Comment by guywithahat 10 months ago
Say you saw an acquaintance get put on a performance improvement plan and then leave the company, would you want to recommend them for a job at a new company if they asked? If you were the manager who witnessed an employee fail to complete basic tasks, would you refer them to new positions?
to be honest I saw PIP status more political reasons than actual performance reasons. In fact, one of the people I coached during focus and completed every single item still put under PIP and forced to leave.
Since then, I do not believe people got into these willingly or unwillingly, eg: due to real performance reasons. Strictly speaking on the performance or technical work wise, not company decision driven…
Even in the example above, due to the management decision, employee performance suffers. It is not up to the employee; that they do not perform by their choice.
> ...would you want to recommend them for a job at a new company if they asked?
Depends on the reason for the PIP.
Sometimes folks who get put on them are bad fits for the demands of that particular job at that particular company and would do (and end up doing) stellar elsewhere.
Sometimes folks get put on them to try to ward against theoretical anti-ageism/anti-racism suits fired off in response to an upcoming layoff.
And SOMETIMES folks get put on them because of stack ranking... where managers are obligated to push out a certain number of people every single year.
I've seen scenarios one and three personally, and scenario two seems totally plausible because there's no intelligence/competence test required to become a business owner or manager... so such folks make all sorts of dumbass mistakes.
If you're the sort of person who automatically passes over someone because their previous manager thought poorly of them, then that explains so much about you opinions expressed in this subthread.