I’ve been in HR management for nearly 20 years at three different large organizations.  We’ve had to use PIP’s on the rare occasion at all three firms.  You can’t make the blanket statement that all companies that use PIP’s are evil, just building documentation to get someone out the door.  All the organizations I’ve worked in HR for that have used PIP’s have done so to clearly get the employee’s attention that their performance has put them on thin ice, and to identify specific things that must be improved.  The PIP’s I’ve helped to write are never vague, and clearly spell out exactly what needs to be improved (with specific examples) and when.  There are also follow up meetings scheduled each one to two weeks to aid in the improvement process.  The meetings with the employee are always done as a method to do some intense coaching to help them get back on track. 
     There are two kinds of employees that may go through this process.  One kind quit working for the company a long time ago, but continues to show up for the paycheck.  Usually this employee does not care about their performance, and are looking for a way out without actually resigning.  The PIP won’t work with them because they don’t want to work there anymore anyway, or think their performance is fine and just won’t admit it really isn’t.  These usually end up in termination.   I find this is most typical when a PIP is used.  (Not the big bad company evily pushing great employees out the door, but helping poor performers make the decision to leave since they can’t/won’t.) The other kind of employee doesn’t realize that their performance has been declining, maybe it has happened slowly.  Or, they are in the wrong position and just can’t perform the responsibilities well.  The PIP will give them the needed wake-up call to get back on track, or they will realize they are in over their head and step down.
     Organizations must have a good way to help employees perform, and a PIP, although usually a last resort, is an excellent way.  You’re right, it does help build the necessary documentation that the organization has tried everything to help the employee succeed, and if the employee doesn’t succeed, is the documentation outlining the problems and issues the employee was having.  Organizations in today’s world can’t afford to keep dead weight, or worse, someone who is making mistakes that cost the organization too much.  If someone isn’t cutting it, and won’t make the decision themselves to go, a PIP is a good tool to use.
     In most cases, those former employees who had a PIP and were terminated as a result, and are whining about it are those that should have already resigned on their own.  Rarely will a company want to terminate a good employee as it’s too expensive all the way around – both legally if there is not a good reason to terminate, and in hiring and training a replacement.  Again, usually if the employee has a PIP, they are an under, or poor performer.

I, too, have been in HR for management for many years (25+) and fully agree with Kris’ comments. I work for a large manufacturing company and we’ve used PIPs to exit people from the organization who have already checked out but won’t leave on their own. We’ve also used the PIP process to help employees improve and get back up-to-speed when their performance was lacking. The process is only as good as the people that implement it….if they have bad  intentions and they want to use the process for the wrong reasons, it’s up to HR to assist them in finding another tool that’s more appropriate (e.g., a separation package).

As a manager I’ve used the PIP four times – to improve punctuality, leadership, thoroughness and accuracy – all had specific targets. Three employees made it through the PIP after reaching their targets, one employee went on long term sick then quit before the PIP could start. I do use the tool to give people a shove – but not towards the door, but towards improving themselves to do the job they are paid to do properly.  It is too general to say they are evil and are used just to get rid of people. In my experience that is not the case.

I am 53 years old, took a position with a new company about 4 1/2 months ago. They sought me out and made me an excellent offer. One major thing I always ask on an interview is “Do you have a training plan for me”. The woman I work for is 31 years old and has never had any Management training. I was given the answer “yes, we plan to have you mentor with your co-worker for 6 months or so”. My co-worker spent maybe a week and half with me. Then I was on my own. I made a complaint to the General manager, as one day one of the managers got hostile with me and told me I should know all this stuff. I responded with “if I had some proper training I might know it”.. He responded with, “this is an ON THE JOB TRAINING PLACE and perhaps this is not the right place for you. Being in tears, went to the General Manager, he was very appreciative of me telling him what was going on and said, he would handle it. He said I am behind you 100%. Since the day I made the complaint, the training issue got worse, they have overloaded me, was told not to make any plans after work because if they need me to stay I need to stay as late as I need to. Have been forced to cancel doctor appts, etc. I have never been told or been given in writing anything negative about my work. Matter of fact, I have email trails telling me what good job I’m doing. I have spoken to HR about the training issue and was told I am just going to have to muddle through it on my own as no one as time to train me and quit complaining about not getting training. Being I have been in Management position in my career life, HR told me that I should be helping my boss become a better manager….”HELLO”??????

So, I could go on and on…..BUT here’s the JOLT……Friday before thanksgiving, and

taking vacation the next week. My boss calls me in her office and gives me a PIP!!!

I was so offended and taken back, because it came from nowhere. It had expectations on it that would make it impossible for me to accomplish being, I’m still learning. One was, I am to compile a training manual for our department (ya, me the new person put a training manual together, the one who has gotten no training). Also, to clean up their network drive which is HUGE. All this in 30 days. I was in tears and told her I knew what she was doing was setting me up. I went to my therapist on Monday in a total mental breakdown mode. She said I do not want you going back their right now, this is totally unfair, so she filed for STD. which I’m in the process of right now. I also, got some advice from an atty to respond to the PIP in writing, that I disagreed with it and its entirety. At the same time notified them that my doctor has ordered me not to return to work, due to my underlying disability, namely depression. I also, let them know that the harassment hostile work environment and discrimination has exacerbated my condition. I have not heard anything from the company so far. My STD was approved for a short time until we can compile all paperwork from my doctor. ANY SUGGESTIONS ON THIS ISSUE, WHAT IS THE NEXT STEP????? HELP!!!!

For all of you HR folks out there, if you want to leave a paper trail, send an email, schedule a one on one. I’m all for covering your tracks, but the problem with most PIPs is that the majority of individuals are ambushed into these threatening contracts without clearly obtainable objectives, probably after receiving praise for doing such a good job just a week before.

I received mine last week on the same day another team member was fired and even though it doesn’t matter, my speculation is that my manager received some news from the higher ups that requires some departmental changes that are out of my control (outsourcing certain job functions, budget constraints, etc.). I’m not upset about the fact that I have to leave, what I’m upset about (and mangers please pay attention on how not to handle a PIP) is how my boss handled it. If he would be honest with me, I would consider modifying my schedule, taking on extra responsibilities, taking a paycut even. But instead, he’s trying to make my life as difficult as possible. He gave me three task in the PIP, previously what we were discussing as a year long goal to a promotion, has now become a new 30 day standard to save my job. No one else in the department has, does or will ever be expected to meet the same job functions I’ve been placed on and I’ve been required to take over some of their responsibilities. The funny thing is it is actually attainable for me. I’m fine with looking for a new job, but poor management needs pushback on these issues. If you don’t want work for them, trust me I understand. But until you find a job, make them be specific (even if you already signed the PIP) and save every email (forward it to your personal email if possible). Back management in a corner to answer your PIP questions, and CC the human resources on it. If someone says something like “poor communication” send an email like “in on order to comply with your request, please let me know specifically what would successfully meet the criteria of the PIP.”

Don’t feel threatened when these come, these are just indications of small inconveniences until you move on to bigger and better things. Sometimes, like in my case, what was meant to protect them may be opening themselves to legal ramifications. I’m currently investigating that now. I don’t want to, I just want to know I have a steady paycheck coming in to provide for my family and my manager just wants to force me out ASAP. If I find a job or they offer me a few months severance while I look, I’ll probably just leave quietly. In the meantime, I’m covering all of my tracks. Lawyer, completing the PIP, paper trail, job search. My family depends on me.

When I find a new job, I’m going to walk in at the beginning of my workweek, hand in my letter of resignation, and walk out at the beginning of my shift. Any management or HR that considers PIPs should have trouble sleeping at night!