I was placed on a formal coaching plan and, despite making progress, did not reach the final performance threshold. Now waiting to see what comes next, hopeful for an extension to continue building momentum. Anyone else have feedback on how coaching plans pan out if you don’t meet all of the requirements?
20 replies (most recent on top)
@ap nah, you don't need to be on a coaching plan to be put on a PIP. Not at all.
Two different things.
I have also been placed on a coaching plan. I have been told if I don't achieve a certain percentage of quota, I will then be placed on a PIP. I won't be making the % by Friday. We'll see what happens. I wish they would just offer me a package.
My advice would be get a sick note, and long that out as much as you can. Eventually they will pay you off. You'll have around 6 months to find yourself another role.
@e9 lol that's 100% not true dude. I've been put on a PIP before at Dell, and the process is Coaching plan THEN PIP. If you succeed in the coaching plan then you aren't PIP'd. If you fail the CP then you are put on a PIP. Unless they've recently rolled the coaching plan and PIP into one, they are literally two seperate things.
@at Well that's just not true at all. Even if you are fired you can still return to Dell. There is a grace period however. (don't quote me on the numbers but it's something like this)
If you are laid off then you aren't eligible to return for like a year. If you get fired/quit then it's 18m or so. I DO think that if you are on a PIP and quit/get fired after failure then, you aren't able to go back to that specific ORG; but you absolutely are not "banned" from Dell lol
Your wrong, it coaching plan it says right in the plan if you don’t meet expectations you will be terminated.
@bb *you're
When companies offer severance as an alternative to entering a coaching plan, it can indicate the organization is already prepared for either outcome. From the company’s perspective, this can help manage cost, reduce risk, and streamline transitions during challenging business cycles.
HR will typically still frame coaching plans as performance-based for formal records, but the availability of an upfront severance option often signals that separation is one of several anticipated possibilities rather than a single predetermined path.
The situation often concludes with a professional, mutual exit.
Say what you will bout PIPs. I have survived two. Not by actually doing the amount of work that management intended, but by finding ways to game the system to make the numbers on the report look good. The report is all management cares about anyway.
@aq if you quit while on a pip you are marked as unable to return.
Work and look for a role outside of Dell. If you're fired not meeting the pip performance then collect unemployment.
@a3 Personally I would have said no to that. You get paid for a coaching plan and even if you fail it, you also get paid for being on a PIP - which is typically a 3m plan.
So, a month severance (2 checks) for quitting or, going through with it; failing. Then put on a 3m PIP which guarentees another 6 checks of money...
I may be wrong but, I don't think there are extensions for coaching plans. YOu either pass it or you don't. If you don't then, your manager will have a talk w/ you and put you on a 3m PIP to "improve."
My advice is to start looking for a new job on their dime because PIP's are not designed to help you. They are designed to either make you quit, or give HR a reason to fire you when you inevitably fail it.
I also advise to NOT quit, as for every day you "work" you get paid... Do the minimum and collect your checks until the last day of your PIP... THEN quit. The reason for this is because....
A) If you get fired for failing a PIP, that PIP stays on your permanent HR record at Dell (likely linked to your social S number) so if you ever think, want, or plan to go back in the future; they will see you were terminated for a failed PIP and may not choose or consider you at all.
B) Might as well collect as much money from them as possible while doing the minimum... A PIP is typically 3m but can be extended so at the least, you have a guarenteed 3 months of full pay.
TECHNICALLY speaking, a coaching plan is not the same as a PIP. A coaching plan is basically an ultra hard warning to "do better and get your sh-t together or you WILL be PIP'd. I don't believe you can be put on a PIP without first being put on a coaching plan - HR has it's rules and process's in place for legal reasons... I'm 99% certain that the policy is coaching plan, then PIP assuming you fail the coaching plan.
Back in 2017 when I was in Pro Support, I was easily the most technically savvy and knowledgeable person on the team but, somehow was dogpoo with email harassment lol. I was placed on a coaching plan, and I tried but failed... Then put on a PIP and half way through my manager basically told me I'm not gonna pass it lol. He was super cool but was doing his job. He said I can either finish out the PIP and fail but have that go on a permanent HR record, or quit with a clean HR record; and he'd give me a month severance "under the table." and would vouch for me if I applied for unemployment - which I received as well.
I said I'd quit. PIP's are almost impossible to pass and even if you do, why tf would you want to stick around anyways? The company (HR) was literally rooting for me to FAIL that PIP. A PIP adds about 100% more stress and duties to your job and they are NOT designed to help you succeed/pass. They are very much designed to force you to quit or give HR a valid reason to fire you.
So, he told me to send him an email with my resignation in which my last day would be 4 weeks out. "Hi xyz, I am giving a 4 week notice and plan to resign on 4/31/2017" Basically a 4 week "notice" I suppose? Went back to my desk and I sent the email, gave him my laptop and went home for good, never to return to Dell again until 2019 lol.
Got 2 more checks, and then filed for unemployment - and recieved that.
I chose to quit because I wanted to have the option of going back to Dell in the future, and with a clean slate - aka no HR record (PIP.) I'm very happy I chose to quit because I'm now in a job that I always wanted and LOVE.
Your manager has a lot of discretion to either terminate your employment or five toi another 4 weeks with the same or revised goals. It really comes down to how much your manager likes you.
I think it’s standard protocol to offer the 4 weeks on the frontend if you choose to opt out. The coaching plan was not a path I wanted to pursue.
@a3 And you continued with the plan? They were being about as painfully obvious as they could have been, pal.
I was given the option of four weeks’ severance in lieu of participating in the coaching plan.
Sorry, but get out.
You should have started sending out your resume the very moment you were put on that plan. You will be shown the door shortly.
Welcome to forever layoffs that avoid WARN act requirements.