15 People Got Honest About What It Was Like To Be Put On A Performance Improvement Plan At Work

I inherited an employee who had been on a PIP for six months. I told him it would be extended for another six weeks due to me being new in the position. He failed to show up to the first meeting. I gave him another chance, and he declined that meeting, too. He was legitimately surprised when I terminated him, and he followed up with a disability claim, saying he tore his achilles on the way to his termination. The organization settled for $20k and a job-training grant.

I told an employer I was having a family medical emergency and probably needed to take time off. I had the time accrued, but I got a PIP out of the blue later that week for a period of 10 business days. It was also a day before my direct manager left for a week of vacation. Two of the three points they alleged were in need of improvement were a STRETCH. It seemed like they just wanted to do it and push it through before my manager's vacation ended. When I asked what the multiple outcomes could be, they were intentionally vague, especially the HR representative. I later asked for a meeting with the person covering for my manager to discuss a client's need. Bloop! HR representative's mug pops up. I was being terminated on day three of the PIP. I was fired for 'something I said.' When I asked what it was verbatim, HR refused to tell me what I said or to whom it was, TWICE. So I refused to sign the 25-page separation agreement, and filed with the Department of Human Rights after I called a lawyer. I refused to take their hush pennies. It was the universe telling me to change direction.

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