What is a PIP? 3 signs you might be put on one

If you or someone close to you has been on a performance improvement plan, aka a PIP, you’re probably familiar with the arduous, painful and sometimes even hurtful processes that lead to one. Perhaps your direct manager has been cold over Slack lately, removing you from important assignments or emails. Maybe your projects – that once felt celebrated among higher-ups – now get scathing reviews.

By the time that PIP arrives, you’re probably pretty defeated, says Madeline Mann, an expert career coach. “From what I’ve seen in my Human Resources career, I’d estimate maybe 10% to 20% successfully come out of a PIP and keep their role long-term,” she explains. “The rest either get terminated or leave voluntarily since they don’t see themselves being successful there long-term. The whole relationship can feel tainted.”

Still, Mann says, PIPs are technically supposed to help an employee improve (even if they’re not always used that way). Is it possible to survive a PIP and stay with your current employer, and are there signs that one might be on the way? Here’s a rundown on everything you need to know about PIPs. 

What is a PIP?

According to the Society for Human Resource Management, a PIP, or performance improvement plan, is an official document that outlines an employee’s performance gaps or behavior issues, as well as goals for said employee to meet by a certain date. Typically, if an employee doesn’t meet those goals, they’ll be asked to resign or will be discharged. The employee, their manager and an HR professional typically jointly sign the document. 

There’s not a complete picture of official data surrounding PIPs, but per the Bureau of Labor Statistics, there were 415,000 layoffs and discharges in the professional and business services sectors in July of 2025.  

So, why might a person get put on a PIP? As Mann explains, that might include specific, data-driven instances in which a person isn’t hitting their specified goals and deadlines (as outlined by their manager). In other words, they’re not meeting the demands of the job. 

Other times, however, the issues are more qualitative – say, an employee isn’t well-liked among staff, or their manager cites poor communication styles or other behavioral issues.   

What are signs I might be put on a PIP?

As Mann reiterates, oftentimes, you might understand full well why you’re receiving a PIP. You may know in your gut you’re not the right fit. Other times, employees can feel blindsided when they’re put on plans. Either way, here are a few signs you might be placed on a PIP.   

1. You’ve just received a poor performance review

Your manager can’t throw you on a PIP just because they don’t like you much (though, it might feel that way sometimes). Rather, they need to provide tangible evidence that you’re underperforming or are somehow counterproductive to the company’s business goals. An official way to communicate that, per Mann? A bad HR write-up. “A major sign that a PIP might be coming is a negative performance review,” she notes. 

2. Your manager is putting all your mistakes in writing

In that same vein, if you notice that your manager is documenting your mistakes far more than usual, a PIP might be on the way. That’s because they, and your HR department, need evidence that you’re underperforming – and a lengthy compilation of written issues makes for a stronger firing case. “Another thing to pay attention to is your manager documenting your missteps via email, such as, ‘Today, when you were 20 minutes late,’” Mann says. 

3. You’re being left out

Recently removed from a super-important project? That’s another big PIP indicator, per Mann. “You may also notice you are taken off of key projects or meetings, or your manager asks for daily updates on your work and becomes very goal-focused, if they weren’t already,” she explains. 

What to do if you’ve been put on a PIP

Getting put on a PIP is stressful but try not to panic; there are things you can do to take back some control of your situation. Here’s how. 

1. Take a deep breath

Since PIPs require an employee to hit a series of benchmarks to stay employed, you’ll likely be checking in with your manager far more often. As a study published by the International Journal of Research and Innovation in Social Science has shown, micromanagement is directly tied to low morale and low productivity. Workers who are micromanaged report nearly double the stress compared with non-micromanaged workers, according to the 2023 Work in America Survey.

Bottom line: Your mental health comes first. If you’re able, consider taking off the rest of the day to collect yourself after you’ve received the PIP. Second, know that a PIP might be reflective of your work performance at this single, specific company, but it is not an assessment of you as a person or even your talents in your field. 

2. Assess your situation

Again, as Mann says, PIPs are technically designed to help an employee improve. In some cases, that’s true. 

So, how can you know? “It truly depends on the manager’s belief in whether the person is able to improve,” Mann explains. “If the manager believes there is hope, a PIP is a good way to make expectations clear and hopefully avoid all the time it takes to rehire.”

Consider your relationship with your manager, and the way in which they delivered the PIP: Did their communication seem empathetic or punitive? Do they seem genuinely invested in your growth or just want you out of their hair? Your gut instinct is probably the right one, per Mann. 

“What I’ve seen is that a PIP can happen because it’s actually the manager who has unclear expectations that they think are obvious,” she explains. “On the other hand, a manager may have given up on an employee but didn’t do an effective job of documenting performance conversations, so they use the PIP as a way to create documentation on the way out.”

2. Grin and bear it (as best you can)

Yes, a PIP might feel emotionally excruciating – but an unpleasant attitude won’t get you anywhere, Mann advises, especially if you can’t suddenly quit (and lose your income). “Rise to the challenge,” she explains. “Overcommunicate your progress and put in extra effort to meet and exceed standards.” 

She notes that, in many cases, a manager might feel slightly awkward about the whole situation – they probably don't want to be in this situation any more than you do. “So, if you can be gracious and show high integrity, it could strengthen their image of you,” she says. 

3. Start a job search right away

Unfortunately, Mann says that many people who are put on PIPs are headed toward termination. That’s a major blow; there are no two ways around it. “Start job searching immediately,” Mann advises. “This gives you a head start in case you are terminated, or an option to leave if you clear the PIP but don’t see a future for yourself at the company.”

Though it’s devastating to lose a job, think of your time with your current company (that put you on a PIP) like any relationship: It didn’t work out because you’re inadequate. It failed to succeed because they weren’t the right fit for your talents, and vice versa. You’ll land the right gig soon.

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