One of my most popular videos was titled “Help! I’ve Been Put on a Performance Plan”—and I believe the reason it resonated with so many people is that it reflects the harsh reality of corporate life.
More and more organisations are leveraging their Human Resources (HR) departments to legally manage executive exits. The performance improvement plan (PIP) is often used as a structured way to justify an employee’s termination while minimising legal risk. While not all PIPs are a guaranteed path to dismissal, in most cases, once an organisation formally puts you on a performance plan, they have already made their decision—and the process is designed to manage you out of the business.
So, what should you do if you find yourself in this situation? Let’s break it down.
Understanding the Reality of a Performance Plan
The moment you are placed on a PIP, you must recognise a few hard truths:
✔ You are under scrutiny – Your employer or leadership team believes your performance is not meeting expectations, and they now have documented evidence to justify their position.
✔ HR is protecting the company, not you – The structured nature of the PIP is designed to provide a legally defensible reason for your exit, should it come to that.
✔ You still have options – While the odds may not be in your favour, a PIP does not guarantee termination. Your response and actions in the coming weeks will determine how this plays out.
Option 1: Fight to Stay and Turn It Around
If you are committed to staying in the organisation, you will need to work strategically to improve your standing. Here’s how:
1. Take Feedback Seriously (Even If You Disagree)
- Accept that some form of improvement is required, even if you feel the feedback is unfair.
- Avoid getting defensive—this will only reinforce their decision to remove you.
- Ask for specifics: What measurable improvements do they need to see? How will success be determined?
2. Set Clear, Measurable Goals
- If the PIP states that your communication style needs improvement, what would better communication look like?
- Would it involve fewer complaints from colleagues?
- Would it require you to attend a leadership development course?
- Would a 360-degree feedback review showing improved ratings be enough to satisfy their concerns?
Without concrete goals, the goalposts may keep shifting, making it impossible for you to meet expectations.
3. Engage Key Stakeholders
- Repair any damaged relationships and build trust within your team.
- Get senior leadership on your side—seek feedback, show effort, and communicate your progress.
- Consider coaching or mentoring support to help refine your approach.
4. Play the Political Game
- At this stage, perception is just as important as performance.
- Act professionally, remain positive, and avoid any negative office politics.
- Make sure leadership sees you as someone actively improving, not resisting the process.
5. Document Everything
- Keep records of your efforts, including feedback from colleagues and managers.
- If they claim you haven’t improved, you’ll have evidence to counter their claims.
6. Be Realistic About the Outcome
- Even if you give it your best shot, the decision may already be made.
- If leadership wants you out, they may claim you haven’t met the criteria, no matter how hard you try.
- At the very least, you’ll leave knowing you did everything possible to turn things around.
Option 2: Read the Signs and Plan Your Exit
If you sense that your company has already decided to remove you, fighting to stay may not be worth the stress. Instead, you can take a strategic approach to exiting on your own terms.
1. Update Your Resume and Start Your Job Search Immediately
- Circulate your resume with recruiters and executive search firms.
- Activate your network—reach out to former colleagues, mentors, and industry contacts.
- Keep your job search confidential—avoid discussing it with colleagues inside your current company.
2. Secure References Before You Need Them
- If you anticipate being let go, line up positive references now.
- This could include previous managers, peers, or trusted clients.
3. Protect Your Reputation
- Avoid burning bridges—you never know when you might cross paths with these individuals again.
- Maintain professionalism throughout the process.
4. Negotiate a Graceful Exit
- If you suspect your termination is inevitable, consider discussing an exit package or mutual separation agreement.
- Severance negotiations may be possible—HR often prefers a clean break over a drawn-out battle.
What’s the Best Approach?
The best course of action depends on your specific situation:
✔ If you believe you can turn things around, take the PIP seriously and put in the effort to demonstrate improvement.
✔ If you feel the company is setting you up to fail, use this period to secure your next opportunity while remaining professional.
✔ Regardless of your choice, always have a Plan B. Even if you’re giving it your all, start preparing for your next move immediately.
Kylie Hammond Resources to Help You Navigate Career Challenges
If you’re currently facing a Performance Improvement Plan or need career advice, I offer a range of resources and coaching services to help executives manage their careers effectively. Whether you need a resume refresh, career coaching, board search strategy, or executive transition support, I can assist.
Key Resources & Links
Career & Board Portfolio Services – Tailored career strategy and board search support.
Tiger Boards Board Director Registry – Register for exclusive board opportunities.
Book a Career Coaching Session – Schedule a private consultation.
LinkedIn Content & Career Advice – Follow for insights on executive career moves, leadership, and board search strategies.
Whether you’re navigating a difficult workplace situation or planning your next leadership move, my team and I are here to help.
Final Thoughts
Performance improvement plans are rarely positive experiences—but they don’t always have to spell the end of your career. Whether you decide to fight for your role or strategically exit, how you handle this process will shape your professional reputation and future opportunities.
If you’ve been placed on a PIP, take a clear-headed approach:
- Assess whether you want to stay or leave.
- Get specific and measurable expectations.
- Document your progress.
- Maintain professionalism at all times.
- Always keep an eye on other opportunities.
Many executives have successfully turned PIPs around, but in other cases, leaving the organisation has opened doors to better opportunities. The key is to stay proactive, stay professional, and stay prepared.
What are your thoughts on performance improvement plans? Have you experienced one before? Drop a comment below—I’d love to hear your insights.