Remix clone Hacker News

Throwaway manager here. I tried to keep a personality hire out of a PIP.

It was a huge mistake.

Turns out when all other options are exhausted, a PIP can be a form of respect. In the hands of the right manager, an underperformer gets one last clear chance to show they can do the job. If they succeed, some the ugly baggage gets put behind them. And if they can't succeed, then the PIP sends a message that they are unsuited for the job at the company, and maybe even at the industry at large.

The alternative to PIP'ing an incompetent (not just an underperformer) is micromanagement. That comes with pretense, hostility, and disrespect to their person for an indefinite period of time.

▲

makk 6 hours ago | parent [-]

An even better token of respect is to just can the person and give them a respectable severance package, so they have months (plural) to find their next thing.

▲

ambicapter 6 hours ago | parent | next [-]

Don't see how that's strictly better since the person loses out on potential feedback from the PIP vs straight firing.

PIP also doesn't prevent someone from getting severance, firing is firing.

	▲	makk 6 hours ago \| parent [-]
		I see your point. My points are that if one really wants to show respect then (a) don't waste people's time and (b) give them a respectable severance. If you can do (a) and (b) via a PIP process, then that's cool.

▲

charlie0 5 hours ago | parent | prev [-]

Honest question, if someone is performing horribly, why do they deserve a severance package? Isn't that was unemployment insurance is for?

	▲	marcus0x62 5 hours ago \| parent [-]
		1. They might be a good worker, but a bad fit for their role. That’s as much on the hiring manager as the employee. 2. People, even lousy workers, talk. Treating people with respect on their way out may decrease the person’s negativity/bitterness. Consider it a marketing expense. 3. Severance packages come with legal releases attached, at least in the US. Less risk of lawsuits, frivolous or otherwise.