I just got an invite for a meeting with my boss and boss's boss titled "Performance Improvement Plan". Should I be worried? [closed]

Question

This is the first time I am hearing about this. I have a questions:

What can one typically expect in a meeting such as this?

I have been at this company for more than a year now and this is my first full time job as a developer. Am I right in being concerned that I will be let go eventually and this could be the last straw?

Also:

• Should I hire a lawyer just in case?

• How can I make sure this doesn't kill my morale & enthusiasm?

Update:

First, I didn't expect my question to get so many up-votes and answers, so thank you all for that.

Upon reading the comments and answers, one of the main strategies I have come up with is to just listen to whatever my boss & his boss have to say.

Being defensive is probably the last thing I would want to do & even if it comes to leaving the company I want to leave on a positive note.

Also, I am in a uncertain situation where I am about to submit my application for permanent residence & my work permit will expire in few months. That alone makes me worry about my future & the thought of leaving the country & starting again from scratch is not what I want to do.

I have mild cerebral palsy as well & couple that with a lot of stress and anxiety, you tend to forget a lot of small things that would have helped you in the job. I don't want to have that as an excuse for this job or my future jobs & that's why I am trying to fix that via therapy.

I am preparing myself for the worst & hopefully things will be alright.

Further Update:

I have opened up another question with a detailed update, here.

Answer 1

While there may be some workplaces in which the PIP is actually used to improve an employees performance, it's usually management's way to provide documentation to justify an employee's termination in a way that pre-emptively invalidates any claim to wrongful termination.

No one has a crystal ball that can tell you what is going to happen or really what to expect. In general though, they start with a discussion of where an employee's performance fails to meet the expectations of the job followed up by laying out a plan (maybe with some input from the employee, maybe not) with specific goals and timing for improvement along with the consequences for failing to meet those goals. Then the plan is signed.

So, how would you know if they're just covering themselves for your eventual dismissal? Look at the goals and ask: Are these realistically achievable in terms of both scope and timing? As you move ahead under the PIP, consider the support you receive from them in achieving these goals: Are you getting the resources you need or are they sabotaging you at every step?

You'll have to judge your particular situation for yourself, but I'd advise that you at least polish your resume and get it out there if not launch a full on job search.

Answer 2

No, do NOT seek a lawyer. The last thing you need is expensive litigation that will only result in large legal bills and being blackballed in your industry as being one who sues employers.

Yes, you should be concerned. I have NEVER known anyone to survive a PIP. Update your resume, and blast it out. Take careful note of what they say in the PIP and correct your behavior for your future employer. You have no future with this company.

In THEORY a PIP is supposed to outline your weaknesses, and help you correct course so that you can be a happy and effective employee where you and the company live happily ever after.

the REALITY is that you are most likely being set up to be fired for cause. There have probably been subtle, and even not so subtle hints that it's time for you to go. They have likely been trying to push you out the door and now they're going to throw you out.

Update your resume and start applying TODAY. You don't want "Terminated for cause" on your work history.

Answer 3

I work in management at a law firm and have experience with PIPs. In the meeting, you should expect to receive a list of what the firm considers to be your deficiencies and a list of ways for you to rectify the deficiencies against a specific timeline. The people giving the PIP do not want you to try to defend yourself. They've already determined that there is a problem. What they want to hear from you is that you understand what they are saying, you agree with them and you'll immediately start working through the PIP checklist. If you argue with them, even if justified, it will damage your chance to get through the PIP.

The PIP should not be a surprise. Your manager or HR should have tried to guide you previously to avoid this. If you think back and can remember times when your manager started tracking/questioning your project times or results, those were early warning signs.

At my firm, a PIP is not an automatic fail. We genuinely want the employee to address the problems head-on and get off the PIP. It's like being on probation as an initial hire again except your management is likely expecting you to fail. They probably don't wish you to fail. This expectation is from prior experience. If you want to stay, don't fail.

You do not need a lawyer. If you had done something illegal you would need one but you wouldn't be getting an invitation to a PIP -- you would be pulled in and fired.

