A Performance Improvement Plan (PIP) is a constructive means for an employer to provide an underperforming employee with the opportunity to regain good standing in the company. A PIP outlines measurable criteria for improved performance and sets deadlines for meeting said criteria. It also presents actions the employer will take to support the employee in reaching the PIP targets.

Nonetheless, not everyone views PIPs as well-intentioned. According to David Brown, HR manager at a leading recruiting agency, “PIPs might as well be called ‘first step toward firing plans.’ Employers use PIPs as a tool to initiate an employee’s dismissal. In effect, companies shield themselves from liability by creating a paper trail of evidence that can be used against an employee in the case of termination. If you have been given a PIP, the company has made up its mind. It’s time to polish your resumé and start job hunting.”

Jane Doris, a seasoned corporate manager, disagrees, emphasizing that PIPs clearly demonstrate a company’s commitment to an employee. “If your management has grounds for terminating your contract, they usually simply carry out that decision. If instead they invest their time in a PIP, they likely want to give you a chance.” In some cases, the problem is caused by the individual’s lack of training or by a lack of transparency regarding the employer’s expectations. Doris goes on to say that this is where the solution lies. “By simply clarifying performance requirements, employees on PIPs are given time to prove themselves.”

Those who are determined to succeed after a PIP may want to heed the advice of Demi Vazquez, CEO of KC Hiring Solutions: “At the outset, you should make sure your PIP goals are transparent and free of any ambiguity. Then, ask about resources like coaching or literature that could help you achieve your PIP goals. You might also consider asking your overachieving colleagues about their secrets for acing their daily responsibilities. Finally, track your progress daily and share it with your manager in regularly scheduled meetings.”