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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]I have to PIP a low performer on Tuesday and I can’t stop ruminating over it this weekend. The colleague is going to lose their everliving mind and  claim all types of falsehoods. How do I stop caring about the s-storm that’s about to come? The colleague was hired 8 months ago in a senior level role (from a direct competitor) and it’s like she’s never seen the work that we do as an industry. The PIP is necessary, justifiable, and feedback has been addressed verbally and written multiple times. [/quote]

My observation (no personal experience) is that no one on PIP will actually retain their job. PIPs are just cruel ways of prolonging the decision to fire someone. Just give them severance and send them on their way unless you’ve clearly and honestly laid out an achievable way to retain her position. [/quote]

Depends on the reason. If it's quantity of production, they can usually get that up. If it's quality, unlikely to improve in my experience.[/quote]

I did not find this at all. When I had to do PIPs, the typical issues were either inexperience in the work place—we had one where the employee literally had no idea a 40 hour work week was the norm; that one didn’t take long to resolve—or really skilled employees who were failing on a social level and were difficult for their colleagues to work with. The only PIPs that consistently failed were staff who just couldn’t deal even with accommodations (this is such an unfortunate situation, especially when you have someone super smart; we would do everything we could reasonably do to help) or those who truly had no idea how much their ‘quirks’ negatively affected teammates and who could not get to a point of change.

A well handled PIP can be a huge help for an employee who wants to be there, but just needs some blunt feedback and more focused attention from their supervisor. It’s incredibly expensive to hire and onboard new staff. A PIP can make a positive difference not only for the staff member, but for the whole organization. In my experience, about 80% of PIPs result in success for the affected staff.[/quote]

Sounds like that was a good company.

Did you never have to PIP people for mental health/abuse issues? I had a colleague who literally could not follow instructions at a level totally incommensurate with their background and job experience. I can only assume it was a mental health issue. It did not appear to be anything about social skills. [/quote]

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