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What’s the alternative? Give them a rainbow sticker? It’s business among adults, performance matters. If you can’t meet expectations then it’s not a good fit. That’s part of life.

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sunshowers 5 hours ago | parent | next [-]

The alternative is to very seriously ask if the primary reason for underperformance lies with management rather than the individual. We are a social species and a large part of our behavior is are determined by our social environment. The PIP process does not incorporate this very basic fact about us.

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therealdrag0 5 hours ago | parent [-]

Any serious organization will take that into account for the managers own performance. Their job is people management, and so losing an employee is potentially a strike against them and they need to be able to justify the firing was not their own failure but the employees inability to perform, which is part of the process. You can also get some signal about this on how other employees are performing, if every employee’s under performing then obviously it’s a cultural management organization issue, but no organization can be all things to all people often there will just be bad fits and people need to be able to move on.

	▲	sunshowers 5 hours ago \| parent [-]
		Ah, well, I guess in that case most organizations are quite unserious.

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jopsen 3 hours ago | parent | prev [-]

An informal pip.

You can tell someone they need to improve their performance. You can help them make a plan. And you can help evaluate the result.

Making a plan can certainly help.

You don't need to involve HR inorder to make a plan.

(Not saying that pip isn't a good concept, just that a formal pip is a last resort kind of tool)

	▲	therealdrag0 2 hours ago \| parent [-]
		I’ve always assumed that’s a prerequisite for a pip. Obviously managers need to give reports good feedback regularly.