Career

PIP advice

Intel eslap
Mar 14

As a new manager in a small team of startup, I am still learning how to handle a low performer in the team. We don't have too many resources to handle the HR and things like that, so some of us have to wear many hats.

Please help with comments and critics, thanks.

To:
From:
Date: 14 March 2019
Re: Letter of Performance Improvement Plan

This is a formal Performance Improvement Plan to notify you that your performance is not meeting expected levels of contribution. In your job as a Business Development person, the job expectations were developed by our early founding team, which I offer you to submit a job proposal, and me. This means that they will be the accepted standard for each Business Development’s performance for future peers and xxxx in general.

You are showing improvement indication to perform xxxx's operations in the following ways.
• Planning: the number of planning that you have done is quantitatively as well as qualitatively way below what it needs for a startup to grow, or in other words you seem not having challenging and competitive goal.
• Problem solving: you seem to be passive with assuming ownership/ responsibility, decision making and informed risk taking.
• Result orientation: you seem struggling to increase the effectivity of the teamwork and throughput.

From my conjecture, you will not be showing successful result if you do not embrace change for those three important performance measurements for your job. I am open to discuss with you about any concerns and difficulty that you might have related to the job. I sincerely hope that we can help you to have more elevation on those areas. Please understand that I will not tolerate mediocre mentality in a startup environment from anyone in the team.

We need to see an immediate improvement in all three areas of performance follow up with more detail work assessment and measurement by the next three months or we will decide what is necessary to help you finding the best place/ function to grow. We have faith that you have the capability to improve. We need to see immediate improvement.

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  • Microsoft X9pl12
    No offense but this email reads like someone for whom English is their second language. Get someone to help you with the grammar and also the legal problems with you promising in writing that you will help them find another position.

    Also use fewer words. This message is needlessly complicated with flowery language. Get to the point: do X by this deadline.

    Also you have a few sentences that sound like nonsense. Maybe you are missing some words there.
    Mar 141
    • Intel eslap
      OP
      Thanks for your feedback about the language and legal perspective, I appreciate it.
      Mar 14
  • Salesforce Pjcehm
    Damn, this must get the andrenaline flowing for the person reading.
    Mar 141
    • At some point you don't care anymore. Especially in this economy, in the worst case you interview for two weeks and jump on the next ship
      Mar 14
  • Facebook Probe
    To: eslap@intel.com
    From: not_really_low_performer@intel.com
    Date: 14 March 2019
    Re: Re: Letter of Performance Improvement Plan

    lmao whatever bruh. I'm going to eslap a trout across your face if you fire me dude, try me.
    Mar 140
  • New
    EMVH32

    New

    PRE
    Amazon
    EMVH32more
    It’s a business development position. Give him a sales number to meet that you know he can meet. He’ll figure out how to modify his own behavior to achieve that.

    You could write that in a PIP that is one or two sentences.

    If you can’t get the PIP that simple then you might consider you are not being clear enough. And if you’re not being clear enough you risk sabotaging his chances.

    Good luck.
    Mar 141
    • Intel eslap
      OP
      thanks a lot for genuine feedback, I really respect your response. Yes, at this point I want to be detail, but this is a startup environment where we are still working to define the plan and this low performer didn’t show a good progress.
      Mar 14
  • Intel DonaldDD's
    Does this person already know they are performing poorly? How have your attempts to guide them gone?
    Mar 145
    • Intel eslap
      OP
      I think he got my message yesterday during meeting with other folks, I said that he is too slow at what he's been doing and he needs to be creative dealing with problem. The person was obviously nervous and sent me (too many) detail message to give impression that he was doing something.
      Mar 14
    • Intel DonaldDD's
      I really think this email sounds like a long overdue sit down discussion where you need to be honest 1:1

      You are jumping to a legal measure and this guy maybe "got a message" just 1 day ago with no time to react or even realize you don't like his work.

      I'm not advocating micromanagement or dredging every mistake he's ever made. Attempt to let him know expectations and honestly ask if he feels he is meeting these expectations or if he feels he needs something specific to improve performance.