I can't help with the morale and enthusiasm part other than to say your outlook/attitude will be a factor in management's final decision.

Answer 4

What should I expect?

"Do you expect me to talk?" "No, Mr. Bond, I expect you to die!".

What's exactly going to happen?

Your will be placed on a PIP as a precursor to termination of your current employment.

Anecdotally, some employees survive a PIP, but I think it is well under 1%, so you would do well to look for another job.

Am I right in thinking that I will be let go eventually & this is the last straw?

Yup, that's totally it.

should I hire a lawyer in case?

This can only work if you have a sliver of evidence that you were terminated due to racism, sexism, or something like that.

how do I make sure this doesn't kill my morale & enthusiasm?

Try to cultivate some confidence that you will find a better job soon.

Answer 5

All the answers here are correct that you should be concerned. They don't try to improve your performance unless your performance needs improving.

That being said, they may not be trying to fire you, but actually trying to improve your performance. We're working on an improvement plan for one of my employees, and everyone involved genuinely wants to help this guy get better. We'll give him all the support we can and make our expectations very clear, but if he can't or won't improve, termination would be the eventual logical conclusion.

So, yes, be concerned, but if you look at the plan and think you can achieve it, then focus on that, not worries about being fired.

A Note on Contracts

At my company, everyone is employed "at-will". This means that any employee can quit whenever they want without giving a reason. It also means that the company can fire anybody whenever they want without cause (although there's still some potential legal liability if it looks like the company has discriminated against a protected class).

So, if we wanted to fire someone, we could fire them with significantly less effort than a formal PIP. The fact that we're going to all the effort to put together an improvement plan indicates just how strongly we don't want to fire him.

Answer 6

It is interesting that the boss's boss is involved. From a UK perspective, if this is a precursor to disciplinary action the second line manager should not be involved. If the outcome leads to disciplinary action, the second line manager is who an employee appeals to, so this person should be impartial/independent of previous decisions.

The fact that the second line manager is present could mean there is no intent to go to disciplinary. Alternatively, it could just mean that the company is poor at following HR processes. There should be some information about Performance Improvement Plans in the staff handbook/company policies - have a look at what say.

Think back to your one to ones. How did they go? I am not saying it applies in this case, but I once inherited a team with an under-performing member of staff. I did coaching and one to ones with this person, and they didn't even try to implement the actions we discussed. We then had a documented conversation - which they signed - saying the next step would be formal PIP. When I initiated the PIP they were surprised about it.

However, as a few people have said a PIP isn't necessarily a bad thing. I use PIPs for everything. A PIP is a plan for improving performance. We have identified you as a potential future leader and want to send you on these courses so we can promote you, is just as much of a PIP as you are X% under target and need to improve.

If you genuinely feel that the company is trying to get rid off you unfairly, my advice would be to make sure you have the background to the PIP documented. Again, from a UK perspective an employer has to show that an employee clearly understood what was expected of them, had appropriate training, development and coaching and still can't meet expectations before the employee can be dismissed for performance related concerns. Without being aggressive try to find out what your targets/expectations are, where these are documented, when the issue was identified and where it has been discussed with you before.

Answer 7

There's a lot of doom and despair in the answers posted so far. It may be the case that your company is just creating a legal paper trail so they can terminate you. Alternatively, they may actually want to help you. The fact of the matter is, hiring (and firing) employees carries a lot of financial overhead.

You say that this is your first job, and you've been there for over a year. The company has made an investment in you. They hired you, they trained you, they have paid you. If they terminate you, they will have to start that process all over again with someone else, which will incur significant cost before that new person is at the level you are now. They will be short-handed until your replacement is ready. A smart company wants its employees to succeed.

So, what can you do?

Approach the meeting with an open mind and humility. Be very honest with yourself and your employer about whatever complaints are presented to you. Don't get defensive unless what they say is verifiably and quantifiably false. Are you doing the minimum required to get by? Are you committed to the work you are doing, or are you just collecting a check? Are you coming in later than everyone else in the office? Spending too much time talking at the water cooler or surfing the 'net?

