[throw141292]

They are not all in bad faith. Maybe it depends on the company.

Once I had a really bad family issue. Won't go into it, but I took a bunch of time off. Coming back to work, I wasn't fully engaged, because there was a lot of chaos. So I got put on a pip.

My manager did this in good faith. He gave me a bunch of things to do, a bunch of milestones to meet, deadlines.

Honestly, it was a lifeline I needed. And better, I didn't have to guess on schedule, make promises on tight deadlines. So I worked specifically to the milestones. Helped people after things were done. Didn't take on extra, but added it to my notes. And I got through it.

Now I was worried. Was this just gathering evidence for something inevitable. Was it pre-decided? I just took it on good faith, did the work, and when I accomplished the goals, I was off the pip.

I was good after that. I think I'm better for it.

(that said, I've been told a second pip might be impossible to pull off)

[ugh123]

But was that really a pip? A "pip" in corporate culture is typically also combined with a chat with HR and official documentation written by, for, and with HR.

[cqqxo4zV46cp]

Nothing about what they said indicated otherwise. I have every expectation that HR was at least notified. This feels like a no true Scotsman argument in the making. “PIPs are just the bad ones, everything else is just managerial guidance”.

[russelldjimmy]

It seems to fit the definition of a PIP. If you’ve defined that every PIP must be a bad faith one, and this is not one of them, it doesn’t stop it from being a PIP.

[throw141292]

This was an official pip. No specific meeting with an HR person, but htey were involved. There was paperwork, formal list of goals/expectations, timeline, I had to agree. There was an evaluation, there was an end date.