going on a PIP

[NCfor2024]

Is it always to manage someone out?
Brief history without outing is employed in same job for 7 years. Health issues since employed but a new one under investigation
Job had got busier and busier with more and more load and I've been missing basic stuff and can't explain why
So I get I should be on one, I'm now even more stressed which is when I start making stupid errors

If you want to keep your job, yes, embrace the chance to improve

Oh I get that
I'm just wondering if I do improve if they will manage me out anyway

It's usually a first step towards dismissing someone, but if you meet the requirements of the PIP it will be difficult for them to dismiss you for poor performance.

Great. It's not going to be easy to find another FT job for min wage that fits my health issues

Depends on the company of course but doesn't necessarily mean they are trying to push you out. We've used them in our org to support people to help them back on track.

I know two people who've survived them, and then they're almost untouchable in the organisation.

Take it as an opportunity to ask for all the support and training and make all the process improvement suggestions you can.

I can honestly say, hand on heart, I have never done a PIP with the intention of managing that person out. It was always with the genuine hope that they succeed and stay.

There have been people I have sectretly suspected would not improve (but I have tried very hard not to let that colour how I handled the PIP) and in some cases, they surprised me - which was good news. Over 75% of PIPs were sucessful in that the person improved enough to remain with us. In some cases, they thrived and went on to get promoted later down the line.

I could well imagine some businesses use them nefariously but it is not always the case that a PIP means a one way ticket out.

When you discuss the PIP, ensure the targets are specific and measurable and you are clear what you need to do to pass them and what support you need for that to happen. Ensure everything gets documented on your PIP form and be proactive about ensuring meetings, catch ups, reviuews etc all take place on time and get recorded on the form too.

Over the years I have implemented several PIPs with members of my team, and whilst I can't speak for other organisations, I can be sure that the reasons I have done it have been to streamline focus areas and hone in on specific areas of development with the view for improvement, never to manage someone out. The vast majority of employees who have successfully completed their PIPs have always demonstrated improved performance and have attributed that to being on a concentrated performance management plan. So try not to worry, OP, I would work on smashing the objectives you're set and trying to see the benefits. Do you have a good enough relationship with your line manager to talk through how you're feeling? If you were a member of my team I would like to be able to support you with that as well!

I do but there's not much they can do
I have ongoing health issues, waiting to hear if I need medical menopause and a hysterectomy and dealing with constant fatigue and pain plus being short staffed

No real update
I can't eat, sleep or stop crying which is really not helpful for trying to do my best job as I'm so stressed
I'm petrified of making a mistake so don't want to do the job at all and I think I've failed it on day 1

Have they clearly set out the requirements of the PIP with clear timelines / targets to meet to satisfy it?

PIPs can be incredibly stressful and mostly in my organisation are the first step to manage out.

I hope it works out for you.

Yes 4 weeks

Have they been clear with you about what you need to be able to do?
I'm sorry you are going through this, it sounds very stressful