Performance Improvement Plans: Don't Get Ripped by a PIP

Jennifer Moss is featured in an article from NewsMax.

In the current competitive job market, Performance Improvement Plans (PIPs) have become a common tool used by employers, particularly in industries like banking and technology, to assess and often eliminate underperforming employees. Jennifer Moss highlights how PIPs are increasingly being used to avoid the negative publicity that often accompanies mass layoffs. As organizations like Meta implement stricter performance reviews and reduce bonuses for lower-performing employees, PIPs are being used to identify individuals who may not meet evolving expectations.

Moss, the author of The Burnout Epidemic and Why Are We Here?, explains that although PIPs were initially designed to help employees improve by setting clearer expectations, they are now more frequently seen as a precursor to termination. This shift has made PIPs a significant concern for employees, with many finding it difficult to successfully "graduate" from a PIP. Despite the potential for growth, only a small percentage—typically around 10%—of employees subjected to a PIP manage to turn things around and retain their jobs.

To navigate the challenges posed by PIPs, Jennifer advises employees to proactively seek feedback from managers and align their work with company expectations. This approach, along with carefully documenting interactions and improving job performance, can help employees avoid being caught off guard and improve their chances of success in a competitive environment. Ultimately, Jennifer stresses that managing one’s career proactively and ensuring alignment with employer expectations is essential to avoiding the risks associated with PIPs.