A Personal Journey: Surviving a PIP
A little story: In 2018, I found myself on what they euphemistically called a "Behavior Improvement Plan" (BIP) at my job in Sydney, Australia. It was essentially a warning shot: my boss and her boss sat me down and bluntly told me I was not only underperforming but also had a terrible attitude. Ouch!
Let's face it—I was cocky, with a major ego problem. But hey, I showed up, I put in the work, and somehow, I managed to beat that dreaded BIP. Fast forward to today, it seems like every other post on r/sales or LinkedIn is about someone on a PIP. So, can you survive one? Should you even try?
Let's define PIP...
PIP or Performance Improvement Plans. The truth is almost every single salesperson has experienced performance issues at some point in their career. PIPs or "Performance Improvement Plans" come into play when an employee's performance is consistently lower than a manager's expectations of them. In sales that could mean low quota retainment typically under 80 or even not hitting activity expectations.
Let's be real here: most PIPs aren't about helping you grow; they're about building a case for your dismissal. Companies use PIPs to manage out low performers quietly, without the PR mess of layoffs. Sure, your manager might preach "help me, help you," but it's often more about covering their bases.
Employee receives a "behavior improvement plan" due to attitude issues and is warned to make immediate changes.
Receiving a Behavior Improvement Plan (BIP) signals serious concerns about conduct and attitude, urging prompt change to align with company expectations and maintain a positive work environment.
2. Salespeople often face performance issues, and Performance Improvement Plans (PIPs) are used to set expectations and deadlines for improvement.
In the dynamic field of sales, Performance Improvement Plans (PIPs) provide a structured approach to address performance issues. They outline specific goals and support mechanisms to help sales professionals meet expectations and enhance their effectiveness within a defined timeframe.
3. Meet specific goals within a set timeframe or risk losing your job.
Under a Performance Improvement Plan (PIP), meeting goals within the designated timeframe is critical to job security. This period requires focused effort and proactive steps to demonstrate improvement and align with company standards.
4. Performance Improvement Plans (PIPs) are formal records of underperformance, with low success rates leading employees to consider voluntary departure.
Performance Improvement Plans (PIPs) serve as formal documentation of underperformance. However, their association with low success rates often leads employees to perceive them as a precursor to termination, prompting some to explore other career opportunities voluntarily.
5. Determine if you're underperforming, assess reasons, and evaluate commitment to your role and company.
Facing a Performance Improvement Plan (PIP) prompts critical reflection. It's a time to assess performance objectively, identify underlying reasons for underperformance, and evaluate personal commitment and alignment with company goals and values. This introspection is crucial for determining future career aspirations and professional development within the organization.
6. Reflect on staying or leaving, assess goal achievability, evaluate managerial support, and understand team dynamics during a PIP.
During a Performance Improvement Plan (PIP), it's essential to reflect deeply on career direction. Assessing the feasibility of set goals, evaluating managerial support, and understanding team dynamics are critical steps in making informed decisions about professional future within the organization.
7. If on a PIP, work hard, meet metrics, listen to coaching, and use free time for skill development to improve job retention.
Being on a Performance Improvement Plan (PIP) requires dedicated effort and focus. Success hinges on meeting defined metrics, actively listening to coaching feedback, and utilizing free time for skill development. These proactive steps are essential for demonstrating progress and potentially retaining employment within the organization.
8. Find a new job while still employed for more options and financial security, leveraging PIP lessons for success in a new role.
Exploring new job opportunities while currently employed provides stability and a strategic advantage. Leveraging lessons learned from a Performance Improvement Plan (PIP) can enhance skills and readiness for a successful transition to a new role, ensuring continued professional growth and career advancement.
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Navigating a Performance Improvement Plan (PIP) or its equivalent is a challenging journey that tests professional resilience and fosters personal growth. Whether you succeed in exceeding expectations or decide to pursue new opportunities, the experience prompts deep introspection and a reassessment of career goals. Ultimately, it's about leveraging this period to shape a brighter professional future, wherever your path may lead.