What should I do if I am put on a PIP?

Facing a performance improvement plan, or a contract that allows PIP-based exit? Learn the questions to ask on goals, support, timeline and severance.

The risky clause

The Company may terminate the Employee at any time if performance is unsatisfactory in its sole opinion, without notice or severance.

Why it is dangerous

A PIP should have clear goals, a fair timeline and manager support. If the contract allows termination on 'sole opinion', ask for written, measurable criteria and notice. Keep copies of feedback, targets and your delivered work. This is general information, not legal advice.

Safer clause to propose

Any performance plan shall set written, measurable goals with at least 60 days to improve. Termination for performance requires 30 days notice or pay in lieu.

Message to send

Hi [Manager],

Could we write down the PIP goals, how each will be measured, and the review dates? I would like to meet them and track progress together. Thank you, [Your Name]

Frequently asked questions

Is a PIP the same as termination?

No, but it is sometimes a step toward exit. Treat it seriously and ask for clear, measurable goals.

Can I negotiate an exit during a PIP?

Sometimes. Ask for a written offer on notice pay, references and relieving terms, and consider legal advice.

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