If you get a PIP, what is the usual turn around ratio? Is there a way to get that taken down and have a normal review by talking to higher authority or hr?
Has anyone faced an issues where the manager is purposely trying to frame the employee?
- New h5n1It really depends on the company.
Where I work now it's a standard procedure and maybe 30 to 40% survive. This is assuming no politics which you should not assume
In a previous job I was a fairly popular manager in a remote office. I had hired most of the staff and I believe had their trust.
Company got bought and we had a new manager. He wanted me out and to put his own guy in. Trumped up some reasons and put me on a PIP I guess thinking I would quit or something.
I didn't. I basically just kept doing my job the same as before and noted carefully all the ways I delivered on the things named in the PIP.
Basically called his bluff as if he fired me I'd have taken several key people with me and I guess others would have left to go elsewhere.
So in the end he took me off the PIP.
But that was super political, it was really a power play to try and install a different manager after an acquisition.
That's not the normal situation.
Industry wide I'd say 20% but in some companies it's closer to zero and where I am now 30 to 40% since we keep people who really do better.
You want to see whether they really want you to improve or whether they just want you gone, and if they want you gone, why.
- New nfsmoreFrom a manager perspective:
Depends on the case.
Turnaround for some companies are ~50%.
The unsuccessful cases boils down to:
1. The person just plein out didn't want to work on the feedback.
2. The person was hired and isn't at the bar of craft expected in the company.
3. The behavioral issues persist.
4. The original cause for the pip was really extreme and very minor improvement (i.e. No coding at all, extreme toxic behavior, violent, etc...).
Personally, I gave people pips in order to improve their performance and ~95% of them has managed to improve their performance.