In the workplace, the performance improvement plan is feared like almost nothing else. Its mere mention sets off waves of unadulterated panic.
So how exactly should you respond if you’ve just been told you’re being put on a PIP? Does it spell certain doom for you and your career? And if not, how do you shake the stench of it so you’re not forever marked?
There are a lot of misconceptions about PIPs and, while things do vary from company to company, the tips below will serve you well no matter what.
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Be Cool and Reflect
Let’s not sugarcoat this: A PIP is a bad thing. It’s a certain sign that things aren’t working and you need to make some serious changes. However, in most cases, it won’t be a complete surprise. A PIP is often the final step in a “progressive discipline process,” meaning that you’ve already received verbal or written warnings that your performance is suffering. This is your employer throwing down the gauntlet — improve or move on.
But, in the immortal words of Samuel L. Jackson in “Pulp Fiction,” “be cool.” This is not the time to panic. You may not be facing foregone conclusions. Used correctly, a PIP is simply a tool to inspire self-reflection and promote positive change. I recognize this isn’t always the case — and we’ll get to that — but for now, try to view it as you would a warning sign on a slick road. It’s there to inspire attention and caution, and in response, you should engage your absolute best abilities.
Take it seriously, no matter what anyone says, but don’t let it break your spirit. There’s still hope.
Get Written Specifics
The key to successfully navigating a PIP is understanding exactly what is expected and delivering on it. If it’s not clear, ask for specifics regarding what improvement they need to see and how it will be measured. It’s not enough to simply say some aspect of your work needs to be “better” or “faster,” for example. How will you ever know if or when you reach that goal? Push for specifics if they aren’t initially offered.
Look at what they’re asking for and consider whether or not you feel you’re capable of doing it sustainably. Remember, a PIP isn’t about short-term improvement; your employer wants things to change permanently. Sometimes, a PIP will help you see that this isn’t the right job for you. Other times, you’ll realize you’re capable of doing what’s needed; you just never truly understood what that was before!
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Get Working
This should go without saying, but now is the time to kick your performance into high gear. If you need some specific help, such as additional training, tell your manager and offer suggestions for how to go about getting it. But remember that resources may not be redistributed your way. You’ll have to help yourself to make this work.
Start Looking
At the same time, be proactive and start your job search now. You don’t know how things will turn out. Keep a positive but realistic perspective; know that this is a dangerous situation. A PIP is often the last chance for an employee to prove they can do the job up to the expectations of management. Once it gets to this point, there may be little you can do to turn it around. Get your resume up-to-date and start re-engaging with your network. Should things take a turn for the worse, you need to be prepared.
Discuss Your Exit / Move Forward
Finally, consider what’s next. If it’s evident that you’re not the right fit for this role, you might want to discuss your exit with your manager. With an open dialogue, you can sometimes earn a little more leeway to move along on your own terms. Negotiate the reference your company will give you in the future as well as the timing for your departure. Supportive managers will want to make it as painless as possible for everyone — you and the team.
[See: Famous CEOs and Executives Share Their Best Career Advice.]
On the other hand, if you’ve really used the PIP as an opportunity to step up your game and it’s evident you’re not only passionate about making this work but you also have the capability to do so, discuss strategies for moving forward with your manager. Express your interest in continued growth. And remember that, over time, your new, upgraded performance will counter the negative perceptions that may still linger — as long as you don’t slip back into old habits.
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What to Do If You’re Put on a Performance Improvement Plan originally appeared on usnews.com