I can say from experience that one of the biggest lessons I learned transitioning from college to the workforce is that a job is not a right, it is a privelege.

Early in my career, I had a sit-down with my bosses much like what you are describing. I got told to "shape up, or ship out." I shaped up. I put everything I had into my next project, knowing full well the consequences of failure. Importantly, I retained that attitude once the danger had passed. I spent several more happy years at that firm, receiving more than one promotion. Those bosses became people I respected deeply, who also respected me.

One final note:

I've answered this with the assumption that you work for a good, ethical company, that you enjoy working for. If your company culture is toxic, your reputation is already damaged beyond repair, or you don't really like working there anyway, take the advice of other posters. Get out of your own free will, before you wind up with a termination in your history.

Answer 8

Disability (any condition preventing you from performing well on the job)

You have mentioned in your edit to your question that you suffer from cerebral palsy. I feel that may be an important factor (if not the whole issue, as answered by other posters) to keep in mind in the matter.

I know next to nothing about the condition, but you should ascertain if this has influenced your job performance in any way (e.g. lack of sleep or proper nutrition leading to lack of concentration and/or energy, the need for movement, etc.)

If you can state without doubt that yes, it has influenced your work, you probably need to bring that to the attention of your management. I say PROBABLY because many jurisdictions with socialist-leaning labor laws (many in the West) require provisions to be made for people with disabilities (which normally include anything hindering your normal performing of a job, getting promotions, or even getting hired - physical as well as mental - not only e.g. blindness or needing a wheelchair). Even if not a legal requirement, some employers have a more open outlook regarding employees with disabilities. If not, only then it probably won't serve any purpose to bring it up (and that's too bad, but life is not always fair).

Unfortunately many employees are unaware of such legal provisions regarding disabilities, or do not want to "hide behind" something like this. Keep in mind, as a condition acquired at birth, you can't help it, but still need to be employed just like a "healthy" person (probably even more so, due to medical expenses).

If in doubt, it may be worth your while consulting a professional versed in the labor laws in your jurisdiction, e.g. a labor consultant or even a lawyer specializing in labor law. This person should be able to tell you if you would qualify for disability benefits, and how to approach the matter with your employer.

One thing that you need to keep in mind if going this route, is that you should be able to come up with a specific plan how your employer can make changes to accommodate your situation, that will enable you to perform your job to satisfaction. Or at the very least, make a list of specific things that are a hindrance to your performing well and see if your employer is willing to work with you in providing a solution. Let's say someone is bound to a wheelchair, so to accommodate that person, the employer needs to provide access (e.g. ramps) to all areas where the employee needs to be to do his work, adapted toilet stalls, etc. Some person may have a psychological disability where people around her cause anxiety, and so the employer can accommodate her by providing a private office. So think of things that you would need to make your job doable (But be careful to keep it reasonable from the employer's point of view too. I doubt that they will buy you your own solid gold coffee cup when the white china one works as well, to make a stupid example.)

Also, even if/when you get a new job, the same applies and should be addressed from the start, else the problem will just come up again.

Answer 9

You're either not performing to management's expectations, have stepped on some toes, politically, or both.

If I were you I would update my resume and start looking for a new job ASAP.

In a fair world your manager or team leader would be giving you pointers on how to improve or succeed on an ongoing basis. Maybe you should have asked for some feedback and performance metrics before this point.

In the future, if you feel like someone might be unhappy with your work don't be afraid to ask for a private meeting and request guidance or help.

Answer 10

In your question you didn't add if you did something that may cause you get fired you don't need add the details required in your question, though., but, if you did, maybe that could be one reason for the meeting.

If you didn't, I think that you should be fine.

Just in case, you can consider talk in private with your boss first and get more details about the meeting.

In the meeting, try to be calm and listen them.

Answer 11

One more question, should I hire a lawyer in case?

If you think you're about to fired for an illegal reason, if your legal/employment rights are being violated, then it may be better to talk with a lawyer (get advice from a lawyer) before you're fired rather than afterward.

Answer 12

Try to go there openminded.

