Unpopular opinion: Performance Improvement Plans (PIPs) show a failure on the part of management and the organizational culture more often than an individual employee’s performance.

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2024-11-23 16:20

Unpopular opinion: Performance Improvement Plans (PIPs) show a failure on the part of management and the organizational culture more often than an individual employee’s performance.

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danielle roberts ⋒ anti-career coach ™
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發文後	用戶	內容
3 小時內	Gary Sheehan garysheehanracing	Blanket statements like this are unfortunate. It assumes any inappropriate behavior is the sole responsibility of management and completely absolves employees of any personal responsibility. It ignores the fact that employees come in a wide range of motivations, ethics, health, responsibility, accountability, and social skills. In a healthy company PIPs are used to attempt to change behavior of the employee to conform to cultural and performance norms. Some elevate themselves to be successful>
4 小時內	Tim Oram pilot_thumper	Only if you work for a poorly managed company.
5 小時內	Seth Katzenstein sethjk	Untrue at good companies. A PIP should come after extensive coaching and should be last resort. Yes, everything has a documentation purpose, yet the goal of all performance management should be for the employee to succeed.
5 小時內	Tracie traciewrites	I once had a manager try to put me on a PIP because I tried to improve our department’s outcomes. She was challenged by the CEO for wanting to put the “top performing employee in her department“ on a PIP. She left shortly thereafter, and they put me in her position as an interim. It was in my first management meeting that I learned they put PIP slips into a piñata that they lovingly called a ”pipata.” It was in that moment I knew I couldn’t stay on that management team.
6 小時內	Missy Mc missydmcf	Definitely, and they often implement them way too late
9 小時內	GGLO gagaplo	Thank you for this!
11 小時內	Udo Lehnhardt udolehnhardt	This is incredible!
18 小時內	barvetta singletary 1politichick	c... . c v. v)0[[[
18 小時內	Richard James richard_james_online	Managers and their teams are very often failed by the systems they work in Too often new managers aren’t equipped to do the job Performance drop offs can be more about lack of ability to fit a mould rather than ability Aloof executives who expect people to be “managed out” and managers who are proud of theirs records of “managing people out” Awful cultures that need challenging
19 小時內	Ashley Frieze ashleyfrieze	It depends on the organisation and the gig. I’ve run a PIP with an individual who simply wasn’t fitting in a way that everyone around him was. He wasn’t productive. His attitude was questionable. He didn’t seem to gel with the project. We used the process to have a hard conversation with him about how his own self belief didn’t match the reality, and we genuinely offered to help him focus on what we needed him to be/do. In short, it wasn’t his gig. He couldn’t tune in. It wasn’t the environment