There’s lots to be said (and felt) about Performance Improvement Plans (PIPs); they’re often a step that a company takes when an employee is not meeting the expectations of their role, and their manager (or the company) is considering whether or not to terminate this person’s employment. I’m oversimplifying here, but you can think of a PIP as explicit documentation about what a person needs to do differently within a specific timeframe, both to make sure there’s clarity and a shared...
