For employees who management let them pass their PIPs, did management indicate early on that they would support them? Were there any signals you could identify?
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@gy as a supervisor I’ve twice received a new team member only to find out they were PIPd by their previous supervisor and I had to manage the PIP since they joined me team. So it’s probably pretty common for supervisors to PiP people they know or assume will moving out of their group over the summer.
I was also PIP’d by a previous manager after a reorg where our team moved departments - i.e. the group who PIP’d me didn’t have to administer the PIP or risk losing one of their headcount.
I wonder how common it is for managers to actively look for situations where they find/designate PIP fodder?
My manager committed to helping me because I was PIP’d by my previous manager wrongfully.
All PIPs are staged. I know employees who never even received a PIP document or goals and were told they “passed,” and I also know employees who met every goal and were still marked as failed.
People choose the PIP if need a little more time to reach 55 or 60 or 15 years of service.
Some people choose PIP because it was simply their turn to get NSI for Supervisor to reach layoff target but not actually a performance problem and Supervisor promised to pass PIP.
This was reason the 2 strike rule implemented because layoff targets not being met with Supervisors helping good employees pass the PIP.
Now second NSI and automatically fired, nothing the Supervisor can do to keep the employee.
A group of 5 will now become a group of 4 in Spring with 3 BTC remote “helpers”.
@c9 Why do this PIP BS to begin with then?
Corp sees that too many people are passing PIPs - thats why it's now mandatory strike out.
My teammate had a long conversation with her manager during the PA communication, and later she told me she was rated NSI. Her manager already had a plan in place to help her pass, and they reassured her not to worry and ultimately, she did pass. It seems managers give some sort of signal or support in those situations, or at the very least they don’t immediately start documenting issues to build a case for termination.
Support? Yes.
Did they tell me they intended to pass me? No - that went down to the wire and was honestly unnecessarily stressful.
@bg did AI write this or are you just a troll spreading fake news? A large majority of people that actually take the PIP pass it. You’re going to discourage ppl who would otherwise pass. What a miserable thing to do.
PIP is the first step to be layoff.
I was previously able to pass my PIP only because I had changed assignments in February so my PIP Supervisor was not the Supervisor that intentionally threw me under the bus.
Another variable is that some years HR does not allow people to pass the PIP due to layoff targets.
Several times my new Supervisor would confirm with HR that passing the PIP was allowed that year.
I know of one person that passed. They had nothing but he kept asking what the issue was, what is the plan and refused to leave. It turned out this was a ploy to run him off to open up a spot for a friend. Agree it’s not a pattern.
Such thing doesn’t exist, all who enter PiP program are subject to elimination. If one survived PIP - it’s a mere anomaly and not a consistent pattern