Is your performance improvement plan genuine or is it the first step in firing you?

PIP or exit strategy?

Have you been put on an employee performance improvement plan, even though your performance has been excellent to date? If so, the first seeds of doubt may be growing in your mind. Is my employer trying to build a case against me in order to dismiss me? Have there been changes in your work routine? Have profitable areas been assigned to others? There may be other less obvious signs that your employer is preparing to let you go. If you have been placed on a performance improvement plan and are concerned about your losing your job, it helps to talk. Book a consultation; with one of our experts today. We are experienced in helping many clients negotiate exit packages which allowed them to move on and leave the past behind

What are the warning signs that a performance improvement plan (PIP) may be unfair?

Let’s face it, there are occasions when employers have used a PIP to manage an employee towards the exit door. So what are the warning signs? It is impossible to list all of the signs, but it usually starts with a feeling that something is not right. An employee with a long employment record and no previous performance issues may wonder why they are being placed on a PIP. A new line manager may have been appointed who simply doesn’t get on with you, due perhaps to a clash of personalities. Does the PIP contain unrealistic objectives? Have your targets been altered? Has your team been depleted, while at the same time you are expected to achieve the same target? Are your figures being interpreted in a negative manner? Is the timeframe for achievement unrealistic? Are the targets/goals vague and undefined? Are there other employees carrying out similar work to a similar standard, yet you are the only one being placed on a performance improvement plan?

What should I do if I am given a PIP?

First of all you should be given a copy of it, so that you can read it in a non pressurised situation. It should be given to you in a timely manner, to allow you to review it, take notes and make suggestions if required.

You should contact us at this point if it does not feel right. We can help you plan for the following stages.

Discuss it with your manager, after talking to us first. Point out any areas where you disagree. Use figures, statistics, if available to prove your case. A proper PIP is detailed. It explains the reasons why improvement is needed. It outlines the specific steps that need to be taken to achieve the required improvement. Its targets are realistic and achievable. It should list the supports available to you, e.g. training. The frequency of performance reviews should be clearly stated.

If you are not happy with it, don’t sign it.

What can I do if I do not agree with the PIP?

If you believe that the terms of the PIP and/or the decision to put you on a PIP is unfair, you can try raising it informally with your employer. If that does not work, or is not feasible you should consider making a formal written grievance complaint, especially if you are facing the possibility of dismissal for not achieving the required standards. Talk to us as early as possible in the process so that we can work out a strategy that will help you to achieve your goal.

Should I stay or should I go?

If you believe that the reason for the PIP is genuine and you enjoy your job, you may wish to remain in your job and take part in the PIP process. From the cases that we have been involved in, it is our experience that the employee employer relationship has broken down to the degree that the employee ends up leaving. It is better to contact us early on in the process so that we can help you to make the best decision for your future. It’s a big decision and you don’t have to make it on your own.

What if I am offered a settlement agreement to leave rather than go through a PIP?

It is unusual for an employer to open negotiations in this way. They normally wait for the employee to bring up the subject. This is to avoid the appearance of instigating an unfair PIP in order to pressurise the employee into quitting. If you are approached by your employer in this way, make sure that all discussions are on a “without prejudice” basis. This means that the discussions cannot be used against either party. We strongly advise you to seek independent advice prior to embarking on any discussions. We can advise you on whether the offer is a good one, or if not, how to negotiate a better one.

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