<p>Is there any chance my company (large insurance company) would be using this to give me a legitimate chance to have me “shape up”, or is there only the possibility that they’re using it as justification to let me go? I’m gonna network like crazy either way, but are these things ever used in good faith? I was told I’d have input as to what “goals” to put on there. I plan on writing things that can be objectively measured, and not left up to my manager’s judgment. I just wonder if they’ve made up their minds and just want a paper trail, or if they really are trying to improve performance.</p>
<p>Probably depends on that company dynamic and politics. Have you heard of this being done before? Or is there a new manager or new policy they are trying out?</p>
<p>It also depends on the nature of the perceived problem with your work.</p>
<p>No matter what the company’s intentions, if the problem is something you can’t fix, it might make sense to hunt for another job that’s a better fit for you (while agreeing to the “performance improvement program” so that you can continue to work and get paid for a while).</p>
<p>I think its something I can fix, and I think my boss actually likes me, but just thinks I procrastinate too much. I don’t want to be naive though. I may have undiagnosed adult add. But I can definitely work my butt off during the pip (and then hopefully either get help with add, or find a job that Im more passionate about/dont get bored at)</p>
<p>Deciding what to do would have been easier if it was something you definitely couldn’t fix.</p>
<p>If it’s something that you may be able to fix, I guess you do need to know more about your company’s intentions.</p>
<p>I’ve put people on PIPs before. When I’ve done it, it was genuinely to give them a chance to improve and get them turned around and refocused. The PIPs (at least the ones I’ve done) are formal - they let the people know the seriousness of the situation, they spell out exactly what the issues are, ideally will set objective goals, and can be measured. I’ve seen some people turn around after being on a PIP and end up doing fine. I’ve seen others who didn’t really change either and not do so fine. When on a PIP, if one doesn’t really fix the issues that caused them to be on it, they may not have much of a future with the company.</p>
<p>Company cultures are different and individual managers are different though. Regardless, the best thing you can do is to look at it as objectively as possible and try to look at it from the manager’s perspective, look at it without excuses, and if you can objectively see room for improvement then you can focus on that, improve, and have a reasonable chance of doing fine (depending on the company and manager). Give it your best shot and see what happens. If you genuinely think you shouldn’t be on a PIP and it’s just a trumped up mechanism to get you out of the company, then still try to meet all of the objectives but at the same time look around for another job.</p>
<p>Since you seem to agree that you procrastinate and that your boss doesn’t have it in for you then you shouldn’t really waste any time wondering about ulterior motives and should just focus on fixing the procrastination, now - not later 
, and any other issues there might be.</p>
<p>I agree with gladgraddad—in my large company, we issue PIPs to demonstrate that the employee needs to recognize the seriousness of the performance issues and the way to correct the issues is spelled out in the PIP. Most managers use this to do what it says, “improve performance”, that said, there are situations where managers don’t really think the employee will be able to correct the issues and it is done to move the process along. I work with employees dealing with these issues and have seen people get empowered by the structure of the PIP and make it happen. In this case those managers are often pleased with the surprising postiive turn around. go for it. always good to communicate with your manager as to the specific changes they’d like to see happen right away, ie. check in with the manager daily/weekly, demonstrate actions taken etc.</p>
<p>In the large company I worked for, the PIP was a way of telling you “start looking for a job unless you want to be fired…” No one who was on PIP lasted longer than until the next review period. Sad but true. My one piece of advice: keep a record of EVERYTHING. Every email, conversation, message, project assignment/completion, etc. Many companies as a rule fight unemployment benefits, and you may need the documentation in case you do get let go, and then the company objects to you getting unemployment. Even sadder, and just as true.</p>