25. Performance Improvement Plans (“PIP’s”)

"A successful man is one who can build a firm foundation
With the bricks that others have thrown at him."
David Brinkley, Broadcast Journalist

Read our Newsletters and Q & A’s:

i. PIP's - General Info

  1. NL 1: “Performance Improvement Plans – Resign or Attempt? Choose the Third Alternative”
  2. QA 1: “Can I be treated differently than others while on my Performance Improvement Plan?”
  3. QA 2: “Can I say ‘Skip the PIP’ and go straight to severance?”
  4. QA 3: “Is it worthless to approach Management about a false Performance Improvement Plan?”
  5. QA 4: “Offered severance at the end of a Performance Improvement Plan; can I ask for more?”
  6. QA 5: “Threatened PIP has not arrived; should I do anything?”
  7. QA 6: “Young and PIP’ed? Here’s five thoughts to ponder.”
  8. QA 7: Performance Improvement Plan (“PIP”) – Can My New Boss Do That?
  9. QA 8: Tricked into signing a Performance Improvement Plan (“PIP”). Anything I can do now?
  10. QA 9: “Am I supposed to have access to my Performance Action Plan or Performance Improvement Plan (“PIP”), and the progress I am making on it?”
  11. QA 10: “Can my manager put ‘hearsay’ into my PIP?”
  12. QA 11: “How could I be placed on a Performance Improvement Plan if I am a salesperson and I have achieved 200% of my sales goal?”
  13. QA 12: “How often do people ‘succeed’ or ‘survive’ Performance Improvement Plans?”
  14. QA 13: “HR says my PEP (Performance Enhancement Plan) is not a PIP. True?”
  15. QA 14: “Performance Improvement Plan – Questions”
  16. QA 15: “Should I bring someone with me to a meeting about a Performance Improvement Plan (‘PIP’)?”
  17. QA 16: “Why do employers bother giving employees Performance Improvement Plans (“PIP’s”), if they always fire them after?”

ii. PIP's - How to Respond

  1. NL 1: Performance Improvement Plan a Fraud? – Here’s 12 Clear Indicators
  2. QA 1: “Are Performance Improvement Plans enforceable as contracts?”
  3. QA 2: “Bully Boss gave me a PIP; what now?”
  4. QA 3: “Does the Sarbanes-Oxley Act, or other laws, protect lower-level employees of not-for-profits?”
  5. QA 4: “Followed your PIP method. Didn’t work. What next?”
  6. QA 5: “Is it possible to push back at a Performance Improvement Plan, and then succeed in it?”
  7. QA 6: “Must I acknowledge receipt of my Performance Improvement Plan?”
  8. QA 7: “Negative Performance Review without Warning; Is There a Case?”
  9. QA 8: “Seven Good Reasons ‘PIP-Pushback’ should not be by an Attorney”
  10. QA 9: “Should I respond in my “PIP Meeting” or after, in writing?”
  11. QA 10: Must I Sign a Performance Improvement Plan (“PIP”)?
  12. QA 11: “After challenging a PIP, unsuccessfully, should I continue up the ladder, or go through the PIP process?”
  13. QA 12: “Being Placed on a Performance Improvement Plan (“P.I.P.”). What should I do?”
  14. QA 13: “Boss unreasonable in evaluating success of PIP. Any thoughts?”
  15. QA 14: “How do I contest a Performance Improvement Plan (“PIP”) in a ‘non-attacking’ manner?”
  16. QA 15: “Is there a way to tell if a Performance Improvement Plan (“PIP”) is honest, or fraudulent?”
  17. QA 16: “I’ve been placed on a Performance Improvement Plan (“PIP”) for not being proficient in something that is not even part of my job. What can I do?”
  18. QA 17: “My employer did not follow the Performance Improvement Plan I was placed on. What should I do?”
  19. QA 18: “My Performance Improvement Plan (‘PIP’) seems irrational. What should I do?”
  20. QA 19: “This Performance Improvement Plan (‘PIP’) stuff seems so complicated, confusing and overwhelming. Is it really possible to beat this?”
  21. QA 20: “What can I do if I was placed on a Performance Improvement Plan (“PIP”), and my Manager seems to be sabotaging my improvement efforts?”

iii. PIP's - Related to Health, Medical Leaves and Pregnancy

  1. QA 1: “HR has not responded to PIP pushback; should I involuntarily resign?”
  2. QA 2: “I’m on FMLA leave and was just notified I’ll be placed on a Performance Improvement Plan (“PIP”) when I return. Is this legal?”
  3. QA 3: “Placed on a Performance Improvement Plan (“PIP”) the day I returned from maternity leave. How do I submit an Involuntary Resignation letter?”
  4. QA 4: “Pregnant and PIP’ed – What should I do?”
  5. QA 5: “I’m 35 weeks pregnant, and just been put on a questionable Performance Improvement Plan. Can you help?”
  6. QA 6: “I’m out on medical leave, placed on P.I.P., let go, and in need of a referral for legal assistance . . . can you help?
  7. QA 7: “Since I was diagnosed with ADHD during my Performance Improvement Plan (‘PIP’), should that affect things?”
  8. QA 8: “What can I do if I was put on a Performance Improvement Plan in response to my taking a FMLA leave of absence?”

iv. PIP's - Termination, Interviews and Future Employment

  1. NL 1: “Problem Not Yet Solved; What’s My Next Step?” Your Five Alternative Next Steps
  2. QA 1: “After resigning, must I ‘close out’ a Performance Improvement Plan?”
  3. QA 2: “I did not pass my Performance Improvement Plan. Is it too late to contest it?”
  4. QA 3: Can a future employer find out I was placed on a Performance Improvement Plan (called a “PIP”)?
  5. QA 4: How do I explain being placed on a Performance Improvement Plan (“PIP”) to an interviewer?
  6. QA 5: “After successfully completing a Performance Improvement Plan, yet still told ‘It’s just not working out’ and let go, will I be entitled to unemployment insurance?”
  7. QA 6: “Ever heard of a Performance Improvement Plan (PIP) being used to force retirement?”
  8. QA 7: “If I am on a Performance Improvement Plan, and fear I might get fired soon, should I tell a prospective employer who will soon be checking my employment history that I am thinking of resigning?”
  9. QA 8: “If I sign a Performance Improvement Plan, if I am let go, might I get a Severance Package?”

“If you live your life the right way,
your later years will not be a winter,
but rather a harvest.”

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