Hi there. It's Tiffany and Gerald back with the A MA segment. Now, let's get straight into it. Have you heard of the term P IP, I haven't not until the last few years when some people I know were unfortunately put on it. So P IP stands for performance improvement plan. And the overall goal is to give employees with performance issues, the tools and opportunity to improve before they face other actions, including termination

Hi there. It's Tiffany and Gerald back with the A MA segment. Now, let's get straight into it. Have you heard of the term P IP, I haven't not until the last few years when some people I know were unfortunately put on it. So P IP stands for performance improvement plan. And the overall goal is to give employees with performance issues, the tools and opportunity to improve before they face other actions, including termination

our listener today, whom I'll call Jenny wants to know, how do I bounce back from P IP, Gerald. Wow.

our listener today, whom I'll call Jenny wants to know, how do I bounce back from P IP, Gerald. Wow.

Ok. For many, it really signals the end of the road for them. I would say just even knowing that you are on API P, it really doesn't make you feel good,

Ok. For many, it really signals the end of the road for them. I would say just even knowing that you are on API P, it really doesn't make you feel good,

it feels like you should start to look for another job. But I think in general sometimes P IP can be a good thing, but it really depends on whether you are given the adequate support to succeed and to bounce back. So in my experiences hearing from people on P IP, sometimes it does really seem that

it feels like you should start to look for another job. But I think in general sometimes P IP can be a good thing, but it really depends on whether you are given the adequate support to succeed and to bounce back. So in my experiences hearing from people on P IP, sometimes it does really seem that

the PIP is just a way to document their exit, their justification for terminating So in those cases, the PIP actually serves no purpose or rather it serves no benefit to the individual that's going to the pip, it serves the benefit to the company. But if today the PIP is given in a way where it's meant to help the employee to improve, how do we know that we can see that by the way, the PIP is structured

the PIP is just a way to document their exit, their justification for terminating So in those cases, the PIP actually serves no purpose or rather it serves no benefit to the individual that's going to the pip, it serves the benefit to the company. But if today the PIP is given in a way where it's meant to help the employee to improve, how do we know that we can see that by the way, the PIP is structured

by the relationships that the workplace is support that is given there. If those things are present, the PIP can help an individual to bounce back.

by the relationships that the workplace is support that is given there. If those things are present, the PIP can help an individual to bounce back.

Ok. So what

Ok. So what

is a good performance improvement

is a good performance improvement

plan?

plan?

A good P I plan includes a few things like a very clear goal areas of improvement that you have to achieve very specific tasks and outcomes, very clear targets. And it also includes conversations that are taken together with your supervisor

A good P I plan includes a few things like a very clear goal areas of improvement that you have to achieve very specific tasks and outcomes, very clear targets. And it also includes conversations that are taken together with your supervisor

to see whether have you met those outcomes or not. So, a good P IP should have all of these things. It should certainly never be just a conversation to say you're on P IP. Ah, you better buck up and if not, you're on the way out because

to see whether have you met those outcomes or not. So, a good P IP should have all of these things. It should certainly never be just a conversation to say you're on P IP. Ah, you better buck up and if not, you're on the way out because

a lot of people would be like, how do I buck up because obviously nobody is setting out to get on to API P, right? So you say a good P IP would have a proper checklist and proper check ins as well.

a lot of people would be like, how do I buck up because obviously nobody is setting out to get on to API P, right? So you say a good P IP would have a proper checklist and proper check ins as well.

The

The

check ins part is pretty important

check ins part is pretty important

because you can have a proper checklist. But the checklist also be used to justify your exit. Yeah. Correct. But I think when we start to look at the support that you get from your colleagues, your supervisor, you can kind of get a sense whether are they really genuine in wanting to help you to improve or are they just like wishing that you would live on your own? Ok. Like

because you can have a proper checklist. But the checklist also be used to justify your exit. Yeah. Correct. But I think when we start to look at the support that you get from your colleagues, your supervisor, you can kind of get a sense whether are they really genuine in wanting to help you to improve or are they just like wishing that you would live on your own? Ok. Like

the

the

quiet firing that we were saying? Yeah, because P IP could be also a form of quiet

quiet firing that we were saying? Yeah, because P IP could be also a form of quiet

firing.

firing.

Yes, this is something that many

Yes, this is something that many

people in hr they will advocate for. You know, if today someone who is not performing well, the P IP is seen as almost the last resort. So document it well and justify the firing.

people in hr they will advocate for. You know, if today someone who is not performing well, the P IP is seen as almost the last resort. So document it well and justify the firing.

