Possible to bounce back from a PIP?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I have no idea hat e actual success rate is at my company, but I did it. Granted, I think a good bit of that was due to HR recognizing that I had a vindictive, irrational manager with a personality issue more than a performance issue with me. He absolutely wanted me to quit rather than fight it, but I'd be damned if I gave him the pleasure. I (easily) exceeded every single term of the plan, passed with flying colors by HR and grudging acceptance by my manager. Went on to work there another 8 months before transferring, though I'd have left sooner if something had come up. I still wish I'd fought the actual plan to begin with, or at least written a formal response for my file, but it wa enough that I succeeded so strongly. My new position was step up in a completely different division if the org, and they asked about the PIP in the final interview, but I was able o offer a satisfactory explanation without bashing my former boss.

So, my advice would be to a) write a detail formal response for her file if she feels the PIP is genuinely not warranted, b) follow the plan to the letter, exceeding where possible, and c) still polish the resume/look for an exit. Note that if its an internal transfer like mine, FAR better to finish the PIP successfully before applying, as transfer positions will likely gain access to your employment file at some point in the hiring process (in my case, it was when they told HR they wanted me and made a last review of my file before an offer).

Can you share what you said to explain your PIP status without bashing your ex-boss?

It was several years ago so I don't remember exactly, but I think it was something like honestly accepting responsibility for a small drop in my productivity/concentration combined with some personality differences with my manager, and that I thought the PIP was exaggerated/unnecessary but stressed that, as clearly noted in myHR records, I exceeded all the terms of the agreement and went on to get a great report in my next review by that same manager.

Sorry, left something out--should ave been "small drop in my productivity/concentration due to a family crisis"

[Anonymous]

It depends on the company and the firm's financial health. Our company is intent on reducing staff b/c it is in financial trouble, so they started going after the oldest members of the staff, including superstars, then other people that they could push around. I would recommend your sister gets out ASAP. As someone who has watched this process and just had a target put on her back, it is unpleasant and only gets worse. It saps your energy, which can best be spent looking for another job.

[Anonymous]

Unfortunately one person on a PIP plan ended up being let go. I remain somewhat skeptical of the PIP plan because it was implemented with a new supervisor, involved no outside training or mentoring from what I could observe,and lined up amazingly well with mandatory department budget cuts. The person was a solid performer but I think the person may have been one of the weaker members of the team, didn't have someone with pull in their corner and in fact may have had conflict with someone that had pull, and it was budget cut season. The person was blindsided and struggled to get another job.

The other person on a PIP plan ended up getting some crazy amount of offers and left. That person was good from what I could tell but there may have been some personality conflicts and power struggles.

I'm not sure how much of a comeback someone could make from a PIP plan at my former job because honestly people that did really well other places struggled to duplicate that success there and it had more to do with leadership ( or lack thereof) with management than technical skills. I would compare it to the Redskins. Many individuals did well before coming to the Redskins but it wasn't until the owner micromanaged less and a more cohesive team put in place ( both players and coaches) that the team started winning.

[Anonymous]

Answer from a HR person for fed agency:

It's possible to bounce back from a PIP but it's really hard. You need to ask yourself honestly: Why does the employer think I'm not doing a good job?

Even if they are wrong -- they are the boss so you need to change in order to survive. If you can't do that (or won't do that because you can't see their side), then you need to leave.

In private world, a PIP thing could be a cover-up for something else.

In fed world, very, very few people get put on PIP and those that do usually have been lousy at their job for years (even if their official paper says otherwise).

And year after year I see employees that only hear 1/2 or less of the negative things their boss says......

[Anonymous]

Anonymous wrote:I work for a corporation. Our ex-coworker was put on PIP, did all he could to improve his performance and was told that he is making a good progress. However, a couple months later he was let go.

Same thing happened to me earlier in my career. Also I belong to a national professional networking group. The chairman, who has seen plenty, has stated that a PIP means time to get out.