I never heard the term PIP in a negative way where I work, but we got at each year performance meeting called like that.

The goal is to see where Iam and what can be done to be more on track versus my job reports/metric in place that I got to follow. Its a place to discuss what I want as training and such.

It get bad at my job when we got recovery plan meeting.

I tell you my answer as every business got their own way to manage HR, but never forget that usually they could fired you rightaway to prevent you to sabotage your workspace. I see a planned meeting as less negative than getting fired, but I might be wrong.

Answer 13

I think every other answer is missing the basics of a workplace.

The fact is most PIPs happen because your boss does not like you. The degree of this correlates with the hostility and the surprise factor of the topics discussed in the PIP. But overall I think the answers you have gotten have been a little cynical about the employee's role.

The reason why I am mentioning this is because you honestly seemed surprised. There is no reason if you are getting along with your boss (takes two to get along) that you would get a meeting to a PIP without knowing 90% of the issues already, hence you wouldn't have written the question.

Let me tell you some of the reasons I have seen people in PIP situations just to give you examples:

1. Employee didn't agree with boss on future technology, boss was afraid that he was wrong and would get fired if this was pushed.

2. Employee was so good at dev work that boss would lose vendor budget.

3. Employee had a college education from prestigious school, boss was taking night classes to complete college.

4. Boss listened to Mr. Gossiper at work, who lied about employee. Boss didn't realize this until after the PIP.

5. Boss does not even understand what the employee did, due to their lack of intelligence and knowledge in the field. Another boss right next door found out about PIP and plucked good employee.

I am just giving you examples here. What do you do in a PIP?

• Be honest.
• Don't give into any negative claims unless there are hard facts backing them up. And no it is not your fault if you missed a deadline because employee X missed their deadline.
• Defend yourself but make it quick. Follow up via email on your defenses but make sure they are solid and hold up.
• Do some self-reflecting. You need to figure out if this is an actual performance issue, a boss issue, or a boss/employee issue. If performance ask them if they want you to perform better. If it is a boss issue you need to defend yourself (boss issue means your boss is lying or doesn't understand how to evaluate you). If it is a boss/employee issue then you need to talk to your HR rep and see how far they are on boss's side.

What do you do after your performance review?

• Try hard to find someone you can trust in your workplace to talk to about your performance and your boss - and someone who won't go tell boss about the conversation. Ask your friend's their opinions. Keep questions open. Let them know you think you are getting fired and ask them if they have heard anything. And don't take stuff personal or I doubt the tell you anything else.
• If you have relationships with other groups at your company, get conversations started. The easiest way out of a PIP is if someone else at same company wants you. Unless current boss can prove beyond a doubt your are inept or didn't show up to work, you can get plucked.
• Start looking for another job. Right away. You don't have to take another job and you don't have two weeks to find one but get the ball rolling. But don't do this at work and don't let it effect your performance.

I would venture to say that your boss doesn't like you personally or doesn't value you at all as an employee. I have no idea if this is justified or not. But the fact is unless your boss is getting pressure from their boss or another higher-up to do the PIP (which is same issue) there is no reason why they wouldn't sit you down a few times and go over issues before a PIP. I have had very very underperforming employees and I have had many many conversations with them before even thinking PIP if I cared about them at all.

Really the only people who I have brought to a PIP or fired were those who didn't show up to work or "fake worked" (the art of sitting at a desk and watching movies, reading websites or whatever and then popping up work stuff when anyone came by). I have had over 100 employees in tech work for me over the past 20 years and honestly that is my PIP history. So either you are that bad of an employee or boss dislikes you that much (and my money is on boss disliking you).

But don't take my answer as a witch hunt on bosses. Boss probably doesn't like you and has turned a bit passive-aggressive. There may be justification for the PIP but the boss is handling it really poorly. The boss doesn't have to be a huge a-hole, he could just be not good at handling a poorly performing employee. If the boss really understand what your group is doing, you think you haven't been hitting your marks, and friends aren't saying much I would not only get the resume going but I would think about what positions you are applying for in the future.