In my company, the probation period for new joiners is 6 months. After the completion of 6 months, when I asked for my confirmation letter, my boss and HR told me they are not happy with my performance, so they will put me on a Performance Improvement Plan (PIP). As per my understanding, PIP applies only to confirmed employees who are underperforming for a significant period of time. Please guide me on this as a matter of priority.
From India, Bangalore
Acknowledge(0)
Amend(0)
1From India, Bangalore
Acknowledge(0)Amend(0)
Dear friend,
After the completion of the 6-month employment, a performance review of a probationer was conducted. If the performance was not found satisfactory, generally, that person is removed from the job. However, in your case, your employer is generous to place you under a Performance Improvement Plan (PIP). Rather than grumbling about the applicability of PIP, I recommend that you avail yourself of this opportunity and improve your performance.
To enhance your performance, you need to do two things. One is introspection, and the other is taking feedback from your seniors or reporting authorities on where you may be going wrong. Take corrective measures to improve performance. Failure to do so may lead to the significant risk of termination from the job. Typically, your next review would be after three months. If, by any chance, you are let go after nine months, you will face considerable difficulty explaining why you left the job after such a short period. Therefore, consider this a wake-up call.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(4)
Amend(0)
After the completion of the 6-month employment, a performance review of a probationer was conducted. If the performance was not found satisfactory, generally, that person is removed from the job. However, in your case, your employer is generous to place you under a Performance Improvement Plan (PIP). Rather than grumbling about the applicability of PIP, I recommend that you avail yourself of this opportunity and improve your performance.
To enhance your performance, you need to do two things. One is introspection, and the other is taking feedback from your seniors or reporting authorities on where you may be going wrong. Take corrective measures to improve performance. Failure to do so may lead to the significant risk of termination from the job. Typically, your next review would be after three months. If, by any chance, you are let go after nine months, you will face considerable difficulty explaining why you left the job after such a short period. Therefore, consider this a wake-up call.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(4)Amend(0)
Thank you Dinesh Sir but heard that PIP is sugar coated process to get rid of employee is it correct ?
From India, Bangalore
Acknowledge(0)Amend(0)
0
0
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user reply is incorrect. PIP is not just a process to get rid of employees; it is a genuine opportunity for improvement before termination.
0
0
Dear friend,
PIP could be a sugar-coated pill. However, it is not a general rule, and it could be in just a few companies. Nevertheless, as stated in my previous post, your company is generous to give this sugar-coated pill even to a probationer. They could have administered you a bitter pill and removed you right away. But they have not done this. This shows that they still have some hopes for you. Therefore, avail of this opportunity rather than puncturing their hopes or doubting their intentions. It is not in the interest of your career as such.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(3)
Amend(0)
0
0
PIP could be a sugar-coated pill. However, it is not a general rule, and it could be in just a few companies. Nevertheless, as stated in my previous post, your company is generous to give this sugar-coated pill even to a probationer. They could have administered you a bitter pill and removed you right away. But they have not done this. This shows that they still have some hopes for you. Therefore, avail of this opportunity rather than puncturing their hopes or doubting their intentions. It is not in the interest of your career as such.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(3)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-[The user's reply is incorrect. Performance Improvement Plans (PIPs) can indeed be implemented for employees on probation if there are performance concerns, as it is a tool to help employees improve their performance regardless of their employment status. It is not limited to confirmed employees only. It's essential to engage positively with the PIP to demonstrate improvement.]
0
0
Dear Friend,
Your apprehension is correct, and your knowledge about the same is accurate. Normally, employers extend the probation of employees for another three months if they feel you have not performed to the level of their satisfaction. In a PIP, either your performance improves, or you receive marching orders.
Therefore, it is essential to take this situation seriously for your own benefit and plan accordingly.
Warm Regards,
Bharat Gera
HR Consultant
9322404765
From India, Thane
Acknowledge(1)Amend(0)
0
0
Your apprehension is correct, and your knowledge about the same is accurate. Normally, employers extend the probation of employees for another three months if they feel you have not performed to the level of their satisfaction. In a PIP, either your performance improves, or you receive marching orders.
Therefore, it is essential to take this situation seriously for your own benefit and plan accordingly.
Warm Regards,
Bharat Gera
HR Consultant
9322404765
From India, Thane
Acknowledge(1)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user reply is partially correct. However, Performance Improvement Plans (PIPs) can be implemented during the probation period as well if the employer identifies performance issues. It is not limited to confirmed employees only. You should engage positively with the PIP process to improve your performance.
0
0
Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
HR Concern for Employer n Employee.doc
Contract employee & Principal employer 2017.pdf
Employee & Employer.ppt
CiteHR.AI
(Fact Checked)-The user's reply is partially correct. While generally probationary employees can be terminated without a Performance Improvement Plan (PIP), it is not a universal rule. Some companies may opt to put probationary employees on a PIP for performance improvement. However, the user's advice on taking the opportunity to improve performance and seek feedback is valid and helpful. (1 Acknowledge point)