PERFORMANCE IMPROVEMENT PLANS ARE A LIE! GET A NEW JOB ASAP!

Summary

The video discusses the deceptive nature of Performance Improvement Plans (PIPs) in the workplace, often used as a tool to terminate employees under the guise of performance issues. It suggests that once on a PIP, employees should focus on finding new jobs, as success within a PIP is rare and often leads to termination. The speaker also highlights alternative tactics companies might use to push employees out.

Takeaways

• 📜 A PIP (Performance Improvement Plan) is often a deceptive tool used by companies to manage low performers, rather than a genuine opportunity for improvement.
• 🔍 Rarely do employees emerge from a PIP as top performers with promotions and raises; the primary outcome is usually finding a new job.
• 🏢 Companies initially used PIPs to give employees a second chance, but now they are primarily used as a tool to facilitate terminations and protect the company legally.
• 🗣️ Nolan Church, a former recruiter, shared that during his tenure, every employee put on a PIP was eventually terminated, suggesting that the decision to fire is often made before the PIP is initiated.
• 🚫 Once an employee is on a PIP, the company is essentially building evidence to protect themselves from lawsuits or unemployment claims, rather than genuinely trying to improve the employee's performance.
• 💼 Church later implemented a policy requiring managers to put employees on a PIP before firing them, but found them to be disingenuous and ultimately eliminated them in favor of direct termination with severance packages.
• 🔄 If you are put on a PIP, it's advisable to treat it as a 'Paid Interview Period' and focus on finding a new job, as your employment at the current company is likely nearing its end.
• 💼 Companies use PIPs to cover their intentions, often out of fear that an employee will be surprised and take legal action if terminated without warning.
• 📈 The likelihood of receiving a raise or promotion after surviving a PIP is very low, making it more strategic to seek a fresh start at a new company.
• 🏆 Companies are not allowed to ask about the reasons for leaving a previous job, so employees can frame their departure in a positive light when applying for new positions.

Q & A

What is a PIP in the workplace?

A PIP, or Performance Improvement Plan, is a tool used by companies to address underperformance. It is often seen as a deceptive tool, as it is typically used as a precursor to termination rather than a genuine attempt to improve an employee's performance.

What is the original purpose of a PIP?

The original purpose of a PIP was to give employees a second chance to improve their performance. However, over time, it has evolved into a tool used by companies to manage low performers and protect themselves legally.

How does Nolan Church describe his experience with PIPs?

Nolan Church, a former recruiter at Google and DoorDash, describes his experience with PIPs as disingenuous. He notes that during his tenure, everyone who was put on a PIP was terminated, either during or shortly after the PIP.

What was Nolan Church's role in implementing PIPs at DoorDash?

Nolan Church was tasked with managing low performers at DoorDash. He helped implement a PIP process, initially only for the sales team, due to their clear metrics of hitting quotas or not.

What did Nolan Church do when he moved to Carta?

At Carta, Nolan Church initially instituted a policy requiring managers to put employees on a PIP before firing them. However, he later found this approach disingenuous and instead opted for terminating employees with a generous severance package.

Why do companies use PIPs according to Nolan Church?

Companies use PIPs to provide legal cover. They are worried that employees might be surprised and take legal action. A PIP allows them to document performance issues and manage the termination process more strategically.

What advice does the speaker give to employees on a PIP?

The speaker advises employees on a PIP to treat it as a 'Paid Interview Period.' They should assume their employment is coming to an end and focus on finding a new job as quickly as possible.

What are some other ways companies can manipulate employees?

Companies can manipulate employees by cutting hours, extending probationary periods, changing job descriptions, transferring employees to undesirable locations, or making work conditions intolerable through constructive dismissal.

What is the speaker's view on the likelihood of promotion or a raise after surviving a PIP?

The speaker believes that the likelihood of getting a promotion or a raise after surviving a PIP is very low. They suggest that the best option is to find a different company where one can start with a clean slate.

What is the speaker's recommendation for employees facing a PIP?

The speaker recommends that employees facing a PIP should start planning their exit strategy. This includes updating their LinkedIn profile, lining up references, polishing their resume, and applying for new jobs.