False or Unfair Performance Improvement Plan? How to Tell and What to Do Next

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So, you’ve been caught off guard by a notice from your boss that you are being put on a performance improvement plan. 

It’s an uncomfortable situation to be in, but don’t jump to conclusions and assume your boss hates you and you are soon to be fired.

But what if you legitimately have good performance, but a not-so good relationship with your manager? Could they be trying to get rid of you with a PIP?

We outline the signs to look for in an unfair PIP that is stacked against you and how to proceed.

How to tell if a PIP is unfair

Being put on a performance improvement plan is a stressful event that can be difficult to view objectively. After the initial disappointment of receiving the PIP notice, take some time to carefully think through your situation and reflect. 

Have you had legitimate performance issues that would warrant concern from your boss’s point of view? Is the culture or pace of your workplace at odds with how you work and carry out your duties?

Remember to check your personal biases and look at things from a strictly business point of view. 

While some companies have been known to use PIPs as a formal documentation process leading up to a predetermined decision to fire an employee, you shouldn’t automatically assume the worst. 

Considering the at-will nature of most employment these days, your boss could fire you at any time. It’s not always that simple, of course, but the PIP at least indicates that they want to retain you and give you a chance to prove yourself.

Caught by surprise

One of the first indications that you have been unfairly marked for performance issues is if the PIP comes as a complete surprise.

• Unless totally oblivious, most people are aware of their shortcomings and missed expectations at work. 

• If an employee has been having weekly 1:1 discussions with their manager and the same problems and feedback keep cropping up, that would be a hint that the manager is not seeing the positive changes they have been asking for.

If there have been no prior documented problems or indications of performance issues, that raises a red flag. 

Goals of the PIP are vague or not measurable

One of the benefits of a PIP is that it should lay out very clearly and explicitly where you are falling short and what you need to do to meet expectations. 

A well-intentioned PIP will list specific, measurable goals that you are tasked with meeting within the timeline of the plan. 

• For example, a sales person may be told that they need to increase their lead generation by 25% by the end of next month. 

• An example of a poorly defined goal is to “increase lead generation significantly.” 

If you are given goals that do not have specific criteria or numbers associated with them, that is a cause for concern.

Insufficient time or resources

Another sure sign of a bogus PIP is a timeline that makes it impossible to achieve what is being asked of you.

• For example, if a sales person is given the goal of conducting 25 new client meetings in one week, when that would normally be the number of meetings conducted in a month, something’s not right. 

• Similarly, if the PIP requires you to meet a goal that requires certain resources but your manager is not willing to give you access to those resources, you are being set up to fail.

If you are told to do something in a very short period of time with limited resources, be skeptical.

Lack of direction, coaching

A manager who genuinely wants their people to succeed should be very hands-on and supportive when someone is working to improve their performance.

If your boss simply delivers the PIP notice without thoroughly discussing it and offering their help, they are likely already resigned to things not working out.

Poor communication, lack of support, canceled 1:1s and general avoidance are all signs that your manager may not have your best interest at heart.

What to do next

Once you have receive notification that you have been put on a performance improvement plan, there are several options you can take.

Weigh the costs and benefits of each option carefully before deciding which path to choose.

Even if you feel upset and unfairly marked for a PIP, consider what makes the most practical sense as you move forward.

Appeal the decision

If it is clear that the PIP is unwarranted, you may be able to escalate your claim to HR or upper management. Be aware, this may not be a fight worth the trouble. 

Appealing the decision to place you on a PIP creates more friction and very rarely ends up in the decision being reversed. 

If you strongly believe that your manager has wrongly put you on a PIP because they personally dislike you, you need to be prepared to make a strong case. 

• Gather any evidence that your boss is biased against you or treating you badly. 

• Dig out snarky emails or messages, or any harsh communications from your boss.

• Document incidents that may not be in writing, such as your manager yelling at you or humiliating you in front of peers.

• Ask coworkers to be witnesses and corroborate your claims.

• Most importantly, demonstrate that your performance does measure up to expectations and that there aren’t grounds for a PIP.  

Try to beat the plan

You can attempt to follow through with the PIP and show your commitment to keeping your position. 

If you are uncomfortable with the initial terms of the PIP, try to go through it with your manager and an HR representative to ensure it is fair and achievable.

Even if your boss is biased against you, if you put in maximum effort and keep superiors and HR well informed of your progress, they may be able to override a determination that your boss makes. If someone higher up the line sees that you are clearly a dedicated and high-performing individual, they could move you to a different team or stand up for you when decision time comes.

Choose to resign

Sometimes the best thing to do is to recognize when things aren’t working out and you need to pursue different opportunities. 

Certain companies have a policy of offering a severance package should an employee choose to resign rather than go through with a PIP. This could give you some financial security as you job search and find work elsewhere.

It’s not very helpful to hold on tightly to a job or situation that is not the right fit for you. Think about how you want your career to develop and how you might benefit from finding another employer.

If you feel that you have been targeted or discriminated against, seek advice from a legal expert or employment attorney. They will be able to inform you of any legal recourse that applies to your situation.

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