Have reason to believe that my management is placing me under PIP, and even if I did survive the program, it would automatically result in a soured relationship between myself and my manager.

Assuming I get placed on a PIP and said PIP has a 1-month review with a clause stating "Failure to meet the management's outlined expectations of the role will result in a termination or performance review," and I tender my resignation which has a 3-month notice halfway through the PIP, do I follow the time outlined in PIP or my resignation?

Asked several HR practitioner friends, but want to be sure. I understand that in theory, a PIP is not a termination, so a resignation letter and its notice period take priority. Does anyone else think differently?

Correct. All they want to do is just make u resign. So it worked just as planned.

If u're lucky u'll get offered garden leave or unlucky leave immediately without compensation from both side.
Else just enjoy ur 3 months slacking.

if PIP just resign bah. no point staying like you mentioned relationship will be sour and what are your future chances of promotion? since resignation has 3 months notice period.. good do it and find a job.

when you kena PIP, it is actually sign to tell you go find a new job
no matter how you manage your PIP, the end result still you did not meet their expectation one, they will find trouble with you.

better just go apply for new job.

if resign, it will follow the 3 months notice period. that means they win lo.....
even if PIP one month you did not meet the target, they cannot fire you immediately, they still need to issue warning letter to you and give you time to improve......

I just kena PIP last month, i know they just want me to leave cause they want 40% increase in sales lol, so I nego get 2 months compensation and just say bye bye

I kena pip before cos someone needs to kena cos of the bodo bell curve concept.
You cant run away...those have flavor in mgr eyes will not kena...and those who did their job will kena cos of it...
I survived..and luckily that mgr resign and new mgr came...
Ofcos u need to perform and get out of the pip...
Get promoted after a year with above average kpi with good bonus..
So..it depends..

This post has been edited by sunami: Jul 24 2024, 12:42 PM

you were lucky because your manager resigned.
else he will be watching over you on every tiny little mistake and make a big fuss over it.
very rare managers who put his staff on PIP are gentleman
unless he inform you this is for wayang only first hand. hahaha

tbh...with bellcurve thingy....it is easier for a mgr to justify to put some co workers to be in pip than putting everyone on average.
someone need to be on the chopping board which i find this bellcurve thingy is rather stupid.
"the manager" play games in the office while everyone working their arse off chasing deadline...so you would guess how hard will the manager fight to his team to justify everyone is ok with the management.
so i consider myself unlucky la...cos i rarely bodek...
yeap..consider lucky to have that barger resigned....and better boss came.

In general, it is better to find another company within 3 mths period. If you ever get fired due to failing pip, it will be marked in your career.

Not worth the risk, my friend.

if u tender and serve notice, i don't think they will follow thru with the PIP bcoz the reason for doing so is now redundant

Agree, someone always need to be a scapegoat to fulfill that idiotic bell curve

one of my staff survived PIP.

2 years later she is still here.

I am sure it isnt meant to guarantee removal of a staff but the stigma and career opportunities may appeared damaged by it. Unless it is full deserving label? That would be what an external party would think as well.

This post has been edited by lock_82: Aug 13 2024, 07:27 AM

there could be stigma...yes

but I know of one manager that kena PIP...survived

then the boss that PIP left for another role in co, new boss tookover

he has new change to turn new leaf.

but then again, one is free to leave maybe can find something better

lucky indeed, else may always carry a bulleye at the back for the old bos. To survive PIP or not also depend on circumstances and other factors.

some bosses just wanna use PIP to instill fear and make staff attentive

so u have to go back to the intention of PIP

if PIP intention is to get rid of you, better leave

Boss who use PIP to instil fear is a stupid move. PIP also involves boss to monitor and comment feedback on the PIP. More work for boss and HR, not just the person on PIP.

PIP is just a reason to give you a hint you are below par and need to be leave.

yeah it sounds stupid.

but some companies have this bell curve requirement, so bosses are compelled to do PIP to ensure those low rating buck up.

if bell curve, meaning every year someone will kena. This lagi stupid..
The system is set up to instill fear to people to perform all the time.

believe it or not, some co does this. I do agree its pretty stupid.

its also a cheap way to get rid of staff without incur retrenchment.

some bosses avert this by playing musical chairs, means telling their staff to take turn for PIP to avoid losing staffs. But it does demoralize them.