How does a PIP work. If you get
Put on one what happens and what is the timeline
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I had a coworker on a PIP .
She was an overall terrible person, very volatile, poor communicator, and overall lazy.
Of course she was promoted to our manager, where she proceeded to run off at least one strong employee from our group, and I left not too long afterwards. The lady was demoted back to her previous position shortly thereafter.
If the PIP ever did any good, I never saw it.
I think it’s interesting with the thought someone cannot do everything so they need to go. Maybe ask what can they do and enhance that, build on it and make them successful. It seems it is just a power trip to prove they aren’t good enough. Especially if the employee fails the manager fires them and there is no backfill, the little they did helped at least a little and now the people that are complaining they do everything will need to do more and probably quit because it’s too much or they will realize they really were doing all of the work in the first place. Harness the value in the employee- that is what a real manager would do. By all or nothing it just shows how inadequate the manager is at managing.
@ -1jdx, it sounds as though you have anger management issues, and are cut from the same cloth as the bad managers that misuse a PIP to c-ap on employees. I feel sorry for anyone that may have to be your manager, peer, or report to you.
@10vQARRo-1jdx - Don’t believe a word of your wild story. You probably deserved it and are too immature and angry to let it go. As a Manager I wouldn’t have put you on a Program, I’d have given you every horrible assignment I could drum up. Your post reeks of issues. You were probably lazy and deceitful. All your crew mates probably disliked you. That’s why one told your Manager all about you. Good thing you retired. Now the only people that dislike you are your neighbors and your family.
I was placed on a PIP by my manager nearly 20 years ago. I was SBC L2 in TX, and they were SNET L3 in CT. They hated Texas, Texans, George Bush and Ed Whitacre (because SNET was Ed's first merger and they felt completely effed-over). Right after the 911 attacks, that female manager completely flipped out, and took her hatred and aggressions directly out on me. I was on a PIP for 3 months. I don't recall any of the metrics to be held too. Funny thing, if there was anything funny about it, and it wasn't funny at all, she basically cited me for having anger management issues, and cited a single email she claimed had angry content, which it did not (from me), it did however have angry content from a co-worker (and back-stabber), who sat directly across from her in CT. It was clear that it was her that had the anger management (and rage issues), right along with, being a problem drinker and self-confessed alcoholic (which I actually had in an email from her (thankfully printed off to hard copy)). In short, I ended up having to have a 1-hour weekly meeting for 3 months, where she basically asked me how my mom was doing. Also, she had me to fly from Dallas to SA for an AT&T leader led Anger Management course, upon my arrival to the hotel, there was a message waiting for me, telling me not to go, to cancel. Apparently, a big change of heart, perhaps out of shear guilt, however received too late, so I got to have a mini vacation in SA on the company dime. It was clear that the PIP was being weaponized by a pathetic loser of manager with a nasty drinking problem, who was also being misled by a coworker who was taking advantage of her volatility, as well as the attempt to use a PIP as a tool to try to walk me out the door. Why? Because like today, even back then, there was a constant swirl of Layoffs, Surplus and Outsourcing, and SNET/CT employees felt they were always first on the chopping block (some real truth to that) and thought this was a potential measure to take in saving their own skin. Any time I hear of a PIP, I of course reflect on my own rotten experience, and know that somewhere there is a poor excuse of a manager loaded with serious personal issues trying to save their own bacon by directly c-apping on one of their own. Because they are management and you are the underling, do not think that HR will help you, or is in anyway on your side. When I went through this royal BS treatment, I tried a number of times reaching out to HR about the level of outrageousness this all was and wanted correction; it was crickets, they were nowhere to be found, did not return phone calls, nor emails, and refused to meet with me in person. That drunken manager later retired and came back as a contractor, and then later left for good. That backstabbing coworker, after 20 years of service, in his early 40’s, became surplus about three years back.
I was placed on a PIP. Just recently. Stated its to last for 3 months. Need to improve Dispatch Eff and Efficiency. I have documented every job that had setbacks for the past 2 months since they've mentioned PIP. About half my jobs had something screwed up to cause delays. Made the marks last month and surpassing them this month by miles. Hopefully will be off of it soon. Yes, its another document to cover their a– that you may not be doing your job. Just document everything, pics, notes, timelines to cover yourself. But be where your supposed to be and do what your supposed to be doing. Whats c-ap is before i had a manager that filled in gaps of time with exceptions, this manager doesn't do that, thus my drop statistically over time.
For management 30 days is the normal period for a PIP but it depends on what its for. It would be laid out in the PIP. If it for a metric you would usually get the whole 30 days. If it something like being late to meetings or missing deadlines it can mean any misses during that 30 days leads to dismissal. If your PIP doesn’t lay it out then contact your employee relations manager.
Also you shouldn’t be on a PIP if you haven’t had a CAP (coaching action plan).
Sure if they want to get rid of you a PIP is the beginning of the end. But how long does it give you to “improve “ before they would make a decision ?
It the beginning of the end.
Get your walking boots ready.
if you did your job you wouldn’t be on a PIP to start with, this job is not for everyone. And people give him advice on how to improve, instead of Some BS, no one get fired being on a PIP. It’s useless
"No job is so urgent blah blah blah... but you all better pick up the pace or you're gonna be put on a P.I.P. and fast tracked to unemployment...and in an environmentally responsible manner." Love Randall.
Advice... make sure EVERYONE on your crew is being evaluated by the same metrics you are... a lot of times there will be someone that has the metrics that isn’t being put on a Program. You may be singled out as an example. Also document all interactions and field visits by the Manager. You may be getting Safety SWIPES where they aren’t actually interacting with you. You can be a big problem for them because they have a lot of things they need to enforce that they are giving ZERO attention to. Fight back. And you’re not doing what is expected... you need to step up your game.
If you are on a PIP, it is the company’s job to make sure you know why you are on it and exactly what scores you failed to meet. It is also their job to tell you exactly what you need to improve and the timeframe involved. I went from last to first in six months by using exception time codes on my timesheet. There was a code for doing management duties while on the clock that a 15 - 30 minute charge would put you at about 130+% for the day. You may also have to step through each daily job to your manager each day. The PIP process is designed to move you out the door. It isn’t meant to make you a better tech.
Hurry up and be safe
What do you mean make an asinine MSOC score to get them off your back for 6 months
For managers it usually is a way to document some metric not being met so they can fire you with documentation.
Lol wat? Just make some asinine msoc score to get them off your back for another 6 months. Lol I can’t believe some clown manager out there is still trying to intimidate you with a pip.