Former tech sector manager, Theresa Sue Mubenga, has drawn attention to the hidden implications of Performance Improvement Plans (PIPs), suggesting they signal an indirect invitation for employees to look for alternate employment opportunities.
According to Mubenga, instead of promoting growth and development, PIPs are often used by management as a prelude to job dismissal, which she believes contributes to high-stress environments and negatively affects employee morale and productivity.
Through her decade-long tenure in the corporate world, Mubenga witnessed four team members she placed on PIPs eventually lose their jobs, putting into question the effectiveness of these plans.
PIPs are intended to increase employee proficiency Performance Improvement Plans invite employee to look for other employment
While PIPs are intended to increase employee proficiency, poor execution can potentially alienate employees and even lead to job termination. The correct implementation and management of PIPs are therefore crucial for the enhancement of productivity without jeopardizing employee job security.
Mubenga shared an example from her personal experience where a previously high-achieving employee showed decreased performance and behavior, leading to their placement on a PIP. Despite an initial improvement on the plan, the employee reverted back to poor performance and behavior, resulting in job termination.
Taking into account her experiences and the low success rates of PIPs, Mubenga advises employees to start seeking other jobs as soon as they are put on a PIP. This pragmatic advice, Mubenga believes, is necessary considering the typically dismal outcomes associated with PIPs, and will help workers avoid potential setbacks in their professional lives.
