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an analyst
2d

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