Timeline for I just got an invite for a meeting with my boss and boss's boss titled "Performance Improvement Plan". Should I be worried?
Current License: CC BY-SA 3.0
14 events
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| Feb 20, 2017 at 14:42 | comment | added | bobo2000 | @TonyEnnis I can't speak for the states when it comes to reference checks, but in the UK, the HR of many companies send a form with questions related to the employees overall performance. I have seen HR forms from well-known companies asking the employer if the individual has been written up and to grade from 1-5 their punctuality, their performance etc. Legally an employer cannot give a bad reference, but at the same time by law they are obliged to give a FACTUAL reference. This can then in turn lead to withdrawn job offers from unsatisfactory references. | |
| Feb 18, 2017 at 14:29 | comment | added | Fennekin | Now I see. It shouldn't be mentioned in CV. However I will have to be ready to answer his questions if he asks me. | |
| Feb 18, 2017 at 14:12 | comment | added | user | @Fennekin There's no real need to mention that at all on your résumé. Compare Indicating why employment ended on the resume? | |
| Feb 15, 2017 at 22:36 | comment | added | Old_Lamplighter | @TonyEnnis You've been lucky. It depends on the field. If you're in IT and work with sensitive systems, you can expect to be given scrutiny. Other fields more or less so. | |
| Feb 15, 2017 at 22:19 | comment | added | Tony Ennis | Yes, when he has another job, absolutely. In my experience, previous employers will say nothing. And no one has called my references in years. I think he's ok in that regard. | |
| Feb 15, 2017 at 22:14 | comment | added | Old_Lamplighter | @TonyEnnis he should resign when he has another job. You want to move on before you're fired because while in the USA, you can't give a bad reference to a former employee, you can say as little as possible, damning with faint praise. | |
| Feb 15, 2017 at 22:05 | comment | added | Tony Ennis | "Terminated for Cause" does not go on anyone's record in the USA, at least in a way that is shared. That is, employers will not share this with people checking references. They'll check dates of employment, and nothing more. The OP should not resign and this would lead to a loss of unemployment benefits. | |
| Feb 15, 2017 at 9:24 | comment | added | Kaz | I've had a PIP before, but that was because it was corporate policy that "Anyone who does X, even once, no matter how minor, gets a PIP". Being singled out deliberately for a PIP absolutely means "we're thinking of firing you, but we need some justification for it" | |
| Feb 15, 2017 at 4:31 | comment | added | Mikey | This may depend on location. In the United Arab Emirates, PIPs evolved into a very positive thing for employees. I have up-voted, because your comprehensive and well thought out response, however. | |
| Feb 14, 2017 at 23:58 | comment | added | delliottg | Also anecdotal, I was given the option to be put on a PIP with the option to let me go at the end of the time frame (with no severance), or they'd lay me off with a severance package immediately. I was given a weekend to think about about it, but there was no other warning that it was coming. My boss & I had never seen eye to eye even when we were peers so I wasn't especially surprised. I didn't see how staying around for another four months under strict observance was going to be beneficial, so I took the severance. I have a much nicer job these days, without the stress of a grumpy boss. | |
| Feb 14, 2017 at 23:43 | comment | added | B. Szonye | I “survived” a PIP but there were lasting repercussions that made it a Pyrrhic victory. Don’t be surprised if you forfeit a significant fraction of your total compensation. Many employers have performance clauses on bonuses and equity grants. You may hit zero multipliers on annual bonuses or stock vesting, losing money you thought you had already earned. | |
| Feb 14, 2017 at 23:03 | comment | added | Myles | I disagree with your first sentence in that a poorly executed firing can lead to a wrongful dismissal suit. Canada does not abide by at will employment and a lawyer can help you make it difficult to get fired. Additionally if you are essentially being fired for incompetence I'm not sure that involving a lawyer in the firing will have a more adverse effect on your reputation. | |
| Feb 14, 2017 at 22:36 | comment | added | Dai | It's anecdotal, but I know at least one coworker who had a PIP and who did meet their PIP objectives and then thrived - sometimes people naturally coast and just need a reminder to shape-up, and other times management isn't clear in what they require of an employee so the PIP can clear things up. The company even hired a job-coach to come on-site to meet with him every week too. | |
| Feb 14, 2017 at 19:46 | history | answered | Old_Lamplighter | CC BY-SA 3.0 |