EM PIP in reality can be driven by statistics, internal politics, bias, or interpersonal conflicts not your performance. So many people end up on a PIP for reasons that have nothing to do with their actual work. Some examples I have seen in past years/teams:
- He was put on a PIP after questioning unethical practices used by senior team members and suggesting better methods. They felt threatened and collectively turned against him.
- She was sharp, social, and highly capable. Her manager recognized her potential and gave her additional responsibilities, which triggered jealousy among other women on the team who then ganged up on her.
- He was new to the group, and instead of helping him integrate, they isolated him, refused to let him blend in, and targeted him for bottom ranking.
- She consistently helped others develop, but instead of being recognized, her peers sabotaged her work because she was naïve and overly friendly.
How PIP Practices Often Work in Reality:
In many organizations, the outcome of a PIP is predetermined long before the process officially begins. - Some employees receive only a few formality emails and “pass” without any real process.
- Some endure a three‑month ordeal that feels like a continuous interview, filled with pressure, bullying, and harassment—only to be told they “failed.”
- Employees targeted for removal often face hostility, humiliation, and impossible expectations, and at the end they’re given vague statements like “We don’t think you’re a good fit.”
- Some people have their PIP extended because of medical leave or mental‑health‑related disability leave, only to return and be failed anyway—or receive a letter saying their disability benefits are ending and they will be terminated if they cannot return...
Bottom line if you are not PIPed soley for statistics choose PIL....Up to you