How do I explain being placed on a Performance Improvement Plan (“PIP”) to an interviewer?
Published on June 18th, 2009 by Alan Sklover
Question: I was placed on a PIP last year, and am now looking for other employment. I have been called back for a second interview, and have been asked to bring with me copies of my last two performance appraisals.
My problems all began with my trainer/reviewer. During the training phase of my job, my trainer/reviewer made an error and failed to include two months of my work in my appraisal, I was therefore considered “behind” other trainees who started at the same time I did. Because I had to go through an additional two months of training, for this reason, I fell behind in my quota for production. Then, because I was two months behind on my production quota, I was placed on a PIP.
Any ideas on how I can explain this to an interviewer without sounding whiny, or like I am blaming others, or making excuses?
LuAnn
Phoenix, Arizona
Answer: A great question. Can any readers offer any ideas? They would surely be appreciated.
My own sense is that you did pretty well in your email to me. How you described your situation above did not sound whiney, blaming or making excuses. These things happen – like someone being hit in the rear of his or her car by another car while they were stopped at a red light. In that case, the person who was hit in the rear did nothing wrong, but they still have damage to their car. Mistakes do happen.
You might be more persuasive in your presentation of what happened if you can honestly say, or do, any of the following:
A. You never were put on a PIP before, even though you worked for many (or several) employers.
B. You had a positive performance appraisal before, or after, while employed at the same company.
C. You can provide a reference letter from one of your colleagues, or supervisors, saying that you did, in fact, do good work.
D. If you received a good bonus after this happened, that is very persuasive that you were, indeed, a good and valued employee.
E. The trainer/reviewer will confirm your explanation of the PIP.
F. A supervisor will confirm your explanation of the PIP.
G. You have learned from your mistake: you should have made sure you resolved this with HR, but did not want to appear adversarial. You now wish you did try to get this corrected.
H. Perhaps you can write to your HR Director, or even the company CEO, and ask for a letter of explanation, so that you can move on with your life.
I. Consider consulting with an employment attorney who might write a letter to the company demanding a “retraction” for the mistaken act, which is now damaging your reputation and career.
If any readers have any ideas, or any ways they have successfully faced this challenge, please write in.
If I receive any new ideas, I will post them on this blog. I will also give more thought to your dilemma, which is no doubt faced by others.
I hope that these ideas can help – for a start.
Best, Al Sklover
© 2009 Alan L. Sklover, All Rights Reserved.
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Dear Al,
As always, you provided an excellent and comprehensive response to the question asked. I’d like, however, to weigh in on how LuAnn not only presents her reply to her possible new employer, but also how she presents herself to the working world, in general…including her current employer.
First, the proviso. I am not a legal expert nor a “coach.” I am an Executive Advisor specializing in strategy and turnaround. However, as an outgrowth, part of my remit is to help develop existing and emerging executives so that they are best of breed at every point in their career.
As I look at the situation, the key issue is that, at the time the mistake was made, LuAnn didn’t immediately address it with her boss or HR. That was a mistake. Any time a mistake is made – particularly one which adversely impacts your reputation – the action taken must be swift and sure.
Because that didn’t happen, this process was allowed to move far further – and in a worse direction – than was ever warranted. The fact that LuAnn is now concerned that she will sound “whiny” or as if she is blaming others becomes the unintended consequence.
My guidance is that she begin – from this moment – as she means to go on. First, I would advise her to get a retraction or at least a correction in her personnel file. Whether that is achieved through HR, her boss or the CEO, the most important thing is that the misinformation not follow her any further.
In having that conversation, she should be, as you always advise, calm but straightforward. Given the facts as she described them, the mistake was on their side. This isn’t about laying blame or pointing fingers. It’s simply about correcting an existing mistake – from the original mishandling by her trainer to the resultant PIP.
If they are unwilling to correct their mistake, then my advice to her is to follow your suggestion “I” and consult an employment attorney.
In the interim, as she meets with the new employers, if the correction has not been made in time, I would explain the circumstances, again, as you describe, in a calm, straightforward way. A mistake was made made and the correction has not yet been reflected in the documentation.
LuAnn’s references and other documentation (any letters or emails of commendation, company awards, etc.) should take care of the rest.
More than anything, she should not be afraid – whether within her current employment situation or in going forward. Clearly she wants to progress her career and is looking for opportunities to do so. This is a blip. A big one, right now, but, over time, still only a blip in her career. Extremely successful executives and business owners have weathered this and far more – and still achieved their career dreams.
LuAnn, you didn’t ask me, but were you one of my clients I would tell you to be brave. Take this on exactly as you would want it to be handled were you on the receiving end of the information. This is an opportunity to show your strength of character – cool, calm, straightforward, honest. Those are incredibly valuable commodities in any organization. This situation gives you the opportunity to show the prospective employer even more reason why they would be lucky to have you as part of their enterprise.
I hope that this helps.
Thanks, Al, for all the guidance and support you always provide. You’re the best.
Leslie.