Let’s talk about PIP.
Not Perangai Ibarat Pasrah, but Performance Improvement Plan.
Yes, that dreaded HR document some bosses treat like a termination strategy.
Now, a proper PIP is supposed to be a support tool.
To guide.
To coach.
To help someone bounce back.
But in many workplaces, it’s misused to be more like “paperwork before firing” than “plan for improvement.”
Here are some red flags that signal a flawed PIP:
🚩 No clear KPIs or unrealistic expectations
🚩 No coaching or feedback sessions during the plan
🚩 Given after long silence with no prior warnings
🚩 Conducted by someone too junior or not equipped to provide developmental feedback
That last one is very important.
The person running the PIP matters just as much as the content.
I’ve seen companies lose cases in the Industrial Court because of this alone.
A Performance Improvement Plan is not a punishment.
It’s a leadership responsibility.
And it should be conducted by someone senior enough, who understands the job, can guide performance, and has the skill to coach (not just tick boxes).
A good PIP should come with:
🧭 Clear expectations
🗓️ A reasonable timeline
🤝 Regular coaching check-ins
🧠 A capable leader who supports
And if a parting is necessary, it’s done with dignity.
Not via silent sabotage wrapped in corporate language.
So leaders, before you issue a PIP, ask yourself:
Are we truly helping this person succeed?
Or are we just getting the paperwork ready for dismissal?
Be careful not to end up in court.
xoxoxo, AuntyHR
