIP is not delivered for a one-time issue but for habitual failure to perform job tasks.
As a manager of global credit and collection teams for over two decades, I've issued several PIPs and learned how to navigate the process properly.
Here's what managers really want you to know and how you should reframe the process.
What does a PIP actually mean?
If you receive a PIP, study the document and allow time to process your emotions. It's easy to feel like you're being threatened or like you are a failure at your job. But you can't let your thoughts and feelings get the best of you. You need to start acting proactively — and quickly.
First, you need to assess what the company really means in giving you a PIP. You can do this by simply analyzing how your manager presents the PIP and if they offer assistance in completing the plan.
In many cases, the company might just be trying to manage you out of the role — for a variety of reasons. But in other situations, you may simply not be performing up to par, and they want to ensure you get the necessary skills to succeed.
Do you still want the job?
If you believe the company actually wants to see you succeed and help you, then you should ask yourself a series of questions. First, it's crucial to consider your own goals.
Ask yourself: How strong is my commitment to this job and the company? Is this my dream job? Is there a possibility of advancement? How much have I invested in this company? Do I like and respect management and the company's mission statement, commitment to diversity, and corporate social responsibility?
Think of this as a chance to really analyze your feelings about your job and career.
Once you answer these questions, you can move forward.
I once presented a PIP to one of my employees. They were keen to improve their skills and were committed to the company. Together, we made an attainable plan.
In another case, the employee was simply in the wrong role and was more suited to another job function. They felt more suited to customer service instead of collections, so in lieu of the PIP, they transferred to another department.
Once you understand what you want from the company, you can move forward.
How do you succeed and keep your job?
If you are committed to the role and the company and want to survive the PIP, you should first study the timeline for improvement goals to ensure they are attainable.
Next, you should objectively evaluate your skills and performance gaps. Once you understand the skills you need to succeed, create a plan for yourself on how to obtain those skills. For example, get advice from other team members with those skills and ask them how they do it. Ask if there are any resources or support at the company that will teach you the skills you are missing.
In each meeting with your manager, highlight your progress and show them what you are learning. Don't forget to document all meetings and conversations regarding your progress.
Lastly, don't be afraid to ask for an adjustment of the timeline or the goals — as long as you are showing progress.
A PIP can be seen as a positive opportunity
A PIP can become an opportunity to learn or even elevate your skills. It can lead to success. It is also a check-in on your commitment to the job and the company.
You should either believe you can survive the PIP and thrive in your current position or choose to work elsewhere.
If you think it's time to quit, organize your résumé and references and start job hunting. If you want to stay in your position, get ready to work hard.