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Level up your career with insights, inspiration, and support from your fellow go-getters.

Career Growth

I always believed a Performance Improvement Plan (PIP) was meant to help an employee grow. But reality hit differently.

Some were put on a PIP without any prior warnings, no clear expectations, and no proper guidance. It felt less like a performance correction and more like a personal vendetta. The same managers who failed to support or understand challenges were quick to question, criticize, and push into PIP mode — just to show power or settle scores.

Performance issues should be handled with constructive feedback and mentorship. But in some companies, especially under insecure leadership, PIP becomes a silent weapon to corner individuals or force resignations.

PIP is for Vengeance, Not Performance – A Tool Misused by Insecure Managers

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