      Certainly PiP him if he rejects any notion to improve, but he may be blind sided in a situation where there is little structure and no solid boundaries of responsibility. He may not be cut out for startups, but he needs to understand what he should be doing
      Mar 14
    • Intel eslap
      OP
      @DonaldDD's good point. In the startup environment, we only have a tiny window to make important decision, that is why I can't afford to wait for time overhead.
      Mar 14
    • Intel DonaldDD's
      I've got no startup experience, but am a manager hopeful and have seen some good ones.

      👍😀hope the biz does well!
      Mar 14
    • Intel eslap
      OP
      @DonaldDD's thanks for your wisdom sharing and kind words my friend
      Mar 14
  • New / Mktg
    NotALifer

    NewMktg

    PRE
    Amazon, Expedia
    BIO
    Performance marketer. Primarily in leadership roles.
    NotALifermore
    I’ve rarely seen people turn it around after a PIP but when they do they are super resentful afterwards.
    Mar 143
    • New
      EMVH32

      New

      PRE
      Amazon
      EMVH32more
      When that happens it’s because the demands of the PIP reveal it to be a demoralizing ego driven power trip.

      If you tell someone what to do that is specific and reasonable and within their stated job duties a PIP won’t create resentment.

      “Do better cause I said and by the way better is whatever I define it today.” -> resentment.

      “If you work 60 hour work weeks for the next two months you can keep your job..” -> no resentment.
      Mar 14
    • New / Mktg
      NotALifer

      NewMktg

      PRE
      Amazon, Expedia
      BIO
      Performance marketer. Primarily in leadership roles.
      NotALifermore
      You’re prob right. Honestly I feel it’s most often a Cover Your A** for firing someone so they don’t sue.
      Mar 14
    • New
      EMVH32

      New

      PRE
      Amazon
      EMVH32more
      If companies don’t promote people who have a mastery of employment law, they do so at their own peril.
      7d
  • Serious question: do you plan to keep the person or did you already take the decision but just want to cover your ass and play it "nice"? If you already decided you can also be effective and quick and just terminate the person with a 4 week severance. Might be beneficial for everyone.
    Only give a PIP if you have an actual hope that he will improve
    Mar 142
    • Intel eslap
      OP
      good question, I wanted to fire him yesterday since he is not fit for startup. But this person is related with the investor, so I really want to help him to improve, at least I m following up the standard process and document everything for further action.
      Mar 14
    • Yeah so in some way you already decided. It would honestly be better to be direct and just fire him
      Mar 14
  • New
    EMVH32

    New

    PRE
    Amazon
    EMVH32more
    If he is related to the investor a PIP will make it worse. You can turn the relationship around.

    If you’re not up to that then convince the investor to fire him.
    Mar 140
  • Citibank ic0n0clast
    Lot of grammatical mistakes. Your mail would be an open liability if it was sent to me. Get it air tight from a legal perspective.
    Mar 144
    • Intel eslap
      OP
      Danke, good advice.
      Mar 14
    • Intel eslap
      OP
      @ic0n0clast could you please help me to understand the open liability in the PIP letter? for our learning purpose, thanks.
      Mar 14
    • Citibank ic0n0clast
      Keep it short, factual and no promises which u cant act upon. Everything is magnified when seen in a legal light. Make sure there is no room for ambiguity. Metric based pip is lot better than subjective one. Also, get it proof read. If youre in US, then language above wont fly for a formal document. It would just make it seem like you guys dont know what youre doing. Have it proof read.
      Mar 14
    • Intel eslap
      OP
      Appreciate your feedback on metric based PIP. Yes we are in the US, and yes we need proofread.
      Mar 14
  • Oracle DMUe80
    The PIP language sounds very wordy. I'd suggest keeping it simple.
    Mar 141
    • Intel eslap
      OP
      Simple and nice advice, working on it. Thanks.
      Mar 14
  • Intel EwhH71
    I would suggest that you take this up with the investor and see what he/she has to stay. If they are heavily invested, they will want you to do what is best for business and you will avoid burning bridges.
    Mar 143
    • Intel eslap
      OP
      @EwhH71 I think your advice is very wise and smart, thank you.
      Mar 14
    • Intel EwhH71
      Thank you :) on that note, I would like to know if you are hiring any software engineers 😛
      Mar 14
    • Intel eslap
      OP
      @EwhH71 we are actively hiring fullstack engineer, please dm me
      Mar 14

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