Ok. So it sounds all quite doom and gloom. But what if I am put on P IP then what should I do? The last resort like you say is to I guess hand in the resignation letter, if you know that the people who have put you on this plan have

Ok. So it sounds all quite doom and gloom. But what if I am put on P IP then what should I do? The last resort like you say is to I guess hand in the resignation letter, if you know that the people who have put you on this plan have

no whatsoever interests at heart for you. But if let's say, I feel that, ok, my manager is trying their best, maybe it could be just a bad year, maybe it could be that things have been in flux this year. Maybe I had things that come my way in life and unfortunately, my manager understands, but I have to put me on P IP because I haven't been meeting clear goals. So if I've been put on P IP. My manager wants to help me to get out of it. How should

no whatsoever interests at heart for you. But if let's say, I feel that, ok, my manager is trying their best, maybe it could be just a bad year, maybe it could be that things have been in flux this year. Maybe I had things that come my way in life and unfortunately, my manager understands, but I have to put me on P IP because I haven't been meeting clear goals. So if I've been put on P IP. My manager wants to help me to get out of it. How should

I approach? Yes. When

I approach? Yes. When

you are placed on API P, the first thing to think about is whether is it justified? Ok. Do you think that you should be on API

you are placed on API P, the first thing to think about is whether is it justified? Ok. Do you think that you should be on API

P and wait, so if it's not justified, what can I do? I can go to hr and say sorry, it's not justified. Take me out of P IP. Can I do that?

P and wait, so if it's not justified, what can I do? I can go to hr and say sorry, it's not justified. Take me out of P IP. Can I do that?

If you

If you

don't feel it's justifiable, you should clarify. Like why are you on API P and start to really ask for the reasons in your work performance that led to this P IP. You want to get a clarification otherwise you shouldn't just take the P IP

don't feel it's justifiable, you should clarify. Like why are you on API P and start to really ask for the reasons in your work performance that led to this P IP. You want to get a clarification otherwise you shouldn't just take the P IP

just because someone puts you on it, right? Then the other thing here is if today you are put API P and you feel like it's justified for many reasons, right? It could be because it's a poor job fit, it could be because of things that are happening in your family, in your personal life. You're struggling with certain issues

just because someone puts you on it, right? Then the other thing here is if today you are put API P and you feel like it's justified for many reasons, right? It could be because it's a poor job fit, it could be because of things that are happening in your family, in your personal life. You're struggling with certain issues

and these issues are actually affecting your work performance. If these are valid reasons, then maybe you want to think about addressing those issues as well. On top of really working on your P IP. OK. Being on API P, there's sometimes this sense of guilt, shame that you're not good enough and you really feel like a part of you just died while you're still working.

and these issues are actually affecting your work performance. If these are valid reasons, then maybe you want to think about addressing those issues as well. On top of really working on your P IP. OK. Being on API P, there's sometimes this sense of guilt, shame that you're not good enough and you really feel like a part of you just died while you're still working.

So you really want to manage that site a lot better. You want to be able to still continue to be positive, to try to give your best at the workplace. And this is why I say the support from the supervisor, the consultations, the check ins are very important because you want to get a sense of this person that you are working with and this environment, this community that you are with at the workplace.

So you really want to manage that site a lot better. You want to be able to still continue to be positive, to try to give your best at the workplace. And this is why I say the support from the supervisor, the consultations, the check ins are very important because you want to get a sense of this person that you are working with and this environment, this community that you are with at the workplace.

Are they for you or not? Right? Because if today there is that support that you will feel like you can bounce back. But if today they all seem to be not very supportive, then this will make the bounce back a lot harder,

Are they for you or not? Right? Because if today there is that support that you will feel like you can bounce back. But if today they all seem to be not very supportive, then this will make the bounce back a lot harder,

then you might really want to think about whether this is the right job for you to stay on as well.

then you might really want to think about whether this is the right job for you to stay on as well.

Yeah. Well, Jenny, I hope what we have talked about today, the advice will be useful for you. I hope you take a positive attitude out of this because it sometimes may not be you, it may be the environment around you the conditions as well and we hope that you will be able to improve from P IP if you are put on it and if any of you listeners, you have any other work related questions, big or small. We're here to help you

Yeah. Well, Jenny, I hope what we have talked about today, the advice will be useful for you. I hope you take a positive attitude out of this because it sometimes may not be you, it may be the environment around you the conditions as well and we hope that you will be able to improve from P IP if you are put on it and if any of you listeners, you have any other work related questions, big or small. We're here to help you

send it to us. We're at CN A podcasts at media corp.com dot SG I will ask the question, Gerald will answer them for you. You can always also find us on Spotify Apple Podcasts or youtube where a video version of this is at the team behind the work it podcast is Christina Robert, Joan Chan, Juani Johari. Sa We to Yan Yun C mixing is by Cary Lim video by Haida Amin. I'm Jerald and I'm Tiffany have a super work week ahead.

send it to us. We're at CN A podcasts at media corp.com dot SG I will ask the question, Gerald will answer them for you. You can always also find us on Spotify Apple Podcasts or youtube where a video version of this is at the team behind the work it podcast is Christina Robert, Joan Chan, Juani Johari. Sa We to Yan Yun C mixing is by Cary Lim video by Haida Amin. I'm Jerald and I'm Tiffany have a super work week ahead.