On a PIP? What You Should Know and Do Next

Social media has recently been flooded with young professionals seeking advice about being placed on a Performance Improvement Plan (PIP). If you’ve found yourself in this situation, the first step is to take a deep breath. While a PIP may sound daunting and is often perceived as a precursor to termination, it doesn’t have to be the end of your career. With the right approach, you can take control of the situation and even come out stronger—whether that’s in the same job or moving on to something better.

Here’s what you need to know about PIPs and the smart steps to take when you’re placed on one.

Understand the Purpose of a PIP

A PIP is often presented as a structured plan to help employees improve their performance, with clear goals and timelines. While this sounds straightforward in theory, many professionals view PIPs as signaling an eventual termination, especially since a poll from Blind?found that only 41% of respondents who had been put on a performance improvement plan passed them and remained in their roles.

That said, every company and manager handles PIPs differently. Some use them genuinely as improvement tools. Others, unfortunately, use them as the first step in parting ways with an employee. Your first task is to assess which of these scenarios reflects your situation so you can make informed decisions going forward.

Be Proactive and Methodical

If your goal is to stay in your current position, it’s crucial to handle the PIP with structure and focus. Here’s how you can start:

Seek Clarity

If the goals laid out in your PIP are vague or unrealistic, don’t hesitate to ask for clarification. For example, if a goal is to “increase productivity,” ask how this will be measured or what a successful outcome looks like. Constructive conversations with your supervisor aren’t just about meeting expectations; they also demonstrate initiative and engagement. Make sure you fully understand the performance concerns and expected improvements.

Assess Constructively

Be honest with yourself about the feedback you’ve received. Are there areas where you genuinely need improvement? This self-awareness can help you focus your efforts and succeed in addressing any gaps that have been flagged.

Communicate with Your Manager

Take the time to express your understanding of the challenges at hand, showing that you recognize the issues and their impact. Commit to improvement by outlining specific steps you plan to take and asking for feedback or guidance to ensure you’re on the right track. If you feel the PIP is unfair or unrealistic, discuss your concerns with your manager in a professional manner.

Document Everything

Keep meticulous records of your PIP. Note conversations with your manager and HR, track the feedback you receive, and save all emails related to your performance. This documentation can help you stay on top of progress, clarify expectations, and provide evidence of your improvement and actions if disputes arise.

Show Progress

Regularly update your manager on the steps you’re taking and the results you’re seeing. This demonstrates accountability and commitment to fulfilling the plan.

Consider Job Hunting—Yes, Even Now

Unfortunately, PIPs don’t always end with a happy resolution. In fact, many employees see a Performance Improvement Plan as a warning sign rather than an opportunity for growth. Anecdotally, some even refer to PIP as a "Paid Interview Period," choosing to view it as a signal to start seeking new opportunities while still receiving their paycheck. This mindset stems from the reality that PIPs can often be a precursor to termination, even if the official intent is to help an employee improve.

While it’s natural to want to stay and overcome the challenges outlined in the PIP, it’s smart career planning to keep your options open. Start by reaching out to your professional network to let them know you’re exploring opportunities. Take the time to polish your résumé and LinkedIn profile. Consider connecting with recruiters who specialize in your field, as they can help identify roles that align with your expertise and career goals. Recruiters can help you find your next opportunity discreetly—no need for that big banner stating you are looking.

Strategic Moves to Buy Time

If you feel the PIP process is especially intense or overwhelming, some professionals opt to file for a leave of absence if applicable. This move can effectively pause the PIP clock, giving you time to regroup, assess your long-term plans, or focus on job searching without the additional stress of immediate performance evaluations. It’s not a decision to take lightly—it can be a lifeline in certain situations but may impact your current job and job search negatively.

The Silver Lining

Whether you weather the PIP storm or decide to move on, this experience can ultimately serve as a turning point in your career.

Thousands of professionals face PIPs every year, and many come out the other side in a better position than they were in before. If you’re feeling unsure about what steps to take, a recruiter can help guide you to what’s next—whether it’s tackling the PIP head-on or exploring new job opportunities.