IHMO, the phrase “PIP” is pretty bad.
Most actual performance improvement stuff is done during regular quarterly or biannual reviews. If you get put on a proper “PIP” that really just means “I’ve been talking to you for several quarters about your performance problems, things have not changed, now I’ve contacted HR, and this is the last opportunity you have to turn this ship around.”
orb360@lemmy.ca 11 months ago
PIP is code for “we are now gathering evidence so when we fire you, we have proof we had cause if you try to sue us”
BearOfaTime@lemm.ee 11 months ago
Yep, instead of you being played off.
I’ve seen the increase in PIPs right before layoffs numerous times.
Ghostalmedia@lemmy.world 11 months ago
Yeah, although if the manager has been doing their job, all of that stuff is already written down and documented in quarter reviews, 360’s, and goal setting.
My guess is that Dorsey is basically just saying, we already have months of documentation. Adding another 3 or 6 months is probably just going to drag things out and continue to piss of the people who are struggling to work with the problematic person.